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To celebrate Trans Awareness Week we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Elliot Theodor is a non-binary transgender man, a sports physical therapist, and a professionally trained circus artist. In 2018, Elliot immigrated to Barcelona from Israel in pursuit of freedom from the Middle East. He shares his story of finding community in Barcelona and how transitioning changed his life. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters  so you can stay up to date!

Bringing Queer perspectives to an international audience at the Festival of Consciousness in Barcelona. This year We Create Space partnered with The Festival of Consciousness in Barcelona to deliver three events as part of the festival's annual programme. The Festival of Consciousness is a non-profit association made up of entities and people who promote the transformation of consciousness in the world through genuine collaboration. They aim to foster human evolution through transformation, knowledge, discernment, and self-exploration. Aligned with our mission to Learn, Connect and Grow, we crafted our events for FoC with the aim of exposing their audience to the new ideas and fresh perspectives that our Queer lens can provide - an approach we have honed through our events and consultancy work with over 180 businesses across the globe . WCS CEO and Founder Michael Stephens delivered an inspiringly candid and vulnerable talk, sharing his own story of burnout after years of climbing the corporate ladder and how this experience led to him changing career paths to champion wellbeing and self-leadership for the Queer Community. We also brought two WCS staples to FoC in the form of a Queer Speed Networking event and an invigorating panel discussion on the business of inclusion featuring speakers from our global speaker collective. We Create Space x Festival of Consciousness Conversation with  Michael Stephens   | Inspiring Dome Queer Speed Networking hosted by   Sevi Koppe  | Connection Dome Business Stage Panel: The business of Inclusion facilitated by  Sanjukta Moorthy . In conversation with  Lotus Smits ,  Shimar Guyo  and  Kevin Hawkins  | Smash Dome 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!

Building connections amongst LGBTQ+ community memners and allies at the Barcelona Expat Life Job Fair. This year We Create Space was invited to participate in the 10th edition of Barcelona Job Fair by Mirjam Maarleveld , founder of Barcelona Expat Life , with the goal to bring more diversity and inclusion to the job fair event. The job fair welcomes over 1500 attendees each year and helps connect expats with leading companies, explore job opportunities, and get valuable advice on topics like relocation and professional development. This year it was held at The Social Hub Barcelona in Poblenou. Aligned with our mission to Learn, Connect and Grow, we crafted a new unique version of our Queer Speed Networking event series, allowing LGBTQ+ professionals and allies to better connect with each other. We welcomed WCS Programme Director and wellbeing coach Ora Özer to open the session, where they taught participants about active listening and how to be open minded and attentive even in the fast pace of a speed networking session. Ora offered a grounding session and then participants had an hour of speed networking where they could exchange information and build new connections.   Photos by Kiana Maria 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!

Intersex researcher and activist Awo Dufie shares her perspective on intersex inclusion, identity and advocacy in the Global South and beyond. How has being intersex shaped the way you move through the world? Being an intersex person makes you see the world very differently from a lot of people and that often impacts how you navigate it. Personally, I live in a society that largely understands gender and sex as a binary and automatically assumes you are either a cisheterosexual man or woman. If you are like me and do not fit into such neat binaries, you constantly face consequences which are not always positive.  "The only way I can describe it is like being an uninvited guest at a table for two (man and woman), except this table is everywhere you go. Government institutions? Table for 2. Hospital services? Table for 2. Public restrooms? You answer."  - Awo Dufie As a third party in a position like this you resist in ways you can and also employ conforming to the status quo if it guarantees your safety. For instance, as an intersex and trans woman, one of my major ways of resistance is in my self expression, my work, and my determination to curate and document queer lives as much as I can. On the other hand my need for safety and self preservation also requires that sometimes I compromise my self expression or pretend to be my assigned sex. My identity and experiences as an intersex person who has had to thread between masculinity, femininity and what constitutes and differentiate both has allowed me to critically interrogate and ask why society is shaped the way it is and demand for things to change.  How do the lived experiences of intersex people in the global south differ to those in the global north? The lived experiences of intersex people vary everywhere, but our dreams intersect. I believe at the core of it, all of us in the global south and north collectively dream and desire a world where intersex and other queer people are accepted and we thrive. This dream to see one another thrive is the reason for our fierce advocacy.  I also think we share a collective experience of resisting several gender binary expectations and norms in our own unique ways, and within these ways of resisting we identify common struggles such as our shared experiences with healthcare systems, intersex genital mutilation, intersex discrimination, and legal reforms that are inclusive of intersex people.  On another hand the experiences of intersex people in the global south may vary largely due to several factors, such as our cultural meaning-making of what the intersex body represents as well as the combined advocacy strategies we employ to mobilise. Intersex bodies, especially if they do not pass as masculine or feminine or are considered unconventional, are subjected to taboos as means through which people made meaning in the absence of scientific evidence. This has fuelled social stigma which has filtered into public discourses, policies, and even institutions such as healthcare and educational systems. "Until recently physicians in a lot of countries in Africa considered several unconscionable genital mutilation surgeries perfectly normal. They did everything they deemed necessary to force perfectly healthy intersex people into heteronormative boxes." - Awo Dufie People from the intersex community fiercely employ a bottom-up advocacy strategy which recognizes that true power to effect change comes from intersex people ourselves. Thus intersex people from the global south are empowered to share their own stories to actively engage allies, opinion leaders and policy makers. Intersex people also equally employ a top-down approach and engage directly with authorities in positions of power. This year, I have been privileged to attend a few of such meetings and what both approaches indicate is that intersex Africans are increasingly mobilising and taking back power by rejecting cisheteronormative norms.      How has intersex advocacy shaped your life? "The start of my advocacy was recognizing and internalising the idea that just because my body might have been different, did not mean it was abnormal and deserved to be treated like an abomination. It is a powerful realisation that comes from gradually understanding that you find yourself in a society that you really do not have any place in. It encourages you to resist in any way possible and put your body on the line - because why not if your body is already on the line anyway?" - Awo Dufie This recognition similarly binds a large community of intersex people in Ghana and West Africa who continue to grow every passing day, a community I deeply cherish and appreciate for its care and solidarity to intersex people with marginalised genders. The Intersex Movement Ghana (whose executive committee I am a part of), Intersex Kenya, and Intersex Nigeria have done a great job supporting intersex people to mobilise and make important demands such as demanding an end to intersex genital mutilation and discrimination against intersex people, and through this they have created such an amazing and empowered community of intersex people who support and cheer me on. That is a huge motivation and reminder to keep on doing the work I do.  What does the future of intersex inclusion look like to you? The intersex movement in the Global South, especially East and West Africa, continues to make immense progress that I am extremely proud of. In Ghana, the Intersex Movement Ghana and KeyWatch Ghana continue to work hard to mobilise the intersex community, advocate, and mobilise sympathisers and allies. They worked hard pushing back against the legalised medical intervention on intersex bodies and they continue to organise a large number of local authorities and opinion leaders as allies of the intersex community.  The Nigerian intersex community has similarly been mobilising and striving to advocate for the rights and well being of Intersex people in Nigeria. The Kenyan Intersex community of course continue to set the pace, as they have successfully lobbied the Kenyan government to recognize intersex as a third gender in Kenya. I continue to see monumental wins like these, especially observing how much intersex people continue to tirelessly mobilise and organise. The possibilities of this mobilising are endless, as it comes with several opportunities for legal reforms which will ban intersex genital mutilations, interventions, and discrimination against intersex people. Such mobilising also provides the opportunity for intersex people to be recognised as a third sex marker on official documents as has been done in Kenya. "It is my sincere hope that intersex advocacy in the global south will adopt a much more decolonial framework and approach which embodies and centres the entire experiences of intersex people, such as their everyday lives. It is important that we recognise the intersex living and experience as one that embodies all of our life experiences and not only what medical conditions we have and how much intersexphobia we experience."  - Awo Dufie It would be dystopian to suggest that these achievements will come easy or even stand to be accomplished at all. The anti-abortion rights and anti-trans movements have focused on patrolling especially women’s bodies by constantly gatekeeping what and who a woman is. These groups whose efforts and donations extend to Africa continue to rollback and undo years of hard work and advocacy for intersex rights. Beatrice Masilingi, Christine Mboma, and Caster Semenya are a few intersex women who have unfortunately been victims of this recent roll back in trans/intersex rights and visibility. This speaks to just how intersectional intersex human rights are with the rights of trans people and how much this fight continues to be a fight for all marginalised queer people.   Awo Dufie (she/her) Awo Dufie is a transgender and intersex researcher, writer and activist from Ghana. As a researcher, her works explore the history of the LGBTIQ community in Ghana and Africa. As an activist, she works to advocate for LGBTIQ elders through her project- Queer Elders Speak- a series where she interviews and documents the lived experiences of LGBTIQ elders in Africa. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

Sevi Koppe reflects on the story of Queer career woman Carol O'Keefe, a recent guest speaker at our Queer Women in Business event. In today's fast-paced corporate world, resilience is often framed as the ability to keep pushing forward, even in the face of adversity. Yet for many queer women, especially those navigating intersecting identities, resilience has a far more nuanced definition. This was the central theme at the launch of our meetup series for Queer Women in Business in London, where guest speaker Carol O'Keefe—an experienced banking professional and LGBTQ+ advocate—shared her journey, offering her refreshing take on the meaning of success, balancing self-care, and finding one’s place in the challenging corporate landscape. Redefining resilience. For Carol, resilience is not just about enduring hardship. It is about cultivating a mindset that embraces both personal well-being and professional ambition. Having spent 25 years in the banking industry, with 17 years at JPMorgan, Carol’s experience is a testament to the resilience required not just to survive, but to thrive as a queer woman in a male-dominated industry. When asked what resilience means to her, Carol’s response was striking: “Resilience, to me, is more than bouncing back from challenges. It’s about knowing when to step back, knowing when to prioritise your well-being, and understanding that success doesn’t always mean climbing the corporate ladder." - Carol O'Keefe Carol’s identity as a bisexual, autistic immigrant from Ireland has shaped this perspective. Like many queer women, she has faced the added pressure of proving herself in environments where she often felt she didn’t fully belong. "As a queer woman and an immigrant, I have often felt the need to work twice as hard to be seen as enough. But over time, I realised that resilience also means knowing when to say ‘no,’ when to focus on myself, and when to choose happiness over societal expectations." - Carol O'Keefe   Navigating Intersectionality. "I’ve always had to navigate the complexities of being an outsider in multiple ways. As an autistic woman, I’ve often been misunderstood. As a bisexual woman, there’s sometimes been a lack of acceptance, even within the LGBTQ+ community. And as an immigrant, I’ve had to prove my worth in ways that others don’t always have to." - Carol O'Keefe Carol's story reflects the experiences of many queer women who must navigate the weight of their intersectional identities—whether it's race, disability, gender, or sexual orientation—in an industry that isn't always welcoming. For her, the key to balancing this pressure with self-care lies in recognizing the importance of diversity. "Diversity of thought and experience is invaluable to any business," Carol said. "I bring something unique to the table, and I’ve learned to see that as a strength, rather than a burden." The Power of Lateral Moves When we redefine what success can look like, we open the door to more fulfilling and sustainable ways of working. "Success isn’t always about moving up the ladder, sometimes, it’s about moving laterally, finding roles that align with your passions, and staying in positions where you can make a real impact without sacrificing your well-being. People are often surprised when you choose not to pursue higher-level roles, but for me, staying in a role I love, where I can indulge my passion for data, is more fulfilling than constantly chasing promotions." - Carol O'Keefe Self-care is often framed as a practice that is totally separate from one’s professional life, but for Carol, it has been an integral shaping force in her career decisions. One of the most impactful moments in her career came when she chose self-care over advancement. After years of working long hours, managing offshore teams, and advocating for fair pay, she realised she needed to step back and reevaluate her priorities. "I wanted to find a team where I could still contribute meaningfully, but without the emotional and physical toll that came with leadership positions. It was a decision rooted in self-care, and it’s one of the best I’ve made." This decision came about after a long process of self-reflection and lifestyle changes: "For a long time, I was overworking, trying to prove myself in ways that were unsustainable, but about three years ago, I started seeing a therapist and practising yoga. It helped me understand that my value isn’t tied to how hard I work or how much I achieve professionally." Carol believes that the industry needs to adjust to this new way of thinking, as more and more professionals reject traditional notions of success in favour of better aligning with their own goals. "There’s so much value in lateral moves and finding fulfilment in roles that align with your values, rather than constantly pushing for more responsibility." - Carol O'Keefe   Identity, Belonging, and Career Challenges As an immigrant from Ireland, Carol has spent the majority of her career in the UK, and despite her professional success, she still grapples with questions of belonging. "Even though I’ve lived in the UK for nearly 30 years, when I talk about home, I still think of Ireland," she said. "But I’ve also learned that belonging doesn’t have to be tied to a physical place—it can be about finding your community, wherever you are." For queer women, that sense of community can be hard to find in traditional corporate environments. But Carol’s involvement in JPMorgan’s PRIDE Business Resource Group (BRG) helped her create a space where she could bring her whole self to work. "I started out as an ally because I wasn’t sure if being bi was enough to be part of the LGBTQ+ community at work, but over time, I became co-chair of the PRIDE EMEA network, and I realised that my identity as a bisexual woman is valid, and I deserve to take up space." - Carol O'Keefe   Conclusion As Carol’s journey demonstrates, resilience for queer women in business is about more than just overcoming adversity—it’s about knowing when to prioritise yourself, when to push back against traditional definitions of success, and when to stand up for change. "Somebody has to stand when other people are sitting," Carol quoted, reflecting on her favourite motto. "Somebody has to speak when others are quiet." For queer women navigating the complexities of career and self-care, Carol’s message is clear: success is personal, resilience is multifaceted, and sometimes, the bravest thing you can do is choose yourself.   Carol O'Keefe (she/her) Carol is a seasoned banking professional with 25 years of experience, including 17 years at JP Morgan. Currently, she serves as Control Manager in the Chief Data Office for Corporate Finance, TCIO, and ASI, where she channels her passion for data and continuous learning. Actively involved in JP Morgan’s PRIDE Business Resource Group, she served as EMEA Co-Chair and co-founded Women in Risk and Control, advancing inclusion across the industry. Her journey as a bi, immigrant, neurodiverse woman reflects her commitment to championing equality and inspiring future generations in banking. Sevi Koppe (she/her) Sevi Koppe is Community Director at We Create Space , as well as an international creative director and producer. She's worked for films and music festivals around the world, as a creative director, booking agent and a production manager. Her vision is queer and she's been curating international events since 2000 to promote LGBTQ+ visibility to mainstream audiences. Sevi works with venues around the world to coordinate exclusive events. Sevi studied queer media and spaces in Japan to understand what support is offered to minors inside and outside of the formal education system. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

Through strong symbolism, Dr. Paul Taylor-Pitt takes us gently through the emotions and effects on our mindsets we can experience as a result of enduring minority stress. by Dr. Paul Taylor-Pitt Take a moment to feel your heart beat. You might do it in the conventional ‘two fingers on the wrist’ way, or the cinematic ‘finger on neck’ method which personally has never worked for me but looks very cool. If you can, see if you might still yourself to the point where you can sense your heart beating in your chest. Notice its rhythm. Its movement. Become aware of your heart’s determination to keep you alive. Your heart is both a muscle and a mentor. It is a barometer of your internal landscape. We talk about it in so many different ways to give words to emotions that otherwise have no language: heart felt, heart racing, heart breaking. But why the attention on the heart I hear you ask. This is International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) not Valentine’s Day. Well my mission today is to encourage you to listen to the language your heart is speaking when you consider your relationship with and experiences of homophobia, biphobia, transphobia and other forms of aggression, pain or abuse that we may have been subjected to just for existing as ourselves. How is your heart feeling about this? When I ask my heart, it seems like it’s initially too busy to reply. It’s on a treadmill (wearing a cute headband btw), while on the phone, signing documents and watching something on tv all at the same time. My heart is working hard. If I offer it the chance to come off the treadmill, sit down and breathe it initially resists it. There’s too much to do just to keep us alive! Slowing down feels counterproductive to all the productivity that I need to produce. After a little coaxing, it settles into a comfy chair, breathless and sweaty but starting to calm down. I reassure my heart that it’s ok to slow down for a while so we can have a chat. I ask how it’s doing at the moment. It pauses, closes it’s little heart eyes and checks in with itself. It says “I’m tired”. The world we live in values speed and productivity and FOMO and saying yes to everything. It’s exhausting. Our attention spans get shorter which makes it more difficult to be truly curious about stuff that doesn’t need to be done right now. Often with so many competing demands, the small voice of our heart asking us to make time for ourselves, or to slow down, gets ignored in the various voices competing for our attention. This can be a path to burnout or compassion fatigue. To truly hear our heart we must show ourselves compassion by slowing down and offering ourselves the gift of quiet space. Only then can our heart be honest with us. I tell my heart that I hear how tired it is. It gives a little sigh of relief. It tells me how it has had to build itself up so it doesn’t get hurt. It reminds me of the times someone called me a poof in the street, or I read a headline in the press that made me want to make myself smaller, or less. My heart gets a bit emotional when it talks about those lonely, quiet evenings as a child when I felt so alien in my own home and wondered if I would ever be happy as a queer person in a hostile world. Once my heart has blown its nose and had a mouthful of tea, it starts to smile, remembering some of the adventures we’ve been on together - particularly the ones where I listened to it and followed it. When it puts the tea down, I notice that its arm has quite a bit of definition to it. Welcome to the gun show! I tell my heart that it’s looking pretty buff and it blushes a little. Then it notices that actually, it’s pretty beefy. It has stamina and strength. It could probably throw a car if it came to it. All of those moments of stress, panic, doubt, fear, risk, trauma…they were like dumbbells for the heart. It picked them up, grunted, lifted them and became stronger even when it shook. My heart has never shrunk itself even when my head wanted it to. My weird, gay, unconventional heart has helped me grow despite - and sometimes thanks to - all of the potential pain that comes with living our authentic lives as queer folks. Growth through adversity is not only possible, it’s our right. Claiming the power that comes with realising this can liberate parts of ourselves that have wanted to break. Our hearts are strong. Our hearts can take it. As my heart gets back on the treadmill, it looks over it’s (quite defined) shoulder and gives me a cheeky wink. “I’ve got you” it says, getting on with its job of keeping me alive, surviving, growing and thriving. I take a sly look at its peachy heart ass and it speeds up a little, not quite racing but definitely pounding harder. Take a moment to check in with your heart again now. Maybe give it a little thank you for making you who you are today. Tell it you’ll visit again soon and maybe compliment it on its power. It’ll heart that. Dr Paul Taylor-Pitt (he/him) Paul is an award-winning Organisation Development Specialist, Mentor, Coach and Facilitator with three decades of professional experience to draw from. He was named one of HR Magazine's Most Influential Thinkers in 2022. You can find more information about Paul's work here . If you would like to book Paul as a speaker for a workshop or panel event, 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!

Why we need to educate, inspire and empower more professionals to become LGBTQ+ Leaders. In today's rapidly evolving business landscape, the demand for diverse talent and inclusive leadership has never been greater. As organisations strive to innovate, adapt, and thrive in an increasingly competitive global market, the unique perspectives and experiences of LGBTQ+ professionals are becoming increasingly valuable. However, despite progress in recent years, LGBTQ+ individuals remain underrepresented in leadership roles across industries. This article explores the critical need to educate, inspire, and empower more LGBTQ+ professionals to step into leadership positions and shape the future of business. The Need for Diverse Talent. The ongoing "War for Talent" has highlighted the importance of diverse teams and inclusive leadership in driving business success. Companies are recognizing that diversity is not just a moral imperative but a strategic advantage. According to a BBC report , 82% of business executives now consider diversity initiatives critical to their business strategies. This shift in perspective is backed by compelling data: Diverse and inclusive businesses outperform their competitors by 35%, according to a study by McKinsey. Research by Boston Consulting Group (BCG) found that diverse leadership drives 19% higher innovation revenue. These statistics underscore the tangible benefits of diversity in the workplace, particularly in leadership roles. Diverse teams bring a wider range of perspectives, experiences, and problem-solving approaches, leading to increased creativity, innovation, and better decision-making. Furthermore, inclusive organisations are better positioned to attract and retain top talent, as employees increasingly seek workplaces that value and celebrate diversity. Where are our LGBTQ+ Leaders? Despite the growing recognition of the value of diversity, LGBTQ+ individuals continue to be underrepresented in the workplace, especially in leadership positions. This disparity is particularly striking when considering the global average of adults identifying as LGBTQ+: Approximately 9% of adults globally identify as LGBTQ+, with this percentage rising to as high as 30% among Gen Z. However, only 0.4% of board seats in Fortune 500 companies are held by openly LGBTQ+ directors. In the tech sector, a mere 2-3% of the workforce identifies as LGBTQ+. This underrepresentation is not only a matter of equity but also a missed opportunity for businesses. LGBTQ+ individuals bring unique perspectives and experiences that can contribute to more innovative and inclusive workplace cultures. Their insights can be particularly valuable in understanding and serving diverse customer bases, as well as in fostering inclusive policies and practices within organisations. The Barriers to Advancement. The path to leadership for LGBTQ+ professionals is often fraught with challenges. Despite progress in legal protections and societal acceptance, LGBTQ+ individuals continue to face various barriers in the workplace: Discrimination and bias: Many LGBTQ+ employees still experience discrimination, both overt and subtle, which can hinder their career progression. Lack of support and funding:   Less than 1% of over $2 trillion in venture capital has gone to LGBTQ+ entrepreneurs , limiting opportunities for business creation and growth. Limited visibility of role models: Nearly the entire LGBTQ+ workforce across generations grew up with a distinct lack of visible LGBTQ+ role models in business. Representation gap:   Only 50% of LGBTQ+ employees see people like themselves in management positions at their organisations . Leadership Prototypes: Our collective beliefs about what effective leaders look like are shaped by heteronormativity, so LGBTQ+ employees who do not conform to gender stereotypes may be penalised or seen as unfit to be leaders. These barriers not only impact individual careers but also perpetuate a cycle of underrepresentation. Without visible LGBTQ+ leaders, younger professionals may struggle to envision themselves in leadership roles, further exacerbating the representation gap. The Imperative for Change. Given the clear business case for diversity and the persistent underrepresentation of LGBTQ+ leaders, there is an urgent need to educate, inspire, and empower more LGBTQ+ professionals to pursue leadership roles. This effort requires a multi-faceted approach: Education and Training: Providing LGBTQ+ professionals with leadership development opportunities, mentorship programs, and skill-building workshops can help bridge the gap between talent and opportunity. Visibility and Representation : Celebrating and showcasing successful LGBTQ+ leaders can inspire the next generation and provide much-needed role models. Inclusive Workplace Cultures:  Organisations must actively work to create environments where LGBTQ+ employees feel safe, valued, and empowered to bring their full selves to work. Addressing Systemic Barriers:  This includes tackling discrimination, bias, and unequal access to funding and opportunities. Allyship and Support: Encouraging and educating allies to actively support and advocate for LGBTQ+ colleagues is crucial for creating inclusive workplaces. Organisations like We Create Space play a vital role in driving this change. By educating society on DEI, Leadership, and Allyship, and providing tools, resources, and knowledge to a global community of Queer Leaders and Corporate Partners, we are helping to bridge the gap and create more inclusive workplaces. Conclusion The business world is at a critical juncture. As we face unprecedented challenges and opportunities, the need for diverse perspectives and inclusive leadership has never been greater. LGBTQ+ professionals bring unique insights, experiences, and skills that can drive innovation, improve decision-making, and create more inclusive and successful organisations. By actively working to educate, inspire, and empower more LGBTQ+ professionals to step into leadership roles, we can create a future where businesses truly reflect the diversity of the societies they serve. This not only benefits LGBTQ+ individuals but also drives better business outcomes and contributes to a more equitable and inclusive world for all. The time for action is now. Let us commit to breaking down barriers, creating opportunities, and championing LGBTQ+ leadership. In doing so, we pave the way for new futures – futures that are more innovative, inclusive, and prosperous for everyone. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

To celebrate Hispanic and Latine Heritage Month we spoke with employees from Google's FLINTA and Latine ERGs about Queerness, identity in diaspora and the future of conversations around Latine identity. This year we've been working with Google on a number of events targeting their large Latin American employee population living in EMEA (Europe, Middle East & Africa), where there continues to be a lack of visibility for Latin immigrants. In partnership with Google's FLINTA ( Female, Lesbian, Intersex, Trans and Agender) ERG, we've covered topics like Diversity in Latinidad, LGBTQ+ migration, mental health stigma and family dynamics - all through the lens of Latin experience. We asked some of the Queer Latine employees who took part in this event series to sit down and share their own thoughts on how heritage, Queerness and living in diaspora interact. How does your cultural identity as a Latina/x/e person intersect with your Queerness?  Mercedes Jenkins: "For me, it's a reminder of how multi-faceted our communities are - how diverse in the truest sense of that word our communities are as well. I hear Audre Lorde saying in my head, “There is no such thing as a single-issue struggle because we do not live single-issue lives," and that feels so true across what makes up Latinidad and the queer community. It also is a reminder for me to actively consider and address who is missing in our communities, who isn't heard, or seen and how to do a better job of centering those on the periphery." Lucia Molinari: "My cultural identity as a Latina and my Queerness are deeply intertwined, shaping my experiences as an expat and a mother in Dublin. Raising my son, born in Mexico and now happily growing up in Europe, within a same-sex family has strengthened my connection to both my Latina heritage and my Queer identity. Building community with fellow Latina/x/e and Queer individuals has been crucial in navigating the unique challenges and joys of being an expat, providing a space to celebrate traditions, share experiences, and find strength in our shared identities. My journey involves embracing the complexities of these intersections, advocating for those with less privilege, and creating a fulfilling life for my family that honors both my cultural roots and my Queerness." Ivy Martinez: "Gloria Anzaldúa and Cherríe Moraga are two of the writers I was reading a lot of in the period of my life when I was coming out. I came out to a family where I didn't see a lot of queerness so those writers became really critical ancestors for me. I feel very fortunate that this was the case because coming out can be a really lonely process and it can feel especially lonely when you don't see representation. Having shaped my queerness with their voices in my head, the intersection between my Latinx and queer identities has always been clearly drawn. "This Bridge Called My Back" (edited by Moraga and Anzaldúa) particularly influenced the way I sought and built community with other queer women of colour whose friendship has been foundational to the ways I see myself and understand the world." As a Latina/x/e person living in the diaspora, what have you enjoyed most from Google’s events with We Create Space? Mercedes Jenkins: "The opportunity to reiterate that being Latina/o/e/x doesn't look, act, speak, experience life in one particular way. There is no one way, right way to be in this community and there's a great opportunity inside our community to continue to reiterate that idea and then take action on that idea through learning, inclusion, understanding our own internal histories, inequities and path towards being a community that can act in solidarity across the diaspora, across the myriad identities we hold." Lucia Molinari: "Google's events with We Create Space have provided a much-needed sense of belonging and connection. I've especially enjoyed the opportunity to engage with a community of fellow Latina/x/e individuals who share similar experiences and understand the unique challenges and joys of navigating our identities in a foreign context. Hearing the panelists' stories has been truly inspiring, and I've learned so much about the richness and diversity of our community. These events have also allowed me to embark on a journey of self-discovery, uncovering new facets of my identity and feeling empowered to embrace my heritage." In the US (where this month was originally introduced), the Latinx/Hispanic Heritage Month theme is “ Pioneers of Change: Shaping the Future Together. ” What change would you like to see in conversations surrounding Latina/x/e identity and community? Mercedes Jenkins: "I would love to see more visibility around indigeneity: language, cultural, connection and learning how others across our community are pulling those threads through, revitalising what once might have been lost.  I would also like to see conversations around solidarity and cross-racial and cross-ethnic lines. I'll speak from my experience sitting in DEI roles where sometimes the convo can be "what about us", "we focus on x group but not y group" and not to invalidate that feeling and reality for folks who feel that strongly (it's real and I honour that) but also to move from that deficit narrative to a narrative around the interconnectedness of our community to other marginalised communities - how the work we do to support all marginalised communities, across all lines of difference - support everyone.” Lucia Molinari: “I envision a future where conversations about Latina/x/e identity embrace our rich diversity, amplify marginalised voices, and actively challenge the existing power dynamics and systems that perpetuate inequality within our community. We must keep celebrating intersectionality, ensure greater representation in leadership, and foster open dialogue about colorism and internalised racism. Recognizing that we all have a role to play in dismantling these systems, let's actively work towards a more inclusive, empowering, and equitable future for all within our community.” How does your work at Google contribute to shaping the future?  Mercedes Jenkins: “I am really fortunate my personal purpose and goals align with my professional purpose and current role. My job is to help amplify the voices of those who aren't seen, heard or are often overlooked and marginalised. When I think about Google's scope and reach and I think about the global majority across our world - they are Black, they brown and in my role I get to do work that lifts those communities up, provides pathways totech, AI, tools that can better people's lives. As the global majority continue to grow - I hope the work I do helps to shape a more equitable and sustainable future.” Mercedes Jenkins (she/her) Global Strategist, People Operations - Google Mercedes is a Afro-Honduran queer, neurodivergent woman. She works to make Google a place that works for everybody by applying systems-thinking design and consultation. In her other lives she’s worked as a strategist at small tech start-ups, in the ed-tech sector, a director at a learning center centering education for autistic children and adults and was a former educator in the public and private sector. Find her procrastinating on her MSc dissertation and instead walking her two dogs Quetzalli and Xochitl, reading books, hiking across the UK or watching really bad-good horror and/or sci-fi movies. Lucia Molinari (she/her) Head of Mid Market Sales (Multichannel), Customer Solutions - Google Lucía, a Latina queer mom, is a sales leader and music enthusiast. She has lived in Buenos Aires, Mexico City and Dublin and currently helps SMBs in Spain and Portugal grow through Google products. A passionate advocate for Diversity, Equity, and Inclusion, Lucía actively contributes to the LGBTQ+ and Latina/x/e communities, championing representation and progression in every country she worked in. Beyond the corporate realm, she cherishes precious moments with her son & wife, finding joy in exploring his boundless imagination and the wonders of childhood. Ivy Martinez (she/her) Head of Workforce Diversity - Google EMEA Ivy is a seasoned DEI practitioner with over 10 years of experience in the field. She began her career in DEI at Teach for America as a DEI researcher. In 2015, she joined Google, where she is currently the Head of Workforce Diversity for EMEA. In her role, she is focused on enabling leadership accountability for DEI, enacting systems change for deep impact, focusing on differentiation across the region, and supporting her team to be sustainable DEI practitioners. At home, she likes to have dance parties with her wife and young son. 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!

Guest writer Shannon O'Rourke breaks down the findings of her PhD research into the leadership experiences of Queer people and how 'authenticity' can manifest at work. My PhD research explores the leadership experiences of people who identify as LGBQ in the UK (primary study) and Italy (secondary study). While the focus of the research is on sexual minorities, it is inclusive of transgender and non-binary people who identify as LGBQ. This project includes a cross-cultural comparison between the UK, where there is greater support/protection for LGBQ people in the workplace and Italy, where workplace protections are more limited. My fieldwork consisted of 30 interviews with cisgender, trans, and non-binary people who identify as LGBQ in the UK and 9 interviews in Italy. Participants held leadership roles in a wide range of sectors (public and private), such as government, higher education, finance, medicine, the pharmaceutical industry, HR, communications, tech, and the prison services. I’ve explored how other identities/circumstances (gender identity, age, ethnicity, geographic location, among others) intersect with sexual identity and impact leadership experiences.  How do you view coming out relating to authenticity and being a leader? In the literature on LGBQ workplace and leadership experiences, authenticity is often linked with being visible and there is a notion that ideally, an LGBQ person will be very open about their sexuality, and that this may make them a better leader (see Lindsey et al., 2019; Mohr et al., 2019; Sawyer et al., 2017).   Often, my research participants assessed their workplace environments and made pragmatic decisions about how and whether to be open about their sexualities. While all participants felt that it was important not to hide who they are, the degree to which people wanted to be open about their sexualities in their leadership roles varied greatly. Levels of openness were also shaped, and sometimes constrained, by the workplace context.  WCS Glossary | Masking Masking in psychology and sociology is the process in which an individual "masks" or camouflages their natural personality or behaviour to conform to social pressures, abuse or harassment. When I started this project, I had my own tensions around what it meant to be visible and authentic. In the early days of the research, I felt an imperative to come out whenever possible. Coming out as bisexual often felt like a confession, as I had some hang ups around not being “queer enough” to be doing this research. This need to make people aware of my identity and my sense of privilege was driven by impostor syndrome, a sense of not quite fitting.  Over time, I started to feel more agency around how and when I would speak about my own sexual identity when discussing this research. I began to feel less compelled to define myself for others. I’ve learned the importance of taking ownership over how, when, and where I choose to speak about my sexuality. Interestingly, after nearly four years of being immersed in a study about LGBQ experiences, I feel less defined by being bisexual. It’s a part of me that I will always want to be free to share when I choose to, but I don’t need this to be the first thing that people know about me. I don’t need everyone to see it, because in the spaces where it matters most, I feel seen.  What challenges did you encounter around defining authenticity in the context of LGBQ leadership? The participants in my research shared a wide range of views on what it meant for them to be authentic in their leadership roles. Describing what authenticity feels like, one participant said, “it honestly feels like I was holding my breath for a really long time, and now I can just breathe normally.” Individual definitions of authenticity had a lot to do with participants’ feelings around the personal/professional divide. Several wanted to feel like they were the same person in their personal lives and their professional lives; these people often spoke more openly about their sexualities and felt that being LGBQ had a significant impact on their leadership. However, many participants preferred to have more of a divide between their personal and professional worlds. While almost all these participants were open about their sexualities in their leadership roles to some degree, they did not want it to be a major point of focus. Some expressed frustrations that being openly LGBQ led to an emphasis on this aspect of who they are in their leadership roles. With these experiences in mind, I find it important to resist any overarching definition of what it means to be authentic in the context of LGBQ leadership. Everyone has the right to decide what being authentic means for them. What is the invisible labour of authenticity for LGBQ leaders? Participants articulated how being authentic involved a process of navigating how much of themselves they can bring into their leadership roles. Several described some degree of self-editing, and one participant described this as “being gay for a straight audience”. For many, being authentic is not simply about “being your true self”; it is also about the dilemma of whether, when, and how to refute notions of who people assume you truly are or should be. Several ethnic minority leaders in the UK emphasised how their ethnicity increased this gap between how they identify and how others perceive them. For example, a Chinese-British leader in her early sixties described challenges of being visible as a lesbian in her leadership role when people often assume that Chinese women are straight. Many others described such challenges to be authentic when heteronormative   assumptions are part of their workplace contexts. WCS Glossary | Minority Stress Minority stress describes high levels of stress faced by members of stigmatised minority or marginalised groups. It may be caused by a number of factors, including poor social support, low socioeconomic status, social stigma, prejudice and discrimination. What complexities did your research capture in the relationship between LGBQ leaders and organisational DEI functions? We need to question what we are asking of people when we ask them to be authentic, particularly people who are coming from socio-demographic disadvantage and underrepresented social categories. Many participants in my research were asked, or even expected to be involved in diversity groups and initiatives at their organisations. While some were willing to contribute to these efforts, several criticised DEI initiatives as they can feel “tokenistic”, and resisted the idea that their sexuality should mark them as “other”. Several participants described how after coming out in their leadership roles, they faced expectations to speak for their sexualities, placing an obligation on them to speak on behalf of other people and explain others’ identities and experiences by standing on the ground of their own. A lesbian woman in her late fifties emphasised this point as she said, “I would be viewed as some kind of expert, you know, and my experience is specific to my own multifaceted identity. I can't claim to speak for gay men or bisexuals or trans women or trans men.” Promoting corporate diversity can create an obligation for individuals with minority characteristics to both reveal their own struggles and speak for others’ experiences. Expectations to “be authentic” can become coercive by compelling people to speak about matters that they would prefer to keep private. Authenticity should be approached as something that is often complex and unique to everyone rather than an imperative for LGBQ people. Conclusion Conducting this research has led me to take a more critical approach to the idea that authenticity is synonymous with visibility. There needs to be greater acknowledgment of how LGBQ people navigate complexities around coming out at work. What it means to be authentic may vary greatly from one person to the next, and therefore it’s important to avoid imposing some norm of authenticity. I believe that focusing on psychological safety, which is broadly defined as a climate in which people are comfortable expressing and being themselves, can shift the focus from the role of the individual to the role of the organisation (see Edmonson 2018). An organisational commitment to psychological safety can create the conditions that allow for people to express themselves authentically, on their own terms. References Edmondson, A.C. 2018. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth . Hoboken: John Wiley and Sons. Lindsey, A., King, E., Gilmer, D., Sabat, I. and Ahmad, A., 2019. The Benefits of Identity Integration across Life Domains. Journal of Homosexuality , 67(8), pp.1164-1172. Mohr, J., Markell, H., King, E., Jones, K., Peddie, C. and Kendra, M., 2019. Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity. Journal of Applied Psychology , 104(10), pp.1266-1282. Sawyer, K., Thoroughgood, C. and Ladge, J., 2017. Invisible families, invisible conflicts: Examining the added layer of work-family conflict for employees with LGB families. Journal of Vocational Behavior , 103, pp.23-39. Shannon O’Rourke (she/her) Shannon O'Rourke is a PhD candidate in Social Psychology. She’s been working in qualitative social research in the areas of maternal and child health, women’s health, HIV prevention, and LGBTQ issues for ten years. After living in the USA, Brazil, Canada, South Africa, and Germany, she came to the UK in early 2021 to pursue her PhD.  While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

To celebrate Black History Month we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Cindy Nasenya is a Queer African content creator and digital marketer who grew up in Kenya, moved to Poland and now lives in Barcelona. She shares her story, how Queer and Afro diaspora community have helped her grow and find confidence while living in a new part of the world. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters  so you can stay up to date!

Travers Johnson and Jamie Lowe discuss the financial barriers facing LGBTQ+ people and how to move towards a stronger sense of financial wellness. LGBTQ+ people face a range of unique economic challenges. This includes lower salaries, hiring and progression barriers, higher rates of poverty, more expensive family planning and exclusion from benefits and financial protections. Decision making around finances and earning potential are also impacted by the disproportionate risk of mental health problems within the community. All of which is further compounded when looked through a deeper intersectional lens. This session covers financial wellness vs unwellness, healthy practices and examines the notion of ‘the pink pound’. Watch this session to explore... Managing your debt Financial relationships & boundaries, wellness and unwellness Generational influences & role models Progression barriers facing the LGBTQ+ community How financial instability affects our mental health Speakers: Travers Johnson is an award-winning content strategist, editor, and digital marketer with 15 years of storytelling experience across multiple mediums. He is the founder and CEO of Queerency, a leading source for LGBTQ+ business news which covers awesome queer-owned brands, inspiring LGBTQ entrepreneurs, and serves the tea on the queer economy with dignity and depth. Jamie Lowe is a financial planner providing specialist help to the LGBTQ+ community. He is on a personal mission to encourage people to take charge of their money. He is the founder of a social enterprise, Trans Support Hub, which runs clothes swaps and has an app which helps people to choose a private gender clinic in the UK. 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 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!

Dee Whitnell and Doug Graffeo discuss why bodily autonomy is so important to Queer people, how it is politicised and the impact of legal recognition. The relationships we have with our bodies can be complicated and as queer people, there are many added layers to consider. These include our own body image against society’s standards, often policing the way we move from a young age for fear of being deemed as not masculine or feminine enough, and for many trans and non-binary people, a sense of dysphoria. For intersex individuals, an overlooked part of the LGBTQI+ community, their bodily autonomy is very often removed at an early age with medical decisions & interventions which can have a huge impact on them as they navigate their identities. Watch this session to explore... The impact of non-binary folks not being legally recognised & how this impacts the wider community. Guidance on how to challenge in-fighting and be active allies for non-binary and gender-diverse folks. A holistic understanding of bodily autonomy, its many dimensions & the ways in which it's currently being politicised. Bridging the distance among social justice movements regarding bodily autonomy. Speakers: Dee Whitnell is a nonbinary and queer sex educator and content creator. They have collaborated with and created educational content for charities and companies such as Just Like Us, Brook, Durex, Lovehoney, Ohne and Urban Outfitters. Dee has an MA in Gender, Sexuality and Culture from Birkbeck University. Doug Graffeo is an accomplished activist, speaker, and researcher on LGBTQI+ and human rights issues, hails from Caracas, Venezuela. As a human geographer, Doug offers critical analysis of sociopolitical phenomena through an intersectional feminist and decolonial lens. They have collaborated with multilateral and international organizations such as IGLYO , ILGA World , and the Equal Rights Coalition , in addition to local and community groups across Europe, North and South America. 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 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!

Ready to level up LGBTQ+ talent in your workforce? Here are some of our favourite training programmes designed for Queer Leaders looking to develop their skills. At We Create Space we're passionate about empowering Queer people to take up space as authentic, compassionate leaders of the future, harnessing the unique strengths born from their experiences as LGBTQIA+ people. Queer people may not fit the traditional mould of what a leader looks like , and so are often passed over for experiences and opportunities where they would thrive if given the chance. This is why leadership development and training programmes are so essential to bring about the next generation of Queer Leaders. The following is a list of our top ten training programmes to develop upcoming LGBTQIA+ leaders in the workplace, providing education on inclusive and authentic leadership as well as cultivating courage, self-compassion and resilience. All of our events, training programmes and corporate solutions are fully bespoke, delivered by our global team of experts, and tailored to the needs of our clients . Don't be afraid to get in touch if you're looking for something not on this list! 1) My Intersectionality, Power & Privilege. Webinar or Workshop. Everyone has intersecting identities, but for many people, their sexual orientation or gender identity overlaps with other aspects of their identity (e.g. their race, religion or social status), compounding in increased levels of marginalisation and discrimination. This session explores the origins of intersectionality and how navigating these intersections can present unique challenges and opportunities. We’ll help participants identify their own power and privilege and how to utilise it in service of others. Request more info. 2) Having Courageous Conversations. Webinar or Workshop. Whether we’re leading companies, building our career, raising a family or fighting for justice, we need to be able to communicate when it’s uncomfortable, confusing or difficult. This session will empower leaders to cultivate courage and overcome the barriers that are stopping them from moving forward. Participants will grow their active listening skills, learn how to set healthy boundaries, practice calling others in and challenging with compassion. Request more info. 3) Developing Compassion and Emotional Intelligence Webinar or Workshop. A session supporting participants with looking inwards to create greater self awareness and identify areas of growth potential. Enhanced understanding of ourselves unlocks the ability to be a more compassionate leader. This session will consider how corporate cultures of perfectionism and a lack of compassionate role modelling in the workplace affects how we think of leadership, as we set out to challenge the status quo and inspire employees to feel more connected to one another.  Request more info. 4) Building Queer Resilience Webinar or Workshop. Whether we recognise resilience as a strength or not, we have each developed unique qualities from growing up LGBTQ+ and navigating a heteronormative world. This session brings participants through a process of self-inquiry, exploring the gifts of Queer resilience. We’ll discuss burnout, battle fatigue and the invisible cost and responsibility of being a visible Queer Leader. Individuals will be supported with identifying new tools for self-care, healthy boundary setting and developing self-compassion. Request more info. 5) Having Influence & Impact. Webinar or Workshop. A self-empowerment programme for those wanting to make more of an impact in their community, organisation or in the world. We’ll be introducing new processes and tools for putting your purpose into practice and remaining true to your values. We look at how story-telling can help unlock new opportunities for reflection, self-care and personal growth. Through courageous conversations we can foster brave spaces and bring allies with us. As leaders, we need to be able to communicate when it’s uncomfortable, confusing, and difficult, and do it in a way that actually builds trust and strengthens our relationships. Request more info. 6) Authentic Leadership. Talk or Panel Discussion. Being true to ourselves as leaders calls us to draw on the very essence of our values, beliefs, principles, unique expression of our identities (and lived experience). When we show up in the world more fully, we open ourselves up to exciting new possibilities as leaders within our organisations, but also as members of our communities. Request more info. 7) Nurturing Future Leaders. Webinar or Workshop. This session focuses on developing and nurturing leadership skills in individuals to prepare them for future leadership roles. The need for Queer Leadership development has never been more urgent. As the emphasis on recruiting 'diverse' talent increases, how do we ensure that we are attracting, nurturing, and empowering future LGBTQIA+ leaders. This covers fostering spaces, systems, and cultures where future Queer Leaders are inspired to challenge the status-quo, think critically, and take up the mantle on the path to driving change and creating a better working world for all of us. Request more info. 8) Shaping My Purpose. Webinar, Workshop or Panel Discussion. Only when we dare to show up authentically can we craft our path to more purposeful living. This session supports individuals with re-calibrating their personal and professional ambitions, identifying what drives them and the barriers standing in the way of their goals. Participants will be provided with the tools to challenge self-limiting beliefs, cultivate creativity and discover possible ways forward. Request more info. 9) Shifting Systems, People and Mindsets. Webinar, Workshop or Panel Discussion. This is an interactive webinar exploring how people, mindsets and systems can be shifted to challenge policies and practices to create a more inclusive workplace. Participants will learn how to navigate difficult conversations and educate others, address microaggressions, advocate for themselves and empower others in service of creating cultures of belonging. Request more info. 10) Leaving a Legacy Talk or Panel Discussion. A session exploring how we can shape history through our own personal allyship and activism. Hear from inspiring individuals on a mission to improve the lives of LGBTQ+ people around the world, and leave with actionable steps to create a more-inclusive organization. Request more info. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

The continued importance of building diversity, equity and inclusion principles into the foundations of any company’s business strategy - creating space for greater organisational learning, connection and growth. For a long time humans thought the Earth was the centre of our solar system. Until Copernicus theorised in 1543 through mathematical models the Sun was in fact the centre. This discovery profoundly changed the way people viewed themselves and the world around them. We’ve seen these paradigm shifts throughout history and recent years have been no exception. 2020 represented a similar shift in our understanding of the world. Through a global pandemic, the murder of George Floyd, a rise in hate against the AAPI community, and far right rhetoric, millions of people rose up to challenge what has been, and work towards a brighter future of what could be.   “More than eight in 10 (83%) of the responding organizations say they have been taking action on DEI initiatives in 2021, a 13 percentage-point increase from 2020.” Now try to imagine a solar system where diversity, equity, and inclusion is embedded in the sun, bringing light to people and issues often left in the dark. With this kind of power we can address systemic inequities across race, religion, disability, education, sexual orientation, gender and many more intersecting marginalised identities. What would that mean for wellbeing, for improving the employee experience, for the global economy, for innovation, and for your business growth?  In this study , 62% of employees believed that employers should dedicate more effort to DEI given the current period of economic uncertainty. Like Copernicus, challenging ideas and discovering improved ways of living is fundamental to our advancement of humanity. Now is the time to reflect on your values vs your actions, to leverage data and research in order to make our legacy. We Create Space believes now is the time for organisations to recommit to DEI and ask: What could we accomplish if we centred DEI in this manner?  As with anything meant to change our world, we know there is bound to be pushback. The current discourse about whether DEI is being deprioritised across the board is based on the recent actions of a few global brands, despite plenty of evidence proving otherwise.  In a June 2024 study, Littler found that “the majority of the executives surveyed (57%) say their organisations have expanded their IE&D commitments and level of activity over the past year, even while nearly the same proportion (59%) believe backlash toward corporate diversity programs has increased since the U.S. Supreme Court’s decisions to roll back affirmative action college admissions policies in June 2023. More than a third of organisations (36%) have maintained their IE&D efforts, while just 1% reported a significant decrease.” ( source ) “A Morning Consult survey released in January showed 82% of business executives think diversity initiatives are critical to their business strategies , and 67% said they expect these efforts to become more important in the coming years ” ( source ) Addressing DEI Doubt. At We Create Space, we spend a lot of time speaking with global organisations about the challenges they face in creating, sustaining, and embedding DEI work throughout their business. We work both with brands who have been investing in DEI for 20+ years and those just starting the journey, regardless of industry or company size.  Some of the challenges we often hear are things like: How do we measure the impact of DEI?  We fear the consequences of having an open dialogue. We’re short staffed/had layoffs, we need employees to be focused on their role first We have a lack of leadership support People are tired of talking about this “stuff”  Our budgets were cut Employee engagement is low  DEI is too political/polarising A generic response to these challenges could be: “ Organisations that prioritise DEI foster a culture of belonging, enabling diverse perspectives that enhance problem-solving and adaptability, ultimately leading to greater innovation and market share in an increasingly diverse marketplace. ” While this sort of statement is true, it provides a limited context on how and why the continued focus on DEI is people and business critical globally.  While many companies are facing similar issues, the context of their situations is different and we know there isn’t a one size fits all approach to solving these challenges. Our ways of working through consultancy, learning and development, training programmes, and coaching  are all custom tailored to each organisation.  To further understand how to overcome challenges, we’re going to frame DEI discussion points around the We Create Space values of ‘Learn, Connect, Grow’ - using research, data, and case studies. We would encourage you to do the same with your company values, if they are truly what the company believes, then any obstacle to bringing those values to life should be removed. 1. Space to Learn. How can we expect things to change if we don’t provide people psychologically safe environments to learn and unlearn? DEI and psychological safety go hand in hand. Psychological safety creates new pathways for people to be curious and open minded, leading to better job satisfaction and engagement.  Line managers especially have a direct impact on engagement with employees: “Gallup estimates that managers are responsible for 70% of the variance in employee engagement, but only 40% of managers feel confident in having discussions about DEI and related topics. ( Source )”. Line managers and other leaders play a key role in creating a   psychologically safe  environment, so providing leadership training and mentorship opportunities for this group is crucial. Deloitte  reports that “Seventy-three percent of business executives expect to continue to experience talent shortages over the next three years.” Alongside job-specific training, training programs must also focus on skills like vulnerability,   active allyship , creating cultures of belonging, removing unconscious bias and practising compassion. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and a holistic approach to well-being.  There is compelling data to prove the effectiveness of offering these types of learning opportunities across all levels, including senior leaders and executives.  " 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) In a training programme to be delivered in late 2023 and into 2024 Coventry City Council’s Workforce Diversity & Inclusion Strategy , tasked WCS to commission, design, deliver and evaluate a bespoke Talent Development programme for their LGBTQIA+ employees. This 6 part programme included the below courses to provide a well rounded training across both personal and professional development. We incorporated coaching sessions, as well as participatory learning opportunities for line managers and mentors to provide holistic support across the organisation. 1. Shifting Systems, People and Mindsets   2. Having Courageous Conversations  3. Developing Compassion and Emotional Intelligence  4. My Intersectionality, Power, and Privilege   5. Building Queer Resilience 6. Shaping My Purpose. At the end of the programme LGBTQIA+ employee participants scored the entire programme with 100% satisfaction as a professional learning curriculum and 97% of the participants responded the content was very to extremely relevant to their role as a leader.  Fostering psychological safety is not just a beneficial addition to workplace culture; it is a fundamental pillar that underpins effective learning. When employees feel safe to express their ideas, take risks, and share their perspectives without fear of judgement, organisations unlock a wealth of creativity and innovation. This environment not only enhances individual and collective learning but also drives a more inclusive workplace where diverse voices contribute to strategic goals. Ultimately, prioritising psychological safety empowers teams to align their efforts with business objectives, creating a resilient and adaptive organisation poised for sustainable success in an ever-evolving landscape. 2. Space to Connect. DEI is not a single person task. It requires our collective effort to put our principles into practice. There is plenty of evidence that a majority of people connect with DEI initiatives as seen in the 2024 Edelman Trust Barometer , which highlights 76% of people in the US said “when organisations have diverse workforces, they better connect with the public” through three key areas: 1. Build trust with community and customers 2. Products appeal to diverse customers 3. Less likely to make decisions that worsen racial injustice Connections can form in a multitude of ways and one very effective strategy is creating and leveraging employee resource groups. Through an annual partnership with JTI, We Create Space developed a strategic global plan that accounted for remote working, intersectionality training inclusive of topics like microaggressions, racism, sexism, and disability, consulting on systems, processes, policies and leadership training.  Creating a sustainable and ongoing safe space for ERG members was paramount, as well as finding fresh ways to drive engagement and create new PRIDE ERG chapters across the 127 countries they operate in. WCS developed a four-pronged strategy to address JTI's goals ,  focusing on Wellbeing & Community Building, Regional Development & Chapter Growth, Diversity within Diversity and Expertise & Thought Partnership. Benefits of this partnership from year one include:  More local chapters of PRIDE ERG were created across the globe. Increased participation by women employees across PRIDE's chapters. Continued Senior Leadership involvement and public support, including a new commitment to ensuring Pride is celebrated 365 days a year. Higher levels of ERG community engagement and participation. JTI's PRIDE ERG placed on the 2023 Global Diversity List and was named a Top 10 LGBT+ Employee Network. Won Gold from the Internal Communications and Engagement Awards for Best Internal Communications Campaign.  JTI Germany received the Global Equality Standard (GES) certification from Ernst & Young, one of the first global DEI awards allowing companies to assess the extent to which DEI is embedded throughout their global operations. Connections between companies and consumers should not be overlooked either when it comes to DEI. The Human Rights Campaign published this report   in September 2024 which shows 75.7% of LGBTQ+ people would have a less favourable opinion about a company that rolls back DEI programmes. The perception and reputation of any organisation can change very quickly in the court of public opinion. This gives way to another important connection that can only exist when we provide psychological safety and learning opportunities internally, between departments and policies.  This is an area where using consultants can bring even more value to your organisation. We regularly partner with marketing departments to build toolkits, provide training, and help develop relationships internally. A multidisciplinary team can be the difference between a campaign driving authentic connections with consumers or it having a damaging effect on the organisation. Procter & Gamble's "The Talk" campaign is a prime example of using inclusive marketing frameworks. By addressing racial bias head-on, they not only improved brand perception but also   saw a 10% increase in brand favorability among diverse audiences ( Ad Age, 2019 ) . There is a wealth of evidence to support how centering DEI in your business strategy benefits overall performance: Diverse Companies Earn 2.5 Times Higher Cash Flow Per Employee and Inclusive Teams Are More Productive by Over 35% Workday published their 2024 global survey on DEI  this year with findings that show  “ 67% of respondents say their organisation measures the business impacts of DEI, which includes employee engagement, employee diversity, and performance.” In another McKinsey study on employee resource groups   (ERG’s) 66% of employees believe that their ERG is effective at fostering a sense of community. Research confirms “ for a majority of employed U.S. adults (56%), focusing on increasing DEI at work is a good thing.” ( source ) A 2018 global study  showed diverse management teams increased revenue by 19%. The path to sustainable growth and the successful advancement of DEI objectives lies in fostering strong connections and coalitions among employees, departments, consumers, and organisations. Compelling evidence from McKinsey  underscores that companies with diverse and inclusive workforces not only thrive but outperform their competitors by a remarkable 35%. This correlation highlights the undeniable truth: prioritising DEI is not merely a moral imperative but a strategic advantage.  3. Space to Grow.  When businesses talk about growth, what’s the first thing you think of? For most people it’s not the growth of skills and humanity in their employees. But if we root ourselves in strong DEI principles and practices and emphasise putting people first, we can shift our mindsets to understand that the growth of a business should be tied into upskilling of the employees.  PWC  found that “more than a third (37%) of candidates said they’d be willing to take a pay cut for a chance to learn new skills” and within the same study “found 62% of job seekers said they’re more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce”.  In a study by Deloitte, they found skills based organisations  are 47% more likely to provide an inclusive workplace and 98% more likely to have a reputation as a great place to grow and develop.  If organisations want to grow, they need to upskill their workforce across technical skills and emotional intelligence, with a foundation built of diversity, equity, and inclusion. Companies like Chipotle have been investing in upskilling their workforce to support minimum wage workers getting into high paying management positions within 3 years as highlighted here  by their Chief DEI & People Officer Marissa Andrada.  “This broader workforce to manager pipeline is important to Chipotle,” Andrada said, “because 70% of the company’s workforce is diverse and 70% of the company’s managers come from its broader workforce.” After working with We Create Space across our consulting service and training programmes, Garnier’s Pride product launch campaign in 2023  reached 60 million people, one of their highest audience reach to date. This project was divided into two distinct pathways to ensure we provided opportunities to learn and connect across internal and external stakeholders. Not only did the campaign contribute to overall company goals, we increased Emotional Intelligence and empowered teams to make inclusive decisions which encourage allyship across the company. Community Upskilling, Education & Awareness WCS consultancy on build up with core campaign team, and strategy for navigating internal setbacks  Wider inclusion training of Garnier team and cross functional partners ‘LGBTQ+ Intersectional Allyship’ panel discussion for L'Oréal UKI Inclusion and safeguarding workshop and recommendations for ambassadors Upskilling Community and Comms teams (e.g. Cheat Sheet/Best Practices for Managing Campaign Feedback) Inclusive Campaign & Advocacy Strategy Critical guidance and grass-roots insights for selecting charity partnership Expert talent curation and content development to spotlight diverse representation  PR and Communications review (e.g. press releases, campaign video edits) Inclusive production guidelines and toolkit (e.g. pronoun badges on set) Customer education resources (e.g. Allyship guide creation) Upskilling can also help increase employee retention, lead to greater engagement, work life balance, and aid in employee mobility. Specifically on the point of retention, the cost to recruit and hire new staff is only growing. For example, some report the average costs to replace an employee are: One to two times an employee's yearly salary ( source ) $1,500 for an hourly worker 100% to 150% of an employee's annual salary for technical positions Up to 213% of an employee's annual salary for C-suite positions ( source ) On top of the cost of attrition, remaining employees are often overworked and their productivity reduces, it’s estimated this loss of productivity costs $1.8 trillion  in the US alone. This devastating effect of not upskilling employees, high turnover, low engagement, and lack of inclusivity can be reduced by diversifying your workforce across all identities. Especially when we know the overall diversity of talent also contributes to revenue growth as McKinsey  has seen in a multiyear examination of organisations.  “Our 2019 analysis finds that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile—up from 21 percent in 2017 and 15 percent in 2014” Everything from accessible job applications, using gender neutral language, removing coded language, offering remote work, flexible schedules, and ensuring equity in policies are some of the areas where utilising an external partner like We Create Space can benefit your business. What’s listed here are all symptoms of DEI not being built into the growth strategy of your organisation. Another survey  conducted in Dec 2023 on Chief HR Officers outlook for 2024, shows “63% plan to focus on attracting a more diverse workforce.” If you have a growth mindset for your organisation, you need to have it for your employees as well. Giving employees access to grow themselves, their skills, and become champions of DEI affords you many more opportunities for increasing your internal mobility rate, decreasing your attrition rate, and improving the overall wellbeing of staff. A business without people focused growth, will constantly find itself running behind in the race. Investing in your own growth and the growth of others is an act of compassion and inclusion in its purest form.  Conclusion. The journey toward fostering diversity, equity, and inclusion within organisations is not merely a trend but a necessity for sustainable growth and success. As we have explored, historical shifts in societal perspectives underscore the importance of adapting to new realities. Organisations that prioritise DEI are not only enhancing their internal culture but are also positioning themselves to resonate more deeply with their communities and customers. The evidence is clear: a diverse workforce is a powerful driver of innovation and profitability. Moreover, the commitment to upskilling employees plays a critical role in mitigating the adverse effects of high turnover and disengagement. By investing in training that emphasises vulnerability, allyship, and emotional intelligence, companies can create an environment where all employees feel valued and empowered. This, in turn, leads to improved productivity and retention rates, ultimately benefiting the organisation's bottom line. The statistics reveal a compelling narrative; organisations that embrace inclusivity see tangible improvements in performance and employee satisfaction. As we move forward, it is essential for leaders to champion DEI initiatives actively and transparently. This requires not only a strategic approach but also a genuine commitment to listening and responding to the needs of diverse voices within the organisation. By fostering a culture of psychological safety, leaders can encourage open dialogue and collaboration, paving the way for innovative solutions that reflect the richness of diverse perspectives. In essence, the path toward effective DEI implementation is ongoing and requires dedication from every level of the organisation. As we look to the future, let us embrace the transformative power of diversity and inclusion, recognizing that it is not just a moral imperative but a strategic advantage. Together, we can build a more equitable and inclusive world that benefits not only our organisations but society as a whole. This We Create Space | Insights Report is one of the ways we are supporting communities to Learn, Connect, and Grow through shared research and data. Our upcoming November report will feature discoveries from a series of roundtable discussions with DEI leaders being conducted in September. This report will be a forward looking, action focused guide for practitioners as we approach 2025.  Stay in the know and subscribe   to our biweekly corporate newsletter. 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 sat down with writer, presenter, researcher and award winning intersex activist, Anick Soni, an attendee of our Who Am I? TQ+ leadership programme, to hear about their retreat experience and how they've used our teachings to drive change in their own life. Who are you? I am a lot of things – fundamentally, I am someone who likes to share knowledge, create content, and help others. I am a writer, researcher, and presenter. I am intersex, I am disabled, I am bisexual, I am queer, I am a Person of Colour, and a bunch of other labels I may not even know yet. I am lots of things – all at once. How did you find yourself doing what you're doing? For as long as I can remember, I’ve taken part in a variety of community groups and volunteered my time to various causes. Through this, I began to speak about the issues, share knowledge, and engage in conversations. What started as a way for me to learn and develop, or to find a community, became a wonderful way for me to feel a sense of belonging. From planning events, conducting research, delivering workshops, and creating content, to sitting on funding panels deciding how to distribute funding to projects – I’ve been involved in various forms of activism for a long time. But I was called an activist by other people, long before I even considered myself as one. It’s a label that I primarily found useful when I had something to say that was different, or rarely mentioned – but not one I comfortably used. It added a lot of pressure to be ‘the’ voice of my various identities – for outsiders, rather than giving me the freedom to exist within it for myself or within my communities. What have you learnt throughout your journey? Firstly, being a leader comes in lots of different ways. There are times in life where you decide to become one – and in other times, people see you as one without you making a specific choice. What I’ve learned in both of those times is to balance the desire to be of service and knowing how to look after yourself. One of the biggest issues I see often are people who constantly re-live their traumas publicly by sharing them, without doing the internal work that can help them to heal. What that means for the person is that they are quick to experience ‘burnout’. Moving forward does not mean that you forget the past. Some people spend a significant amount of their time sharing intimate details about what they’ve gone through, in an effort to help others and perhaps even to feel some solace. For me, I would speak out about hiding my intersex story, the kind of childhood I had and what I wished was different. However, there will be a point where you want to outgrow your past. I learn that moment during the ‘Who Am I?’ retreat. I learned that in my situation, whilst sharing my story was powerful – it was not contributing to the change that I wanted to achieve. Why did you get involved in the "Who Am I?" programme? I don’t entirely have an answer for this. It came at the right time. I don’t think I was ready for it before – I can’t say I knew what I wanted to achieve beforehand. I was very comfortable but deeply unhappy – yet I thought I was okay. I now describe that as survival mode – and post-retreat, I’m attempting to be in some form of ‘thriving mode’. Have you used anything from our retreat in your life? What was pivotal to me was listening to other people and their experiences. I found that not only was my situation not much different – but there were discernible patterns in ‘activism’ and ‘leadership’. Having check-ins with people I met through the retreat has been incredibly useful. Learning how to reflect on my experience has enabled me to facilitate my own growth and development. What relationship do you have to the LGBTQ+ community? A very complicated one to be honest. I describe myself as Queer online – but it’s not necessarily how I identify in person. I don’t tend to verbally share my sexuality the way I share my intersex story. That’s something I learned about myself during the retreat. I have a wonderful group of friends who are all queer – and so I rarely feel the need to describe myself as such. However, outside of specifically queer spaces, I don’t always like to bring it up my queerness because I have experienced situations where I am expected to be ‘the voice’ rather than myself. It’s a conflict within – I want to be able to be all of me and not just part of me. At the moment, I believe I can only do that in queer spaces. Over the lockdown, I felt so disconnected outside of my regular volunteering and access to queer spaces – that I no longer felt part of the community. Being LGBTQIA+ and being part of the community (or communities) are not the same thing for me. Oftentimes, I see people speaking ‘on behalf of the LGBTQ+’ community and I wonder what they think that means. I think it’s very important for me that I continue to meet people across the acronym and learn from them. Whilst I believe strongly in unity, I think we need to be better allies for each other within; and that means knowing when it’s not my place to ‘represent’ or ‘speak’ on a particular issue. What's the biggest challenge you're currently working through? “I have to constantly re-identify myself to myself, reactivate my own standards, my own convictions about what I’m doing and why” – Nina Simone. The biggest challenge I’m currently working through is trying to discover who I am outside of service. It’s actually ‘doing the work’ on myself – and thinking about me instead of just what I can do for others. Who am I, when I’m not living to please other people or to achieve a particular goal… At one of my lowest points, I decided that I would live for people who wanted to live, even if I didn’t want to myself. I told myself that it was being selfish was the issue. My real issue was a lack of purpose. Have you learnt anything new about yourself since the retreat? The retreat taught me that I do not need to have a back-up plan in place to make the next step. I felt very trapped before because of things like financial needs; it meant that I did not pursue particular avenues because I worried about survival. I carried on doing a job that I found unfulfilling all to pay bills. Meanwhile, I avoided finding a job that I would be able to feel more empowered. As silly as this may sound, it was more comfortable and easier for me to stay where I was than to try something new and fail. I was so scared of failure. During the retreat, I learned all those cliches are true, if I don’t try something then that’s a failure in itself. I learned that I surviving and thriving are very different beasts. How do you continue to "Create Space"? These are the ways I create space: 1. Therapy - SouthAsianTherapists, Kalda and Bloom – these are the spaces that I use to create time for myself to be able to reflect, understand, and explore feelings. 2. Books - reading and writing are big parts of my life and I like to create space for characters (fictional or living) to teach me about communities, experiences, and lives outside of my own. 3. Spaces – I use a variety of spaces to meet new people and expand my connections or harness them. I find that being part of a community is really helpful for me to have that sense of belonging and also to have fun. Want to connect with Anick? Follow him on LinkedIn , I nstagram Are you interested in joining one of our retreats? Our 'Who Am I?' retreats take place throughout the year. We have tailored iterations of the programme to suit the needs of differing identity groups. Each person can attend the group that feels right for them. To stay updated about upcoming workshop and retreat dates, please subscribe to our mailing list here .

We share key take-aways and findings from our recent support session for QTIPOC affected by far-right violence. Earlier this month, WE CREATE SPACE hosted an open community conversation dedicated to supporting and uplifting Queer Black, Brown, and POC communities and individuals. In response to the recent far-right unrest targeting immigrants and BIPOC (Black, Indigenous, People of Colour) communities in the UK, this ‘space for dialogue’ was designed to create an opportunity to come together for reflection, mutual support, and collective healing in our continued effort to create spaces to Learn, Connect and Grow. White and non-POC LGBTQ+ individuals were invited to attend as allies and listen to the lived experiences shared. As we grapple with the profound and ongoing impact of these recent events, we knew that QTIPOC individuals would need a safe space to seek connection and support - one which recognised the intersectional challenges and range of emotions QTIPOC are facing at this time. The 90 minute session began in-conversation with two well-known & respected community role models, both of whom are also valued WCS Collective members: coach Char Bailey (she/her) and activist and psychotherapist Sabah Choudrey (they/he). Each shared their personal experiences & thoughts around recent political unrest and the conversation explored feelings of personal safety, the impact on their families and community, relentless targeting of Muslim people and the importance of collective action. The conversation was hosted by Ora Özer , Programme Director for WCS. Following the conversation, attendees took part in a short grounding exercise led by Ora before going into breakout rooms for open conversation and sharing. In order to create a safe space where everyone felt able to share their earnest feelings, these breakout rooms were split between those for BIPOC attendees, led by Ora & Char, and one for allies to explore & share collective allyship, led by Jon-Paul Vicari , Managing Director at WCS. Reflections from our breakout spaces. Attendees expressed a level of uncertainty as they went about their days following the riots and wondering whether the person walking past them in the street, or those around them, held racist views, was a common thought Many shared how they felt they needed to numb themselves in order to get through it All emphasises a greater need for understanding when it comes to the impact of these events and for safe spaces where they can share their concern & pain and be heard Those who shared their experiences felt they had community or friends to reach out to support - nobody seems to feel alone or not having anyone to speak to Those in the allies group communicated wanting to help but were concerned about taking up space in the conversation. They were recognised the need to acknowledge and leverage their power & privilege to support BIPOC individuals & communities. After questions & comments Char, Sabah and Ora shared takeaways and tips with attendees on moving forward from these events, followed by a guided meditation from Ora to close the session. The goal of this space for dialogue was to cultivate an environment of understanding and empowerment where we can share experiences, explore coping strategies, and strengthen community bonds; all of which was certainly achieved. The feedback following the session has been incredibly positive and the main take-away is the need for more ongoing dialogue around the Queer BIPOC experience and opportunities to come together.  Cultivating spaces for courageous conversations can allow us to transcend barriers that are preventing us from stepping into the unknown. Whether we’re leading companies, building our career, raising a family, or fighting for justice, we need to be able to communicate when it’s uncomfortable, confusing, and difficult, and do it in a way that actually builds trust and strengthens our relationships. We Create Space is proud to bring brave spaces into organisations globally through expert training, coaching, and facilitation . Get in touch with our team at hello@wecreatespace.co to discover your pathway to a more inclusive and courageous workplace.  Take-aways and tips from our facilitators. Sabah’s take-aways ✓   Use your faith to ground yourself. Return to the reasons why you believe, or seek out comfort in religious scripts or in your faith communities. Find meaning for yourself, as your faith is your strength. ✓ For each moment of heaviness or darkness, seek out light. Whether that is laughter, playfulness, quietness, or movement, ensure you have the option to express yourself in ways that feel light and nourishing. It's not always easy to lean into the light, but give yourself the option. ✓   The revolution needs you to be well. So taking care of yourself is necessary. Stepping back is necessary if it means you stay well, because the revolution and your community will need you again. Char’s take-aways ✓ Connect with nature, remind yourself that you are part of something bigger than yourself and allow yourself to step out of the chaos and into your own calm, out of the mind and into the body . ✓ Know your history, connect to your ancestors, remember that we come from a long line of people who have overcome so much and be empowered by their stories, we shall overcome . ✓ Remember two things can be true at once, and don't guilt yourself into not letting the joy in when it's around. Existing can be hard enough, we don't deserve to suffer, don't block your blessings . Ora’s take-aways ✓   Remind yourself that your nervous system is designed to move from an alert state to a calmer one with certain efficiency. Seek moments in your day to consciously move back into a calm state. The more you practise it, the easier it will become. ✓ In moments of crisis and urgency, give yourself permission to remember your long term plans and commitments towards change. Be it through the work you are involved in or the support you give to others. Change is a long term journey. Our daily efforts towards a bigger plan are still valid in moments of crisis. ✓   When everything feels like too much, ground yourself in familiarity and trust. Put your attention on something bigger than yourself, and bigger than the current situation that you can trust will prevail (be it your faith, your values or a big principle in your life). Seek those things that you have control over, even if only your breath, and the routines, people or places that make you feel safe. 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!

Ali Hendry and Jua O'Kane discuss the challenges and benefits of non-monogamy, building communication skills and disclosing your identity at work. Polyamory, whilst not inherently queer, is a common practice in the LGBTQ+ community. It is considered a form of ethical, or consensual, non-monogamy, that involves having romantic or sexual relationships with multiple partners at the same time. Polyamory is often viewed negatively, through a heteronormative & traditional lens, with a lot of judgement, misconceptions and stigma attached. Watch this session to explore... - The lexicon of polyamory - How to make non-monogamy work - The richness of Queer polyamorous history. Speakers: Ali Hendry is an Inclusion Consultant, Holistic Life Coach, TEDx speaker (Survivor's Guide to Jealousy) and relationship columnist at DIVA Magazine, using her platform to educate and empower others through her personal experiences as a queer woman. Jua O'Kane is an illustrator, graphic designer, creative researcher and speaker from Northern Ireland. Their artistic practice explores the intersections of queer identity, spirituality, intimacy and technology. Jua is the Marketing Manager at WE CREATE SPACE and the Communications Director of Trans Pride Plymouth. 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 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 allyship toolkit teaches you key terms, approaches and strategies for being a better ally to women whether you're at work, in a social setting or wider society. Celebrating Women’s Equality Day in the face of a rising tide of dangerous and extremist misogyny across the globe may leave us feeling somewhat disillusioned. In the UK, it is estimated that a woman is killed by a man every three days ; the Femicide Census 2021   found that around 60% of women killed by men were killed by a current or former partner. We can’t expect to dismantle misogynistic violence without first dismantling the pervasive attitudes which allow this kind of abuse to proliferate. If you’re ready to do your bit then you’re in the perfect place. This is the first edition of our Allyship Tool Kit series, where we’ll be exploring in depth how you can be a better ally to a variety of different marginalised communities. Fundamental Concepts To understand how to be an effective ally to the women around you, it is important to familiarise yourself with the following terms. Check out these definitions from our  Queer Allyship Lexicon . Misogyny: A dislike of, contempt for, or ingrained prejudice against women. Misogynoir: Discrimination that falls at the intersection of misogyny and anti-black racism, as experienced by Black women. The term was coined by Black feminist writer Moya Bailey. Transmisogyny:  Discrimination that falls at the intersection of transphobia and misogyny, as experienced by trans women and trans feminine people. The term was coined by writer and transgender activist Julia Serano in her book “Whipping Girl”.  Transmisogynoir:  Discrimination that falls at the intersection of transphobia, misogyny and anti-black racism, as experienced by Black trans women and trans feminine people. Intersectionality : Coined by Kimberlé Crenshaw, intersectionality is an analytical framework for understanding how aspects of a person's social and political identities compound to create different layers of discrimination and privilege. Intersectionality identifies multiple factors of advantage and disadvantage across different characteristics such as Race, Class, Sexuality, Marital Status, Disability, Gender, Faith etc. RESOURCE: Intersectionality 101: Unpacking Intersecting LGBTQ+ Identities. Our essential guide to what intersectionality is and how to put it into practice, featuring perspectives from the WCS Global Speaker Collective. Bodily Autonomy: Bodily autonomy is the right to make decisions about your own body. The bodily autonomy of women and trans people is often targeted politically through legislation that targets abortion rights and gender transition. It is essential that we have the final say on decisions about our bodies. VAWG: Acronym for "Violence Against Women and Girls". This umbrella term covers domestic violence, homicide, sexual assault and harassment, honour-based abuse, stalking, coercion and controlling behaviour inflicted upon women and girls. VAWG is not limited to physical violence and has been shown to have long term impacts on the mental health of victims. TERF: Acronym for Trans-Exclusionary Radical Feminist. TERFs are radical feminists who exclude the rights of transgender women from their advocacy of women's rights. TERFs often actively contribute to bigotry towards transgender people. SWERF: Acronym for Sex Worker Exclusionary Radical Feminist. SWERFs are Radical feminists who exclude the rights of sex workers from their advocacy for women's rights. SWERFs often campaign to criminalise sex work. Misogyny & Intersectionality We cannot approach allyship towards women with a “one size fits all” mindset. Women across various identity groups may be treated entirely differently from one another as the misogyny they experience is altered by additional marginalised identities they hold.  For example, while a white woman in a misogynistic work setting may be belittled, spoken over or sexualised, a Black woman may instead find herself being treated as incompetent, aggressive or confrontational. Latina and East Asian women may face being hypersexualised as a result of crass stereotypes, while disabled women are desexualised and disallowed sexual autonomy. For some individuals, their womanhood itself is not always a given; butch, gender non-conforming, intersex and transgender women increasingly find themselves ideologically and physically excluded from other women. What’s essential to realise is that all of these manifestations of discrimination stem from the same core misogynistic impulse: to control and subjugate women . How a woman’s identities impact her desirability in society often impacts the way this control manifests.  Intersectionality also plays a huge role in issues like the gender pay gap. While women across the board continue to be paid less than their male counterparts, this gap widens further when we take race into account. According to a 2022 survey by the Ethnicity Pay Gap Campaign, 52% of Black women had experienced being paid less than white colleagues in the same role . RESOURCE: Being a Queer Woman of Colour in the Workplace. Speakers from the We Create Space Global Speaker Collective discuss microaggressions and discrimination they have faced at work. In Practise Physical safety:  Whether you’re planning a trip with friends or going out for after work drinks, prioritise the physical safety of the women around you.  Consider the safety of the area or venue you are going to. Are the streets well lit? Is it accessible by public transport? Check in about how everyone is getting home and offer to make the journey together if it would make them feel safer.  Ensure it is clear that these gestures are out of a care for safety, as opposed to any kind of sexual advance.  At work: Misogyny in workplaces is less likely to be explicitly violent, but that doesn’t mean it isn’t damaging. Misogynistic attitudes across employment continue to hold women back in their careers, devalue their contributions and exclude them from leadership roles. Point out if a woman colleague is spoken over, or if someone else takes credit for her idea.  Try utilising tips from our microaggressions guide! “I wanted to hear the rest of what X was saying, can we please let her finish?” “Thanks for your contribution, I believe X mentioned that earlier in the meeting…” Consider what you can offer junior women colleagues in terms of industry connections, mentorship or advice. Offer these things out of a genuine desire to empower their progression, not out of a sense of guilt or being a male saviour.  Don’t cover for the bad behaviour of others. Encourage accountability, report sexual harassment and dismantle ‘boy’s club’ vibes. Celebrate the accomplishments of the women around you. Your voice carries weight and may result in others recognising that which they have previously overlooked. RESOURCE: How Do Gender Stereotypes Impact Queer Leadership? Sayantani Chakravarty shows how our image of an effective leader is limited by regressive gender stereotypes. Behind closed doors: As a true ally, you must challenge misogyny when it occurs, regardless of whether a woman is around to witness it. A lot of extreme misogynistic rhetoric occurs in men-only spaces, and those attitudes will continue to thrive unless challenged. Denormalise ‘locker room talk’.  “ I don’t think it is ever appropriate to talk about women like that. You wouldn’t say that in public, so don’t say it here.” Call out misogyny even when it is aimed at someone you don’t like. A woman’s age, opinions or attitude is never a free pass to weaponise misogyny against her. ‘Ironic’ misogyny, whether aimed at celebrities, politicians or regular people, validates the misogynistic behaviour of others.  “I may not agree with X’s opinions, but you undermine your own point of view when you make jokes about how she looks.” Instead of chastising someone for not being politically correct when they make a misogynistic comment, try appealing to their sense of humanity and inclusion. Let them know you found their comment weird, inappropriate or uncomfortable. “That’s a really odd thing to say, why did you think it was funny? I wouldn’t want women in my life to hear things like that.” Internalised misogyny: Misogyny can be perpetrated by anyone, including women. Internalised misogyny often develops out of a desire to protect oneself by attacking other women, but this behaviour harms all women in the long run and does little to protect those who leverage it. Solidarity is key. There are no ‘bad’ women who are deserving of misogynistic behaviour.  “All women deserve to live free of misogyny, regardless of how they act or present themselves.” Educate yourself on the intersectional challenges faced by women across a variety of identities.  RESOURCE: Woman to Woman: Lessons from a Lesbian Executive & Woman to Woman: Learning from a Trans Activist. Lesbian Executive Nancy Di Dia and transgender activist Eva Echo discuss their careers and the future of LBTQ+ solidarity. Addressing Discomfort If you are perceived as a man, it may feel uncomfortable to function under the assumption that a large portion of the population may view you as a threat. Being perceived this way can affect your self esteem and make it more difficult to be emotionally vulnerable, but the only way to change this perception is to create a world where women and girls are safer. At the same time, certain demographics of men are more vulnerable to being unfairly profiled as ‘dangerous’. As men move to create a world that is safer for women, women should also be critical of their own biases and consider how racism, colourism and islamophobia may play into the perceived threat wielded by the men they encounter. Look at the Intersectional Wheel of Power and Privilege  and consider where you sit on it. For example, the racist stereotype of the “ Black Brute ”   emerged in the US after the abolishment of slavery as a means to depict Black men as a danger towards white women. White women leveraging their privilege over Black men resulted in countless lynchings, including that of 14 year old Emmett Till .  In Conclusion We all have a role to play in making the world a safer place for women, and it’s one we should take up enthusiastically. Even the smallest acts of misogyny feed into the bigger picture of violence, abuse and discrimination that women face, so it’s essential that we treat those acts as being as unacceptable as they are. Allyship is never stagnant, and we should always be committed to learning and bettering ourselves. Continuing to educate and surround yourself with the perspectives of women from a variety of different backgrounds is key. Check out some of our recommendations from the WCS Collective below! Tash Koster-Thomas Instagram  | LinkedIn Tash is a leading Inclusion and Diversity Consultant, presenter, speaker, and LGBTQ+ Activist who is driving the conversation forward. Eva Echo Instagram   | LinkedIn Eva is a highly respected activist, writer, and public speaker with a passionate focus on transgender rights and mental health.  Taylor Lianne Chandler LinkedIn Taylor is an advocate who has dedicated her platform and privilege to elevating the voices of Black and brown trans and intersex individuals, fighting for social justice in Washington, DC and beyond.  Nancy Di Dia LinkedIn Nancy is a highly accomplished corporate executive with over 25 years of experience in the field of Diversity, Equity, Inclusion, Justice, and Belonging (DEIJB).  Ruby Rare Instagram Ruby Rare is sex educator, author, broadcaster, and public speaker on a mission to get people talking more confidently and inclusively about sex. 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 to six LGBTQ+ leaders about the challenges they have faced at work, how they deal with 'micro'-aggressions, and what true allyship means to them. Although much progress has been made for women’s and LGBTQ+ rights around the world, it still takes a lot of courage for women to be open about their sexual identity and the truth of its complexity - especially in the workplace. Many still face, and fear, discrimination for simply being a woman. It’s one of the reasons around 73 percent of LGBTQ+ women are not fully ‘out’ to colleagues in the UK. This lack of representation only worsens when it comes to queer women of colour, and those in leadership positions. According to a recent study by BWIL (Black Women in Leadership Network), 68% of black women reported experiencing racial bias at work. This figure rose to 84% of Black women in senior management positions. We spoke to six LGBTQ+ leaders about their experiences of being queer women of colour in the workplace; the challenges they've faced, the common 'micro'-aggressions they've encountered, and the examples of meaningful allyship they would like to see more of. We're so grateful to these individuals for sharing their personal anecdotes, experiences and stories. We believe in the power of story-telling and role-modelling to engage communities, encourage action and drive change. After all, we can't be what we can’t see. Stories can help shift that; bringing people together to learn, celebrate and empower each other to become better allies in and out of the workplace. Our contributors: Char Bailey (she/her) Tash Thomas ( she/her) Eva Echo (she/they) Coco (they/she) Yassine Senghor (she/her) Alex D'Sa (she/her) Please note that our non-binary contributors have each agreed to be included in this content. We believe that part of exploring womanhood is about expanding our understanding of what it means to be a 'queer woman' and including the perspectives of non-binary individuals. We encourage you to check-out our article 'Being both Non-Binary and a Black Woman.' With special thanks to Liberty London , for being our location partner for this film. Other credits include: Filming and edit: producedby.kiran Music by @divincent_ @anaalogue @lukrembo WE CREATE SPACE have developed a tailored set of programmes dedicated to helping organisations become more inclusive for all their employees. To learn more, check out our corporate DEI solutions or contact us through email: hello@wecreatesp ace.co

Take a peek into our fabulous Pride Gala at The Social Hub in Barcelona, where we celebrated the winners the 2024 WCS LGBTQ+ Awards. Video by Stefan Chavarriaga / Swami Pro This year we celebrated the first ever WCS LGBTQ+ Awards in Barcelona, where we recognised Queer Leaders from across Spain who are serving the LGBTQ+ community. Our Hosts Barry Brandon (any pronouns) Kari Serrano (she/her) Our Panel Kei Yoshida (they/them) David Velduque (he/him) Jossy Jaycoff (she/they) Our Performers Live Music | Barcelona Gay Men's Chorus | Sergio Del Boccio (he/him) with Fer Valdivia (he/him) Ballroom | Panda Waack 劉倩兒 (she/her) and Jayce (they/she/he) Cabaret | il-Monstro (they/she/he/ze) , Santa Catalina (she/they) and Sara Brown (she/they) DJ Set | Josh Harrison 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. Learn more about the 2024 WCS LGBTQ+ Award Winners. Photos by Joyce V. Newrzella 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!