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We brought our award winners together for an intimate evening to connect, network and inspire each other at LabTwentyTwo in Barcelona. Video by Stefan Chavarriaga / Swami Pro On the eve of our Pride Gala and awards ceremony, we invited our 2024 WCS LGBTQ+ Awards Winners for an intimate evening gathering to socialise and celebrate their achievements, all while enjoying a beautiful rooftop view of Barcelona! With winners working across DEI, activism, politics, the arts and many more industries, this was a powerful moment to bring together LGBTQ+ Leaders from across Spain and support them in their individual and collective missions to better the world for LGBTQ+ people. We'd like to extend a special thanks to LabTwentyTwo for their support and allowing us to use their space in Barcelona for this event. Learn more about the 2024 WCS LGBTQ+ Award Winners. Photos by Emiliano Del Piccolo 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!

We're back with another edition in our series of stories about the unexpected journeys Queer people we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro Queer Journeys can often be challenging, but navigating our struggles can lead us to build better, more fulfilling lives. It's in the nature of LGBTQIA+ existence that we seek out community and build new family wherever we go. Scott Sallée is an accomplished diversity and inclusion leader, neurodiversity advocate and a member of the We Create Space advisory board. Having been subject to abuse in his childhood, Scott candidly shares the story of his healing journey and how his experiences have driven him passion for community and supporting others. 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 newsletters  so you can stay up to date!

Check out these photos of our glamourous pink carpet guests at the inaugural WCS LGBTQ+ Awards at The Social Hub in Barcelona. This year we celebrated the first ever WCS LGBTQ+ Awards in Barcelona, where we were joined by a range of amazing guests from across the community! From our award winners and their loved ones to local friends of We Create Space , everyone was dressed to impress and ready to celebrate Queer excellence! We'd like to extend a special thanks to The Social Hub for their allowing us to use their space in Barcelona for this event, and to Vistaprint for supporting us with printing merchandise and our beautiful pink carpet backdrop! Photos by David S. Cardona 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!

For International Non-Binary Day, guest writer Dee Whitnell explores how nonbinaryphobia manifests across society and within the LGBTQ+ community itself, as well as what we can do to combat it. This year's International Nonbinary Day (IND) feels different to me. Not only on a personal level but a global and legal one. In recent months I have been bombarded with Nonbinaryphobic comments on my social media. I have had my identity erased from people outside and also within the community. I have had to educate others on my identity daily. Legally in the UK, I have zero recognition or protection. As IND falls in Pride season, you would think we would be celebrating our community, but this year I am struggling to celebrate when my identity is being attacked from all angles. As Nonbinary identities continue to be neglected, I am on a mission to ensure that future generations of Nonbinary folks don’t feel this way. If you want to join me in this mission, you must be an active ally. Nonbinaryphobia within the LGBTQ+ community. Nonbinaryphobia, or enbyphobia, is discrimination or prejudice towards Nonbinary individuals. Since coming out I have experienced a lot of hate from within the LGBTQIA+ community itself, particularly from Binary Trans individuals. As a rather fluid individual, my identity is frequently questioned, mocked or erased... ‘You’re mocking the entire Trans+ community’, ‘Nonbinary isn’t real, you’re a trans-trender’ are just two examples of real comments I have received from fellow Trans+ people.  So why are Trans+ people attacking Nonbinary folks? One belief is that it is coming from a place of self-protection, validating their own identities through attacking other community members that our cisheteronormative society is still trying to get its head around. Generally, I believe it comes from a place of misunderstanding and/or a lack of Nonbinary people in that individual person’s life. Nonbinaryphobia in the wider world. I’ve also faced Nonbinaryphobia and erasure within the health system, when accessing reproductive care or mental health support. Sadly I’ve felt as if I have had to leave my identity at the door to ensure I receive the care and support I need from professionals. Enduring misgendering just to receive the medication I need because explaining my identity isn’t worth their time. And even though I end up receiving the care I need, I have to then unpack the misgendering and deadnaming, which takes a huge toll on my mental and physical health. I’ve left many doctors appointments sobbing from the intense misgendering or use of language which doesn’t affirm me. With many Nonbinary people also identify as Trans, we are fighting the same fight. Barriers that Trans+ people face are similar or often the same as Nonbinary people. Toilet access, health and gender-affirming care, the pressure of passing, legal recognition, are a few areas where Trans+ and Nonbinary people's lives crossover. The infighting is taking energy away from what we should be prioritising: fighting for the rights of our entire community. While much of the discrimination that Trans+ and Nonbinary folks face is the same or similar, there are some differences. One of the most common Nonbinaryphobic comments I have received is ‘you can’t be Nonbinary because you don’t look androgynous 24/7’ - and that’s true, I don’t look androgynous all the time and that doesn’t invalidate my enbyness. I am extremely fluid in my expression. I find on days when I am more fem presenting I am on the receiving end of more erasure. Since the term “Nonbinary” was coined many have developed the misconception that the only way to be truly Nonbinary is to be androgynous, to fit neatly in between how society views men and women but there isn’t one way to be or look Nonbinary. I may be fluid in my expression but other Nonbinary folks may be masc, fem or androgynous presenting, all ways of being Nonbinary are valid and we get to decide how we present ourselves. Legally Nonbinary. In the UK, Nonbinary isn’t a legally recognised identity. This means I can’t have ‘Nonbinary’ as my gender identifier on any legal documents, so what do I have to put? My assigned sex/gender at birth, which leads to unnecessary and harmful misgendering whenever I need to provide ID or complete documents.  The lack of legal recognition for Nonbinary individuals means we are not only misgendered in life, but in death too. Many Nonbinary folks are dead named and misgendered on their death certificates. I fear that my gravestone will say ‘Daughter, wife, mother’ one day, alongside my deadname. I also cannot marry as a Nonbinary individual. I would have to marry either as a woman/wife, or as a same-sex or different-sex civil partnership, which still misgenders me. This is something that previously didn’t bother me as someone who didn’t care about tying the knot. Since turning 25, the idea of marriage has become more appealing, but not if I would have to marry as something I am not. We too deserve marriage equality like other members of our community. What can we do? While many of the issues I have raised are legal ones which demands government input, there are things allies can do on an everyday basis for their Nonbinary peers or coworkers: 1) Challenge Nonbinaryphobia when you see it just as you would challenge Transphobia or Homophobia. Just as we have seen a wave of EDI training and awareness around supporting our Trans coworkers and peers, we need to ensure that we are doing the same for Nonbinary individuals. Whether it’s a casual conversation where someone misgenders your peer, or someone actively discriminating against Nonbinary identities, it’s vital to challenge it when you see or hear it. Nonbinaryphobia is real and we need to tackle it just as we tackle other discrimination. 2) Call it what it is: Nonbinaryphobia. There is power in naming something and I think it’s vital to call this what it is. By giving the discrimination that Nonbinary people face a name, we challenge it head on. If you see someone making a joke about gender neutral pronouns, call it out as Nonbinaryphobia, not just a tasteless joke. If you hear a ‘I identify as’ joke, call it out. If you hear someone purposely misgendering someone or making up pronouns to poke fun at those who use they/them or neopronouns, call it out. On an organisation level, it’s important to address Nonbinaryphobia in your code of conduct, to hold employees accountable and to show true solidarity to Nonbinary and Gender-nonconforming folks. 3) Educate yourself. I cannot tell you how many times I have been the only Nonbinary person in a workplace, and therefore have had to educate my employer/fellow employees, or even adapt inclusion policies because they did not cover my identity. Please do not rely on a Nonbinary person to come into your workplace and educate you or create policies, and please do not wait until you have a Nonbinary employee to do so. Check over your policies, processes, and systems to reduce bias and binary options. Things like using gender neutral language in documents, ensuring gender selection on forms allows for more than just man or woman, gender neutral toilets on site, and incorporating pronoun sharing in your company profiles before a Nonbinary person steps into your office go a long way. To my Nonbinary siblings, know that you are valued, valid and loved - and I do hope you celebrate IND, even in times like this, we need moments of celebration and Trans+ joy. Dee Whitnell (they/he/she) Dee Whitnell is a nonbinary and queer sex educator and content creator. They are a qualified RSHE Educator through Acet Esteem and were previously a content creator and on-site sexpert for Pink News. They have collaborated with and created educational content for charities and companies such as Just Like Us, Brook, Durex, Lovehoney, Ohne and Urban Outfitters. Dee has an MA in Gender, Sexuality and Culture from Birkbeck University. 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!

- A Queer Perspective on Disability Inclusion. My name is Ryan Zaman. I am a bi, cis man, and I was born with a neurological condition called Cerebral Palsy, which affects the way my brain communicates with my muscles. This means I sometimes struggle with my energy levels, balance, flexibility and hand-eye coordination. Through my work in corporate D&I, focussing on disability inclusion, I have gained great insight into how individuals and organisations can more meaningfully consider the needs of disabled people - both day-to-day and long term. I am now a disabilities advocate, using my position as a model and a writer to raise awareness around disability-related issues and techniques we can use to improve inclusion of disabled people in our work and social lives. Even the smallest act of allyship from another person in social or professional situations can make a world of difference. Whilst July might be Disability Pride Month, it’s important to think about how we can make our disabled colleagues and friends feel seen, heard and supported all year round, in the workplace and beyond. Here are some simple but effective tips that I have found on my journey to becoming a better advocate. NB: There are of course nuances within each community, and how some people feel about what it means to be a good ally can vary. However much of this guidance can also be applied in support of people who are neurodivergent or who have long-term health conditions, and it can be used interchangeably. We also need to keep in mind that non-visible disabilities need to be treated with the same sensibility as any other disability. 1. The most important learning has to come from within: changing our mindset when thinking about disability is pivotal to becoming a more effective ally. Know the differences between the Medical and Social Models of Disability. Whilst a lot of how we can make disabled friends and colleagues feel supported is to do with how we interact with them and others, arguably, the most important learning has to come from within ourselves. The most important mechanism of change is moving your mindset from The Medical Model of Disability ( which is most commonly used in our society) to The Social Model of Disability . T he more you are aware of the differences between these schools of thought, and when it is most appropriate to use one or the other, the more effective you will be as an ally. The Medical Model of Disability dictates that someone’s condition comes first before the person, and having a disability means there is something wrong with them . Whilst this may be appropriate in medical settings, in wider society, being constantly fed this message in every part of their lives can be incredibly damaging to someone’s state of mind, and heavily contributes to one’s sense of Internalised Ableism. Internalised Ableism (noun): when disabled people are so heavily influenced by the stereotypes, misconceptions, and discrimination against people with disabilities, that they start to believe that disabilities really do make them inferior. The Social Model of Disability on the other hand, moves the burden of being labelled as a ‘problem’ or ‘difficult’ away from the person with the disability, and places the impetus to make positive change on society and highlights the need to eliminate barriers . 2. Familiarise yourself with the different types of barriers we should look out for - keen observation can make all the difference. The more we familiarise ourselves with the kind of barriers that neurodivergent/disabled people face day-to-day, the more we can support our friends and colleagues in small ways to make what we do more inclusive. Please see the general examples of barriers below and consider how these might apply in work or social settings you may find yourself in: Environmental Barriers If a building isn’t accessible (i.e if there are no ramps or lifts for wheelchair users), it means limited access to services. Social Barriers Societal Attitudes/Prejudice/Discrimination faced by those who are neurodivergent, as well as those with physical, mental and long-term health conditions. Language and communication barrier (i.e if someone uses Sign Language or Braille, or is non-verbal). Organisational Barriers Shows that an organisation is inflexible, unwilling to change, and seriously needs to address procedures and practices in order to make sure disabled people are considered. Organisational changes should not be considered as acts of charity. Everyone should be given equal opportunity to succeed and everyone deserves a level playing field. 3. Prioritise the importance of intersectional thinking when considering how someone might think or feel. Some people may face barriers in other parts of their lives. As we know, our life experiences have the most significant influence on our world view and society. Whilst the examples of barriers I’ve given above are specific to neurodivergent/disabled people, Social Barriers in a wider sense can be experienced by anyone who is a member of a marginalised community. If a neurodivergent/disabled person is also a member of another marginalised community, Social Barriers can take on a whole new significance. Using myself as an example of a disabled person within the Queer community, I have experienced negative social attitudes, prejudice and discrimination in different ways - some linked to my disability, some linked to my queerness. As a result, these layered social barriers which touch different parts of my identity can sometimes have an effect on my emotional capital. They can control how open and vulnerable I am willing to be - usually around people asking me questions about my disability. 4. When speaking to others about their disability, neurodivergence or long-term health condition, it is crucial to remember that they know themselves best. Give them the agency they deserve. If you are not sure of someone’s access requirements or if they might need Reasonable Adjustments (a neurodivergent person may talk to you about ‘sensitivities’ and ‘triggers’) please just ask. It is better to know than trying to figure out what that person may need by yourself - the person themselves knows best. Remember to give a valid reason why you would like to know more, e.g.: so you can work with them more closely/improve your understanding of their working style/better understand how you can support them. However, please respect someone’s space and boundaries if they do not have the capacity to open up at a specific time, especially if you don’t have a reason other than curiosity to learn more. If they do want to talk to you about it, just not there and then, give them an opportunity to arrange a time to discuss with you. Be aware that access requirements and Reasonable Adjustments should be reviewed periodically, as disabilities/long-term health conditions or how they can affect an individual are rarely unchanging. This especially applies to physical conditions. If you manage someone with a condition for example, be open to your team member(s) perhaps arranging to speak to you if there has been a change. Always ask before helping someone who might be struggling. Disabled people value their independence - even if it takes a little longer, there is a lot of satisfaction in doing something yourself, even if it is something small like tying shoelaces. Always ask if it is OK to touch someone or their mobility aid. Personal space is important to everybody, and those who use mobility aids most likely see them as an extension of their person. 5. Be tactful, emotionally-aware and act only with permission: how we onward share information about another person should be treated as carefully as when that person discloses sensitive, personal information to us. Always ask if the person is happy for you to share their requirements further - it is their choice to disclose their disability or not, and this choice should not be taken away from them. Also, if the person themselves wants to tell others, that’s fine too. If you have permission to discuss someone’s disability to others on their behalf, it is always best to take someone aside to a quiet space and discuss with them one-on-one and see if they have any questions. This promotes a sense of safety, sensitivity and trust, both between you and the person you are speaking about, but also the person you’re notifying. 6. Everyone’s capability and capacity can vary day-to-day depending on energy levels. This is especially the case for disabled/neurodivergent people and individuals with long-term health conditions. For us, fluctuations in capacity/capability due to outside factors can be a lot more significant than a neurotypical/non-disabled person. Checking in regularly with our friends and colleagues helps us manage our workload and expectations. Ask your friend/colleague if they would like to use The Spoon Theory to talk about capacity: Using spoons as units of energy, Christine Miserandino originally explained that non-disabled people have more ‘spoons’ than disabled people to complete tasks throughout the week, with every task requiring a different number of ‘spoons’ (amounts of energy) to complete in any given day. On a good day, you may have enough spoons to do everything. However, if you don’t get much sleep for example, you will have less spoons to use the next day. In the same vein, if someone does something that requires a lot of energy - they might have to use more spoons here and sacrifice energy that is normally used for another task. Similarly, disabled/neurodivergent people might ‘save spoons’ during a quieter period, knowing that they will need to use that energy for an event/task later in the day, or later on in the week. Remember: it is not helpful to make direct comparisons with the capability/capacity of others - everyone and every body is different! 7. Reflect on your own experience. Thinking about both social and professional environments, how would you like to be supported in order to feel truly included, and how would you like your words to feel like they carry weight when decisions are being made? Think about a time when you may have been injured and your capability has been reduced. What changes could you make to make others feel more mentally and physically safe? Odds are, a lot of the kinds of things you are thinking about, are similar to what those who are neurodivergent/are disabled/have a long-term health condition think too. And, it’s useful to remember that if we are lucky to grow old, everyone eventually becomes disabled one way or another. Therefore, it is in everyone’s interest to make sure our workplaces and our world is accessible to all - a sentiment which is at the very heart of both community and allyship. 8. Make changes within your organisation to make it more accessible. Attract great talent. What changes could you start making today to make how you work more accessible for others? If you are based in the UK, the government runs the Access to Work Scheme (link) , to help both organisations be more accessible, providing financial support for employees’ Reasonable Adjustments. If this is something that your organisation is aware of/utilises well, this is a great way to attract talent from the disabled community. 9. Consider how you can better support and empower your colleagues, educate your business and inspire your queer, disabled leaders. WE CREATE SPACE has a selection of webinars and panel sessions where disability is considered as a central theme, or within the context of intersectionality. Please get in touch with the team at hello@wecreatespace.co if you would like to discuss in more detail. While you're here... Did you know we consult with 100+ 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!

Recognising Queer Leaders serving their community. This year's  WCS | Awards  are celebrating Queer Leaders across Spain - LGBTQ+ change-makers who are using their platforms, profile and roles to drive change, making the world a more inclusive place for all LGBTQ+ people. This might be by 'creating space' for others in their workplace, community or on a wider scale nationally or globally. Our 2024 Award Winners: Jossy Jaycoff Angulo ,  Hadi Moussally ,  Judith Solanas Sánchez ,   David Pineiro ,  David Velduque ,  Aleyda Andreo ,  Jono Kitchens ,  Barry Brandon ,  Kevin Hawkins ,  Cindy Nehme ,  Laura Jones ,  Javier Meneses ,  Luca Magagni ,  Alberto Antón Benítez ,  Mar C. Llop ,  Cindy Nasenya ,  Romana Russello ,  Lidiane Castro ,  Rubén Antón ,  Ignacio Labayen de Inza ,  Roberta Marrero ,  José Luis Espinosa ,  Ana Navio ,  Maia Jenkinson ,  Verushka Sirit ,  Ángel Hurtado ,  Edu Rojo ,  Toni Ponce ,  Elliot Theodor ,  Iris Serbanescu ,  Oriol Pàmies ,  Kei Yoshida ,  Belén Kay McCarthy ,  Ada Colau ,  Sevi Koppe ,  Eryk Glowacki ,  Diego Lazaro ,  Silvia Reyes ,  and Alessandro Dell'Aglio . Award winners and community members are invited to an evening of celebration and entertainment at our inaugural LGBTQ+ Awards & Pride Gala held in Barcelona. Jossy Jaycoff Angulo. (she/they) Jossy is a Visual Artist and LGBTQ+ Rights Activist with a special focus on Non-Binary Trans Identities. She is also a Communicator, Model, Writer, Actress and International Host promoting Queer culture from platforms such as Boiler Room, British Fashion Council, Resident Advisor, Primavera Sound and Soho House. She has worked with the Ministry of Equality of the Spanish Government to help development “La Ley Trans Estatal” (the Trans Law), one of only a few activists involved in this historic legislative change. Jossy is committed to taking spaces that are not created for gender variant people, along with the promotion and development of new legislatures. Hadi Moussally. (all pronouns) Hadi is a Lebanese-French filmmaker, photographer, and performer with master's degrees in fiction cinema and documentary and anthropological cinema. He's the co-founder of "h7o7," a production company focusing on fashion, experimental, documentary, and fiction films and photos. Hadi's latest project, "Hybrid Wave," showcases 30+ global hybrid artists. As an 'artivist,' Hadi uses his work to address social injustices like homophobia, racism, sexism, and transphobia. He has won over 50 awards and selections in 350 festivals for his films. Passionate and impactful, Hadi is a prominent figure in the art and activism world. Judith Solanas Sánchez . (she/her) Judith is a queer leader dedicated to creating space for others in the realm of sports and beyond. She is a PhD student at INEFC, focusing on sexual diversity in sport, and is currently in her final year of research centred on the experiences of lesbian coaches in Spain. Alongside her doctoral studies, she teaches and supervises at EU Business School. As a Board Member of the Federation of Gay Games (FGG) and Agrupación Deportiva Ibérica (ADI LGTBI+), Judith is deeply involved in promoting inclusivity in sports. Her background includes over a decade of experience in the sport for all, competitive sport, and sport for development sectors across Europe and Africa. Judith expresses her commitment to advocacy and education is through her workshops and trainings at prestigious institutions such as Institut Barcelona Esports (IBE) and Diputació de Barcelona as well as with five publications on sexual diversity in sport to her credit. David Pineiro. (he/him) TBA David Velduque . (he/him) David is a film director and queer creator. He has developed projects such as ‘Estigma’ (2018), a short film that garnered him recognition from Austin's Fantastic Fest; ‘Animal’ (2019), a thriller that tackles gender-based violence from an unconventional perspective; and ‘Transición’ (2023), where he experiments with body horror to address the loneliness faced by elderly trans people. In his role as a communicator, Velduque directs and hosts the podcast ‘Sabor a queer’, a space where LGTBQ+ individuals come together to discuss friendship, racism, success, childhood, and insecurity. ‘Sabor a queer’ was nominated for Best Video Podcast at the latest edition of the Ondas Awards. Aleyda Andreo . (she/her) Aleyda is a Senior Data Product Owner at Nestlé, involved with the company's Employee Resource Group (ERG). Aleyda, who is in a same-sex marriage, uses her personal experiences to encourage individuals to become strong advocates for LGBTQ+ rights. She actively participates in conferences such as REDI as well as workshops and seminars exploring the latest advancements and challenges within the LGBTQ+ community and her industry. At Nestlé, Aleyda's leadership is characterised by authenticity, empathy, and resilience, making her a queer leader who leads by example both personally and professionally. Jono Kitchens. (he/him) Jono, also known as Joan Oh, is the founder of the inclusive and diverse party PLUMA. As the “mother” of a multitude of drag performers in the city, Jono provides a platform for artists of diverse backgrounds to grow and flourish. An international drag figure, Jono has performed with superstars like Mel C, Anastacia, and Jake Shears. In addition to their drag artistry, Jono has shaped the commercial dance scene in both the UK and Spain as a dancer, choreographer, and teacher. Many of today's well-known commercial dancers credit Jono with influencing their careers. Through PLUMA and their broader work, Jono continues to uplift and celebrate the talents of others while fostering a spirit of inclusivity and support in the community. Barry Brandon. (he/she/they) Barry is a lifestyle curator, digital content creator, and social media influencer whose mission is to create safer spaces for all individuals to express themselves through strategic and insightful community building and marketing. He is often sought out for his understanding and sensitivity towards the queer experience. His expertise includes speaking engagements, corporate training, and education on LGBTQIA+ culture and identity. As a dual citizen of the United States and Europe, Barry is committed to building global relationships and creating a movement of authenticity and enlightenment. He envisions a world where we enrich each other by being ourselves. Kevin Hawkins. (he/him) Kevin is an award-winning, multi-disciplinary design leader. He’s been a serial startup founder, product designer, and is a seasoned instructor at GrowthTribe, General Assembly, and Georgetown University for UX and Data Visualization. He is a gay, Liberian-American with 15 years of experience building communities and launching products. He also does interior design. Previously, he’s been lucky to work for companies such as Booking.com , PwC, EY, Gap Inc, and more. At the start of his career, he was a self-taught front-end developer and then a design contractor for small businesses and science NGOs in Washington, DC. He transitioned into user research and user experience management as he worked with national clients with high accessibility requirements. He now resides in Barcelona, Spain. In his free time, he travels the world (52 countries, 46 U.S. states) to learn from how others dance, cook, and solve problems from different perspectives. Cindy Nehme. (she/her) Cindy is an award winning digital communication consultant with more than 10 years of experience in the social and digital communication field, developing strategies in MENA for brands such as New Suez Canal, Qi, Kimberly Clark, British American Tobacco, Coca Cola, The Cheesecake Factory, GROHE, Unilever, Roche, UNICEF, LG, Volkswagen and Nissan. She is an advocate for volunteer work with cultural and tourism sustainability NGO’s such as Anna Lindh foundation, the cultural center in Zouk Mikael, WHL and Souk el Tayeb. She’s also a community leader and the co-founder of Barcelona-based Lebanese restaurant, Bērytī. Laura Jones. (she/her) Laura is the Global Head of Health & Wellbeing at Save the Children International, overseeing health initiatives across 56 countries. Her extensive background includes roles with the WHO’s Emergency Medical Team in Gaza, and as an International Health Advisor for various NGOs in countries like Bangladesh and Uganda. Laura’s work in crisis and disaster response, infectious diseases, and global mental health showcases her commitment to making a difference. Laura is the founder of Almas Libres, an NGO dedicated to empowering marginalised women and girls through urban sport, culture, and technology, reaching over 3,000 participants in Barcelona in 2023. A faculty member at World Extreme Medicine and a European Equality Ambassador, she continues to inspire through her dedication to education and advocacy. Javier Meneses. (he/him) Javier Meneses is a Chilean entrepreneur who has lived in Barcelona for 22 years. With a bachelor's degree in Business Administration and a master's degree in Business Communication from the University of Barcelona, ​​he has dedicated his career to creating innovative projects in the hospitality industry. With 20 years of experience, he is one of the founders of renowned music bar Manchester Bar. He is also the creative leader and co-founder of the successful CANDY DARLING project, a queer bar in the heart of Barcelona which is ​​a meeting space and refuge for the LGBTQ+ community, where free expression and the celebration of diversity are the fundamental pillars. “Candy Darling Bar has become a platform for visibility of different groups, a space for the development of various cultural activities and a creative meeting point for many local queer artists.” Luca Magagni. (he/him) Luca is a strategic consultant, business coach, and a key contributor to the BCN Pride Toastmasters club, where he's served in numerous leadership roles for close to a decade. Currently on the Strategy Board, Luca continues to shape the club’s mission of fostering communication and leadership skills within a diverse, bilingual environment. Throughout his tenure, Luca has navigated the challenges of leading a volunteer team with empathy and flexibility, ensuring a supportive atmosphere for personal and professional growth. His involvement has not only strengthened the club but also enriched his own journey as a cisgender gay man, illustrating the profound impact of community and shared values. Alberto Antón Benítez. (all pronouns) Alberto is an advertising professional and volunteer dedicating his time over the last few years to a wide range of LGBTQ+ initiatives and efforts in Barcelona. Alberto is driven by the idea that the happiness and growth of the community is rooted in the establishment of a solid and healthy social fabric. Mar C. Llop. (she/her) Mar C. Llop (1967 – 25 February 2022) was a Barcelona-born photographer and activist, co-founder of the trans association "Generem!" Known for her "Work in Progress: Construcciones Identitarias," highlighting diverse experiences of transition through imagery. One of her self-portraits, where she stands naked with stickers on her body that read 'fragile', symbolises the vulnerability of hiding one's identity. Her activism and art stressed the importance of visibility, showing trans people leading ordinary, happy lives. Mar also contributed to Daniel Mariblanca's project "71 Bodies 1 Dance," promoting positive representation of the trans community through artistic collaboration. They have been awarded a posthumous  recognition as part of the WCS | Awards 2024. Cindy Nasenya. (she/they) Cindy is a versatile professional with a background in digital marketing, social media management, customer service, and content creation. Drawing on her expertise in digital marketing, Cindy crafts strategic campaigns that drive engagement and enhance brand visibility using data-driven insights. As a podcast host and editor of "Three Girls & a Mic", she captivates global audiences with compelling storytelling and immersive content. Beyond her professional pursuits, Cindy is an advocate for social justice and activism, leveraging her skills to amplify voices and foster inclusivity within her community. As a content creator with a diverse portfolio, Cindy fosters a supportive and engaged community online. They have been awarded an 'Emerging Leader' recognition as part of the WCS | Awards 2024. Romana Russello. (she/her) Romana is the co-founder and event organiser of LesGirls, a pioneering association created by and for LBTQI+ women, which bring an array of cultural, sporting, and culinary events to the community. In just over a year, the community has grown to several dozen WhatsApp groups, over 1,500 registered members, and a vibrant social media presence. Via LesGirls, Romana has collaborated with major LGBTQI+ entities across the city, Catalonia, and Spain. Her work has not only fostered community, friendship, and support but has also been a catalyst for personal growth for many. Lidiane Castro. (she/her) Lidiane is a lecturer with a Doctorate in Audiovisual Communication and Advertising, specialising in Communication and Gender Studies. Lidiane teaches business, marketing, and communication at both bachelor's and master's levels with a commitment to student-centred learning. Her academic journey including research, curriculum development, and numerous publications and conference presentations has a significant and evolving impact in the field. As Co-organiser and Cultural Director of International Lesbians Barcelona (ILB), Lidiane has harnessed her academic expertise to shape community initiatives that celebrate LGBTQ+ culture and foster a sense of belonging. She organises events, conducts educational workshops, and creates support networks aimed at promoting inclusivity and understanding. Rubén Antón. (all pronouns) Ruben is queer artist and researcher of newspaper archives. They have been called "the first archaeologist of Iberian crossdressers and travesti". Through their work and historical memory project 'Drag is Burning', Ruben recovers the historia del travestismo (history of cross dressing) in Spain, from the 15th century until now, with a unique historical journey through more than five centuries of silenced and forgotten characters. With over 100 art exhibitions and over 50 podcast shows made since 2020, Ruben has visited venues ranging from Barcelona to Dubai. Currently, in addition to working on their collections, Ruben collaborates with betevé, Barcelona's public television, on its queer culture section and actively participates in LGBTQ+ festivals, talks and projects. Ignacio Labayen de Inza. (he/him) Ignacio is a chemsex specialist advisor, supporting men dealing with issues such as isolation, trauma, homophobia, low self-esteem, intimacy challenges, and HIV-related concerns. Providing structured support to over a dozen men weekly for over a decade and a half, he has helped thousands regain control over their lives. In 2020, Ignacio founded Controlling Chemsex, a charity employing a team of experienced advisors, many of whom have personal experience with chemsex. The charity leverages new technologies to offer accessible and confidential support. Ignacio's work addresses a critical public health crisis within the MSM community, offering hope and recovery to those who once believed it impossible. Ignacio exemplifies the individual journey from struggling with addiction to becoming a beacon of hope for the community. Roberta Marrero. (she/her) Roberta Lucía Marrero Gutiérrez (1972 – 17 May 2024) was a Spanish artist, performer, and illustrator known for blending pop culture with political commentary. Her book Dictadores transformed images of totalitarian icons with whimsical pop elements, while her graphic novel El bebé verde explored her childhood and trans identity. Marrero's work was exhibited in Spanish galleries like "La Fiambrera" in Madrid and prestigious venues such as the Victoria and Albert Museum in London and the Bibliothèque nationale de France. Marrero cited Andy Warhol as her primary influence, sampling from Fauvism, expressionism, surrealism, Catholic religious painting, classical Hollywood, and punk. She also released two electropop albums and DJed in Spanish clubs. They have been awarded a posthumous recognition as part of the WCS | Awards 2024. José Luis Espinosa. (he/him) José Luis sits on the Council at the International Educational Exchange (CIEE) Barcelona. At the institution, he has delivered reviews and policy enhancements on body, gender, and ethnicity. José leads training sessions on gender, raising awareness and developing actionable plans to support faculty and students. Using the "World Café" methodology, José Luis's team created a list of safe spaces for LGBTQ+ students, integrated DEI-focused content into syllabi, and developed an inclusive language glossary. In his Literature and Filmmaking courses, José Luis features pioneers like Pedro Almodóvar, engaging students in critical analyses of diversity in Spanish society. By integrating his passions for music, cinema, and theatre into his leadership, José Luis creates opportunities for learning informed by inclusivity and diverse cultural perspectives. Ana Navio. (all pronouns) Ana is the founder of La Prole, a meeting space and bookstore in Barcelona for literary and cultural initiatives within the intersectional fields of feminism, LGTBQ+ issues and anti-racism. La Prole also serves as an exhibition area and space for cultural initiatives highlighting unconventional and underrepresented perspectives. Video credit: Corte del documental Joyas Queer de Elio Cohen Me Siento Extraña. Maia Jenkinson (she/her) Verushka Sirit (she/her) Maia and Verushka are the co-founders of Me Siento Extraña, a space for celebratory encounters, artistic exploration, and identity expression that gives voice to women, lesbians, bisexuals, non-binary individuals, trans people, dissenting identities, cyborgs, and others (*FLINTA). MSE emerged to address the lack of cultural spaces for this part of the collective, with the purpose of building community. The collective organises weekly events focusing on showcasing projects, art, music, poetry, creation, and dissemination of topics of interest. MSE has collaborated with festivals, other collectives, curators, and during the night, with clubs centring diverse programming and emphasising the creation of safer spaces. To that end, MSE has also contributed to the formation of an awareness team called Safe Amorx, a joint research effort to continue improving the spaces where the collective exists. Barcelona Gay Men's Chorus. Ángel Hurtado (he/him) Edu Rojo (he/him) Toni Ponce (he/him Inspired by a long-standing tradition of LGBTI+ choruses in English-speaking countries, Barcelona Gay MEn's Chorus (BGMC) strives to provide as many people from the gay community as possible with the chance to participate in a musical and cultural activity. The chorus shines a light on homosexuality and normalises the LGBTQ+ community through their concerts, which star openly gay men performing not only for members of the community, but for a wide-ranging, diverse audience. BGMC is recognised not only for their high-quality artistic performances, both visually and vocally, but also for their charitable and social contributions to the LGBTQ+ and D/deaf communities. Currently, the BGMC is working to lay the foundations for a bright future for the chorus beyond the city of Barcelona, both within Spain and internationally. Elliot Theodor. (he/him) Elliot is a non-binary transgender man, a sports physical therapist, and a professionally trained circus artist. In 2018, Elliot immigrated to Barcelona from Israel in pursuit of freedom from the Middle East. His activism includes running a donation-based training group called Drama y Biceps exclusively for transgender and non-binary individuals, providing accessible physical therapy services to trans individuals, co-authoring the first academic study on the rehabilitation of masculinizing top surgery, and giving talks about trans issues such as non-binary biology, trans experiences in the workplace, and personal lived experiences. In addition, Elliot is passionate about promoting intersectionality and educating people on the importance of creating safe spaces for marginalized communities. He is also interested in the history of LGBTQ+ rights movements and combating discrimination against the LGBTQ+ community, particularly in healthcare settings. Additionally, Elliot advocates for the importance of physical activity and its benefits for mental health, and discusses the unique challenges faced by trans individuals in accessing appropriate healthcare. Iris Serbanescu. (she/her) Iris is the founder and CEO of wmnsWORK, an accelerator designed for women and non-binary entrepreneurs in the tourism industry. Launched in January 2022, wmnsWORK offers a comprehensive 12-week program that covers topics such as financial projections and regenerative tourism principles, all through engaging weekly workshops. Iris, a queer-identifying advocate for gender equity, built wmnsWORK on her extensive experience in the travel industry and her commitment to creating supportive and inclusive spaces. Her leadership has guided over 40 entrepreneurs to success, including impactful businesses like The Traveling Wakili, Dive n Ride Adventures, and Good Trip Adventures. Over one third of each cohort's spots are funded through scholarships from sponsors, making the program accessible to racialised, disabled, and LGBTQ+ individuals. Iris’s dedication to addressing systemic oppression and fostering economic ownership within the queer community empowers participants to both thrive in their ventures and bring their full selves to their work. Oriol Pàmies. (he/him) Oriol is a Spanish serial entrepreneur, public figure, LGBTQ+ activist, public speaker and internationally published author. In 2019, he founded Queer Destinations the leading LGBTQ+ consulting company focused on the creation of safe spaces, working with governments and companies around the world with presence in over 10 countries. He is the author of the book "Now That You Already Know", an LGBTQ+ guide for the coming out process and on how to navigate the world being part of the community, published in Spain and Mexico. In 2023 he launched Qroud Agency, a global queer creative collective that connects global brands with consumers always with diversity and inclusion in mind. Oriol is currently the CEO of Queer Holdings a conglomerate of business built with the purpose of improving the life of the queer community and generate employment, always looking for the intersection between business and activism. Kei Yoshida. (he/they) Kei is an international human rights lawyer. They work as a Senior Legal Adviser at the Center for Reproductive Rights and is an associate barrister at Doughty Street Chambers. They are the co-editor of Feminist Conversations on Peace (Bristol University Press, 2022), co-author with Jennifer Robinson of Silenced Women (Octopus, 2024). They have a daughter and live in Madrid, Spain. Belén Kay McCarthy. (she/they) Belén Kay is a multifaceted professional and artist, serving as a Community Lead at WeWork and as International Vice President for Pride of WeWork, with a strong commitment to LGBTQIA+ issues. She combines her corporate expertise with her creative talents as a folk rock singer-songwriter and producer. Ada Colau. (she/her) Ada Colau Ballano has been the first female mayor in Barcelona’s history (2015-2023). She has dedicated much of her life to social and human-rights activism. She helped to launch the Platform for People Affected by Mortgages (PAH) in 2009. In 2014, she founded Guanyem Barcelona (later known as Barcelona en Comú), the citizens’ political party that won the municipal elections in 2015. In 2019 she was re-elected Mayor of Barcelona. At the City Council, she has given priority to public policies focusing on the fight against inequalities, the right to decent housing, the launch of a more sustainable city model, and the strengthening of citizen participation. She has also shown her commitment to regulating the impact of tourism, fostering a more diverse, inclusive, and green economy and improving public services. Feminism, solidarity, and the promotion of diversity also play a central role in municipal policies. As well as being Mayor and President of the Barcelona Metropolitan Area (AMB), she has been the United Cities and Local Governments (UCLG) special envoy for relations between cities and the United Nations, and Vice Chair of the C40 Steering Committee, the governing body providing strategic direction for the global network of 97 cities committed to addressing the climate crisis. Sevi Koppe. (she/her) Sevi is Community Director at We Create Space, as well as an international creative director and producer. She's worked for films and music festivals around the world, as a creative director, booking agent and a production manager. Her vision is queer and she's been curating international events since 2000 to promote LGBTQ+ visibility to mainstream audiences. Sevi works with venues around the world to coordinate exclusive events. Sevi studied queer media and spaces in Japan to understand what support is offered to minors inside and outside of the formal education system. Eryk Glowacki. (he/him) Eryk is the founder of Yoten, a multifunctional atelier space offering professional styling, makeup, clothing, and photography. Originally from Poland, Eryk has been working in the hair and fashion industry for nearly 20 years across Ireland, the UK, Vietnam, and Poland. He founded Yoten to create a welcoming space where everyone is free to express themselves without judgment, regardless of colour, gender, or status. Diego Lazaro. (he/him) Diego is a diversity and inclusion consultant with experience in multinational companies, implementing strategy and employee well-being initiatives. He aims to create work environments where everyone feels respected and can reach their full potential. Featured in Forbes as a visible LGBTQ+ entrepreneur, Diego holds a Bachelor's in Business & Hospitality Management and a Master's in HR Management. After roles in talent acquisition and as a People Business Partner, he supported COGAM in building their corporate relations department. As the founder of Be Diverse, he collaborates with various organisations, providing consulting services in HR and D&I, including workshops, surveys, and strategy reports. Silvia Reyes. (she/her) Silvia Reyes Plata (1949 – 22 May 2024) was a Spanish transgender activist and a key figure in Barcelona's LGBTQ+ movement. She participated in the historic 1977 Barcelona pride parade, Spain's first major LGBTQ+ visibility event, which turned violent when police opened fire with rubber bullets. Due to her activist work, she was imprisoned nearly 50 times under the Social Danger and Rehabilitation Act for defending LGBTQ+ rights as well as for promoting the recognition and dignity of LGBTQ+ people. Upon her exile from Catalonia in 1975, she worked in cabarets and shows across Europe before returning to Barcelona in 1977. Silvia's enduring legacy highlights both the significant progress made and the ongoing challenges in the fight against discrimination and inequality for transgender people. They have been awarded a posthumous  recognition as part of the WCS | Awards 2024. Alessandro Dell'Aglio . (he/him) Alessandro is a vibrant community maker in Barcelona, who, about a year ago, founded the fully inclusive BCN Queer Squad for LGBTQ+ and LGBTQ+ friendly individuals. Driven by a vision to foster real connections and beautiful relationships through shared interests, Alessandro has cultivated a space where respect and tolerance are paramount. The group's diverse events range from cultural and physical activities to social gatherings, offering something for everyone. Under Alessandro’s leadership, BCN Queer Squad has grown into a thriving community, with a strong grassroots presence on social media. Barcelona's often fragmented LGBTQ+ scene inspired Alessandro to create a space where anyone, regardless of orientation, age, or appearance, could feel accepted. This inclusive approach has led to the formation of numerous friendships and deep connections within the BCN Queer Squad community. Alessandro also organises cultural activities, such as language exchanges and excursions, to enrich members' understanding of local heritage and LGBTQ+ culture. Through his passionate leadership and countless hours of organisational work, Alessandro continues to build a welcoming and dynamic community in Barcelona. We hope that these stories and projects inspire you and empower you to create space as a Queer Leader and LGBTQ+ change-maker. Want to take part next year? Be sure to sign up to our newsletter here . We hope to see you there! 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!

The global fight to end LGBTQ+ discrimination is far from over. Learn how We Create Space is improving the lives of LGBTQ+ people across the globe in this new film. Video by Stefan Chavarriaga / Swami Pro As the rights of LGBTQ+ people across the world increasingly come under attack, the need for vocal Queer leadership to end LGBTQ+ discrimination has never been greater. We must urgently examine and respond to the ways that societal and media narratives are challenging our notions of intra-community care and allyship. In recognition of our 4th birthday, we wanted to share a message, reflecting on our achievements and reinforcing the relevancy of our mission: creating a world that is accessible, inclusive and safe for LGBTQ+ people and other under-represented or marginalised identities to heal, develop and grow. "Community has been such a key element on my own healing journey - and I believe it to be fundamental to healing on a personal level and societal level." Michael Stephens, Founder and CEO of We Create Space We continue to connect thousands of LGBTQ+ people and allies with tools, knowledge and a support network to encourage their personal growth. We're proud that in the last four years... - Our global community and learning platform has acquired over 30,000+ members. - Through our consultive work we service 180+ corporate clients and have trained over 100,000 employees on topics related to diversity, equity and inclusion. - Our speaker collective is constantly growing, with over 300 members representing intersectional identities and experiences across the globe. - Since 2020 we've invested £1m+ back into the LGBTQ+ community through paid work opportunities alone. Join us as we build a brighter, more inclusive and sustainable Queer Future. 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 newsletters so you can stay up to date!

Guest writer Sayantani Chakravarty examines how rigid ideas around gender hold back LGBTQIA+ people in the workplace and impact their ability to thrive as leaders. It amazes me how often most of us struggle to introduce ourselves when asked to tell a little about ourselves. Yet our friends and colleagues are rarely as lost for words to describe us when asked to do so. In queer spaces, I would probably be described as the brown lesbian researcher of Indian origin. And there, those five words are usually enough for people to assign me a category with a certain look and a personality in their heads. The fact that we make such associations in our heads is not necessarily the problem, it’s something we cannot help as humans. The problem is how often we insist people mould themselves to fit our perception of them, rather than change our perception according to their being. Explicit biases are usually easier to deal with. If someone specifically tells me they hate me or my community, it is unlikely I will be able to change their mind. Implicit biases are harder to deal with, because implicit biases are not hate, yet they can hurt people quite the same. They require painstaking effort to be brought into awareness and a willingness to unlearn past conditioning. I used to think I was comfortable in my gender and sexuality until I took Harvard’s Implicit Association Test in my first year of PhD, where to my dismay I discovered how much easier it was for me to imagine a male CEO to a female CEO, even as I myself wanted to pursue an entrepreneurial journey. As a queer brown immigrant woman, living off my PhD stipend, I never really truly believed I had the risk appetite or the fortitude required to build something of my own. A simple fact such as in 2023, 37 of the top 50 Fortune 500 companies were white men and not one of them was a South Asian woman or a queer woman means that no matter how bold our dreams, our imaginations are often bound by the representation we see. Since then, I offer the test to anyone willing to take it, just to get a sense of how we find it easier to make certain associations more than others based on the conditioning and representation we have had access to. I have spent the past few years studying leadership and gender stereotypes and there are three things which make queer leadership particularly challenging. 1) At birth, we are not merely assigned a sex, but also gender roles we are expected to abide by to fulfill our responsibility as a member of a social category. (Eagly and Wood 2012; Eagly and Stefen 2000) 2) We tend to have leadership prototypes, i.e. beliefs about attributes we think a leader should possess (Xiao et. al 2020; Nye and Forsyth 1991), which narrow our vision of what an ‘effective’ leader may look like. 3) Individuals get penalised whenever they do not conform to societal expectations  (Eagly and Karau, 2002) This results in a host of problems. If you lead as a competent woman, you are unlikely to be liked. If you lead as an empathetic man, you are unlikely to be seen as confident. If you lead as a non-binary person with a nuanced worldview, you will be perceived as confused. Struggles of A Queer Leader Legitimacy: The appearance or behaviour of LGBTQIA+ individuals may not conform to people’s beliefs about what constitutes professionalism. Trans and non-binary people are more likely to be misgendered by their colleagues and subordinates which often serves to undermine their authority and legitimacy. Thus, queer folx must often spend a substantial amount of time establishing their own legitimacy as leaders. Intersectionality: While navigating intersectional identities is difficult for most individuals it can be particularly challenging for queer leaders, as for queer folx their queer identity is often perceived to be in direct confrontation with their other identities. Most salient among them being one’s religious and cultural identity. Queer leaders often have a harder time convincing their peers and employees that they might have a shared identity or sense of belonging whenever the shared identity seems to be in conflict with being queer. Furthermore, the layers of marginalised identities make traversing intersectionality even more difficult. Tokenism & Role Model Pressure: LGBTQIA+ folx are sometimes viewed as being promoted or hired only to fulfil diversity quotas. What is worse, even policies designed with affirmative action in mind to promote diverse leadership often fail as queer folx refuse to step up or participate in leadership due to the stigma attached to being seen as a ‘token’. Additionally, queer individuals who do go on to become leaders are then faced with the additional pressure of representing entire communities, with their every action being scrutinised, their every mistake more costly. "Being the 'token' queer leader often means carrying the weight of representation on my shoulders. The pressure to be a role model while striving to be authentically myself requires a delicate balance of vulnerability and strength." - Nancy Di Dia Queerness as one’s solo identity: Queer leaders often find themselves having to prove queerness is not the only identity they have. LGBTQIA+ leaders are often assumed to focus excessively on gender issues, potentially neglecting other important aspects of leadership. So often, one’s mere existence becomes a political statement. Queer leaders are quick to recognise and point out gender equity related problems. Unfortunately, when one points out a problem, one is often seen as the problem. At the same time there is an expectation from queer leaders to constantly take on the role of activists, advocating for LGBTQIA+ issues, which can be both a burden and a distraction from their primary leadership responsibilities. Too often queer leaders and executives find themselves exhausted by tight rope walking the double edged sword that is their identity and their advocacy. Many of us in leadership positions choose to show up in the spaces we occupy being the representation we never saw during our careers. The responsibility to consider, represent, and advocate for the voices and rights of all marginalized communities is the baseline definition of being a leader. It's not an addendum to the job description reserved for only those with lived-in experiences with marginalization. - MK Getler Mental Health Strain & Perceived Emotional Instability: The cumulative effect of all these challenges tends to put queer leaders under significant stress, leading to mental health issues. Constantly having to navigate non-inclusive environments can also take a significant emotional toll. The greater prevalence of mental health issues in LGBTQIA+ leaders is often perceived as lack of emotional stability. "The mental health strain of navigating corporate environments as a queer leader is immense, often compounded by the unjust perception of emotional instability that comes with being open about my struggles. My vulnerability, however, is a source of strength, teaching others that true leadership is rooted in empathy and resilience." - Nancy Di Dia Mental, social and cultural dysphoria: Queer individuals are often intimately familiar with dysphoria in a way cis heterosexual individuals might find hard to access. Nonetheless, most individuals have at certain points in their life experienced mental, social or cultural dysphoria if not physical dysphoria. Queer leaders can often invoke dysphoria among their peers and subordinates eliciting unexpected reactions or resistance from people. The discomfort stirred in one’s own being due to the apparent encounter with dysphoria is often seen as the queer leader’s agenda. What can we do? Creation of inclusive environments: Inclusive dress codes, gender-neutral restrooms, and non-binary options on forms and official documents can go a long way in making individuals feel they belong. Biases manifest in subtle ways, such as exclusion from social events which could eventually translate to being overlooked for a promotion. Provide access to queer vocabulary and emotions: So often the inadvertent hurt inflicted on queer leaders is due to a lack of access to the right vocabulary and an understanding of their journey. Hence, the more stories we hear and the more access people have to the queer lived experience, the easier it becomes to empathise. Build support systems, mental health provision and Queer mentorship opportunities: Given the lack of representation at the top and lack of access to welcoming environments, organisations and communal spaces which create a sense of belonging for queer individuals can prove to be crucial in their career advancement. Invite open dialogue on mental, social and cultural dysphoria: Whenever individuals encounter mental, social or cultural dysphoria, it is important to invite open dialogue and allow for self exploration. When we embrace ourselves in the entirety of our being, we often inspire others to do the same. Queer leaders are often uniquely positioned in this regard to offer help and value to an organization due to their experience. Fair Evaluation Mechanisms - Organizations need to ensure that leadership evaluations are based on performance and skills rather than one’s gender, race or sexual identity. References Eagly, A. H., & Karau, S. J. (2002). “Role congruity theory of prejudice toward female leaders.” Psychological review, 109(3), 573. Eagly, A. H., Wood, W., Van Lange, P., Kruglanski, A. W., & Higgins, E. T. (2012). Handbook of theories of social psychology. Handbook of Theories of Social Psychology, 2, 458-476. Eagly, Alice H, and Valerie J Steffen. 2000. “Gender stereotypes stem from the distribution of women and men into social roles.” Nye, J. L., & Forsyth, D. R. (1991). The effects of prototype-based biases on leadership appraisals: A test of leadership categorization theory. Small Group Research, 22(3), 360-379. Xiao, H., Wang, D., Liu, X., & Liu, Y. (2020). Effect of implicit prototype theory on employees' proactive behavior. Social Behavior and Personality: an international journal, 48(5), 1-12. Sayantani Chakravarty (she/her) A behavioral economist by training, Sayantani is co-founding a healthcare platform in India. As a brown queer woman with a PhD in management she uses her academic background and lived experience to consult on a range of topics from behavioural biases in the workplace to gender pay gap and other inequities in outcomes arising due to a person's gender, sexuality or race and queer leadership. In her spare time, she enjoys spoken word poetry and photography. 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!

We speak to Employee Resource Group members at Omnicom about workplace allyship and how ERG membership has shaped their careers. As we enter Pride month many companies will be eager to show off their commitment to LGBTQ+ inclusion, but fostering real inclusion can’t start or end during Pride season - shifting cultures and creating spaces where LGBTQ+ employees can thrive is a year round effort. It’s for this reason that we are thrilled to spotlight the partnership we have cultivated with Omnicom over the last 3 years, working closely with their LGBTQ+ employee resource group ‘OPEN Pride’, as well as their wider ERG network. Through working with Omnicom on a range of projects, we have witnessed how OPEN Pride continues to nurture genuine personal growth, connection and success for its members. We are only as strong as our support networks, and we believe this extends to ERGs too, which is why across our partnership with Omnicom we have encouraged and facilitated collaboration across ERGs, allowing for more intersectional conversations and discoveries to be made. In this interview between two members of ERG’s within Omnicon, we get to hear first hand how these groups are playing an active role in shaping allyship at the company. Omnicom is a global leader in marketing communications, providing services to over 5000 clients in over 100 countries. They believe that meaningful and mutually respectful relationships with and between their employees, clients and communities are central to the success of their agencies and the brands they represent. Diversity, Equity & Inclusion and Employee Resource Groups like OPEN Pride are essential tools for delivering on this promise. OPEN Pride’s mission fuels the personal growth, organisational inclusion and business success of Omnicom Group’s Lesbian, Gay, Bisexual and Transgender (LGBT+) employees and allies. Omnicom’s OPEN Pride ERG is one of the largest and most historied resource groups at the company, fuelling the personal growth, organisational inclusion and business success of Omnicom’s Lesbian, Gay, Bisexual and Transgender (LGBT+) employees and allies. Part of the Omnicom People Engagement Network (OPEN) - committed to inclusion and diversity across Omnicom and its agencies - OPEN Pride is dedicated to promoting acceptance and advocacy; creating opportunities for leadership, visibility, community involvement, networking and business. OPEN Pride aims to create alliances with other Omnicom ERGs and foster an inclusive and engaging work environment for Omnicom’s LGBT+ community. OPEN Pride facts – what OPEN Pride gives to the community and its allies and why it matters: OPEN Pride boasts 15+ chapters globally, representing in over a dozen cities and across seven countries with three agency-based chapters, as well. OPEN Pride holds partnerships with various LGBTQ+ organisations worldwide, including WE CREATE SPACE, to develop programs, education, volunteer opportunities. OPEN Pride has helped Omnicom score 100% on HRC's Corporate Equality Index for seven consecutive years. OPEN Pride facilitates relationships with local LGBTQ+ community centres and identifies opportunities for members to volunteer  and interact locally. OPEN Pride engages with LGBTQ+ talent organisations, like ROMBA, and initiatives to bring more diverse talent to Omnicom. Omnicom also offers global ERGs for Asian, Black and Latine communities, as well as for women and the disability community. OPEN Pride collaborates with these other Omnicom ERGs to develop intersectional programming, educational pieces, and social events, fostering community and bridging the gap for employees from all walks of life. Donna Bellamy (she/her) Group Account Director, Head of Diversity, BLQ Leadership Team KERN Agency dbellamy@kernagency.com How has being a member of your ERG impacted your professional growth and career journey? Being a member of an ERG has been an inspirational spark for my career journey. Most importantly, our ERG has provided a platform to connect with a broad cross section of people within the Omnicom network. From sharing emerging trends, to identifying new business opportunities, to having a conversation with someone who understands the environment, ERGs have provided connections and access.  Those connections tend to be more meaningful and enduring because of the foundational roles ERGs play in creating a nurturing and collaborative culture. Can you tell us about a time when a coworker at Omnicom has been an ally to you? Allies have been especially important over the past few years as women, and specifically Black women, continue to strive to have our voices heard in leadership conversations. Following a recent meeting where I felt my perspective was overlooked, I reached out to my trusted ally. This individual offered perspective and advice regarding the situation. Their counsel provided me with a sense of security and encouragement that allows me to persist in my efforts to express my viewpoints with confidence. How does the culture of belonging at Omnicom shape the work that you do? Omnicom's culture of belonging includes efforts to foster an environment where all can bring their true selves to work and are valued for their unique contributions. This focus on authenticity and appreciation allows us to discard the mask of perfection, encouraging a more open exchange of ideas. As a result, we benefit from a wealth of diverse perspectives, sparking innovation and fresh thinking across assignments and projects. Will Donnelly (he/him) Executive Assistant and Co-Chair of OPEN Pride SoCal OPMG will.donnelly@omcpmg.com How has being a member of your ERG impacted your professional growth and career journey? Omnicom is the first larger sized company I’ve worked for and being a member of an ERG has allowed me to find community within an overwhelming space. Starting a job from home during the pandemic was difficult but OPEN Pride introduced me to people that I would have never met or worked with. Being Co-Chair of OPEN Pride SoCal and working with the global board has impacted my professional growth by expanding my network across the entire global landscape of Omnicom. The connections I’ve made from OPEN Pride have yielded many opportunities for my career journey. Can you tell us about a time when a coworker at Omnicom has been an ally to you? Many coworkers have been allies to me. When faced with career uncertainty I was able to connect with many colleagues I met through OPEN Pride for guidance and further networking. I think the personal connections built through ERGs are so strong because they allow us to humanise our work and build bridges outside of the networking we do within our day jobs. How does the culture of belonging at Omnicom shape the work that you do? The culture of belonging at Omnicom has brought so much fulfilment to the work that I do. Being able to form and facilitate a local community in Los Angeles as well as getting on a huge virtual meeting with OPEN Pride members from around the globe makes everything feel more connected and personal. Click here for more information about Omnicom and OPEN Pride! 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!

The fight to end LGBTQIA+ discrimination is far from over. We speak to members of the WCS Collective about their experiences with homophobia, biphobia and transphobia across the globe. IDAHOBIT or International Day Against Homophobia, Biphobia and Transphobia is an international awareness day that serves as a time for the LGBTQIA+ community to stand together, organise and raise awareness of LGBTQIA+ discrimination across the world, including violence, oppression and other violations of our human rights. Progress towards the eradication of homophobia, biphobia and transphobia are not linear, and countries which have previously led the way for LGBTQIA+ equality are not exempt from backsliding. The UK, which in 2015 held the top spot on ILGA-Europe’s ranking of European countries upholding LGBTQIA+ rights, has fallen to 16th place, in large part due to the government’s continued hostility towards and refusal to protect trans people. In 2023, 600 anti-trans bills were introduced across the US, targeting transgender legal recognition, healthcare access and the right to exist in public, with an additional 550 bills having been introduced in 2024 so far. The legalisation of same-sex marriage is sometimes treated as the final obstacle in a country’s journey towards equality for the LGBTQIA+ community, but it is only the tip of the iceberg. Some of the multitude of issues that Queer people continue to face globally include: Conversion Therapy: Despite scientific consensus that conversion therapy causes great harm and can amount to torture, it is still legal in most countries. Legal Gender Recognition: While it varies between countries, transgender people broadly face dehumanising, invasive and costly processes to having their gender legally recognised - or lack the option entirely. In some places, recognition requires that trans people be forcibly sterilised. Healthcare Inequalities: Gender affirming care reduces the risk of suicide in transgender young people by 73% but we are continuing to see bans and restrictions placed on it. The LGBTQ+ community also experiences disparities in other areas, including sexually transmitted infections such as HIV, substance abuse, mental health conditions, eating disorders, breast and cervical cancers, and heart disease. The Right To Adopt: Same sex adoption is currently only legal in 53 countries, so there is a long way to go until queer couples have equal rights on a global scale to build their families the way they see fit. Violence & Murder: Hate crimes against LGBTQ+ people are rising, with trans women of colour continuing to be the demographic most at risk of experiencing fatal violence. Our community in Barcelona is made of LGBTQIA+ people from all over the globe, each of whom has had to learn how to embrace their identity while moving through a Queer-hostile world. We asked a handful of them to share their perspectives on how homophobia, biphobia and transphobia have impacted their lives as global citizens: "Homophobia to me represents that constant state of alert that is activated in my brain when I am in any public space while embracing my identity as a queer person. No matter how inclusive the city is, I can never fully relax and let my guard down.. because that could mean that I end up verbally or physically attacked by intolerant people. Living in places, like Barcelona, where there is a strong sense of queer communities makes it easier as we look after each other to ensure that we are all safe." - Gonzalo Parra “Anti-queerness has made me more proud of who I am and more confident in showing it - I like making bigots uncomfortable! I selectively hid parts of myself in my 20s but now I'm 36, I can't be bothered anymore - 'take or leave it' is my attitude. I love seeing that approach in our community too, being unapologetically ourselves. Queer movements in India inspire me the most - and that's made me even more proud of my heritage.  On the flipside, having intersecting identities and growing up in many cultures exposed me to our community's ignorance about each other's realities. Biphobia is worse coming from our community than from straight people, because we assume we'll be each other's allies - and that's not always the case sadly.“ - Sanjukta Moorthy “The global fight to end LGBTQIA+ discrimination is sadly far from over. We must urgently examine and respond to the ways that transphobic narratives are challenging our notions of intra-community care and allyship.” - Michael Stephens “Homophobia, biphobia, and transphobia have deeply influenced my life as a trans woman from the Philippines who moved to Barcelona initially to study. My transition began unexpectedly after arriving here, revealing my true self in an environment where discrimination persists. In the Philippines, societal disapproval, particularly influenced by religious and family norms within a Catholic society, shaped my experiences before coming to Barcelona. Here, navigating transphobia remains challenging, especially in social interactions. Despite these difficulties, I proudly assert my identity and find support within Barcelona's LGBTQ+ community, advocating for acceptance and positive change. This journey of self-discovery continues to shape my experiences as a global citizen.” - Shimar Guyo “As a queer global citizen and a third culture kid, I’ve been impacted by homophobia through pain dialogue, attacks within my family, and roadblocks for my career. It’s given me a deeper empathy for others which pushed me into my work as a community organizer, public speaker, and socialite. I decide to be a beam of bright light to counteract the negative energy put out in the world to harm us. It makes me bold, outspoken, and fearfully motivated to move society forward, one connection at a time.” - Kevin Hawkins Queerphobia (and weight stigma, racism, sexism, misogyny) used to be pretty hard on me, regardless of the country I lived in. The impact was especially devastating when I witnessed it directed at others or when it lingered silently rather than being loud.  I've turned this adversity into a strength by cultivating supportive networks through intersectional advocacy and activism, promoting art, and improving representation in mainstream spaces, for queer women and minorities within our community. Instead of seeking validation in a society that demands conformity to masculine, heteronormative, or patriarchal norms, I shifted my focus inward. Through this journey, I discovered that I am not alone — I am present, I am thriving, and I am part of a vibrant and resilient community.” - Sevi Koppe “The never-ending threat of homophobia, biphobia and transphobia mean that I’m forever reminded of the need to do a safety check for myself and others in many everyday situations. Sometimes this takes the form of calling out and challenging the language and views of others and unfortunately almost as frequently, this includes making sure that the physical safety of myself and others around me is as assured as possible. Whilst the queer community have made many gains in the fight for recognition and equality, almost as soon as a gain occurs, an act of oppression occurs somewhere else to remind us of the fragility of our situation.” - Chris McDonnell “[Homophobia] makes me aware that I am even more of a minority when I look around the world. On the other hand, slowly things are changing, which is a positive. Not fast enough,  but change takes time!” - Frank Johnson "I lost 12 years of my life to worrying about whether or not the people I love will be capable of loving the person I needed to transition into. Eventually I immigrated to a country where no one knew me and therefore no one was attached to who they thought I was, only then did I allow myself to transition." - Elliot Theodor “Being a bisexual woman of color has meant moving through a lot of spaces over the course of my life where I didn’t fit in and could never belong. It wasn’t until I moved to Spain in 2008 from Detroit, Michigan that I was able to fully explore my sexuality and come out as bisexual to my mom. Living in a queer friendly city like Barcelona has really helped me make connections and form relationships with people who accept me for who I am. I still encounter biphobia from time to time, but I always feel safe to speak openly about my identity here. The only place I’ve felt even more at home is Melbourne, Australia. Everywhere I went was so visibly welcoming and inclusive to the LGBTQ+ community. It’s unlike anything I had ever experienced before, and I wish it were the norm for us all.” - Jolinda Johnson Final Thoughts As you can see, the fight against homophobia, biphobia and transphobia is far from over, but what can we all do to make the world a more inclusive and hospitable place for LGBTQIA+ people? Get informed: Understand the state of legal protections for LGBTQ+ people in your country. Check out this helpful page by the Human Rights Watch on the Current LGBT Laws from Around the World. Further LGBTQ+ rights: Protest, vote and campaign for better protections for LGBTQ+ people. Practise Queer Allyship: Have a zero tolerance approach to homophobia, biphobia and transphobia in your workplace, social circle and family life. Take our LGBTQ+ Inclusion Course: As an ally or LGBTQ+ community member, our LGBTQ+ Inclusion Course is designed to strengthen your understanding of issues facing the LGBTQ+ Community on a global scale and how to advocate for inclusion in your workplace. Reach out: Ask the Queer people around you what they need and how you can best help them. Get involved: Continue to educate yourself about issues facing the LGBTQ+ community. Why not attend a We Create Space webinar or even bring us into your workplace to educate those around you too? Keep learning: Utilise our resources page where you’ll find valuable information and tools to support you on your journey of self-discovery, well-being, leadership, and allyship. 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!

Giving LGBTQ+ community leaders and queer activists a chance to reflect, reconnect and reset after Pride season. Pride has become a fleeting moment of celebration in the calendar for many within the queer community. But for those queer leaders actively driving change it’s a very busy and stressful period. Community leaders and activists give so much of themselves to the season; often sharing incredibly personal stories and experiences - and not always being financially rewarded for doing so. All in the hope of educating and informing wider society on the issues facing our community and to improve the lives of LGBTQ+ people. This pressure to perform and deliver can be exhausting, and more frequently now even leading to burn out. So how can we care for the carers and help them reset after Pride season? We first need to acknowledge that work within the community doesn’t stop at Pride. Secondly it's recognising that wellbeing and mental health have to become a priority on the journey of any queer leader if we want to make long-lasting impact and change within our organisations and communities. We can't pour from an empty cup as they say. That’s why we created our post-Pride retreat - to give queer leaders a space to breathe and reflect once Pride season is over. Our bespoke programme offering wellbeing sessions, workshops for reflection and facilitated important conversations; designed to not only help our attendees embed vital self care practices, but also reconnect with themselves and others. Our retreats take place in beautiful locations within the English countryside, which we strive to make as accessible and safe as possible. This is so everyone who attends one of our retreats gets a true chance to unplug. Not only that, but each retreat is catered with good, nutritional food, so we take care of our attendees both physically and mentally. These are highly experiential environments, where each person takes away practical and sustainable self-leadership tools for them to become even more impactful. By investing in this kind of support businesses not only become active in their allyship but also demonstrate that the mental health of LGBTQ+ leaders is a priority. It's wonderful to see organisations committed to building a brighter, more inclusive queer future together. If you would be interested in attending or sponsoring our next retreat (4th-6th July 2022), please get in touch for more information or to receive the full brochure. Please note we also offer subsidised places for those working at charities and non-profits. Special thanks goes to Pride at JTI and lululemon who kindly sponsored the 2021 retreat. And to Char Bailey and David Kam who facilitated the retreat, Dr Sunni from Dish Dash Deets who provided the wonderful catering, Kiran Kiani who produced our film, and Andrew Urwin who took these photographs. How else can you get involved? Our work doesn’t stop at the retreats. We continue to provide support for queer leaders all year round, whether it be through our corporate partnerships or free events within our own global network. So however you choose to engage with us, you’re standing in solidarity with the LGBTQ+ community and facilitating actual positive change in the community.

A virtual experience designed to equip LGBTQ+ leaders with tools and knowledge for building a more inclusive, healthier, and sustainable Queer Future - supporting individuals in their roles as change-agents, during Pride and beyond. Navigation Menu: Introduction 1. The Opening Panel : Be The Change 2. Workshop : My Voice, My Story 3. in-Conversation : Navigating The Media 4. Mindful Reset : A Guided Practice 5. Panel : Resilience and Allyship 6. Workshop : Healthy Boundaries 7. Workshop : Emotional Regulation Introduction. Advocating for marginalised groups is far from easy, but especially during ‘peak seasons’. It comes with added pressures, responsibility and often hidden personal costs. We launched our ‘Pride & Beyond’ events because we believe that well-being and mental health have to become a priority for any Queer Leader. If we want to make a long-lasting impact and change within our communities, it’s imperative we take care of ourselves, and each other. It was also an opportunity to connect our global LGBTQ+ network, across corporate and the wider community, and support those driving forward change within their organisations during Pride, and beyond. With an exciting mix of creative workshops and inspiring talks, we invited our community to explore what authentic and inclusive leadership means to them. 1. Panel Discussion: Be the Change. with Ben Pechey (they/them), Chloë Davies (she/her), Eva Echo (she/they) and Geff Parsons (he/him). Though we stand on the shoulders of giants, the actions we take as Queer Leaders will also inform our legacy. Being the change we want to see in our communities and organisations calls us to draw on the very essence of our values, beliefs, unique expression of our /identities, without losing sight of our wellbeing needs. Being the change doesn’t mean being perfect, and being a role model doesn’t have to involve being on ‘that’ list. Understanding that we all have a scope of agency and influence is so important. In this panel we discuss what it means to show up in the ‘fullness of ourselves’ – how authentic leadership can help sustain our drive for change. 2. Workshop: My Voice, My Story. with Shiva Raichandani (they/them) and Andrew Seedall (he/him). Being a change-agent, improving where we are today to create belonging and inclusivity are no small tasks. And on this journey, we are often asked to ‘tell our story’. Storytelling is a transformational tool for activism, it has the power to educate informally and humanise the reality of our lived experience through emotional connection. In that respect, the stories we choose to tell can bring our purpose to life, or they can sometimes hold us back. In this session, we explore how to find confidence in storytelling and lean into the wisdom of our voice to help us get out of our heads, and into our hearts. 3. in-Conversation: Navigating the Media. with Ben Pechey (they/them), Yasir Mirza (he/him) and Chris Kenna (he/him). The media plays an important role in shaping public and political attitudes towards minorities in general. Discourse around LGBTQ+ issues may have evolved, and in some instances, led to constructive change but this has yet to be said for Transgender, Queer and Non-Binary folks who still find themselves at the centre of hate rhetoric and controversy. As Queer Leaders we’re regularly being called to speak out for our community, especially within the organisations we work for, and during Pride season in particular. Our statements and stories are sought after by the press; just as we freely use our social platforms to shed light on the issues we stand for. In this discussion, we explore how to pitch ourselves authentically and navigate the media to have meaningful impact. 4. Mindful Reset: A Guided Practice. with Char Bailey (she/her) and David Kam (he/him). Challenging the status quo takes grit (with grace). And sometimes, our words and our actions can fall short. Whether we lack the grounding or the confidence in what we're doing – doubt and fear can prevent us from truly expressing ourselves. Mindfulness is an essential tool for self expression. It also helps cultivate creativity by growing our experience with self-awareness. In this session, we explore short mindfulness practices to help focus our attention and tune into our own intuitive process. 5. Panel : Queer Resilience and Intra-Community Allyship. with Eva Echo (she/they), Rico Jacob Chace (he/him), Yassine Senghor (she/her) and Tatum Karmen Swithenbank (she/they). Pride season offers us a platform to share our history, our journey, our resilience – the unique strengths and qualities that derive from our lived experiences of being queer in a heteronormative world. As leaders within our organisations and communities, we often hold the power and privilege to lead our ERG networks, or our company’s DEI objectives. But when our bias is left unchecked, we can unconsciously become gatekeepers to those of us whose intersecting identities create more barriers to representation – their voices matter and are invaluable to our growth as a community. In this panel we discuss how to become better allies – who empower and create space for the most marginalised folks within our community to tell their stories. 6. Workshop: Finding Your No: Nurturing Self-Compassion and Healthy Boundaries. with Dr Paul Taylor-Pitt (he/him) and Tash Thomas (she/her). Being a visible Queer Leader during Pride comes with added pressures, responsibility and often hidden personal costs. Authentic Queer Leadership is about challenging the status quo, but it’s also about honouring the energy we invest as change-agents by listening to our bodies and making a conscious effort to look after ourselves. Setting boundaries is an act of radical self compassion. Studies show that self-compassion helps foster the resilience we need to effectively help and lead others. In this session we share some essential tools and practices to sustain our activism and preserve our wellbeing. 7. Workshop: Emotional Regulation and Integration. with Jamie Clements (he/him). Pride gets us to reflect. We're often looking back to look forward. When we’re listening to people’s stories and sharing ours, emotions can often come to the surface. Throughout this busy and intensive period, we’re also probably going to be challenged. We’re going to feel frustrated at times… In this session you will experience how breathwork can be used as a tool for self regulation. Together, we explore a short practice to support us in having better influence over our internal state of being (how we think, feel, behave, and react) – which equips us to face more confidently the complex dynamics of transformation and change. We hope that the sessions inspire you and cultivate more confidence in knowing, connecting and sharing your story as a change-maker. Want to join us next year? Be sure to sign up to our newsletter here. And if you want an opportunity to come together as Queer Leaders and Change-Makers in person, check out our Queer Leadership Retreat happening in Norfolk on 04-06 July. Queer Leadership Retreat 2022 This is an opportunity to pause and reflect, acquire some new sustainable leadership tools and create space for personal and professional growth. Connect with other LGBTQ+ activists and learn from those driving forward change within their organisations and communities. You can find more information on how to join here. We hope to see you there! At WE CREATE SPACE we love to create meaningful and engaging content dedicated to helping organisations become more inclusive for all their employees. To learn more about how we can create bespoke videos, articles, research reports and more, check out our corporate DEI solutions or contact us through email: hello@wecreatespace.co

A retreat experience supporting Queer Leaders in their roles as change-agents, during Pride season, and beyond. A transformational space for Queer Leaders and change-makers to rest, reset and re-connect. Pride season can be challenging for many LGBTQ+ leaders, DEI advocates and community activists. This added pressure to share personal stories, perform and educate wider society can be exhilarating, but also exhausting. This is why we created the Pride & Beyond Summit and Retreat - to not only support change-makers with their wellbeing and mental health, but to also to equip them with sustainable leadership tools to build a more inclusive and healthier Queer Future - during Pride season, and beyond. We brought together our global network of LGBTQ+ change-makers. This year we saw dozens of Queer Leaders gather to reset, reflect and re-connect amidst a long and busy Pride season. We brought together community activists with corporate change-makers from our global LGBTQ+ Network - because we know that cultivating meaningful connections is a cornerstone of the wellbeing of any Queer Leader. "Each person I met, and every conversation I had, left me feeling more connected and embodied than I did when I arrived. I’m grateful for the queer utopia that was created." - Josh Lavra (he/they), Creative Lead, Hope Lab We focused on building connection and intra-community support networks. Connection was one of the main threads weaved throughout our Programme and our evenings together. It allowed us to understand commonalities and differences across sectors and identities, strengthening the intra-community bonds and support networks we need to thrive as Queer Leaders. “The biggest thing that I took away from the retreat was the affirmation of being a part of a queer leadership community. This was the first time in my life where I felt full psychological safety in exploring topics like leadership, strategy, culture and work within the confines of a community that represented or understood each of my identities.” - Andre Johnsen (he/they), Head of Social Innovation, Year Here We believe mental health and wellbeing need to become a priority on the journey of every Queer Leader. The retreat took place in a beautiful, converted farm in the Norfolk countryside. The perfect environment to reset and reconnect. We offered a daily mix of wellbeing sessions; including a morning movement practice and meditation, and workshops on mindful eating and breathwork. All powerful yet simple holistic tools that leaders can continue to use for effectively understanding their mental health needs and addressing them. “It's definitely helped teach me the value of rest. I'm still on a journey, but it's helped me realise what I need to focus on.” – Dominic Arnall (he/him), CEO, Just Like Us Through the cultivation of brave spaces we explored the impact and importance of authentic leadership and queer resilience. Through creative workshops and inspiring conversations, we invited Queer Leaders to explore what authentic and inclusive leadership means to them and how to cultivate more confidence in knowing, connecting, and sharing their stories as change-makers. We offered tools to overcome imposter syndrome and facilitated deep conversations around resilience and emotional intelligence to navigate the challenges and barriers faced in the workplace and public spaces as authentic Queer Leaders. “The experience to meet and connect with so many people who have different identities and lived realities within the Queer community was a turning point for me. I no longer feel like I have to be anything other than myself to prove that I belong in Queer spaces, which is something that has come through a number of WCS events that I have attended. This has really helped me feel more confident in my own identity and I feel that I can own the title of ‘Queer Leader’ now, which is something I struggled to call myself before this experience.” – Char Erskine (she/they), DEI Manager, Taylor Wessing Special thanks go to Pride at JTI who kindly sponsored a number of community spaces; to our brand partners Aesop, lululemon and Papier for your support; to all the facilitators and speakers; to Kiran Kiani who produced our film, and Andrew Urwin who took these beautiful photographs. Want to sponsor our Pride & Beyond events? By investing in this kind of support, businesses not only become active in their allyship but also demonstrate supporting LGBTQ+ leaders in making long-lasting impact and change during Pride and Beyond is a priority. If you would be interested in sponsoring our Pride & Beyond events, including our Pre-Pride Virtual Summit please get in touch for more information. 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!

Sophia Emmerich and Lisa Kempke's visual essay on the importance of Queer Platonic relationships continues on its world tour. At the end of 2022, we were lucky enough to host the launch event for Emmerich and Kempke's Queer Platonic exhibition in London. Along with the showcasing of the images in London for the first time, this represented an opportunity for people who are part of the We Create Space community to network and socialise, and enjoy each other's company. In February of 2023, the Queer Platonic exhibition returns to Locke Hotels in London. And we're just such big fans of this project that we wanted to take the opportunity to remind you to go and see it while you can! About the project. Over the course of 18 months, photographer Sophia Emmerich (who is part of the We Create Space Collective) collaborated with Lisa Kempke to capture the power and importance of Queer Platonic Relationships. This project stimulated a lot of internal conversation within the team at We Create Space, where we thought about how perceptions of LGBTQIA+ people in wider society means the idea that we have platonic friends who also belong to the community, is almost totally ignored. There is a lot of power in queer friendships, as people who have similar experiences to yourself when it comes to more difficult times, as well as learning from people who are different. One thing that cannot be mistaken is the importance of Queer Platonic relationships is the idea of "Chosen Family" - an idea that a lot of us are now familiar with. Why is this important? As Emmerich and Kempke say, many queer people can experience exclusion not just from the outside, but also their inner circle - from their family. "Chosen Family" is especially vital for those who don't have the support, or don't feel able to be fully open with those who are closest to them, as it allows them to feel a sense of belonging with people who have also been subject to the same exclusion. This project goes some way in dispelling the misconceptions that the entirety of queer people's relationships and identity are based around intimacy and sex, and this is why we are so happy that we could support this project and its creators. Emmerich and Kempke will continue to add to this project over time. Asking Lisa Kempke about the deeper significance behind the project, this is what she had to say: "When we see queer narratives portrayed in the media, there are three main topics: love, sex and discrimination. With our series, our goal was to show that queer life is – obviously – more nuanced than that. We also felt that the platonic relationships within queer circles held a different value and importance that needed to be highlighted. We wanted to translate our own experience as queer people that bonded deeply with other queers into a series that captures this wonderful feeling of security and support." You can find out more about the project by visiting this website. Queer Platonic is on display now at Bermonds Locke - 157 Tower Bridge Rd, London SE1 3LW Members of the WCS Collective who took part in the project. We are really proud to say that as well as hosting the launch of the exhibition in London, that some of our very own Queer Leaders were captured as part of this visual essay. From Left to Right: Yaz Senghor and her friend Alisha Char Bailey and her friend Rico Jacob Chace Tatum Karmen Swithenbank and their friend Anick Soni Would you like to book any of these speakers for a webinar or panel event hosted by us? For more information, please get in touch with us via email at hello@wecreatespace.co About the launch event. At the end of 2022, we were lucky enough to host the launch event for The Queer Platonic exhibition in London. Along with the showcasing of the images in London for the first time, this represented an opportunity for people who are part of the We Create Space community to network and socialise, and enjoy each other's company. This was one of our most popular community events to date, and we can't wait to host something in London again soon! For now though, make sure to check our upcoming in-person events, and sign up to our newsletter to stay up to date While you're here... Did you know we consult with 100+ 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!

We sat down with diversity, equity and inclusion specialist Char Erskine, an attendee of our Pride & Beyond Queer Leadership Summit and Retreat, to hear about her experience and how she's using our teachings to drive change in both her professional and personal life. What was one thing you learned from the Pre-Pride Summit? One of the key things I learned during the Summit was around setting healthy boundaries and ensuring that my wellbeing comes first so that my work for the Queer community is sustainable. Finding my guilt-free “no” when an opportunity or piece of work is not right for me is something that made this year’s Pride season slightly easier to navigate following the Summit and I have continued to work on holding those healthy boundaries, which is so valuable as someone working in the DEI field. What was one thing you enjoyed from the Beyond-Pride Retreat? The most enjoyable part of the Retreat was the overwhelming sense of safety within the space. Going into the Retreat felt like I had entered a safe bubble away from all of the negativity that can come with being visible and vocal about LGBTQ+ inclusion. The Queer community is so diverse, and we all carry different experiences with us, but knowing that everyone arrived with similar intentions to relax, re-energise and connect as a community of changemakers was very reassuring. As an anxious introvert, I have never felt myself open up and breathe so easily as I did throughout the retreat. How was the content relevant in your role as a Queer Leader? The content was great for helping me recognise the type of leader that I would like to be and how I can be a resilient and compassionate leader through the work that I do. As a leader, I’m in a privileged position to be able to connect with people from such varied walks of life and share stories and experiences that are unique to this community. The focus on connection throughout the Retreat was something that I feared on day #1, but had embraced and learned so much from by the final day. "Connecting with people is a vital part of the role we play as Queer leaders, so embracing that vulnerability and opening up to others is something that will make me a better leader in the future." - Char Erskine How has the experience supported your work and impacted other areas of your life? The experience to meet and connect with so many people who have different identities and lived realities within the Queer community was a turning point in the way I see myself as part of this community. I no longer feel like I have to be anything other than myself to prove that I belong in Queer spaces, which is something that has come through a number of We Create Space events that I have attended. This has really helped me feel more confident in my own identity and I feel that I can own the title of ‘Queer Leader’ now, which is something I struggled to call myself before this experience. About Char Erskine. Char (she/they) is a Senior Inclusion Manager at Taylor Wessing and has worked in DEI and early careers in the legal sector for a number of years. She is proud of her Afro-Caribbean heritage, to be the first in their family to attend and graduate from university, and subsequently build their career in the corporate world. As a Black, Queer person, who lives with anxiety and depression, they have a particular passion for intersectionality in their inclusion work, and she strives to be the positive representation that she could not see while growing up. Special thanks go to Pride at JTI who kindly sponsored a number of community spaces; to our brand partners Aesop, lululemon and Papier for your support; to all the facilitators and speakers; and Andrew Urwin who took these beautiful photographs. Want to sponsor our Pride & Beyond events in 2023? By investing in this kind of support, businesses not only become active in their allyship but also demonstrate supporting LGBTQ+ leaders in making long-lasting impact and change during Pride and Beyond is a priority. If you would be interested in sponsoring our Pride & Beyond events, including our Pre-Pride Virtual Summit (10-11 May 2023) please get in touch for more information.

The results from our series of free community wellbeing classes in Barcelona and our plans to expand the programme with online sessions via WCS | Campus. Overview: In our 2023-2024 Community Survey, Mental Health emerged as the top concern for Queer professionals in our community for the second consecutive year. As an organisation we’ve always been passionate about improving the mental health of LGBTQIA+ people, but we entered 2024 determined to answer the needs of our community better than ever before through our new series of Queer Wellbeing programmes. Core Challenges: With the knowledge that LGBTQIA+ people are more likely to suffer from poor mental health than the rest of the population, coupled with increasing hostility towards the LGBTQIA+ community across the globe, doing what we can to improve the wellbeing of queer people is essential. We recognised the need for wellbeing programming that was specifically Queer focused and built it into our 2024 Community Action Plan. Taking into account the intersectional realities of our community by engaging with facilitators across a range of identities and lived experiences and ensuring our sessions are trauma-informed. "As queer people, it feels comforting and reassuring to find understanding. Mindfulness spaces are overwhelmingly white and straight, and finding a place in there is difficult. It’s difficult to allow yourself to be vulnerable in places you don’t feel safe in." - Community Member Solution: Our initial Queer Wellbeing trial encompassed 12 completely free wellness oriented classes with 12 different facilitators. We ran the sessions out of Sarana, a queer-owned wellness centre in Barcelona, running from mid February to the end of March. Partnering with Sarana allowed us to offer these classes out of a space that was accessible, inclusive and aligned with our values. We provided a wide range of class types including a sound bath, breathwork sessions, Power and Prana Yoga, Vinyasa Flow, Qi Gong, meditation, affirmations & journaling, with the aim that any potential participant would be able to find a session that appealed to them and fit where they are on their own wellness journey. Many facilitators tailored their sessions to specifically speak to the Queer experience, exploring themes of self-love, self-empowerment and Queer resilience, providing participants with the tools to grow and understand themselves better. “My first ever yoga class and I had an experience I will always cherish. Afterwards I felt brand new and am now excited to take better care of myself mentally and physically.” - Community Member Results: Out of the 51 people surveyed... 98% rated their class 4 or 5 stars. 93% felt a sense of community in their class. 63% said it was important sessions were LGBTQ+ only. 72% said we offered something they couldn’t find elsewhere. 84% plan to attend future experiences and events with WCS. 80% turnout from registered attendees. "I learned new breath-work techniques that helped me to feel open and vulnerable. I’ve attended many breath-work classes but because of the instructors and the openness of the room and people I felt so safe to go deep and reflect." - Community Member Based on the overwhelming success of our initial WCS Queer Wellbeing trial we are excited to expand the initiative by offering online sessions via the WCS | Campus in addition to continuing to offer in-person classes in Barcelona and London. Join the WCS | Campus Global Hub and access our free wellbeing sessions. 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!

To celebrate Mental Health Awareness Month we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. David Kam is a movement facilitator and We Create Space collective member who grew up in Malaysia, where homosexuality is still illegal, and moved to the UK to study. He shares his story, the challenges of navigating one’s cultural identity as a Queer person and how the power of movement has grounded him throughout his life. 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 newsletters so you can stay up to date!

For Mental Health Awareness Month, Neil Hudson-Basing shares how he overcame self-limiting beliefs and fell in love with running as a Queer person. Running is my happy place. It’s my way to relax, destress or vent. To think, to breathe, to feel free. It’s my therapy, medicine and escape all in one. It’s my time. Whether that’s blasting a banging album in my ears, listening to one of my favourite podcasts, planning an event in my head or working through a personal problem. It’s a non-negotiable for me. Let’s rewind a bit though, because I didn’t discover my love for running until a little over a decade ago as I tipped into my 30s. I was never a very active or sporty kid. I took part in the odd sports day and even a game of rounders every now and then, but I never enjoyed it. By secondary school I hated it. I didn’t like getting dirty or playing rough. I couldn’t kick a ball, I wasn’t strong enough for the gym and I couldn’t run. Or so I thought, and everyone around me assumed. All of this, coupled with being keen to avoid getting hurt and being called every homophobic slur under the sun, meant that I steered well clear of any physical exercise of any kind. Only now I know that’s not uncommon for many other gay people, particularly as teenagers. I was quite effeminate and most of my friends were girls which came with some intense bullying around the way I spoke and moved. Whether a sports hall, field, or even the changing rooms, each elicited fear and dread. I carried this fear with me into adulthood, both the fear of abuse and fear of trying held me back. I believed that I simply couldn’t do ‘sport’, wouldn’t be any good or that I’d look stupid trying. I see now how wrong this was and was undoubtedly the result of the limiting self belief that queerphobia has on many of us. It’s no surprise that LGBTQ+ people generally feel that sport isn’t for them. A study by Out on the Fields and OutSport, considered to be one of the largest pieces of research in this area, found that 80% of participants have witnessed or experienced homophobia in sport, with homophobic language being the most common. Any queer person travelling in a big city on a match day can probably attest to feeling an element of threat when getting mixed up with rowdy football crowds. My university life was no different. No sports clubs or societies for me, just the LGBTQ+ society and the student union. Hitting the dancefloor and running around London drunk was as much cardio as I got. Until I turned 30. The reason I started running was pretty vain. A friend of a friend once said, “The body you have when you turn 30 is the body you have forever”. Gulp. As someone with body issues and low confidence, this wasn’t a fun thought. Thankfully, I’m old and wise enough to know now that: a) that isn’t particularly body positive or helpful and b) It’s a crock of shit. However, whether good or bad, this gave me a kick up the ass to MOVE. So I thought I’d give running a whirl. And guess what… I hated it. Until I didn’t. I stuck with it and despite not being able to run around the block at first, I built up my distance creeping into double digits. I did a few ParkRuns. I got faster. Like, really quite fast. And it felt good! Learning to love running is a process, I know many who find it boring. Some people never get the runner’s high but they feel great once it’s over so they persevere. I’ve experienced utter euphoria when running albeit not every time. Even when I don’t, every run is an adventure - it’s different every time. You can be creative with your routes, explore new places and get lost. All of this helped me to push past the ‘I hate it’ stage. Next stop: the gym. Another place that I didn’t think was for me either and for sure, this was due to a fear of being gay in an environment dominated by straight men and all that comes with that. I went with a friend at first and having an ally by my side helped me work through the discomfort. As I gained confidence I discovered that I loved HIIT classes and lifting weights too. I could definitely feel the physical benefits of my new found hobbies. What I didn’t expect was everything else that came from it… everything in my first paragraph. I loved challenging myself. I entered a half marathon and despite being hungover, I scored a personal best that I am still proud of to this day - and haven’t been able to beat! Whether hitting the gym, pounding the pavement or taking on trails, I was in my element, and in places I belonged. In 2019, I decided to give up drinking, drugs and smoking whilst I trained for an ultra marathon - running 100km from London to Brighton. I know I’d never be able to give it my all without properly throwing myself into it. Five months of gruelling training gave me a real focus and a much needed lifestyle shift. My anxiety dissipated. I was happier. I even decided to attempt to conquer my fear of public speaking. A five month booze snooze didn’t seem long enough and it soon became six months. Then a year…. It’s 2024 and I’m now over five years sober and if I hadn’t set myself that intense physical goal, my life would look very different. My mental health has always been up and down throughout my life. But in moving my body, and especially running, I am able to manage it so much better. Especially when teamed with a clear, sober head. I began with saying that exercise and moving my body is non-negotiable… and it is, now. Last year, I experienced the worst mental health dip I’d had in years in the form of severe burnout. I’d let my exercise slip as work got too much and I compromised my wellbeing by neglecting the way I keep on top of it. I now know research shows that movement is good for avoiding and working through burnout. So whether it’s getting up early for a workout, taking a slightly longer lunch break to walk the dog or blocking out a whole day over the weekend for a longer run, I make moving a priority. Keeping myself accountable in this way keeps everything else in check - my mood is better, I am more productive and the day feels correct. Scheduling walks & runs with friends mixes things up and leading our new WCS LDN Queer Hikes has provided another way to get my body moving! I’m not saying running or exercise is the answer to everyone’s mental health problems but for me, it’s both preventative and healing. The headspace, being in nature and moving my body brought me back to where I needed to be. It’s a lifeline, source of joy and a fundamental part of who I am. The kid who hated PE but now runs for fun, fulfilment and a happier, healthier future! With today’s current anti-LGBTQ+ rhetoric, engaging in physical exercise can provide a much needed release, focus and community. Fitness and sport is for everyone, including us queers. There’s groups, teams, organisations and individuals striving to make fitness spaces more inclusive, accessible and representative. Do a bit of research and see what and who is out there to help you on your way. Ask a friend to accompany you to a class perhaps? Or simply buy a pair of cheap running trainers and hit the streets. Gone are the days where a football flying towards me elicits a scream-and-run-away response. And whilst I still can’t kick one to save my life, I’ve learned that I get to decide what my body is capable of, which spaces are for me and where I’ll run to. Neil Hudson-Basing (he/him) With over 18 years experience in the events industry, Neil has a real passion for bringing audiences together. He is an experienced emcee & public speaker. Neil has hosted events, spoken and written about a broad range of hard-hitting & sensitive topics including violence against women & girls, male allyship, racism, sustainability, LGTBQ+ inclusion, menopause and sobriety. He is the co-founder of alcohol and drug-free clubbing event "The House of Happiness", a venture, to help address the lack of LGBTQ+ sober spaces. Find more information about Neil here. 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!

We delve into our partnership with Coventry City Council, delivering "Amplify:Be The Change", an LGBTQ+ talent development programme designed to empower employees and influence change across the organisation. Overview A six-part series by We Create Space to empower LGBTQ+ leaders at Coventry City Council to strengthen their ability to influence and create sustainable change across the organisation. The LGBTQ+ talent development programme was delivered through 90 min interactive workshops, where theoretical knowledge was accompanied with best practice tools and holistic strategies for building leadership skills and influencing in the area of career development and progression, as well as advocating for other LGBTQIA+ employees. Brought to life by sharing lived experiences by a range of guest facilitators and speakers from our global LGBTQ+ Leadership collective. This was accompanied by additional 60min workshops for line managers and mentors with resources, surveys and check in throughout. Programme Overview 1. Shifting Systems, People and Mindsets 2. Having Courageous Conversations 3. Developing Compassion and Emotional Intelligence 4. My Intersectionality, Power, and Privilege 5. Building Queer Resilience 6. Shaping My Purpose. “My experiences of being LGBTQ (sensing allies, having difficult conversations, going through a process of shifting my own mindset over time regarding my own identity) can be used as a powerful way to create change in other ways / within multiple systems - experience is power!” - Participant feedback on Session 1: Shifting People, Systems and Mindsets. Core Challenges As part of Coventry City Council’s Workforce Diversity & Inclusion Strategy, WCS was selected and commissioned to design, deliver and evaluate a bespoke Talent Development programme for their LGBTQIA employees. As a DEI provider with extensive experience in the delivery of Talent Development programmes for LGBTQIA employees within the Public, Voluntary or Private Sectors, we were tasked with curating a programme to engage a diverse audience and develop rapport and credibility with a clear understanding of intersectionality. Our first-hand experience and understanding meant we were able to address the challenges around barriers faced by LGBTQIA+ employees in the area of career development and progression. "Whilst attending the managers sessions I was able to reflect on what an inclusive workplace should be like, how I can be a better ally to those who are LGBTQ+ and refresh my understanding of what good leadership and management looks like." - Line Manager Feedback. Solutions: Consultancy Needs assessment conducted with Coventry City Council project leaders. Collaborative and iterative content negotiation. Identified learning styles with realistic timelines to achieve outcomes. Design of a bespoke programme to ensure participants have ample opportunity to learn and reflect. Inclusive Leadership Programme Line Managers and Mentors of participants were provided with coaching to help participants through the programme and beyond. Feedback surveys built into every session for participants, line managers, and mentors for continuous improvement. Utilisation of We Create Space global collective to provide intersectional conversations and expertise throughout. Post programme reflection and celebration in the office to foster additional engagement, continued learning, and allyship "I found that this was the session that has made me really, really think and re-assess my own world view about myself… and I actually came away feeling emotional in a really positive way.” - Participant feedback on Session 6: Shaping My Purpose. Outcomes: LGBTQIA employee participants scored the entire programme with 100% satisfaction as a professional learning curriculum. 97% of the participants responded the content was very to extremely relevant to their role as a leader. 60% of participants said they feel extremely confident in their ability to use the skills they learned across all sessions vs 16% at the start of the programme. 91% of line managers and mentors rated the programme good to excellent. Fairness and Justice was the most common reason amongst line managers and mentors to be allies. 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!

An evening of discussion, sisterhood and solidarity at WeWork in Barcelona. Take a peek into our Queer Women in Business Meet Up in Barcelona, where we bring together LGBTQ+ women living across different identities and generations to network, build lasting and nurturing friendships, reflect on challenges, and inspire each other! This month we explored the pros and cons of coming out at work, how to remedy funding issues as Queer entrepreneurs and breaking intersectional biases. Our Speakers: Sevi Koppe (she/her) Yassine Senghor (any pronouns) Sanjukta Moorthy (she/her) Shimar Guyo (she/her) We'd like to extend a special thanks to WeWork for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo 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!