Colleague Lisanne explains: “A lot of people don't see it because most of it happens in my head. At work, jokes were sometimes made about ‘things that were supposedly autistic.’ When I shared my background, that stopped immediately, and everyone reacted very respectfully.”

Be an ally: From awareness to action by sharing stories

On International Women's Day, we demonstrated what Allyship can mean: it's not a title you wear, but an action you take. Sometimes big, sometimes small, but it always starts with empathy.

Now we're building on this concept on Diversity Day on October 7th – which at bolwe're expanding into Diversity Week. It's not just about listening, but about truly understanding stories, learning from them, and consciously adjusting your behavior. During this week, all bol colleagues can literally and figuratively step into someone else's shoes. At the bol headquarters in Utrecht, colleagues' shoes are displayed, linked to their personal stories. These are real experiences of people who have encountered or overcome barriers or invisible obstacles.

Like Alexander, who, after brain tumor surgery, has to relearn how to cope with his paralyzed right side and hearing loss. His journey to acceptance teaches us that sometimes, allyship simply means giving someone space to rediscover themselves, without judgment. “I’m still figuring out how to manage my own body. While I generally feel comfortable in the workplace, sometimes it gets too hectic. I’m trying to figure out what works best for me. Some colleagues know about my health situation. They’re respectful about it, but since I don’t fully understand it myself yet, how can I expect others to fully grasp what it feels like? You almost have to experience something like this yourself to know what it’s like. It would be great if there were more awareness of these kinds of situations, and that’s why I’m sharing my story during Diversity Week.”

Another colleague talks about how ADHD makes her emotions intense — sometimes confusing for others — and how masking in groups takes a lot of energy. “What has helped me grow the most is a mindset: I make sure I surround myself with people I can talk to about anything. In calm, open conversations, you learn the most from each other's perspectives. Those moments have shaped me more than anything else.” Her story shows that allyship also means being patient, not judging, and allowing space for different ways of working and feeling.

Jacky, who grew up with a diverse cultural background, demonstrates that allyship means not assuming, but asking and exploring: “Assumptions are dangerous, especially when working with different cultures. We all think at some point that we understand people or a project, and that's when assumptions creep in. A simple conversation can often clarify so much.”

And one colleague, who found her place as a woman in the predominantly male world of software engineering, emphasizes the same: “For years, I conformed, wore glasses, and dressed less femininely to be taken seriously. Please don't do that. Never let other people's assumptions determine your self-confidence or your choices.”

What does bol do for diversity and inclusion?

At bol, we want everyone to feel at home, so everyone feels free to be themselves and make their voice heard. We do this by:

• Actively supporting six communities that promote inclusion and foster positive change: Queer, Neurodiversity, Youth, Women in Product & Tech, Cultural Diversity, and Internationals. Everyone is welcome to join one or more of these groups—whether you attend an event, participate in a conversation, or simply connect with others. These groups are more than just communities; they shape our culture and help us grow stronger together.
• Inclusive leadership is a requirement of bol's leadership and is factored into their assessment.
• We're working to raise awareness of diversity and inclusion through various programs. Through keynotes, workshops, e-learning, team activities, and internal communications, we ensure that inclusion isn't a trend, but an ingrained part of our culture.

During Diversity Week, it's about action, not just words. Colleagues' stories teach us that empathy isn't an end point, but a starting point. Empathizing with the experiences of others, recognizing barriers and breaking down barriers together, makes the workplace more inclusive and stronger. This is how we contribute daily to our goal: continuously developing our platform for a better future for all.