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(he/him) Ty Ty is a coach, advisor, designer, and facilitator in leadership/team development, IDE, culture change, engagement and employee experience. Originally from the US, he has also worked in Japan, Australia, Hong Kong, Germany, and The Netherlands, where he currently lives. He is passionate to remix more belonging, empathy, and trust into teams and organizations. Ty Jernstedt Looking for a Guest Speake r ? Get in touch Our Recent Articles... Top 10 Training Programmes for Community Building & Inclusion. DEI Trends in 2025: Tech and Innovation. Community Building 101: Our Top 30 Considerations. Create Space for Change. We work with 100+ Businesses, ERGs and Change-Leaders providing bespoke DEI solutions. Through consultancy we design shared learning experiences, produce insights and craft content that support individuals with strengthening their roles as change-agents within their communities and organisations. Discover our bespoke corporate solutions... Work with us

All our trainings, events and experiences are delivered by our global We Create Space Leadership Collective of mentors, facilitators, coaches and professional speakers. Our Collective. Team TOGETHER, WE INSPIRE CHANGE We're a global collective of 250+ speakers ; made up of trained DEI specialists, therapists, certified coaches, mental health professionals, activists, senior execs, and corporate change-makers. Each have a unique talent and powerful story to tell. The rich diversity of our collective aims to represent the plethora of intersecting identities across the queer spectrum, allowing us to speak with authority into a wide range of topics and experiences . Check out our WCS 2025 Cultural Calendar for some inspiration as to how we could support you in the coming year. Looking for a Guest Speake r ? Get in touch Meet the Team Adam Lanfear Adi Sinha Ahmed Shihab-Eldin Aisha Shaibu-Lenoir Aitch Farley Ajay Pabial Alberto Antón Benítez Ale Rebon Portillo Alex D'Sa Alex Dominguez Alex Howell Alex Leon Ali Hendry Allan Kartodikromo Amanda Walker Ambra Venturini Andre Johnsen Andrea Barberà Andrea Cortes Andrea Di Giovanni Andrew Chen Andrew Seedall Anick Soni Anthoniy Hristov Ariadne Ribeiro Ferreira Asha Harkness Ashley Marshall Ashtar Alahmad Audrey Mari Awo Dufie Bachul Koul Barbara Platier Barry Brandon Bekky Harrison Ben Pechey Betsy Reed Bex Wade Bobbi Pickard Brandi Andrews Brian McComak Burak Bilen CK Cairo Nevitt Calvin Stovell Carlos Idibouo Caroline Gansdorfer Char Bailey Char Erskine Charlie Craggs Chloe Cousins Chloe Filani Chloë Davies Chris Sheridan Christopher Kenna Christopher McDonnell Christopher Owen Cindy Nasenya Cindy Nehme Coco Coda Nicolaeff Cynthia Fortlage Cécile Deprez Damiana Ventura Dan Glass Daniel Pillai Darren Pritchard David Kam David McLaughlan David Nath Debra Griffith Dee Jas Denny Tu Devin O'Loughlin Devin Ozbagci Diego Lazaro Don Dominic Doug Graffeo Drew Demetry Dylan Shimmon Ed Jervis Ed Moss Eduardo Gutierrez Eliseo Pares Jorda Elle Bower Johnston Elliot Theodor Emilia Astrom Emily Horton Emma Underwood Erdem Onel Erica Burton Erica Rose Ernest Owens Ese-Mena Uyovbukerhi Esteban Zamora Eva Echo Fabian Domenech Felix Mufti-Wright Freddie Lewis Gatonga Theuri Gayathiri Kamalakanthan Geffrye Parsons Gonzalo Parra Guilherme Neves Gurchaten Sandhu Gus Bussmann-Stuart Hadi Moussally Hannah Nishat Botero Hishaam Siddiqi Hunter McCance Iesha Palmer Ilā Kamalagharan Izazkun Pinson JD Valladares-Williams Jack López Jacqui Rhule-Dagher Jade Fraser Jae Sloan Jamie Lowe Jani Toivola Jaron Soh Jasmine Khan Jason Kwan Jen Keawphaisan Jennifer Polzin Jess Brough Jo Krishnakumar Joela-Abiona Rivera Jolinda Johnson Jon-Paul Vicari Jonny Benjamin Jono Cruz Jono Selvadurai Josephine Hughes Josh Rivers Joshua Cruz Jossy Jaycoff Angulo José Luis Espinosa Sales Jourdan Hussein Jua O'Kane Jude Guaitamacchi Judith Solanas Sánchez Kali Sudhra Kanndiss Riley Kari Serrano Karim El Oteify Kathryn Lum Katya Veleva Kayus Fernander Keri Blue Kevin Hawkins Khatoun Abdmasih Ki Griffin Kim Wunner Kirill Slobodianiuk Kodo Nishimura Kosta Karakashyan Lazarus Lynch Lee Mabey Lee Schoenmaker Liam Rezende Lias Mauersberger Lily Zheng Lisa Cowling Lisa Marie Hall Loane Alonzeau Logal Kako Lolo Noble Lotus Smits Louise Beardsmore Luca Condosta Luca Magagni Lucia Blayke Lucifer Benedetti Luke Christian Luke Lopez Luke Manton Luke Thomas MK Getler-Porizkova Magda Stega Mahmoud Assy Manjinder Sidhu Manuel Schlothauer Marc Thompson Mariana Spada Marie-Helene Tyack Mark Travis Rivera Marley Conte Marty Davies Max Marchewicz Max Siegel Mayra Pastor Valdivia Mercedes Jenkins Michael Stephens Mike Rahilly Mitchell Davis Mufseen Miah Mus Alsaeid Nadu Placca Rodriguez Nancy Di Dia Natasha Getler-Porizkova Nats Sisma Neil Hudson-Basing Nick Kientsch Nicole Simpson Nour Jarrouj Nourhan Sandouk Obella Obbo Olivia Esposito Ora Özer Paff Evara Paul Taylor-Pitt Paula Harrowing Paula Soli Pavlo Cherednychenko Phil Sanger Piotr Ciepiel Polo Lonergan Pritham Bhatia Prudence Dippah-Dina Rachel Padilla Radam Ridwan Raga D’Silva Rahim EL Habachi Rakshet Sachdev Raven Nielsen Reeta Loi Rico Jacob Chace River Coello River Solace Robert Suttle Roxy Murray Ruby Rare Ryan Lanji Ryan Zaman Saba Ali Sabah Choudrey Safir Boukhalfa Sakeema Peng Crook Sanjay Sharma Sanjukta Moorthy Santi Sorrenti Santo Tripodi Sara Alvarez Sara Táboas Sarah Massey Saski Saul James Scott Sallée Sebastián Dalla Ba Sergi Alberola Sevi Koppe Sharon Ehrlich Shawn Aaron Shimar Guyo Shiva Raichandani Simi Wang Somar Ibrahim Sophia Emmerich Sophie Strachan Stef Tudorascu Steph Matthews Stephen Hart Stewart O'Callaghan Sunni Patel Suresh Ramdas Suzy McCafferty Tadhg Mac Mahon Tanvir Ali Taofique Folarin Tash Koster-Thomas Tashan Nicholas Tatum Karmen Swithenbank Taylor Lianne Chandler Taz Rasul Temi Ayorinde Teodor Cesljarov Teresa Lee Thea Bardot Thokozani Mbwana Tolu Osinubi Trish Boston Ty Jernstedt Uz Afzal Valentín Aseyo Vaneet Mehta Vijay Chohan Yasmin Benoit Yassine Senghor Yeison Forero Yujx Smith Zach Ames Zacha Belok Zee Monteiro WANT TO JOIN THE TEAM? We're always looking for new facilitators, guest speakers, writers and holistic practitioners. Get in touch

(he/him) Mufseen Mufseen is a dedicated LGBT+ activist and accomplished Finance Director based in London. He is committed to promoting a more inclusive community for all and is particularly focused on raising awareness of issues that affect Queer People of Colour (QPOC), drawing from his own experiences as a second-generation South Asian Muslim. Along with being a co-founder and co-host of Queer Talk , a podcast that highlights positive news and celebrates diversity in the queer community, Mufseen is a vocal advocate for intersectionality and self-empowerment. He is also passionate about promoting sexual health and addressing the impact of trauma on marginalized communities. Mufseen Miah Looking for a Guest Speake r ? Get in touch Our Recent Articles... Top 10 Training Programmes for Community Building & Inclusion. DEI Trends in 2025: Tech and Innovation. Community Building 101: Our Top 30 Considerations. Create Space for Change. We work with 100+ Businesses, ERGs and Change-Leaders providing bespoke DEI solutions. Through consultancy we design shared learning experiences, produce insights and craft content that support individuals with strengthening their roles as change-agents within their communities and organisations. Discover our bespoke corporate solutions... Work with us

Ready to apply inclusive community building principles to your business? Here are some of our favourite training programmes to get you started. At We Create Space, we see the transformative power of community every single day. Real change—whether it’s cultural, personal or organizational—doesn’t happen in isolation. For organisations striving to build a more inclusive, engaged, and thriving workplace, we believe community-building isn’t just a solution. It’s an integral foundation. The art and science of community-building is key to shaping culture, driving inclusion, increasing engagement and sustaining wellbeing.  In our recent guide Community Building 101: Our Top 30 Considerations , we identified Inclusion as one of three key pillars supporting community building. Think of the considerations as skills to be learned, honed, and practiced and these are our top 10 most common programmes to upskill employees.  All of our events, training programmes and   corporate solutions  are fully bespoke, delivered by   our global team  of experts, and tailored to the needs of   our clients . Don't be afraid to get in touch if you're looking for something not on this list! Make sure to also check out our 'Community Building 101’ events, which explore key factors for successful community development. Each session will provide actionable strategies & tools to promote effective change, collective learning, workplace culture & shared values. We will also discuss how grassroots principles can be applied in corporate settings, through three key pillars: Inclusion, Wellbeing, & Leadership. Register for our upcoming WCS Community Building 101: 'Inclusion' event with Trans+ History Week & QUEERAF on Thursday 20th March. 1. Creating Cultures of Belonging  Diverse representation in any community can only happen when there is a sense of belonging across all people. The session highlights the creation of inclusive working environments, the business case for inclusion, the managerial role in fostering inclusivity, ERGs (Employee Resource Groups), and tips to build communities as diverse as possible. The overarching theme is a reminder that diversity and inclusion are responsibilities for everyone, not just marginalized groups. 2. Designing & Executing Accessible Events  When we work to remove barriers, we create communities that are accessible for all. This workshop aims to equip participants with the knowledge and skills necessary to design and execute events that are inclusive and accessible for all attendees. They will be equipped with practical tools and strategies to foster an inclusive environment, ensuring that all attendees feel valued and engaged. When you have diverse representation, you are better equipped to understand the accessibility needs and challenges others face.  3. My Intersectionality, Power & Privilege Everyone has intersecting identities, but for many people, their sexual orientation or gender identity overlaps with other aspects of their identity (e.g. their race, religion or social status), compounding in increased levels of marginalisation and discrimination. This session explores the origins of intersectionality and how navigating these intersections can present unique challenges and opportunities. We’ll help participants identify their own power and privilege and how to utilise it in service of others. Building intersectional communities creates positive long term impact for peoples careers as discussed across Employee Resource Groups at Omnicom  via their membership  with We Create Space.  4. LGBTQ+ Inclusion 101 (CPD Accredited) A free e-learning course for those wanting to deepen their understanding of LGBTQ+ identities with the goal of creating more inclusive workplaces, communities and societies. This course will benefit those who already have some knowledge or understanding of LGBTQ+ identities, but who wish to further their allyship journey and as a four part accredited course it’s perfect for ongoing education efforts.  5. Navigating Data and Intersectionality. Everyone wants to collect data but how we use this information to best serve our communities is often vague. This session aims to provide better understanding of the different forms of data and analytics used to explore gaps to DEI.  We explore guidance to process data contextually and inform meaningful actions and discuss practical ways to prepare and equip your organisation to act on data efficiently. Participants will learn how to apply an intersectional lens to capture important experiential insights. We can utilise our annual Community Survey   and Community Action Plan   and learnings from other clients to give real world examples on how to put the pieces of the puzzle together.  6. Breaking Down Bias  Everyone has bias, both unconscious and conscious, and needs help to understand the foundations of bias, recognise its harmful effects on decision-making, and explore ways to challenge automatic thinking patterns. The ultimate goal is to facilitate a more diverse, inclusive, and open work environment through awareness, self-reflection, and practical tools for rewiring our thought process. For example, JTI   operates in 127 different countries and We Create Space developed a four-pronged strategy to address JTI's goals including a specific focus on Regional Development & Chapter Growth and Diversity within Diversity.  7. Developing Compassion and Emotional Intelligence   When you’re growing a community of any kind, it’s important to think about how that individual wants to be treated rather than only how you would want to be treated. A session supporting participants with looking inwards to create greater self awareness and identify areas of growth potential. Enhanced understanding of ourselves unlocks the ability to be a more compassionate leader. This session will consider how corporate cultures of perfectionism and a lack of compassionate role modelling in the workplace affects how we think of leadership, as we set out to challenge the status quo and inspire employees to feel more connected to one another. When you have cultures of belonging and compassion, you create safe spaces.  8. Creating Psychological Safety " Research in recent years  from   Gartner ,  Gallup   and Harvard Business Review   found that the benefits of a high psychological safety at work include: 27% reduction in turnover, 50% more productivity, and. 74% less stress.” This session focuses on the importance of fostering psychologically safe environments - spaces that reward vulnerability, drive innovation and generate cultures of belonging - where individuals from all backgrounds feel valued, respected, and able to express themselves or contribute freely. Participants will explore strategies to create a psychologically safe space for all employees, identify and address barriers hindering psychological safety within teams, and develop action plans to implement psychological safety practices in the workplace. 9. Having Courageous Conversations  Great community leaders are transparent and communicate regularly with those around them, not only does this fosters psychological safety but promotes inclusion. So whether we’re leading companies, building our career, raising a family or fighting for justice, we need to be able to communicate when it’s uncomfortable, confusing or difficult. This session will empower leaders to cultivate courage and overcome the barriers that are stopping them from moving forward. Participants will grow their active listening skills, learn how to set healthy boundaries, practice calling others in and challenging with compassion. 10. Inclusive Language and Terminology  Words have power. Words matter. Language and belonging, inclusion, and safety go hand in hand. This session explores the significance of inclusive language and terminology and how it affects different communities. It provides an opportunity to understand the foundational importance of words, their role in shaping communities, and engaging with language evolution. The session also addresses the impact of language on culture change, belonging,  and offers insights into responding to language challenges. Participants will be provided with access to an intersectional glossary of 400+ terms.  Register for our upcoming WCS Community Building 101: 'Inclusion' event with Trans+ History Week & QUEERAF   on Thursday 20th March. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Insights on the future of data, technology and innovation in DEI from our latest WCS Insights Report. Co-authored by Coda Nicolaeff This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025 . In this instalment, we explore how innovation in diversity, equity, and inclusion (DEI) practices is reshaping organisations to address the complexities of modern global workforces and foster stronger communities   within them. Traditional DEI approaches often fall short of addressing the complexities of diverse, interconnected, and globalised workforces. As organisations strive to integrate DEI into their core business strategy, the focus is shifting toward scalable, impactful solutions that drive measurable outcomes. Innovation—through data-driven processes, advanced technologies, and evolving methodologies—has become essential to achieving meaningful progress. The Role of Data in Shaping Strategies Data serves as the backbone of effective DEI initiatives, enabling organisations to transition from aspirational goals to actionable strategies with clear results. However, practitioners face significant hurdles in data collection and utilisation, from managing legacy systems to navigating legal and cultural barriers in different regions. “Our current system is 25 years old, and we have different software for different aspects of people management. We’re aiming to secure a system that can do everything… For an organisation our size, with all the systems we have in place, it’s a real challenge, but we are making progress.” - Practitioner in travel To overcome these challenges, organisations must standardise data collection processes and leverage both composition and sentiment data. Transparent communication is equally critical. DEI practitioners emphasise that data collection efforts must clearly articulate why the data is being collected, how it will be used, and what outcomes are expected. Failing to be transparent about these aspects of data collection risks damaging employee trust, resulting in lower uptake on future data collection initiatives and erosion of community building efforts. Using frameworks like Simon Sinek’s Golden Circle (“why, how, what”) can help build trust and encourage employee participation. WCS Resource :   DEI 101: Navigating Data & Intersectionality From Collection to Action Practitioners caution against “spinning” data to create overly positive narratives that mask underlying issues. Instead, organisations should use data insights to hold leadership accountable and drive meaningful change, aligning actions with the company’s collective vision and purpose. By authentically acknowledging where the organisation has room for improvement, leaders can inspire action and trust in employees - as opposed to resentment for glossing over systemic problems. “Data can easily be spun to look positive. That’s why asking the right questions can do two things: one, it encourages people to give data they might otherwise feel uncomfortable sharing, and two, it can help reframe data to give it more meaning.” - Practitioner in advertising Leveraging Technological Advancements Advanced technologies are enabling organisations to optimise DEI efforts. From performance management tools that ensure equitable access to opportunities, to AI-driven insights that identify hidden biases, technology is rapidly transforming how DEI strategies are implemented. However, the thoughtful integration of these tools is paramount to avoid “dashboard fatigue”—where insights are gathered but not meaningfully applied. “We’re now developing a tool that can analyse our leaders across every country, breaking down skills by identity, allowing us to create shortlists with gender and racial diversity in mind. I have high hopes for what we can achieve.” - Practitioner in consumer goods Ethical considerations are crucial when integrating AI into DEI processes. Practitioners stress the importance of aligning AI applications with organisational values and ensuring employees are equipped with foundational knowledge of AI’s capabilities and limitations. “Our operations and L&D teams are working on a technical curriculum for all employees globally… We’re also focused on ensuring AI is used responsibly, integrating feedback from employees to improve the experience.” - Practitioner in technology Building Trust Through Accountability Employees need reassurance that their contributions will lead to tangible actions, not just reports for senior leadership. Organisations that demonstrate the practical outcomes of their DEI efforts—such as improved equity in promotions and recruitment  or inclusive leadership  pipelines—are more likely to maintain employee engagement and trust. “HR is often seen as the enemy. Workers have had very bad experiences with them… When DEI practitioners come in with yet another survey, platform, or tool without explaining what it is or why it’s being introduced, that creates a massive block to people sharing their data.” - Practitioner in academia The Path Forward Innovation in DEI holds many opportunities to help corporate communities thrive, but it demands an ongoing commitment to refining strategies and adapting to the evolving dynamics of the modern workplace. To build truly inclusive and effective organisations, leaders should: Standardise Data Collection:  Establish consistent processes for gathering composition, segmentation, and sentiment data across regions. Use engaging tools like pulse surveys for real-time insights and enable meaningful global comparisons. Utilise Data for Action:   Ensure collected data drives visible outcomes. Tie metrics to leadership decisions and workforce strategies, use feedback loops to inform policies, and communicate progress clearly through technology and reporting. Invest Strategically in Technology:  Adopt tools that promote equity and unbiased treatment but avoid over-reliance on technology. Focus on utilising tools aligned with clear metrics and KPIs to deliver actionable results. Integrate DEI Across Functions:  Position DEI as a shared responsibility by embedding it into key functions like marketing, sales, and operations. This approach prevents siloing and fosters an organisation-wide culture of inclusion. By embracing these steps, organisations can transition DEI from an aspirational concept to a cornerstone of their strategy, fostering workplaces that are inclusive, innovative, and equipped to meet future challenges. This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025  series. To learn more, check out the full report here . Stay tuned for further instalments that explore practitioner insights on leadership, global challenges, and wellbeing in DEI work. Eager to learn more about the future of DEI in 2025 ? Sign up for our first WCS Insight Report Discussion , where we'll further explore the impact of innovation and other themes on the DEI landscape. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Use this guide to build, grow, and engage communities at a grassroots and corporate level through an intersectional lens of inclusion, wellbeing, and leadership. At We Create Space , we understand that building a community requires intentionality, consistency and a deep commitment. Growing, nurturing and evolving that community takes time, patience and strategy. It is both an art and a science. Whether you're working at a grassroots level or embedding community-building principles into a corporate environment, we believe the same fundamental considerations apply.  Below, we expand on key principles broken down into our core intersectional themes of Inclusion , Wellbeing , and Leadership , with supporting resources. Our work with leaders and corporate partners at a local and global level has shown us the power and impact of weaving these themes into community-building practices, creating spaces where people not only feel they belong but can truly thrive - personally and professionally. We will be releasing our recommended training guides on each key theme in the coming weeks. INCLUSION: Designing Communities Where Everyone Feels Welcome. Inclusion is so much more than representation. Rather, it’s about embedding equity into every layer of community-building, ensuring everyone has the opportunity to engage meaningfully. The principles of grassroots organizing, which focus on amplifying marginalised voices and co-creating solutions, provide a solid foundation for inclusive spaces. By prioritizing collaboration, transparent communication, and an understanding of systemic barriers, inclusive communities can build trust and a sense of belonging among members. This approach fosters collective ownership, shared responsibility, and sustainable impact, ultimately driving social innovation and positive change. 1. Diverse Representation Diverse representation must go beyond tokenism and takes effort to propagate. It requires actively inviting and elevating voices which are reflective of the diversity within the community, and ensuring they are a part of decision-making processes. In a corporate setting, this means conducting diversity audits and ensuring diverse hiring at all levels. Representation should extend to leadership, boards, and ERG leaders, reflecting the communities the company serves. WCS Resource: Our Global Speaker Collective 2. Accessibility Accessibility must address physical spaces, digital tools, and communication methods. Consider how events, programmes, or resources accommodate people with disabilities, neurodiverse individuals, or those with limited financial means. In corporate spaces, accessibility means potentially creating hybrid work options, captioned video meetings, and accessible office designs. Audit physical and digital platforms regularly to identify barriers. WCS Resource : Imagining the Future of Accessible Workplaces 3. Intersectional Approaches Recognise that identities such as race, gender, sexuality, and class intersect. These attributes influence how individuals experience inclusion and their needs from a community. Collect and analyse data to address systemic inequities, identify gaps in representation and guide DEI strategies. WCS Resource : DEI 101: Navigating Data & Intersectionality 4. Research, Data, and Feedback Regularly assess community needs through surveys, focus groups, and community meetings. Use this feedback to inform strategies and track progress. Companies can implement anonymous pulse surveys to assess inclusion levels, ensuring actions align with employee needs. Transparency about the outcomes of feedback loops is key to building trust.  WCS Case-study: Our annual Community Survey   and Community Action Plan .  5. Cultural Awareness and Application Center the histories, traditions, and unique experiences of the community. Ensure programs respect and amplify these cultural contexts. Global teams require nuanced cultural awareness training to address regional differences. For instance, ensure LGBTQ+ inclusion in markets with varying cultural norms. WCS Case-study: Queer Latine Identities: Embracing Heritage Across the Diaspora 6. ‘Safe Spaces’  Establish environments where individuals feel safe to share their experiences without fear of harm, judgment, or retaliation. Safety policies should address harassment and discrimination. Develop physical and virtual spaces that promote open dialogue while enforcing anti-harassment policies. Ensure trained facilitators are present to mediate discussions and maintain a culture of respect. Using external partners like We Create Space to bring in experts can help create safe spaces and build trust between communities.  WCS Case-study: Creating Safe Spaces for Community Dialogue 7. Psychological Safety Psychological safety boosts innovation and engagement. Encourage members to take risks, voice ideas, and express concerns without fear of being judged or penalised. Encourage managers to model vulnerability and compassion while ensuring clear reporting mechanisms for grievances. Foster a team culture where employees feel empowered to challenge ideas constructively.  WCS Resource: Queer Leadership 101: Psychological Safety 8. Transparency and Communication Transparency builds trust. Regularly share updates about community decisions, funding, and goals to keep members informed. Create dashboards or reports tracking DEI progress and share them with employees. Open channels of communication allow employees to see how their input informs change. A key element of being transparent is having measurable goals in place and tracking them throughout the year to show long term impact.  WCS Case-study : Our Impact in the Community: 2024 Queer Year in Review  9. Inclusive Language Use language that reflects the diversity of the community, including evolving terms for gender, sexuality, and race. Consult with community members to avoid assumptions. Train employees on inclusive language and ensure all corporate communications—both internal and external—reflect these values. When we use inclusive language, we are contributing to creating spaces that prioritise psychological safety.  WCS Resource : An Intersectional LGBTQ+ Glossary of Terms   10. Ongoing Education Learning is a continuous opportunity to bring people together with a common mission. Host workshops, provide reading materials, and create opportunities for members to deepen their understanding of inclusion. Integrate DEI learning modules into onboarding and leadership development programs. Leaders should model curiosity and lifelong learning. Upskilling can also help increase employee retention, lead to greater engagement, work life balance, and aid in career mobility.   WCS Case-study : WCS x Garnier: Inclusive Pride Campaign and Advocacy Strategy WELLBEING: Sustaining the Health of your Community. Wellbeing extends far beyond the absence of illness. It encompasses the fulfillment of fundamental needs such as connection, purpose, and self-empowerment. Communities thrive when individuals have access to the resources and support needed to flourish, including safe environments, meaningful relationships, and opportunities for personal and collective growth. Prioritizing wellbeing is not only ethically important but also key to fostering sustainable engagement, resilience, and innovation within a community. 1. Holistic Health Approach health from multiple dimensions—physical, emotional, mental, and social. Offer wellness programs that generate support networks.  WCS Case-study : Queer Wellbeing Initiative: WCS>BCN 2. Self-Awareness Encourage members to reflect on their own needs, boundaries, and triggers. This can be done through leadership workshops, training sessions, or one-on-one coaching. Provide tools to help employees develop greater self-awareness and emotional intelligence. WCS Resource :   Queer Mental Health & High Performance Cultures 3. Trauma-Informed Practices Recognise that many individuals come to communities with their own lived experiences. Build frameworks that acknowledge and respect these realities. Offer trauma-informed leadership training, teaching managers to recognise signs of stress and respond with empathy and appropriate referrals to resources. WCS Resource : The Heart of Growth: Reflecting on Trauma 4. Peer Support Systems Peer support groups can create spaces for mutual empathy and shared wisdom. Encourage ERGs to host mentorship programs or peer-to-peer check-ins, fostering stronger team connections and mental health resilience. WCS Case-study : Intersectional ERG Collaboration at Omnicom 5. Empowerment Tools Equip members with resources and knowledge to take initiative. Examples include workshops on self-advocacy or leadership training. Empower employees with ownership over wellness initiatives, such as forming committees or creating wellbeing-focused projects. WCS Resource : Empowering ERG Leaders: Developing Strategic Budgets 6. Volunteering Opportunities Create opportunities for members to give back, fostering a sense of collective purpose and contribution. Partner with local organisations to offer corporate volunteering days, aligning company values with social impact. WCS Case-study : WCS Give Back: Volunteering Opportunities Hub 7. Fun and Play Integrate fun into community-building activities, such as music events, art workshops, or outdoor adventures. Plan team-building days focused on joy, creativity, and relaxation—without attaching productivity goals. WCS Case-study : My Best Ally: An Evening of Queer Art, Conversation and celebration 8. Access to Digital Resources Offer online portals or apps for access to educational materials, resources, and support. Create a company learning hub dedicated to wellbeing, with resources like meditation guides, webinars, and self-enquiry toolkits. WCS Case-study : WCS Campus: Our Digital Learning Platform 9. Safeguarding Have clear safeguarding policies to protect community members from harm. This includes having trained facilitators who can de-escalate conflicts. Develop and enforce workplace harassment policies, creating safe channels for employees to report concerns. WCS Resource : How to Combat the Effects of Echo Chambers in the Workplace 10. Celebration of Successes Regularly highlight individual and collective achievements to build morale and strengthen community bonds. Recognize employees’ contributions through awards, public shoutouts, or dedicated company celebrations. WCS Case-study : WCS | Awards: Recognising Leaders Serving their Community LEADERSHIP: Inspiring and Empowering Through Action. Leadership is a key driving force behind any successful community. It is the foundation for setting the tone, vision, and values of the group, ensuring members feel empowered, motivated, and supported. Effective leadership goes beyond delegation and decision-making; it requires empathy, authenticity, and a commitment to fostering growth within the community. Great leaders not only inspire action but also create environments where individuals are encouraged to innovate, take risks, and bring their full selves to the table. Communities thrive when their leaders model the behaviors they wish to see—collaboration, resilience, and a focus on shared goals—while actively dismantling barriers that hinder inclusivity or wellbeing. 1. Authenticity Authentic leaders build trust by being transparent about their values and lived experiences. Encourage leaders to show vulnerability and authenticity, modeling openness for their teams. WCS Resource : The Invisible Labour of 'Authenticity' at Work 2. Vision and Purpose A shared vision unites a community and provides motivation for members to engage. Align company values with leadership goals, ensuring every employee understands how their role contributes to the bigger picture. WCS Case-study : WCS Manifesto: Taking Up Space   3. Storytelling Share personal narratives to foster connection and inspire action. Leaders should use storytelling in meetings, presentations, and mentorship to humanize their approach and inspire teams. WCS Resource : Queer Leadership 101: Intergenerational Wisdom 4. Understanding Power and Privilege Leaders must acknowledge systemic inequities and work to dismantle them within the community. Provide training on privilege and allyship to ensure leaders use their power to elevate others. WCS Resource : 7 Powerful Steps to Become an Active Ally 5. Active Mentorship Match emerging leaders with mentors who can guide and empower them. Create mentorship programs that prioritize underrepresented groups, fostering talent pipelines. WCS Resource : Woman to Woman: Lessons from a Lesbian Executive 6. Legacy Planning Leadership succession should prioritize continuity and community values. Develop inclusive succession plans, focusing on diversity in leadership pipelines. WCS Resource : Queer Perspectives: Growing Older and Leaving a Legacy 7. Empathy and Compassion Leaders should actively listen and respond with compassion to community needs. Emotional intelligence training can help leaders cultivate deeper team connections. WCS Resource : Queer Leadership 101: Empathetic Leadership Skills 8. Brave Spaces and Active Listening Create environments where challenging but necessary conversations can happen. Facilitate open forums where employees can share ideas, feedback, or concerns without fear of retaliation. WCS Case-study : Creating Space for Queer Women 9. Building Resilience Resilience looks different to every person. Equip your community members with tools and space to adapt to challenges and recover from setbacks. Offer resilience workshops or coaching to help employees manage stress and change effectively. WCS Resource : Redefining Resilience: Self-Care for Queer Career Women 10. Visible Role Models Highlight leaders from within the community to inspire others. Celebrate diverse leaders through internal communication and public-facing platforms to reinforce representation. WCS Resource : WCS | Report: The World Needs More LGBTQ+ Leaders CONCLUSION: Whether shaping a grassroots movement or embedding these principles into corporate culture, community-building is about creating environments where people feel valued, safe, and empowered. At We Create Space , we’ve seen first-hand how Inclusion, Wellbeing, and Leadership transform communities and organizations alike. Ready to unlock the potential of your community? Let’s build it together. For more on our approach to community-building or to explore our products and services, get in touch . While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!