Search Results

What are we getting up to in 2024? Learn about our goals and how we plan to support the LGBTQ+ Community throughout this year. Incorporating all the valuable feedback and insights from our last Community Survey, we've now set out our plans and ambitions as an organisation, and as a collective, for 2024... 1. Build Networks & Strengthen Relationships We hope to grow and strengthen the WCS global intra-community network - building connections and relationships through the hosting of more FREE networking events and experiences – bringing together both international community activists and corporate professionals in shared spaces, both virtual and in-person. - In-person events in London, UK, Barcelona and other cities. - Casual meet-ups and fun-focused meet-ups. - Q&As, debates and interactive learning sessions. - More workshops and skills development events. - Launch a WCS Community Digital Platform to connect people beyond events. 2. Improve LGBTQ+ Wellbeing & Mental Health Organise wellness-oriented classes, and activities to enhance the mental, physical and emotional wellbeing of community members. As well as provide smaller group settings for people to get to know each other better. 3. Increase Diversity & Representation As we expand our team and grow our community networks, we want to make sure that WCS is a progressive, inclusive and attractive organisation to work for, collaborate with and be a part of. - Even more representation from speakers and community members across certain identity groups, age-ranges, languages, and continents. - Events inclusive of a wider / older audience demographic. - Identify more Queer Charity Partners and Social Enterprises for WCS to support and collaborate with. 4. Nurture Queer Leaders & Change-Agents We will continue to help LGBTQ+ people around the world access a sustainable path to Queer Leadership, career and professional development. - Build an archive of FREE reliable educational information for our community members. - Host more online webinars and panels (Queer Perspectives and Queer Leadership 101). - Organise leadership workshops to upskill and develop community members. 5. Develop Meaningful Commercial Partnerships We’ll be further enhancing our DEI services and establishing longer-term partnerships with our global network of corporate clients. This will allow us to continue… - Advocating for LGBTQIA+ inclusion in the workplace. - Creating more paid work opportunities for our global collective of change-makers. - Connecting grass-roots community leaders with corporate organisations; creating space for new perspectives and conversations. - Raising money to fund all our free events, content, resources and development opportunities for our global community. 6. Build Intra-Community Connection & Allyship: We want to improve and develop our own online learning platform. We hope for WCS to remain a high-quality source for FREE Queer Allyship info and tools. - Be even more intentional and intersectional with our programming and Allyship content, covering topics that matter most to our community, and creating meaningful resources that support individuals with strengthening their role as change agents within their own communities or organisations. - Continue to advocate for holistic approaches to activism and learning. 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!

Discover how to foster a psychologically safe workplace for LGBTQ+ employees, prioritizing queer mental health in high-performance cultures. High-performance cultures are known for their relentless pursuit of goals, tight deadlines, and competitive environments. While these traits can drive innovation and productivity, they can also contribute to mental health issues among employees. From our recent Community Check-In, where we surveyed our global network of 30k LGBTQ+ professionals, Mental Health emerged for another year running as the number one concern expressed by queer people going into 2024. We’ve outlined three practices you can start today to make a difference in the mental health of your LGBTQ+ employees and maintain cultures of high performance. Tip #1: Create Spaces for Barriers to be Discovered. Whether it’s conducting an anonymous survey, hosting a roundtable discussion with a neutral party, a fireside chat with a senior leader, or workshops, discovering what obstacles your employees face is crucial so you can meet them where they are. For example, making virtual events centred on mental health anonymous to attend may invite more people to join without the risk of feeling shame or auditing your health benefits to check for LGBTQ+ inclusive policies/options and reducing the Trans Tax. Common barriers can include but are not limited to: Not having role models who prioritise mental well-being. Work cultures/policies not allowing for flexibility to schedule appointments either in person or remote during work hours. Benefits that are not inclusive of digital/remote healthcare. Fear of judgement or weaponization of mental health disclosure by managers. Long wait lists from a provider. Scarcity of therapists who have training in LGBTQ+ topics or are part of the LGBTQ+ community themselves. Moving states or countries and having to find new providers. As a clinician and therapist, I show up to my clients struggles more effectively when I show up to my own struggles with the same level of intention. As I become more aware of the barriers to my own wellness, it allows me to more intentionally listen to and appropriately empathize with the struggles of my clients while remaining cognizant of the differing contexts to our identities. That, therein, gives me the capacity to think critically about the care I offer them and what kind of skills, knowledge, structural changes, and/or intentional conversations may need to be had, made, learned, or employed to empower them toward their growth. As an organization, your job is to do the same. Those who have power to impact policy and practice within the organization should be utilizing their wellness services and prioritizing their own care to model and make the culture of the organization for those with less influence; and to make themselves aware of barriers that anyone seeking access to those resources might find. They should also make space to be present, listen, and be receptive to the voices of those members of the workplace community with less influence when they are brave enough to dialogue with them about those services and their perceived barriers." - Obella Obbo Tip #2: Be Humble and Intersectional Creating a supportive workplace culture that prioritises mental well-being involves several important elements. Firstly, it's crucial to acknowledge that we may not always have all the answers and that asking for help is perfectly okay, especially when developing programs to support others' mental well-being. Continual learning is also essential in high-performance cultures. Raising awareness of intersectional identities is essential to avoid a one-size-fits-all approach, recognizing that people have different lived experiences and may have experienced prior trauma. “For as much as ‘intersectionality’ has become a HR buzzword, very few people outside of these lived experiences curate a space where it is safe to be intersectional… As an openly trans and gay man, I’ve embraced the responsibility of representing and educating others through my company's only employee resource group. However, the decision to disclose other aspects of my identity, particularly my disabilities and neurodivergence, remains challenging and one I’m still hesitant to take… Creating a truly inclusive and safe work environment that embraces authenticity remains a significant challenge that can only be solved with our continued collective commitment.” - Yujx Smith “Mental Health America’s annual work health survey helps determine the current state of worker mental health and well-being in the U.S. and workers who do not feel that leadership values their identities perceive their organisation as either complicit or harmful in cultivating a psychologically safe workplace.” (Source) By prioritising mental well-being, we can foster a culture of allyship and increase our awareness of others' needs and intersecting identities and stories. To build rapport between employees, activities such as team-building exercises, support groups, and learning techniques like EFT tapping that can be done at your desk or home can be implemented. Social events can also create a sense of camaraderie, leading to a more supportive workplace culture. It's crucial to emphasise that seeking help for mental health concerns is a sign of strength, not weakness. Tip #3: Make High Performance Results the Outcome of Psychological Safety Leadership plays a key role in creating a psychologically safe environment, and providing leadership training and mentorship opportunities is crucial. These programs should focus on skills like vulnerability, active allyship, and compassion, alongside job-specific training. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and well-being. And there is compelling data to prove the effectiveness of making these types of changes. "Research in recent years from Gartner, Gallup and Harvard Business Review found that the benefits of a high psychological safety at work include: 27% reduction in turnover 50% more productivity 74% less stress 26% greater skills preparedness since workers learn at a faster rate when they feel psychologically safe 67% higher probability that workers will apply a newly learned skill on the job.” (Source) It is clear that pushing for high performance while not prioritising the mental wellness of employees is likely to result in costly employee turnover and reduced productivity. By building robust support systems into the workplace, we can create high performance organically and in a sustainable manner. “In my experience of workplaces that were not psychologically safe, energy has been wasted on hiding, editing, pretending instead of using that energy to perform at your best in a role. In larger companies or organisations, the approach could be that ‘you should’ feel safe and secure to share, however this may not always be felt in specific areas/teams within a business or organisation. Different teams within the one business/organisation can have very different experiences because of their specific line manager. In my experience there have been few line managers able to listen comfortably and support if required, so in the past I have chosen colleagues, friends and family over most line managers.” - Erica Rose Final Thoughts: If leaders aren’t trained in how to have these types of conversations and/or if you’d prefer to have trauma-informed facilitators/consultants lead them, using an external partner like We Create Space to support all levels of employees and develop an action plan for you can kick start making positive long term impact. When organisations model behaviours like ones we have outlined to create psychologically safe workplaces within high performance cultures, we are able to place more value on our complexities as humans than our productivity as workers while still achieving our personal and professional goals. 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 were delighted to sit down with nutrition specialist and queer health coach, Dr. Sunni Patel, to talk about his relationship with food, what drives him, and why he's so passionate about supporting the LGBTQ+ community. Who are you? Tell us a little about your journey. I’m Dr Sunni – a health coach with a PhD in risk factors for disease and a specialist interest in Gut Health. I started off in research and academia working around the world before I started a corporate journey in global and UK management. A series of life events made me reevaluate my purpose and passion before deciding to leave the comfort of a corporate role to create my own business. I retrained as a culinary medicine coach and also use my previous qualification as a personal trainer to educate, entertain and spread the power of food, nutrition and wellness. My life has been built up with a series of life-affirming and life-changing events. Growing up as one of the only Asian families in a extremely racist area of the West Midlands in the early 90’s meant my family and I became accustomed to daily tirades and abuse (verbal and physical). Going into my late teens I developed an eating disorder over a number of years that involved obsessive fasting and purging that dominated my life for quite a while. In my late 20’s, I was diagnosed with inflammatory bowel disease which knocked me for six. In between all this I focused on my ambition to do well professionally, and put aside my own needs of discovering my queer journey and managing my mental and physical wellbeing. The last few years have been difficult but also empowering, as I have had to navigate my issues around disordered eating and body dysmorphia as well as having serious issues and flare ups with my health (including being hospitalised twice during lockdown). On top of that, at the tender age of 35 I decided to come out to my family after spending 2 years of finding myself battling depression and suicidal thoughts. Fast forward to today, I use my lived experiences to coach people and organisations on holistic interventions to promote well-being, productivity and happiness. I use my rediscovered passion for food to develop recipes for clients and companies, and cater for retreats as well as do cooking demos and cook-a-longs. I want to show everyone that food science can be sexy, informative and life-changing. My business and platform also helps me to tap into my creativity to showcase food, fashion and lifestyle, and I bring that creativity to everything that I do. How has getting to know yourself better evolved your relationship with food? I have had a tumultuous journey with food, to say the least. I grew up as a passionate foodie that cooked from age 12 and I'm grateful my parents allowed me to explore cooking with food at home. But I have also had to go through a number of restrictive diets to help control my health condition, but also navigate the hangover of bulimia which has limited my experience with food. I have had to take each day at a time, and cope with the daily toil of whether it will be a good or bad day with food. This has allowed me to understand the dark side that food can sometimes bring – the physical and emotional triggers and how to navigate around that and bring a practical approach to it. Nonetheless, I have always been a host and enjoyed what food can bring to life. The power of community, the sense of nourishment and the beauty of creating memories and emotions. My life journey and milestones, from the dark times to the joyous moments of coming out, getting engaged or getting positive results and feedback from clients have also been celebrated with wonderous foods and meals. That's what I want to focus on with food – the sense on celebration it brings, and making food the centrepiece of life. What inspired you to start sharing nutritional plans and health tips? It may sound like a cliché but I became inspired because I couldn’t relate to content or the people delivering information out there. As a queer person of colour living with a chronic illness, there are aspects of health and wellness that I want to find relatable. Though my food and health tips may be similar to what many know, I try to deliver it through my voice and medium so that it not only provides an outlet for me, but also for others to look to and feel inspired and educated. The hope is that, over time, I can show how positive nutrition can be to people and companies. I constantly get inspired by the feedback which drives me to continue doing this on a daily basis, and being able to work with media outlets like the BBC to give regular health tips with a sense of humour and approachability helps me to keep going. Why do you think the health and well-being of LGBTQ+ people requires more focus and close attention? What challenges and trends are we seeing emerge within the community? I think it's firstly important to recognise that queer people face some of the same health issues and risks as everyone else, and it's so important to focus on long term health outcomes and reducing the risk and burden of disease overall. There is some literature suggesting that our community may be at an increased of obesity, heart disease and cancer, and that definitely requires the building of more inclusive educational spaces working with queer professionals. What is of critical importance when we consider the queer community is that access to health care, approachability of safe spaces within the health care space, and affordability of treatments and services are specific issues that need to be addressed. Marginalised communities have historically had less investment on interventions to navigate these issues, and so we not only need more money for these health programmes, but people to advocate and rally the change and improvement. In regards to challenges and trends, there is growing literature showing the disparities and issues our community face in regards substance abuse, physical abuse, bullying. It's a struggle to find support due to low quality care as a result of stigmatisation, poor awareness from health care providers, and insensitivity. And even with all that, the education and awareness around specialised niches like gut health, immune health, skin health are still under-served. How has your chronic illness and living with IBD affected your own career path? Any tips for individuals struggling to navigate corporate life? Initially, it was extremely difficult. I spent a lot of my corporate life hiding my illness as I felt it could be perceived as a weakness. I also didn’t want constant sympathy or accommodation to my condition. When I did decide to let my colleagues and teams know about my condition, it was met with mixed response. The stresses of climbing the corporate ladder and leading larger teams eventually caused more issues with my health. Some were empathetic to my issues, whilst some took advantage to undermine my abilities. Either way it made me the leader I wanted to be – authentic, open and approachable. But what I didn't realise at the time was that by coming to terms with my condition, it meant I was realising I wanted to be authentic to my self as well as others. That led me to make a change to my own career aspirations. For those struggling, I would say prioritise yourself and your health. It is important to be selfish before going on the path of becoming selfless – especially when health is concerned. Secondly, be open in the workplace so that the right allowances can be made for you. At the same time, use the opportunity to educate your workplace about your condition. Thirdly, you can still realise what you dream as long as you practically approach your goals and don’t see your condition as limiting but rather affirming. Don’t ever dare to believe or dream. It is so easy to have imposter syndrome or let yourself feel that you're on the back foot compared to more abled colleagues. That's not the case, and your own hard work and determination will pay off. As a queer leader of colour living with a disability, taking care of your mental health is vital. How do you create space for yourself? I have to admit that sometimes I am not great at this, but I recognise that as a human not everything has to be perfect. However, I am incredibly luck that some of my mind space techniques stem from my passion which has now become my business! I create space by cooking and developing recipes, by working out (an intense spin session is so liberating for me), but I also invest in my self reflection by having my own therapist and life coach, making time to socialise with those who add worth and meaning to my life – incredible friends, family and my wonderful fiancé. A hug, a meal, or a chat and laugh with any of those incredible human beings just resets me and gives me the space I need to detach from the pressures of my life. Want to learn more about Dr Sunni Patel? Find out more here or get in touch to learn more about his speaker sessions, live demos, workshops and coaching programs. 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 asked four We Create Space team members to openly talk about their own experiences and struggles with self-image as members of the LGBTQ+ community. The body-positivity movement is a wonderful force for change, but queer people’s body image issues continue to be overlooked. With this in mind, we asked a few of our We Create Space team to talk about their own journeys towards self-acceptance and coming to terms with their queer bodies. We also discussed the LGBTQ+ community’s expectations of our own people, and how the intersections of identities can affect how we perceive ourselves. About our contributors: Ajay Pabial (he/him) Ajay is a London-based queer artist of South-Asian heritage on a mission to shine the light on other creatives from culturally diverse backgrounds and LGBT+ intersections. He runs his own social enterprise, Art Clubbers CIC, and he's a Civic Futures Fellow for the Mayor of London. He’s also on our Board of Directors at We Create Space. Freddie Lewis (he/him) Freddie Lewis is a songwriter and poet. He believes in the healing power of writing and communicates his love for life and living as a queer trans man through his songs. We’ve had the pleasure of speaking to him about his creative process and queer journey as part of our “My Story, My Way” workshop series. River Solace (they/them) River is a nonbinary songwriter and poet currently based in London. They use their music and artistic process to express not only their queer identity, but their own struggles with mental health and self image. They’re also the creative director of “The Soft Approach” zine. Yassine Senghor (she/her) Yassine identifies as a queer gender-nonconforming woman, and is the founder of Confronting Change, specialising in diversity and inclusion services. Yassine also works as the Inclusion and Equity manager for Impact Culture, and sits on the board for both Marlborough Productions in Brighton and the Streatham Space Project in London. She is also an avid culture writer and “occasional” model. Corporate Solutions: Did you know that we organise educational and informative webinars covering topics such as LGBTQ+ History 101, Body Image, Intersectionality, LGBTQ+ Women in the workplace, LGBTQ+ and HIV and Addiction in the Queer Community. Get in touch to find out more.

Tolu Osinubi, Julie Veluz, Hunter McCance and Marion Bentata explore how to facilitate intersectional conversations and strengthen collaboration in service of our most marginalised populations. In this challenging socio-political climate, with rising conflict surrounding ideologies and beliefs, it can feel overwhelming for multiply-marginalised employees (who are often called to fight and advocate on several fronts) to also face ‘competing’ agendas across their resource groups. To create effective structural, legal, and systemic change within our organisations, it is crucial to reimagine the role of our resource networks and prioritise partnerships and synergies that help scale connection and impact. Tune into this session to learn how to effectively build and leverage intersectional networks. Learn more about Tolu Osinubi's work. Learn more about Hunter McCance's work. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co 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!

Looking back and reflecting on what we've achieved, the projects we've delivered, the events we've held, and most importantly, the impact that we've had over the course of the last year as an organisation, and as a collective. At We Create Space , it's our mission to equip our communities with new tools and practices for Queer Leadership, Allyship and Wellbeing. As a non-profit community-led social-enterprise, profits made from the work we do with corporations go back into the LGBTQ+ community ; providing free events, well-being solutions, resources and support to the wider global queer community. At the start of this year we set out our Community Action Plan , based on feedback from our global community, about what they wanted to see from We Create Space in 2023. Today we wanted to revisit how we’ve achieved those goals. So much of the work we do is 'behind-the-scenes', so our team have put together this review highlighting just some of what we have all accomplished as a collective in 2023. "The We Create Space team understand that every team has different needs, and manages to work with us to adapt while still bringing clear expertise and empathy to the topics. Every event hosted with WCS has generated great conversations and pushed us to think harder about the way we as individuals support one another." - Laura Larcombe, Performance Coaching and Development Manager at American Express. 1. We organised more FREE in-person panels, workshops and events for the Queer Community.. This year we've expanded our in-person programming, bringing We Create Space to venues in London, Barcelona, Manchester and Berlin for a total of 21 in-person community events with 2500+ registrations. From insightful panel discussions on queer careers, art and activism to performance nights and speed networking, we've created meaningful opportunities for the international Queer Community to learn, be inspired and forge new connections. As always, we have continued to create spaces where corporate leaders can come together with community activists, promoting mutual knowledge exchange and collaboration. If you would like to see what events we have coming up, check out our events page . Don't forget to sign up to our newsletter to stay up-to-date with the latest information. “This session has made me think we need to constantly check in on our progress on this topic. We should have it at the forefront of our team culture." - Participant feedback from our ' Mindful communication and inclusive language' session with Garnier. 2. We hosted ten FREE Online Learning and Leadership Development Opportunities for our Global Community. Our online programming of Webinars and Panel Discussions have continued to be an important space for bringing together our global LGBTQIA+ Community and our clients. Queer Leaders and Allies from across the globe tuned in for our FREE online Webinars and Panel Discussions this year. We launched two new webinar series, DEI 101 and Queer Allyship 101, as well as expanding upon our existing Queer Leadership 101 and Queer Perspectives series! We explored a range of impactful topics: Navigating Data & Intersectionality. Psychological Safety. Intersectional Networks. Leadership Beyond the Binary. Bodily Autonomy. Intergenerational Wisdom. Financial Wellbeing. LGBTQ+ Anti-Racism. Turning DEI Talk into Action. Strategic Budgeting as an ERG Leader. You can find recordings of each of these sessions and more on our Youtube. “Really wonderful session. I think I had a very limited definition of what bodily autonomy meant before this webinar, and the conversation really helped me reframe my understanding of bodily autonomy and how autonomy can be impacted even in non-sexual or non-physical interactions.” - Participant feedback from 'Queer Perspectives: Bodily Autonomy'. 3. We developed our internal team and global speaker collective. 2023 has been a rollercoaster year for our team, as we have adapted to the evolving needs of the business and built out internal processes so we can work more efficiently, providing better support to each other and our wider collective . This year we have onboarded over 50 new speakers, further diversifying the range of experiences and identities represented under the We Create Space Global Collective and allowing us to bring even more fresh and nuanced perspectives into our work with clients. "Really loved the information sharing and positivity of the presenters. As someone who is very new to the ERG world, it was a great way to become more familiar with all the potential of these groups." - Participant feedback from ' Strategic Budgeting as an ERG Leader' . 4. We supported the Queer Leadership journeys of our community members with FREE educational content. This year we created 66 new articles, providing education on everything from active allyship and sustainable ERG budgeting to holistic perspectives on self-care, queer identity and intersectionality. We've worked with an amazing selection of talent from within our collective as well as working passionately in house to deliver insightful articles that speak to our community's actual needs. We launched the Queer Allyship Lexicon , a glossary of over 365 terms relating to queerness, activism, DEI, wellbeing and identity. This educational resource is completely free to use and combines insights from across the We Create Space team to ensure a balanced and intersectional perspective. We also launched our Pride & Beyond podcast , bringing you thirteen episodes of insightful conversation between members of the WCS Collective on impactful topics like Intergenerational Wisdom, LGBTQ+ Anti-Racism, Bodily Autonomy and Psychological Safety. You can listen to the Pride & Beyond podcast on all major streaming services or on our website. Here is some of our most popular content from 2023: Queer Role Models Making History: Past and Present . 7 Powerful Steps to Becoming an Active Ally. Pride Month: What it is and isn't. Queer 365: How to progress LGBTQ+ Initiatives Beyond Pride. What's in a name? An exploration of Transparenting by Jack Lopez. Inclusive Leadership: The Key to Organisational Success by Geff Parsons. How to interrupt microaggressions in the workplace. The Cost of Being Trans. Click here to explore our full content library. "We didn't want to half commit to Pride, we really wanted to meaningfully establish ourselves in this space and through the work with We Create Space that gave us a lot more confidence to do that." - Maddy Lewis, Senior Advocacy Brand Manager at Garnier. 5. We expanded our global corporate partner networks and consultancy services. At WCS we are passionate about provoking change in the corporate world so LGBTQ+ people can bring them full selves to work, enjoying fulfilling careers unencumbered by prejudice or discrimination. We do this by providing a range of services including: DEI Training, Workshops and Webinars Live Conversations, Panels and Discussions Leadership Programmes Allyship Programmes Consultancy Bespoke Resources and Content All delivered through our bespoke Event Packages and Annual Memberships . This year we've had the pleasure of delivering a range of exciting projects for our clients, such as consulting on Garnier's UK Pride Campaign , developing culturally competent pronoun resource guides in a range of languages and aiding JTI in expanding their PRIDE employee resource group internationally . We are also happy to report that we have a 93% overall satisfaction rating from our clients! You can find some case-studies and the clients we work with here . We Create Space has been an invaluable resource to Omnicom Group and our OPEN Pride ERG. The organization has provided thoughtful and powerful insight to programming across our global network. We have utilized this partnership to add exciting voices to our panels, enlighten audiences with important conversations, and help shape the way we build our relationship with the LGBTQ+ community and its allies at Omnicom. - David Azulay, EVP, Client Lead and Omnicom OPEN Pride LGBTQ+ ERG Global Co-Chair. 6. We invested back into the community through creating paid work opportunities for our collective. One of the most fulfilling parts of our work as a non-profit organisation is that we are able to provide members of our LGBTQ+ Community and Queer Leadership Collective paid work opportunities. This, in turn, enables them to continue the work they do in the community - driving change and inspiring others to feel empowered in their own identities. We are proud to say that we have been able to invest £430,000 back into our fabulous community in 2023! We want to extend a huge thank you to everyone who has worked with us this year, whether you're a client, team member or part of our wider community. We couldn't do what we do without your continued support and passion! 2023 has been a transformative year for We Create Space and we are so excited to continue this journey with you all into 2024. Have a restful festive period, and we will see you again in 2024! 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 We Create Space Team share their top tips and strategies for managing their mental health during the tumult of the holiday season. The holiday season is supposed to be a joyous time of year, but for some of us it can also be a difficult and stressful period, especially in the Queer Community. Whether it's the density of social commitments, complicated relationships with our family or discomfort with food, alcohol and other excesses, there are plenty of reasons why the holiday season can put a strain on our mental health. We spoke to members of the We Create Space team and Global Speaker Collective to hear how they manage this tricky time of year and have compiled their advice into some helpful tips! 1. Be attentive to your feelings and create space to reflect. While it can be tempting to simply suppress negative emotions, this will be a disservice to yourself in the long run. Understanding why you're having an emotional reaction to something and being compassionate with yourself about it will go a long way to making the situation more tolerable. "Pay close attention to your mind, body and emotions. Create space to understand your thoughts, actions and behaviours. Intentional moments of self-reflection can help us all approach the holidays with a little more self-compassion and kindness." - Michael Stephens Recognise that you are human and have your limits - there is nothing wrong with withdrawing when you need to! "It can be overwhelming or tiring to have to engage constantly, especially in environments or conversations that can be triggering. Recognise when it becomes too much, and it's okay to remove yourself from a specific situation or conversation." - Gurchaten Sandhu 2. Embrace kindness. Consider your internal monologue: how are you talking to yourself during this time? Let go of self-criticism and try to speak to yourself as though you are your best friend. Embracing positive self-talk will have a big influence on your mindset. "We put so much energy into the year, it makes sense that by the end we can be tired or less enthused. My top tip is kindness. Being gentle with myself, talking nicely to myself. And sometimes just a little mantra like 'you deserve rest'." - Char Bailey 3. Carve out time for yourself and honour your needs. The holidays disrupt our normal routine and while this can provide much needed time to unwind and rest, it can also throw us off and stop us from engaging in constructive behaviours and grounding habits we use throughout the rest of the year. "I journal every night, particularly during the holidays as a way to carve out time to process any sense of overwhelm. As an introvert, I make sure to have quiet moments on my own to recharge, away from family and festivities." - David Kam Try and make time to do something by yourself every day that brings you joy or grounds you, whether it's journaling, meditation, listening to music or moving your body: "The festive break doesn’t always give us the rest we need after a busy year. It’s important to respect & honour our own needs, boundaries & enjoyment during the season of giving & sharing. So I try to create moments where I can do that. Even on Christmas morning, I’ll take myself out for a run before everyone wakes up. That way, I get a bit of personal headspace - & physical space - and I’m charged up ready to enjoy the day with loved ones!" - Neil Hudson-Basing 4. Embrace your chosen family. As queer people, our chosen family may be just as important to us as our biological family. If you have a difficult relationship with your biological family or feel like you can't be your true self in front of them, remember to lean on the queer connections that keep you centred. "My very existence goes against the typical binary narrative and therefore I'm not looking to fit in with society's 'normal'. I am surrounded by chosen family and that's what makes me happy. Knowing that I am surrounded by acceptance and love really helps to drown out anything that would otherwise disrupt or de-rail my mental health." - Eva Echo If you can't be with them in person, organising regular time to call and debrief can be a great way to get the support you need in a challenging home environment. 5. Choose your battles. Spending time with family or old friends who don't fully understand or embrace your identity can bring up a host of difficult emotions. How you decide to manage moments of conflict is up to you and should be based on what will best serve you. You have every right to confront microaggressions and prejudice, but it is also okay to simply remove yourself from the situation if you are not in the place to deal with it. "Finding the balance between standing up for myself and knowing when I need to let things go for my own mental health has been crucial for me. For example, I don't have the energy to correct people every time they misgender me, but if someone says something that truly upsets me, I know I need to pull them aside and attempt to remedy that situation rather than stew in it." - Jua O'Kane 6. Affirm and remind yourself of who you are. As queer people, being in our hometown or surrounded by extended family can make us feel like the odd one out. Ground yourself and be confident in who you are, perhaps recalling your favourite moments of queer joy. "Remind yourself that you are comfortable in your own body, that other people's opinions or negativity take nothing away from you. Your strength is not threatened by other people's dominance or assertion of validity. It can be tough but affirming your own sense of self works for a reason." - Ben Pechey 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!

Our in-person event in Barcelona on the 24th May was a night full of stimulating conversation, music, connection and queer joy! Our panel of speakers lead a discussion on "Queering Your Culture", exploring how reclaiming traditions can lead to healing and community building. Our Speakers: Jolinda Johnson (she/they) - Host Yeison Forero (he/him) Kali Sudhra (they/she) Shimar Guyo (she/her) Special thanks to The Hoxton Hotel 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 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 closed out Pride Month in London with an evening of queer performances, conversation and community in collaboration with Locke Hotels and Effevescent Sounds. Video by Kiran SKG Our Pride month closing party in London was a night of beautiful performances by queer singer-songwriters, highlighting the importance of spaces for genuine queer expression and creativity. Our identities don’t disappear when the rainbow flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Performers: Akin Soul (he/they) Leo Lore (he/him) Queen Kaltoum (she/they) Bestley (they/she/he) We'd like to extend a special thanks to our partner for this event Effervescent Sounds, to Locke Hotels for providing the space and Luv Jus for providing drinks! 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 celebrated Pride Month in Barcelona with an evening of queer performances, conversation and community. Video by Raymon Rivera We closed out Pride Month in Barcelona with a powerful panel discussion and performance showcase! Our speakers discussed the topic of being "Unapologetically Visible" as queer people, a salient topic as we transition through and out of Pride Season. Our identities don’t disappear when the rainbow flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Speakers: Barry Brandon (any pronouns) - Host Lupe Guerra Garcia (she/her) Jayce (they/he/she) Diwata (she/her) We'd like to extend a special thanks to The Social Hub 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!

We discuss LGBTQ+ inclusion in the workplace and the impacts of intersectionality on career advancement. A live panel on "Queering Your Career", exploring how we can navigate new paths forward as LGBTQ+ people in both our personal and our professional lives. Our Speakers: Sanjukta Moorthy (she/her) Kevin Hawkins (he/him) Jen Keawphaisan (she/her) Gonzalo Parra (he/him) In this session we discuss... - Building and fostering community as Queer people. - Intersectionality in professional environments. - Navigating migration and changing career. - Barriers to LGBTQ+ inclusion in workplaces. - Challenging organisational leaders to address issues facing the LGBTQ+ community. - Developing leadership skills. Special thanks to The Hoxton Hotel for their support and allowing us to use their space in Barcelona for this event. 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 wonderful evening of queer conversation and community in Barcelona. Video by Raymon Rivera Our in-person event in Barcelona on the 24th August was a night full of conversation, connection, dancing and queer joy! Our panel of speakers lead a discussion on "Queering Your Career", exploring how we can navigate new paths forward in both our personal and our professional lives. Our Speakers: Sanjukta Moorthy (she/her) - Host Kevin Hawkins (he/him) Jen Keawphaisan (she/her) Gonzalo Parra (he/him) Special thanks to The Hoxton Hotel for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo. Did you know... We 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! 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.

Unapologetically Visible: An evening of queer performances, conversation and community in Barcelona. We closed out October in Barcelona with a powerful panel discussion and performance showcase! Our speakers discussed the topic of being "Unapologetically Visible" as queer people, a salient topic as we transition into Trans Awareness Month. Our identities don’t disappear when the Pride flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Speakers: Barry Brandon (any pronouns) - Host Sagittaria (he/she) Kari Serrano (she/her) La Rodri (she/they) We'd like to extend a special thanks to The Social Hub 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!

Art, Activism and Queer Conversation in Barcelona. Our in-person event in Barcelona on the 21st September was a night full of connection, intimate conversation and learning! Our panel of speakers lead a discussion on "Art, Creativity and Activism", exploring the power of Queer artistic expression to connect our communities, world build and facilitate activism. Our Speakers: Jess Brough (they/them) - Host Sevi Koppe (she/her) Ashtar Alahmad (she/her) Jossy Jaycoff (she/they) Special thanks to The Cover Club for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo. Did you know... We 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! 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 investigate the financial burdens affecting the transgender community and lay out best practices for how organisations can step up their support for trans employees. Across the globe the transgender community is facing discriminatory laws and rising levels of hate crimes while fighting for equal rights, healthcare access and legal recognition. This Trans Awareness Week, we want to shed a light on a lesser discussed issue plaguing the trans community: the financial burden of being trans. In this article we are providing best practices on how organisations can step up to support their trans employees by listening, auditing, and working within internal teams and external consultants to ensure benefits and healthcare packages are inclusive and equitable for trans employees. In fact, from our most recent client survey 70% of organisations said “Creating and/or adapting benefits for marginalised groups, especially the trans community” was a top priority in the next 12 months. What is the "Trans Tax"? The “Pink Tax” refers to the phenomenon that products targeted specifically towards women are more expensive than their equivalents which are targeted towards men. In recent years this terminology has been borrowed to describe the unique financial disadvantages faced by other minority groups, such as the “ADHD Tax”. Trans people are facing a heavy financial burden across the world, for example the cost of transitioning in the US regularly costs upwards of $100,000 even with health insurance . What makes up the Trans Tax varies person to person based on individual needs, gender identity, location and accessibility. Below is a non-exhaustive list of costs that trans people may face while transitioning. Updating your name and gender on legal documents and identification. Buying new clothes, make-up, binders or prosthetics so you can express your gender identity. Counselling and talk therapies to help process the emotional upheaval of transitioning. Monthly hormone prescriptions and blood tests every three to six months. Gender affirmative cosmetic procedures such as laser hair removal and fillers. Surgical procedures to ease gender dysphoria (see: Top Surgery, Bottom Surgery, Phalloplasty, Vaginoplasty) can be extremely costly, often requiring a gender dysphoria diagnosis from a psychiatrist, surgical referral letters, hospital and surgeon fees, supplies for recovery, as well as a loss of income from taking time off work. Ongoing costs to freeze eggs or sperm in order to preserve fertility which may be affected by hormone replacement therapy. The sad reality is that in the face of these exorbitant costs many trans people cannot afford to access the care they so desperately need, especially when the community is already facing inequalities across employment. Research by McKinsey shows that trans people are twice as likely to be unemployed as cis people and even when they are in employment cisgender people make 32% more than their transgender coworkers , even when the latter have a similar or higher level of education. The compounding impact of facing discrimination in employment, combined with the financial burden of healthcare and the rising cost of living, means that many trans people struggle to cover basic necessities like housing and transportation. It took a while before I could financially face the idea of spending a large sum of money on top surgery. I also set up my own business at the same time as starting my medical transition and was definitely more cautious with investing in my business because my bills were higher as a result of spending money on private prescriptions. I think finances have been a huge reason why I didn’t transition until later in life. When I started transitioning it was during lockdown and for the first time, I wasn’t spending money on keeping busy to distract myself from being trans so I had a relatively high amount of savings. - Jamie Lowe Addressing Financial Realities. Avenues to access trans healthcare vary widely across the globe, so attempting to address the financial burden on transgender people is a complex issue and highly contextual to different countries. In this article we are primarily focusing on the US, UK, and EU. In the US. 91.2% of adults in the US have health insurance, but only 78% of transgender adults do. This number drops to 68% when we look at transgender adults of colour specifically. When we consider that most Americans have health insurance through their employer and that many in the trans community are struggling with unemployment, it becomes clear how for many trans Americans, transitioning is simply out of reach. Even with health insurance, many transgender people still report being denied coverage for gender affirming care or struggling to cover their deductibles and copays - a 2020 study found that the out of pocket costs for transgender individuals accessing hormone replacement therapy through Medicare ranged from $72 to $3792. In the UK. While trans people in the UK should be able to receive access to gender affirming care for free through the National Health Service, waiting lists for a first appointment at the country’s gender identity clinics are currently up to 87 months long (that's over seven years). While some trans people are resorting to private healthcare in order to transition, the associated costs are out of reach for many - the last National LGBT Survey found that 60% of trans people in the UK make less than £20,000 annually , which isn’t so surprising considering that that 1 in 3 UK employers admit they wouldn’t hire a trans person. Coming out later in life, I felt I had a lot of catching up to do, and so I felt going private was my only option – especially given the toll it was taking on my mental health. To date, I’ve spent thousands on my medical transition, and I’m at the point where I can no longer fund any more personally. I’ve had to put buying a house on hold to fund what I have so far. It’s also impacted my ability to go out, go on holiday etc. All I’ve done is work non-stop to get to where I am. Now, I have no choice but to wait for the NHS service to get to me in the queue. It’s because of these waiting lists that I took NHS England to the High Court, to challenge the long waiting times. - Eva Echo In the EU. Access to trans healthcare varies widely across the EU in line with individual countries' public health insurance systems. Malta and Spain are currently leading the way for trans healthcare in the EU by depathologizing the process, allowing trans people to access care without needing to be diagnosed with gender dysphoria. The Maltese Prime Minister has also announced plans to pay for gender affirmative surgeries . Some countries like France and The Netherlands are in a similar situation to the UK, where gender affirming care should be provided under public health insurance but trans people are being forced into private healthcare by lengthy waiting lists. Countries like Georgia, Russia and Slovakia provide virtually no coverage for gender affirming care. Whether using public or private health insurance there are often arbitrary (and transmisogynistic ) distinctions drawn about whether procedures are medically necessary or “cosmetic” - a trans man in Belgium can access a mastectomy through public insurance but a trans woman wanting to augment her breasts would have to pay for her surgery out of pocket. For a broader oversight into the accessibility of trans healthcare in different European countries check out Transgender Europe’s Trans Health Map . How do we lessen the financial burden on trans people? Employers are in a powerful position to support transgender staff by doing their part to understand and help alleviate the Trans Tax. We Create Space is proud to partner with organisations in developing these strategies through our trauma informed, intersectional programmes and experts. In the absence of state-funded trans healthcare, it’s so important for employers to show they value their employees – especially given that we spend so much of our lives at work. Gender-affirming care allows employees to bring their full selves to work, meaning they will be more productive and confident. From taking time off for appointments (in the way they’d allow time off for other employees for other matters) to anti-discrimination policies, the protection of trans+ employees is vital in creating a more progressive and inclusive workplace culture, which will only attract more future employees. - Eva Echo 1. Survey your trans employees and listen to their feedback No one is better informed about the needs of your transgender employees than themselves! The field of transgender healthcare can be incredibly complicated, so surveying your employees about what they really need is an essential first step. Using an external consultant like We Create Space to develop, implement, and report back survey findings gives trans employees the opportunity to speak with neutral experts who can influence the organisation. This removes the burden on trans employees to educate leaders about the discrimination they experience. If you currently don’t have any transgender employees but would like to attract more diverse talent, an external consultant can gather relevant data from trans professionals in your country to inform changes to your benefits package. It is essential that surveying is done mindfully and with the creation of psychologically safe environments as transgender adults report lifetime depression at twice the rate of cisgender adults . 2. Build allyship into every decision. Empowering and training all leaders and decision makers to be better trans allies is vital to ensuring trans people are considered and heard. Allyship Activation programmes support the leaders who are supporting others through skill building, continuing education, and practise woven into their daily jobs. Overtime, more organisations have become inclusive allies, in 2002, 0% of Fortune 500 companies offered trans-inclusive healthcare coverage, but this figure has increased to almost two-thirds by 2019 . 3. Close the trans pay gap. Ensuring that your trans employees are being paid fairly is essential but in order to collect relevant data to identify any pay gaps, your organisation will first have to make trans employees feel safe enough that they are happy to self-report their gender identity. Setting up an LGBTQ+ ERG, hosting trans centred webinars and workshops and celebrating events like Trans Awareness Week help foster a sense of belonging for trans employees. Psychological safety has to be built into the business holistically, especially when it comes to trans employee self identification and understanding how their data is helping make real change. We know bringing cultural principles to life for employees can be difficult when you are trying to grow your impact and business. It’s why we recommend having a strategic annual plan custom built to support action over idleness to ease the burden for teams of all sizes. 4. Build a benefits action plan. Using your survey results and feedback as guidance, identify areas of weakness or inequality in your existing company benefits. Working with an external consultancy of experts like We Create Space will ensure your new benefits are following industry best practices and creating meaningful impact for your employees. It’s important to consider how employees can access these benefits through both in person and digital methods. If you offer private health insurance to employees, you should be auditing your provider for trans-friendliness, competency and inclusion. In places like the UK, offering private health coverage is not common, so having a plan that covers gender affirming care is a major opportunity for employers to stand out and exercise their support of the trans community. If offering health coverage is outside the capacity of your organisation there are still plenty of other ways you can improve benefits for trans people navigating their transitions, such as egg and sperm freezing, fully paid medical leave and flexibility around working hours. 5. Ensure staff and potential employees are educated about your benefits. There’s no use having a trans-inclusive benefits package if the information isn’t readily accessible to employees. According to research by McKinsey transgender employees are 1.5 times more likely to find it difficult to understand a company’s culture and benefits . During recruitment a transgender candidate may not want to out themselves by asking about whether health coverage is trans-inclusive, so offering this information up front ensures you’re putting your best foot forward. Having members of a LGBTQ+ ERG to help disseminate this information and inform new staff members is a great way to increase engagement for both new and existing employees. If you need help starting, growing, and/or empowering ERGs at your organisation, we’ve developed programmes like Queer 365 to drive change and elevate marginalised groups all year long. With Gen Z being reported as the “queerest generation ever ” , there will be more and more demand for trans-inclusive benefits as they continue to enter the workforce. By offering trans-affirmative benefits organisations have the opportunity to become hugely attractive to transgender employees, leaders in their industry, and foster a diverse, fulfilled workforce. We Create Space is on a mission to improve the lives of LGBTQ+ people around the world and want to help your organisation do the same, get in touch with us today at hello@wecreatespace.co . Continue your intersectional allyship education with more free WCS resources: Our Archive Queer Leadership 101: Psychological Safety Queer Perspectives: Bodily Autonomy DEI 101: Navigating Data and Intersectionality Our Library Inclusive Recruitment: Attracting LGBTQ+ Talent Managing Our Money as LGBTQIA+ People Through My Lens: Imagining the Future of Accessible Workplaces Our Podcast Pride & Beyond Podcast: Queer Financial Wellbeing Pride & Beyond Podcast: Leadership Beyond the Binary Pride & Beyond Podcast: Non-Binary Leadership 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 spoke with five inspirational Queer Leaders to understand what it's like to navigate professional spaces as a transgender or nonbinary person. The workplace can be an extremely challenging space for anyone who identifies as LGBTQ+, but especially for those who identify as transgender or nonbinary. According to a recent YouGov survey, over half of trans and nonbinary people have felt they need to hide their identities at work, and over a third have received negative comments from coworkers about their gender identity. We asked five trans and non-binary change-makers to share their lived experiences of professional spaces. Through insightful interviews, these LGBT+ professionals not only shed some light on the discrimination faced by the trans community; to educate and promote more trans-inclusion within organisations, but also highlight what helped them feel comfortable in their workplace. Rico Jacob Chace, writer, activist and videographer, encountered so much homophobia at his former finance job that he developed PTSD. “It took two years to recover and I had to relearn how to read, write, and eat in a public setting. I lost my livelihood, my income, off the back of homophobia, but that could happen to anyone.” - Rico Jacob Chace The workplace is not only limiting for different gender identities, but also for any attempt at gender expression. Almost a third of nonbinary people and 18% of trans people don’t feel comfortable wearing work attire that fits their gender identity. Jason Kwan, nonbinary songwriter and youth worker, recalls that when he started to dress in what he found comfortable, he received a lot of backlash. “I really had to fight for me to be able to wear what I wanted to, even though it does not affect my work or my ability at all. When I was able to wear a blouse and print trousers to work, I felt empowered to just be myself.” - Jason Kwan It’s not just within professional settings that trans people face barriers; getting a new job in the first place can also be a disheartening and discriminatory process. For non-binary people like River Solace, a creative director living in London: “Applying for jobs can be really difficult because there is no option to identify as non-binary, and that makes us feel like we're not always welcome in workspaces....Sometimes it's really difficult when I meet new coworkers. I have to come out again and again.” - River Solace Despite all the challenges, we are optimistic about changing the workplace to become more inclusive and accepting for LGBTQ+ workers. A positive experience with a coworker helped Alex Howell gain confidence to come out as trans at work. “Straight away he asked me what my pronouns were. It filled me with so much confidence because he knew of they/them pronouns and of transgender identities. It filled me with confidence that everyone else in the company would be as respectful.” - Alex Howell When it comes to making LGBTQ+ people feel seen, Eva Echo says that even the smallest changes can make a difference. “People can be an ally by speaking up, they can do things as simple as including pronouns in their bio, even sharing posts and information. But you can always go one step further and be active about it; put that change in place. It doesn't need to come from a trans or non-binary person." - Eva Echo With special thanks to JTI who kindly funded the production of this video. WE CREATE SPACE have a tailored set of programmes dedicated to helping organisations become more inclusive for Trans and Non-Binary people in the workplace. To learn more, check out our corporate solutions or contact us through email: hello@wecreatespace.co About our contributors: Jason Kwan (he/him) Jason is a queer nonbinary person from Hong Kong, living in East London. He's also a singer/songwriter and a youth worker at AKT, a charity supporting young LGBTQ+ people experiencing homelessness across the UK. Rico Jacob Chace (he/him) Rico is a trans man living in London. He is also a videographer, writer and vocal activist. As a board member of TransActual UK, he works to change UK legislation for non-binary equality and raise the Black Queer intersectionality question in all forums. River Solace (they/them) River Solace is a London-based nonbinary, autistic songwriter and poet. They use their own lived experience with mental health struggles and self-discovery to create music with a message. Their song ‘Paranoia’, an original piece about gender-based violence, was recently featured in the UN Women UK 'A Safe Space' Virtual Exhibition. Alex Howell (he/they) Alex currently works full-time for a homeless social care support charity. Before making a recent career change, Alex was previously a graduate trainee at a large consulting firm, working across Banking Risk consultancy, HR consultancy and Audit. He simultaneously worked with the firm’s LGBT-network, representing the firm at multiple LGBT recruitment events, and reviewed the firm’s policies regarding LGBT-inclusivity. Alex transitioned while at work, and learnt to juggle personal challenges and uncertainty, while maintaining workplace full-engagement. Eva Echo (she/her) Eva is a trans woman based in Birmingham. She is a writer, activist and currently a brand ambassador for the London Transgender clinic, a spokesperson for Gendered Intelligence, and founder of the #PassItOn campaign that encourages conversation around trans and nonbinary people’s image standards. She also sits on the Crown Prosecution Service’s hate crime panel for England and Wales.

At We Create Space, we’re committed to driving change for our communities 365 days a year. We've come up with eight powerful ways you too can practice queer inclusion and advocacy within your own organisation all year round. Why do we need LGBTQ+ initiatives beyond Pride month? Pride Season is an important moment of reflection; not just looking at how far we’ve come as a community, but also acknowledging how far we still have to go as a society. With so many brands also being openly called-out for blatant rainbow washing, it’s more vital than ever for any corporate alignments with the LGBTQ+ community to be backed-up with meaningful initiatives and a long-lasting commitment to change. According to a recent Stonewall report, only 44% of LGBTQ+ employees believe that their senior management demonstrate a visible commitment to the fight for LGB equality all year round. This lowered to 28% when it came to visible support for the trans community specifically. So whilst some may be ‘rainbow fatigued’, how do we keep the conversation around equality alive? How do we continue the momentum and energy of Pride Season, and keep pushing for more? More inclusivity. More rights. More Allies. More Queer Leaders in positions of power and influence. Here are 8 key factors that we believe contribute to fulfilling inclusion, advocacy and allyship goals throughout the year, not just in the month of June... 1. Include LGBTQ+ people in everything - yes, everything! This is pretty simple - it’s about creating an environment and culture where people feel welcome, respected and valued. Whether it’s being inclusive with your policies or providing gender-neutral bathrooms, it’s important that people feel seen, heard and catered for. According to Stonewall, one in six trans people are still not being referred to by their preferred name and pronouns at work. So asking for someone’s pronouns in job interviews, or even adopting the practice of putting pronouns along with your name at the end of emails, is a very small but powerful step towards creating an inclusive space. Not sure what needs to change? Bring more queer people (especially more queer people of colour) into the conversation by inviting them to contribute and inform key company processes. Why not make a seat available for them at the decision-making table? Queer people not only have unique perspectives and talents, but have proved to be incredible pioneers, leaders and change-makers. “Share your power. Share your space. And make sure to create a workplace that eliminates barriers. It's very important that everyone, including the LGBTQ+ community, is heard in a room." Gurchaten Sandhu, Non-discrimination and inclusion specialist and Programme Director at ILGA WORLD WCS Solution: Bring in Authoritative Guest Speakers or curate Live Q&A Panel Discussions covering topics such as Gender Identity and LGBTQ+ Language & Terminology. We also facilitate closed round-table discussions around topics such as change for equality. 2. Increase awareness of LGBTQ+ issues: in and out of the workplace. The fight for LGBTQ+ equality is far from over. To be an effective ally or advocate, it’s important to learn about the issues faced by queer people on a daily basis. Learn about the intersectional identities within the community - and the unique challenges that people face when part of multiple minority groups. Did you know that those who identify as LGBTQ+ are also three times more likely to struggle with their mental health? And substance abuse is a huge problem in the community too - LGBT people are almost three times as likely to have taken drugs in the past year than non-LGBT people. And what about the stigma surrounding HIV that still exists, despite many HIV positive people now being able to live full, happy lives? A key aspect of fostering an inclusive culture is to educate and care about what unique struggles a community is dealing with, and of course to offer help and support where possible. “As an ally, a leader or simply a member of the LGBTQ+ community, it’s important to show up, but it’s even more important to show up informed.” Rico Jacob Chace, Diversity consultant and LGBTQ+ activist WCS Solution: Organise Educational and Informative Webinars covering topics such as LGBTQ+ History 101, LGBTQ+ Mental Health, Intersectionality, Queer Women in the workplace, LGBTQ+ and HIV and Addiction in the Queer Community. Our Bespoke Event Packages are all delivered by our Global Team of Experts - with support and guidance from a WCS Account Manager - organised under one simple package. 3. Place an emphasis on attracting and retaining more LGBTQ+ talent. Visibility and representation are integral. After all, you cannot be what you cannot see. So when thinking about how to appeal to LGBTQ+ talent, strongly consider how you promote your company values and how they are accessible and inclusive. Communicate how your organisation invests in and supports LGBTQ+ people. Do you have visible queer leaders? Are you actively encouraging your existing LGBTQ+ employees to share different parts of themselves at work? Are there support networks, resource groups, or mentor schemes in place? Think about your key policies, and how they may reflect an environment that can reassure prospective queer candidates that they’ll feel comfortable and safe. How do your company benefits consider and accommodate the different circumstances faced by LGBTQ+ employees? In a recent poll by PinkNews and YouGov, only half of employees asked were certain that their employer had LGBT+ inclusive policies. Being open about DNEI goals in your own organization won’t just make your organisation more appealing to outside queer talent, but but it will help foster an environment that feels safe to be open, honest and authentic. “There's no point making spaces “inclusive” of LGBTQIA+ people of colour if we aren’t able to ensure their safety. Protect gender-diverse people on paper and in your hearts; irrespective of whether they’re visible or not.” Shiva Raichandani, LGBTQ+ Educator and Activist WCS Solution: We support LGBTQ+ employees with sharing their personal stories and experiences through our series of Inclusive Hiring Workshops and Bespoke Consultancy Sessions. We also deliver Education & Awareness Workshops across numerous topics, that support knowledge and proficiency in LGBTQ+ recruitment and queer candidates expectations. 4. Develop and empower more Queer Leaders. Queer Leadership for us isn't just about representation, visibility or hierarchy - what's on the outside. It's about looking inside and practicing leadership at every level in a way that enables all of us to thrive - both personally and professionally. Queer Leadership is embracing our unique strengths, prioritising authenticity, listening with compassion, influencing with integrity, transforming our state of awareness, challenging 'the norm' and opening ourselves up to new possibilities as leaders, allies and members of the LGBTQ+ community. “Like so many other queer leaders, my journey with my identity is always in progress. Even now, as I encounter new experiences or learn about new perspectives, I discover aspects of myself I ever knew existed. It wasn’t until I began intentionally affording myself patience and began accessing new depths of vulnerability that the journey began to feel more authentic and less challenging.” MK Getler, Marketing Executive and Public Speaker WCS Solution: We support LGBTQ+ professionals with becoming more impactful and intuitive leaders by enrolling them on our ‘Who am I?’ programme or invest in our Queer Leadership self-empowerment workshops. Each bespoke session takes participants through a unique process exploring identity and authenticity. With greater clarity of 'self', individuals become more intuitive with their decisions, more courageous as leaders, and more intentional with how they show up to influence and support others. 5. Respond to the unique wellbeing needs of ALL your LGBTQ+ employees. Our well-being plays a fundamental part on the path towards reaching our full growth potential in our personal lives and the workplace. The LGBTQ+ community continues to face hardship, inequality and discrimination. And whilst we are incredibly resilient and determined because of it, it’s an uphill battle which inevitably takes its toll on our mental health. The current mental health epidemic within the LGBTQ+ community specifically demonstrates the distinct lack of relevant and effective long-term preventative well-being solutions available - over half of LGBTQ+ individuals have struggled with mental health issues. To create a supportive inclusive culture, organisations need to respond to the unique well-being and mental health needs of different intersectional LGBTQ+ communities. “I’ve often hidden parts of my ‘self’ out of fear, shame or rejection. From hiding my sexuality as a child, to as an adult dealing with complex mental health issues in secret. That’s why I created this platform, to create a space for positive change. For all those of us still looking for support, connection and solutions.” Michael Stephens, LGBTQ+ Wellbeing Advocate and Founder of We Create Space WCS Solution: Provide Bespoke Wellbeing Programmes that encourage individuals to discover new self-care practices for managing their own mental health and wellbeing. We have a host of topics under a Self Empowerment umbrella including Developing Self-Awareness, Building Resilience and Navigating Change. All of our sessions incorporate simple sequences that slowly start connecting the mind and body. It’s nothing complicated and mainly incorporates elements of breathwork, body scanning and mindfulness. 6. Educate the business in Queer Allyship and empower fellow 'co-disruptors'. A key part of improving allyship is to educate ourselves on the stories we haven’t heard. Make it a point to learn the history of the different communities your business interacts with. Pride is only one month in the queer calendar but other events, like Trans Day of Remembrance, also provide opportunities to educate. Normalise the discussion of stigmatised LGBTQ+ issues and use the safe space to discuss, learn and get curious. Practicing Queer Allyship requires understanding better the actions, thoughts and beliefs of an LGBTQ+ advocate. It’s certainly not about performative support, but instead more about listening, learning and ensuring you are advocating with integrity - in the workplace and wider communities. With more intentional advocacy you can nurture the phenomenal impact that LGBTQ+ people can have in their work environment. “Some may call it allyship, but I’m more comfortable with ‘co-disruptors’; disrupting what society says we should and shouldn’t be, and instead showing up fully as who we are.” Chloë Davies, Inclusion & Belonging Workplace Consultant WCS Solution: Queer Allyship Training Workshops provide a great platform to build on, while our other Education & Awareness Sessions are also dedicated to Intersectional Allyship. We also build custom Allyship Programmes and solutions that cater to specific business objectives and needs. 7. Inspire other businesses and create authentic partnerships - internally and externally. Lead by example! Organisations have influence - use it to make bold statements and hold others accountable for their lack of inaction. Don’t contribute to the toxic culture of ‘rainbow-washing’ nor remain silent when others do. When looking at your relationships with other organisations, be it affiliates, agencies, corporate partners, suppliers or third-parties - think about their core values and inclusion practices. Are they similar to your own? Is diversity as important to them as it is to you? Look beyond any performative action done during Pride month and examine how they work throughout the rest of the year. The shortcomings of others can compromise your position and vicariously undo your own diversity and inclusion commitments. Investing in business partnerships that are considered and informed is essential. This often comes down to performing due-diligence, choosing only to align and partner with like-minded businesses. Creating a workplace in which LGBTQ+ employees can be their authentic selves and ultimately flourish is enabled through an integrated approach. Consider not only the initiatives, policies and culture of your own business and immediate teams, but also those of your partner organisations. This will ensure that queer employees feel comfortable and safe when interacting or liaising with them. Being this thorough shows you’re really working to spread positive change in the professional community at-large. “We don't have to wait for a specific month to then start unpacking everything that's going right or wrong… I'd like to see more consistency in this advocacy, really spotlighting and being more curious, looking in our corners and blind spots.” Maylis Djikalou, Programme Director at We Create Space WCS solution: Our extensive Client Network provides a wealth of opportunity to connect with organisations and potential partners who are as committed as you are to queer advocacy, wellbeing and empowerment. Becoming a WCS Corporate Member enables you to introduce your key talent to change-makers and leaders from other businesses and organisations who share your values. 8. Be consistent and invest in long-term solutions. It’s an especially important time for diversity, equity, and inclusion. Allyship and advocacy for the LGBTQ+ community requires practice everyday. There are no more sidelines, and cheering from the stands doesn’t cut it anymore. We have a duty to be active accomplices in removing any barriers, challenging the status quo, and supporting every individual with reaching their full potential. That often means leaning into discomfort and vulnerability. Pride offers many businesses an opportunity to develop and improve existing inclusion initiatives, as well as explore and implement new ones. But it is now time to drive that momentum throughout the whole year. That’s why we've introduced our membership model designed to allow for year-round support organised under one annual, holistic partnership. We provide a package of tried and tested solutions and services across a broad range of topics and themes that can be tailored to the unique and diverse needs of each member company or organization. If you would like to learn more about the membership options, please get in touch. “Pride isn’t just a month; it’s 365 days a year. We don’t have to cram everything into a few weeks. Think further ahead, and think more boldly than that.” Tash Thomas, Director of Diversity, Equity & Inclusion

Guest writer Yasmin Benoit sheds light on the challenges and moments of empowerment she has faced as a public figure fighting for her community. by Yasmin Benoit Growing up, the prospect of becoming an activist was not on my radar. I definitely didn’t think asexuality was something I’d end up being outwardly vocal about. Yet, this is the path I’ve found myself on. It’s a fulfilling role, but one which also comes with high expectations from others, profound responsibility and nuanced difficulties. Activism also requires making yourself vulnerable, and accepting that there will often be personal and emotional sacrifices to make along the way. I often say that I realised I was asexual when my peers seemed to realise that they weren’t – i.e., early puberty. I discovered the term asexual when I was fifteen years old and in secondary school, where asexuality had a growing presence on certain corners of the internet. However, the overwhelming whiteness of that presence prevented me from truly identifying with the label publicly. When I started working as a model, spending more time on social media became a compulsory part of my job. I couldn’t help but notice that asexual representation in the queer community and wider society wasn’t really present, and if it was, it was mostly represented by white people. It was then that I realised that I needed to be more vocal, and forge a space out there so people like me could feel represented. From the outside, I’m sure this seems exciting. Combined with other aspects of my work, activism can mean participating in magazine interviews, going to events such as red carpets, parties and industry networking events. All of these things can come with having a platform on social media and a voice in the wider community that people pay attention to. However, it’s important to acknowledge that there are also difficulties that come with being more of a public figure who speaks about issues outside of their community. Firstly, the life of an activist is not stable, and never constant. We’re always reacting to current affairs and issues as they develop in our society - steered by our values, we shape our thoughts (often reactively), determining how we can use our voice most effectively. As you can probably imagine, being an activist isn’t financially stable, either. Whilst we don't become activists for the money, or initially imagine it to become a career, as you find yourself constantly working to benefit a wider cause, it can’t be ignored that for many, activism becomes a full time job. When you're spreading yourself across multiple projects, volunteering to help other people, studying to remain informed, refining your skills, continuously driving change across different areas, creating new resources and trying to stay connected to your community - the hours rack up. In turn, when you do become more recognised for your work as an activist, it can become more difficult to find and maintain more conventional employment away from this area. The life of an activist can be predominantly filled with anxiety surrounding finances, which can be difficult for anyone. However, the experience of being personally misrepresented in the media is one of the more unique aspects of an activist’s role in the public eye. My first experience with misrepresentation happened the moment I truly stepped into the ‘ace’ (asexual) community. I was attending the UK Asexuality Conference for the first time in 2018, where a TV channel was filming footage of the event for a documentary about asexuality. When the documentary aired, I was really disheartened. The members of the community who were interviewed were portrayed as child-like personalities. I realised that the media preferred asexual people to be as a new alien species that needed to be discovered and observed as they struggled to navigate the world. The ‘asexual type’ was young, white and sympathetically pitiful. It was later that I realised that those who deviated from this mould would be met with even more backlash than those who didn’t. And I just so happened to break the mould. The misrepresentation observed early on made me even more eager to unapologetically be my proud, Black, asexual self - even if people didn’t understand it. I decided to use my voice, to stand up for my community and fight for our recognition, despite the fact that the media seems to focus on the supposed ‘contradictions’ between my work as a model and my asexuality. This has represented a real problem for me when thinking about my activism - third parties’ perceptions of how different parts of my identity don’t seem to ‘add up.’ Due to the scandalous depiction of me in the press, I have received negative reactions from audiences which read these publications, and the wider public. Considering the world of social media we live in, and the fact that I am putting myself out there as a public figure, I am very easy to find online, and therefore, anyone can send me any messages they like from behind the safety of a keyboard. I’ve received death threats, racist abuse, violent sexual remarks. This wasn’t what I signed up for. I wish that people would remember that - despite how dehumanising it is to be reduced to pixels on a screen - we are just regular people trying to get by, like everyone else. I remember hearing the age-old saying that when you’re ‘known’ for something, people treat you differently. I always assumed that ‘difference’ would be a positive one. In the age of social media, the definition of ‘public figure’ or even ‘celebrity’ has drastically changed. You can now be a regular person, with a normal job, who is perceived as a ‘leader’ - and treated as such.This isn't necessarily better. In fact, it means heightened criticism, less empathy and more dehumanisation - all without the protection of connections, wealth or a team of people to help you. There’s little warning that activism can lead to being on the receiving end of such a phenomenon. I found myself in the position of a ‘leader’ soon after I became part of the ace community, and so never really had the chance to exist inconspicuously within it. I didn’t get to learn quietly or form connections as just another individual. I was quickly met with criticism, racism and exclusion from fellow aces. However, there are some tips that I would like to share with aspiring activists out there, which they can use to help them avoid becoming overwhelmed by negativity and things that are ultimately out of their control: 1. Surround yourself with friends and ‘chosen family’ who you can trust to give their honest opinion and advice. 2. Try not to compare what you are doing to what others are doing. 3. Know your limitations - activism can be reactionary and wide-reaching, but don’t give into the pressure to say everything, do everything and know everything. 4. Always be cautious of doing projects with the press, and make sure you know all the details of scope before you agree to take part - ask for questions in advance where possible. 5. Set boundaries - agree with yourself that you will put your phone down and not look at it between x and y hours. 6. Make peace with the fact that sometimes you will make mistakes - own them, and use them as a learning experience. 7. When looking for management, make sure you get on with them, and ensure they have a clear impression of your ambitions and that they have your best interests at heart. There is no good or right way of handling the demands and the challenges of activism. I remember seeing social media stars, celebrities and politicians alike fumbling under the weight of roles they may not have asked for, failing to handle criticism and backlash in the ‘right’ way. This is something I can now truly empathise with. There is no easy answer because humans aren't built for this para-social structure we now live in. I deal with backlash by making an example of it and turning it into a learning experience. I deal with the isolation and exclusion – inside and outside of my community – by being open about that experience in a bid to humanise myself, something difficult to do when you’re just pixels on a screen. I try hard to set boundaries in a space where we’re meant to be as constantly accessible and I accept my limits when I’m expected to be limitless. Fortunately, activism can be a paying job, depending on how you do it. It too, can be a career, but the kind with no blueprint, no clear line of progression, no guaranteed opportunities. For me personally, working as a freelancer comes with a freedom that I’m grateful for, but it also equates to little downtime and continuous pressure to keep the momentum going – not just for my own survival, but also for my community. Activism has afforded me amazing experiences. And the world, and especially the Queer community, needs more of us. I encourage people to use their voices for good, to educate and empower and to do what they can to make a positive impact on the world. After all, that is what activism truly is. Yasmin is available to book as a speaker as part of sessions delivered by WE CREATE SPACE. You can find out more about her here. If you would like to enquire further, please get in touch with us via email at hello@wecreatespace.co 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!

Intersectionality is an essential framework for understanding ways marginalised people face complex layers of discrimination. But how can we all put it into practice to create a better world? We show you how... We often think of oppression as occurring along a single axis, but none of us exist in a vacuum as gay, trans, Black or disabled - our personhood is composed of various intersecting traits and characteristics and it is in these very intersections that discrimination often multiplies. Understanding the diverse experiences of discrimination faced by multiply-marginalised individuals is crucial to building a more just world. In the workplace this involves reframing Diversity, Equality, and Inclusion (DEI) initiatives through the lens of intersectionality. By doing so, we can open pathways for every employee to advance in their professional journey. In this article we’re taking you through the basics of this important concept with perspectives from members of the We Create Space Collective on how intersectionality affects their lives. Part 1. Intersectionality In Theory What is Intersectionality? The concept of intersectionality was developed by Black civil rights advocate and scholar Kimberlé Crenshaw and was first laid out in her 1989 paper "Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics". It is a conceptual framework that recognizes and analyses the interconnected nature of various forms of discrimination and oppression, acknowledging that individuals can experience overlapping and intersecting systems of oppression based on their race, gender, class, sexuality, and other social identities. Crenshaw formed her theory of intersectionality as a way to frame the unique struggles faced by Black women as victims of both patriarchy and racism. Intersectionality continues to be an essential tool in understanding the struggles of multiply-marginalised people. “Because the intersectional experience is greater than the sum of racism and sexism, any analysis that does not take intersectionality into account cannot sufficiently address the particular manner in which Black women are subordinated.” - Kimberlé Crenshaw Privileges & Marginalisations. Sometimes critics of intersectionality misunderstand it as promoting a sense of victimisation in the multiply-marginalised, but this is not the case. Intersectionality asks us to realise that we all carry privileges and disadvantages in different aspects of our lives. It is important to remember that while some marginalised identities are visible to us, many of them are not, and so we should do our best to not make assumptions about those around us or pressure them to disclose information about their identities. “I'm a non-binary trans man, neurodivergent (ADHD) and a Middle Eastern immigrant in Europe. My father was an abusive alcoholic who luckily left the family, so my mother raised us as a single parent. I am also white-passing, cis-passing, hetero-passing, able-bodied and physically fit, academically educated, and a European citizen. I was born into poverty, but my mother singlehandedly pulled us up into the middle class. My intersectionality, the weird and unlikely combination of privileges and discriminations that I experience, gives me a sort of clarity and a whole lot of empathy. I can clearly see how power is parcelled and distributed unjustly by society, and I know exactly how it feels to be on either side of that division.” - Eli Theodor Privileges are not static, they may change throughout a person’s life. Eli’s changing wealth status may have afforded opportunities and upward social mobility through his childhood, but this was not always the case. Understanding Intersectionality from a Holistic Perspective “As a framework, intersectionality allows us to think holistically. Problems and challenges can become exaggerated in our minds and feelings when we focus on them, that is not to say that we shouldn't, but just to remind ourselves of the wider context, not for anyone else's benefit or to excuse poor behaviour, but simply relieve some of the tension we end up holding. It's tricky to explain, because it almost sounds like the worst reaction when someone shares a challenge, right - it almost sounds like, "Oh, my intersectionality helps me remind myself that it can be worse when things suck for me.", but it is not that simple, because the exploration of my own identity and what that gives me in my intimate internal dialogue is not that simple. But in any case, knowledge is power and intersectionality is a tool to help us gather knowledge about identity - our own and other people's - and fill in the spots of lack of awareness.” - Katya Veleva As Katya explains, we can embrace intersectionality as a means to foster empathy, deepen our awareness, and expand our capacity for understanding the multifaceted nature of human experiences. By acknowledging the complexities of our own identities and those of others, we not only relieve tension but also pave the way for more inclusive and compassionate interactions, ultimately striving towards a more equitable world. Finding Strength in our Intersections. Intersectionality doesn't inherently imply a positive experience. That being said, living with multiple intersectional identities often results in an enhanced sense of empathy, as well as being able to tap into members of different communities for support. Belonging to a historically marginalised identity has been linked to positive outcomes such as increased cognitive empathy and intercultural competence. Finding your chosen family can be hard - but it’s especially so for those of us who are navigating multiple marginalised communities. When we do find our people however, the connections are all the more meaningful and can last a lifetime if we nurture them properly. “My experiences as a queer, trans, nonbinary, neurodivergent, second-generation Chinese American (it's a lot of identities) have given me an incredibly valuable perspective on many different systems and how they impact people at the margins of the margins. They have also given me the honour of having built communities of similar people marginalized by the status quo who have been some of the strongest sources of mutual care, support, and radical love in my life.” - Lily Zheng EXERCISE: Examining your own intersectionality. Now that you understand what intersectionality is, let’s consider how it impacts you on a personal level. Take some time to answer the following questions, using the diagram below to spur your thoughts: - What ways have you experienced marginalisation or been disadvantaged in your life? - How would you have liked people to show up for you when struggling with those things? - What types of privilege do you hold? - How can you show up for people who don’t have that privilege? Please note: This wheel is not inclusive of all identities. Feel free to explore any other identities that you feel are missing but hold particular importance to you. Adapted from ccrweb.ca and Sylvia's Duckworth's Wheel of Power & Privilege Part 2. Intersectionality In Practice Intersectionality & Work. Intersectionality isn’t just a rhetorical device or a tool for understanding the perspectives of others; by harnessing intersectional theory in real world contexts like the workplace we can begin to break down barriers impacting employees from marginalised communities. So how do intersectional challenges show up at work? Hiring and Promotions: LGBTQ+ individuals, particularly those who are also people of colour, may face significant challenges in the hiring and promotion processes. This intersection of race and sexual orientation can result in disparities in job opportunities and career advancement. Pay Disparities: Intersectionality also plays a role in wage gaps within the LGBTQ+ community. Studies have revealed that trans people, especially those of colour, often face substantial wage disparities due to both gender and racial discrimination. Mental Health and Workplace Well-being: Those who have experienced past trauma related to discrimination, may require specific mental health support. Creating an inclusive workplace involves recognizing and addressing these unique mental health needs. Safety and Harassment: Implementing comprehensive anti-discrimination and anti-harassment policies is essential to address these intersectional challenges. Representation and Employee Resource Groups: Embracing diversity within LGBTQ+ employee resource groups (ERGs) by acknowledging intersectionality is crucial. This approach can greatly enhance membership engagement and participation in ERGs Missing Cross-Cultural Career Development or Queer Leadership: Absence of comprehensive programs and resources aimed at nurturing a diverse and inclusive work environment. Intersectionality & Violence “Violence is not faced in the same way by everyone, we might think we know exactly the kind of violence someone faces because we may identify with one of their identities. But a trans sex worker has a very different experience of TERF* and SWERF* violence, as compared to a disabled trans person who has to also deal with ableism, as compared to an oppressed caste trans person, who has to deal with casteist oppression, transphobia and structural oppression that have framed their life experience. We may not be racist, casteist, hetero-patriarchal, or classist ourselves, but we do live in a world that lets those of us not in the most vulnerable position actively benefit from the social structure that is racist, casteist, hetero-patriarchal and classist. Intersectionality recognises that experience and lets us as people, respond to people in all their wholeness instead of seeing them through one lens, which is akin to cherry-picking only identities and stories that we are comfortable with, leaving so much unrecognised, making the fight for justice decentered from what we should aim for: solidarity across all struggles.” - Jo Krishnakumar *TERF - Trans Exclusionary Radical Feminism *SWERF - Sex Worker Exclusionary Radical Feminism As Jo explains, violence against LGBTQ+ individuals is not solely based on their sexual orientation or gender identity but can be influenced by intersecting factors. For example, while transgender people across the board experience higher levels of violence than cisgender people, transfeminine people are murdered at significantly higher rates than transmasculine folk, over 96% of global transgender murder victims in 2021 were transfeminine. Victims are also disproportionately Black, migrants and/or sex workers. In this way, a white trans man and a Black trans woman experience oppression in very different ways despite both being transgender. By making an effort to understand these complex dynamics and address violence in an intersectional manner, we can provide more effective support and allocate resources to those who need it the most. Supporting the LGBTQ+ Community Intersectionally. By adopting an intersectional lens, we ensure that our efforts are inclusive and responsive to the diverse experiences of LGBTQ+ individuals. This means recognizing the unique challenges faced by LGBTQ+ people of colour, disabled LGBTQ+ individuals, LGBTQ+ immigrants or refugees, and other intersecting identities within the community. Through collaboration and empowerment, we work towards building an inclusive LGBTQ+ movement that leaves no one behind. “My views and the way I navigate this world are undeniably informed by my culture, gender, sexuality, skin colour and religion. These identities are sometimes the way in which people see me first and often the way in which systems have treated me unfairly. If we don't consider and respect each other's intersectionalities then we're really only listening to half the story.” - Mufseen Miah Fully embracing intersectionality means doing away with monolithic perceptions of what any one minority group ‘is like’ and accepting that we cannot take a one-size-fits-all approach when supporting LGBTQ+ people. “We all deserve the same things but we need to acknowledge that every individual has different needs because of their intersectionality. We need to work towards normalizing creating space for the individual and providing the right tools to help in their personal growth.” - Aditya Sinha Steps to Intersectional Allyship. So how do we put this all into practice? Intersectional allyship involves actively supporting and standing in solidarity with LGBTQ+ individuals from different backgrounds and being considerate of how those individual circumstances have shaped their lives and needs. You can start by engaging in dialogue, listening to their experiences, and affirming their identities. As always avoid making assumptions or speaking over them. Recognize that allyship is an ongoing process that requires humility, self-reflection, and a willingness to learn. Here are 5 steps to help you on your journey: Educate Yourself: Instead of burdening your marginalised colleagues with teaching you about injustices, proactively seek out resources to fill gaps in your understanding. By going out of your way to do this work you illustrate genuine commitment to and care for those you are supporting. Embrace Discomfort: Be prepared to make mistakes and have your perspective challenged. While uncomfortable, these are essential learning moments! Self-Reflection: Recognize that everyone has biases, both conscious and unconscious. Being an ally involves examining how your biases may contribute to harm. Listen Actively: Open yourself up to understanding without the need to be heard. Respect the vulnerability of those who choose to share details of their intersectional lived experiences. You never know what they might teach you about your own identity! Take Meaningful Action: Utilize your privilege, resources, and platform to actively support the LGBTQ+ community. This includes promoting LGBTQ+ voices, supporting LGBGT+-owned businesses, and engaging in changing systems, such as advocating to change outdated workplace policies or implementing life-saving policies. Continue your intersectional allyship education with more free WCS resources: Our Archive Queer Allyship 101: LGBTQ+ Anti-Racism Queer Perspectives: Myths of the Black Monolith Queer Allyship 101: Intersectional Networks Our Library Through My Lens: Crippled, Queer and Femme at Work What’s in a name? An exploration of Transparenting Being both Non-Binary and a Black Woman Our Podcast Pride & Beyond Podcast: Queer Migrant and Refugee Status Pride & Beyond Podcast: Being a Disabled Leader Pride & Beyond Podcast: Being a Queer Leader of Faith 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!

Michael Stephens, Founder of We Create Space, speaks about the career and mental health journey that led him to create a global community-led platform and consultancy activating social change for LGBTQ+ professionals. Interview by Luke Lopez Why did you start We Create Space? I set up WCS on the back of my own personal experiences with identity; overcoming various mental health struggles while climbing the corporate ladder as a young gay man determined to prove my value. I ended up burning out at age 30, at what I thought was the pinnacle of my career - having found that there was not only a lack of easily accessible information and relevant conversations about mental health, but also a distinct lack of understanding on the topics of LGBTQ+ inclusion at work. I found myself dealing with my internal struggles on my own, not fully understanding the impact that my past was having on how I showed up in the present - inside and outside of work. With WCS, I really wanted to create a community platform and consultancy that addressed both the personal and professional needs and challenges of queer people; activating social change through creating space for LGBTQ+ people and allies to come together and learn about themselves, but also each other. Tell us about We Create Space's origins. We started by hosting free online community workshops and retreats during COVID. Together, with the help of other facilitators and guest speakers, we explored topics such as identity, purpose, values, self-awareness, body-image, story-telling and queer leadership. WCS was initially just a Zoom link really - a safe space for sharing tools, tips and coming together to have meaningful conversations. People came back week after week. That was where we started seeing the community being built. Despite people joining from all over the world, they felt connected - because we were bringing them together with a common mission - improving their own understanding of themselves in order to improve their connection to others. It was about after a year of hosting community workshops we started working with more brands and companies. Why is working with corporate partners important? Working with corporate partners is crucial for several reasons. Firstly, it enables us to advocate for LGBTQ+ rights in the workplace, fostering inclusivity and equality where we spend most of our time. Secondly, it lets us apply our community insights and learnings in corporate environments - helping companies better serve diverse employees and customers. Moreover, our extensive speaker networks highlight the breadth of diverse experiences within the LGBTQ+ community, promoting deeper understanding and empathy. Additionally, by connecting our grass-roots community leaders with corporate organisations, we bridge gaps and foster mutual growth. These partnerships create spaces for new perspectives and conversations, driving innovation, and social progress. Overall, it's a symbiotic relationship that advances LGBTQ+ rights and corporate diversity. How else do you support the LGBTQ+ community? As a registered CIC community-led social enterprise, the profit made from the consultancy work we do with large corporations goes back into the LGBTQ+ community. The money goes towards providing free events, resources, well-being solutions and support to the wider global queer community. In the last three years, we’ve built a global community of 20k members, hosted 1000+ events, worked with 180+ corporate partners and invested £450k+ back into the LGBTQ+ community through the creation of paid work opportunities. Who are the We Create Space collective? The WCS collective are a global network of 250+ speakers I've built - the wonderful people I've met and had the pleasure of working with over the last five years; made up of trained DEI specialists, therapists, certified coaches, mental health professionals, activists, senior execs, and corporate change-makers. Each has a unique talent and powerful story to tell. I recognised from quite early on that although my story resonated with a lot of people, it didn't reflect everyone's experience under the LGBTQ+ umbrella. The rich diversity of backgrounds, stories and experiences in our collective aims to represent the plethora of intersectional identities across the queer spectrum. ​ What have you learnt about creating queer-inclusive spaces? I think intention, safety and trust are three of the most important contributing factors. Be intentional with who you are including and get clear on why they are there. This makes events and experiences all the more powerful and impactful. Safety is paramount; not only physical safety but also emotional safety, ensuring that everyone feels respected and accepted. Trust is built over time - by actively listening to a range of voices, learning from their experiences, and continually adapting to meet a community's evolving needs. What do you mean by 'Queer Leadership'? When we talk about Queer Leadership we're essentially talking about challenging the status-quo and doing leadership differently. It's primarily about self-leadership - understanding that we each have the power to shape the world around us. That starts with actually looking inward and understanding our own mental health - our own thoughts, behaviours, emotions and beliefs. And how that self-awareness can massively impact the way we show up in the workplace as leaders, allies and change-agents. Ultimately, to understand how our identity and experiences impact the conversations that we're having, the relationships we're fostering or the communities that we're building. What are your hopes for the future of We Create Space? To continue building a global platform and consultancy that serves and supports our clients and our community; to activate social change, connection and transform the status-quo through DEI-led conversations, initiatives and experiences; to educate, support and inspire all individuals to engage in personal growth, healing, leadership development, active allyship and community wellbeing. I want us to contribute to creating a world where individuals lead with love and influence positive social change and growth by ‘Creating Space’ in their own lives; consistently prioritising and practicing awareness, care, compassion, and respect - for themselves, and others. Michael Stephens (he/they) Michael is the founder of We Create Space. He is a Creative Director, Story-Teller and Community Builder. He loves to bring people together on a common mission and create magic. He spent over 10 years working for some of the world’s most respected British brands - including i-D Magazine, Vice Media, Liberty London, Ted Baker and Virgin Atlantic - but diverted from his original career path after overcoming a series of life-changing mental health challenges. He now works with leaders, communities and organisations to help promote the importance of prioritising self-care and personal-growth alongside professional development, predominantly within the lgbtq+ communities. You can find more information about Michael 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!