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An intersectional LGBTQ+ glossary of terms. Queer Allyship Lexicon The AN INTERSECTIONAL LGBTQ+ GLOSSARY OF TERMS Our glossary of terms: AAVE AAVE is a way of speaking typically seen in African American and Black Canadian Communities. AAVE may be considered a dialect, ethnolect or sociolect. While it is clear that there is a strong historical relationship between AAVE and earlier Southern U.S. dialects, the origins of AAVE are still a matter of debate. (See: Black and Blaq/Blaqueer) ADHD Attention deficit hyperactivity disorder (ADHD) is a neurological disorder that impacts the parts of the brain that help us plan, focus on, and execute tasks. ADHD symptoms vary by sub-type — inattentive, hyperactive, or combined — and are often more difficult to diagnose in girls and adults. AFAB / AMAB Acronyms for: Assigned Female at Birth Assigned Male at Birth AIDS AIDS (Acquired Immune Deficiency Syndrome) is the name used to describe a number of potentially life-threatening infections and illnesses that happen when your immune system has been severely damaged by the HIV virus. During the AIDS crisis in the 1980s, primarily gay men were persecuted in connection with the illness, as it was perceived that only gay men could contract HIV. However, nowadays, for the first time, more heterosexual people are HIV positive than Queer people. And statistically over 50 per cent of all adults living with HIV currently identify as women. Ableism Beliefs or practices that rest on the assumption that being able-bodied is “normal” while other states of being need to be “fixed” or altered. This can result in devaluing or discriminating against people with physical, intellectual or psychiatric disabilities. Institutionalised ableism may include or take the form of un/intentional organisational barriers that result in disparate treatment of disabled people. See: Accessibility, Inter-able, Neurodiverse & Autism. Abolition The action of putting a stop to a system, practice, or an institution, typically to make way for more progressive legislation and ways of working to reflect the liberalised views of mainstream society. Abuse Abuse is the improper usage or treatment of a person, often to unfairly or improperly gain benefit. Abuse can come in many forms, such as: physical or verbal maltreatment, injury, assault, violation, rape, unjust practices, crimes, or other types of aggression. Historically marginalised groups are disproportionately impacted by the effects of abuse. Accessibility The "ability to access" the functionality of a system or entity, and gain the related benefits. The degree to which a product, service, or environment is accessible by as many people as possible. Accessible design ensures both direct (unassisted) access and indirect access through assistive technology (e.g., computer screen readers). In this sense, thinking about digital accessibility makes us consider the way in which we share information. Universal design ensures that an environment can be accessed, understood, and used to the greatest extent possible by all people. See: Ableism. Accountability The acceptance of responsibility for one's own actions. It implies a willingness to be transparent, allowing others to observe and evaluate one's performance. Achievement In the world we live in, especially when it comes to our careers, a lot of our accomplishments are based on achievements. In the LGBTQIA+ Community, we have achieved a lot, as far as civil rights and acceptance in society. When there is always more to do to improve though, it is sometimes easy to forget to reflect on what we have achieved, and where we have come from. The same applies to all of us on an individual basis - we should all make time to look back and truly appreciate what we have done, and what it took to bring us here today. Achillean Also known as Men Loving Men (MLM), describes men, male-leaning individuals, or masculine-aligned people of all genders who are attracted to other men, male-leaning individuals, or masculine-aligned people of all genders. Activist Someone who labels themselves as an ‘activist’ typically adopts a more grassroots approach and can (to an extent) hold anti-establishment mindset. Often, an activist’s lifestyle can be heavily steered by their stance on a specific issue. Furthermore, activists spur on wider political and systemic change through their actions and words. See: Grassroots. Addiction An addiction manifests in any behaviour that a person finds temporary pleasure or relief in and therefore craves, suffers negative consequences from, and has trouble giving up. Members of the LGBTQIA+ Community are statistically more than twice as likely than straight people to battle with addiction at some point in their lifetime. This may be down to increased mental health challenges, internalised negative views about oneself as a result of marginalisation and discrimination, or a coping response to trauma. Adoption The adoption of children by same-sex and queer couples is a concept that has recently received more-widespread support in the mainstream and this has been reflected in changes in legislation. This does not mean that same-sex and queer parents do not face opposition to adopting children from those who are more conservative. Adoption is a great way for same-sex/queer couples who are not able to conceive naturally to expand their family, and also provide a loving home to a child who is disadvantaged. It is also common for couples who can conceive to adopt out of a desire to positively impact the life of a child living in care. (See: Family and Fostering) Adversity Referring to a difficult or unpleasant situation. Queer people regularly face adversity that cisgender heterosexual people do not, such as discrimination in the workplace, rejection by family members, medical gatekeeping, political scapegoating or violence and abuse on account of their identity. Advocate Similarly to an ‘activist,’ an advocate also wants to make change and support a cause or community that matters to them. However, they work within existing systems to raise awareness about issues and injustice, selectively considering when they are vocal about a specific issue - amplifying discourse taking place in society, and bolstering the efforts of activists. Affirmations Something that motivates, inspires and encourages you to take action and to realise your goals. These are most often short phrases that you can repeat throughout the day. Affirmations are important tools to help us change our patterns of thought, maintain a positive mindset, and also help us get back on to the right path if we are struggling. Affirmative Action Affirmative action involves sets of policies and practices within a government or organisation seeking to include particular groups based on their gender, race, disability, sexuality, creed or nationality in areas in which such groups are underrepresented. This is important to ensure diversity of thought within organisations, as well as to bolster social mobility of individuals who are afforded opportunities. Ageism Prejudice, discrimination, or antagonism by an individual, community, or institution against a person or group based on their age. Agender Someone who does not identify with any gender identity or sees themselves as having no gender. Ally An ally is someone who supports people who are in a minority group or who are discriminated against, even though they do not belong to that group themselves. True allyship requires action and continuous unwavering solidarity. It is not about convenience or optics - this would be considered 'Performative Allyship'. The positive effect of an ally can only be evaluated by the receiver. Altruism Altruism is the principle and moral practice of concern for the welfare and/or happiness of other human beings or animals. Ambassador An ambassador (in terms of DEI) is normally someone who an organisation or brand partners with. Normally, this ambassador will be part of a marginalised community who is vocal on societal issues and injustices. Androgyny Androgyny is the quality or state of being neither specifically feminine or masculine. Anti-Racism Anti-racism encompasses a range of ideas and political actions which are meant to counter racial prejudice, systemic racism, and the oppression of specific racial groups. It is important that we all practice Anti-Racism within the Queer Community, as many of the biggest changemakers who have helped afford us the civil rights we have today, have been People of Colour. Anti-Semitism Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities. Just like any other form of discrimination, Anti-Semitism has no place in the Queer Community, or in wider society as a whole. Anxiety Anxiety is a feeling of unease, such as worry or fear, that can be mild or severe (which is often identified through medical diagnosis). Everyone has feelings of anxiety at some point in their life, but LGBTQ+ people are more than twice as likely to experience. If your anxiety is getting in the way of your everyday life, it's important to seek support from people that you trust, and find holistic tools to help manage the symptoms. See: Grounding, Meditation & Reflection. Appropriation The inappropriate or unacknowledged adoption of an element or elements of one's culture or identity by members of another culture or identity. This can be controversial when members of a dominant culture appropriate from minority cultures. When thinking specifically about the appropriation of the LGBTQIA+ community, Queerbaiting is a prime example of this. Archetype A statement, pattern of behaviour, or model which others then replicate or emulate going forward. The archetype has become recognisable or quintessential as a standard of the type in society over generations of human culture - specifically for the LGBTQIA community, this manifests itself in types of people or crowds in the community - who have similar body types, interests or display similar behaviours. Aromantic Someone who does not or experiences limited romantic attraction. See: Asexuality Asexuality A person who does not experience sexual attraction. Some asexual people experience romantic attraction, while others do not. Asexual people who experience romantic attraction might also use terms such as gay, bi, lesbian, straight and queer in conjunction with asexual to describe the direction of their romantic attraction. Assimilation Assimilation is the process in which a minority group or culture comes to resemble a society's majority group or assume the values, behaviours, and beliefs of another group whether fully or partially. An example of assimilation in that Queer People could be seen as changing their behaviour depending on who they're facing. This is often at the expense of one's own culture and identity. For queer folks, assimilation can mean subsuming or erasing their queer or racialized identity to fit into heteronormative society. It can often look like internalised homophobia, racism, or transphobia, which keeps us closed in and conforming to societal norms at the expense of our own authentic selves. Here are examples of assimilation: - Avoiding holding hands with a partner in public to avoid negative reactions from others. - Changing ones appearance or behaviour to conform to gender norms. - Choosing not to come out to one's family and friends for fear of rejection. - Pretending to only have relationships with the opposite sex to avoid discrimination. - Avoiding talking about ones sexuality or gender identity at work to avoid judgement or discrimination. - Suppressing aspects of their cultural identity to avoid discrimination or rejection from others. See: Code-switching. Asylum Seeker A person who leaves their country of birth or residence, enters another country and seeks protection by the state in this other country. An asylum seeker is an immigrant who has been forcibly displaced and might have fled their home country because of war or other factors harming them or their family. Attraction When we hear "attraction" we tend to think of romantic or sexual attraction, but there are many other types of attraction that we can feel. Sexual Attraction – Attraction, arousal and desire for sex, often caused by physical traits. Romantic Attraction – Emotional attraction and a desire to be romantically involved with someone, not inherently sexual. Alterous Attraction – Desire for emotional closeness. Aesthetic Attraction – Attracted to the appearance of a person, that is not inherently romantic or sexual. Sensual Attraction – A desire for physical contact short of actual sex. Emotional Attraction – Attraction to a person’s soul, personality, mind, dreams, and heart Intellectual Attraction – Attraction to a person’s intelligence See also: Sexuality, Orientation Authenticity Authenticity is the acknowledgment, and eventual integration of all the aspects that make us who we are. It informs our ability to choose what feels right at any given moment. Autism Autism is a neurological and developmental difference that affects how people interact with others, communicate, learn, and behave. Although autism can be diagnosed at any age, symptoms generally appear in the first two years of life. Symptoms present themselves differently in women and girls so they historically have been underdiagnosed in early years and diagnosed later in life. Autism is a form of neurodiversity. BIPOC Stands for Black, Indigenous, and people of colour. Pronounced “bye-pock,” this is a term specific to the United States, intended to centre the experiences of Black and Indigenous groups and demonstrate solidarity between communities of colour. Ball Culture The Ballroom Scene is an African-American and Latino underground LGBTQ+ subculture that originated in New York City. Beginning in the late 20th century, Black and Latino drag queens began to organize their own pageants in opposition to racism experienced in established drag queen pageant circuits. Belief "Core beliefs" can refer to one's personal values and ideologies in life, a lot of which can be based upon society or those of whom are close to us. However, beliefs also refer to what we think is true about ourselves. For example, as Queer people or folks from historically marginalised backgrounds, we often grow up applying meaning to certain parts of our identity. Internalised beliefs can have a massive effect on our self-esteem, how we view ourselves, our wellbeing, and ultimately our ability to reach our full potential. In order for us to remove these internal barriers it is important that we check in regularly with ourselves, and question the validity of our own beliefs. Belonging Belonging is a fundamental part of being human: We need people and this need is hardwired into our brains. Belonging is, of course, that feeling of connectedness to a group or community. It’s the sense that you’re part of something. You feel attached, close and thoroughly accepted by your people. But belonging is more than just being part of a group. The notion of belonging, or social identity, is a central aspect of how we define who we are. We consider ourselves to be individuals but it is our membership of particular groups that is most important in constructing our own personal and unique sense of identity.

An intersectional LGBTQ+ glossary of terms. Allyship Lexicon The AN INTERSECTIONAL GLOSSARY OF TERMS Language can shape environments, and words can be an integral tool for creating culture change and inclusive workplaces. We must all actively and continually educate ourselves as we create a path to progress. A B C D E F G H I J K L M N O P Q R S T U V W X Y Z Our evolving glossary of terms: Last updated on 02/05/2023 AAVE ADHD AFAB / AMAB AIDS Ableism Abolition Abuse Accessibility Accountability Achievement Achillean Activist Addiction Adoption Adversity Advocate Affirmations Affirmative Action Agender Ageism Ally Altruism Ambassador Androgyny Anti-Racism Anti-Semitism Anxiety Appropriation Archetype Aromantic Asexuality Assimilation Asylum Seeker Attraction Authenticity Autism BIPOC Ball Culture Belief Belonging Bias Bigender Binary Binding Biphobia Biracial/Multiracial Bisexual Black Blaq/Blaqueer Bodily Autonomy Bodily Wisdom Body Doubling Body Dysmorphia Body Image Body Neutrality Body Shaming Bottom Surgery Brave Space Breathwork Bullying Burnout Butch Calling In Calling Out Cancel Capacity Carceral Feminism Caregiver Caste CBT Central Asian Change Change-maker Chest-feeding Chosen Family Chromosome Chromosome Mosaic Cis or Cisgender Civil Rights Class Closeted / 'In the closet' Code-switch Collaboration Colonialism Colorism Coming out Community Community Care Community Development Confidence Connection Consent Conversion Therapy Courage Courageous Communication Creating Space Creativity Culture Cumulative G rief DEI / DE&I / DEIB Deadnaming Debate Decolonise Demisexuality Detransition Disassociation Discrimination Disparate Impact Dogpile Dox ENM (Ethical Non-Monogamy) ERG East Asian Eating Disorder Echochamber Education Ego Elected Official Emotional Regulation Empathetic Witness Empathy Employment Gap Empowerment Energy Equality Equity Erasure Ethnicity and Race FSSW Fa'afafine Faith Family Fat Acceptance Fatphobia Femininity Feminism Femme Fetishisation Finances / Financial Status First Nation Flag Food / Diet Fostering Futch GRC Gaslighting Gatekeeping Gay Gender Gender Assigned at Birth Gender Attribution Gender Dysphoria Gender Euphoria Gender Expression Gender Identity Gender Non-Conforming Gender Roles Genderfluid Genderqueer Gillick competence Grassroots Grey Grounding Growth Guilt HIV HIV Stigma Harassment Hate Speech Healing Health at every size Healthcare Heritage Heteronormativity Hierarchy Hijra Hispanic History Holding Space Home Homophobia Homosexual Hormones Humanistic Hypervigilance IVF Identity Implicit Imposter Syndrome Incarceration Incentive Inclusion Indigenous Indigiqueer Influence Inner Child Institutional Racism Integration Integrity Inter-able Intersectionality Intersex Introspection Islamophobia Isms Journaling Joy (Queer Joy) Justice Kinsey Scale Kyriarchy LGBTQIA2S+ Land Back Language Latin(a/o/e/x) Lavender Menace Leadership Learning Legal Guardian Legislation Lesbian Lesbophobic Liberation Lived Experience Loneliness MLM Male Privilege Man Manifesto Marginalisation Masc Masking Meditation Mental Health Mental Illness / Ill-Health Metamour Micro-Affirmation Micro-Aggression Mindfulness Minority Minority Stress Misgender Misogynoir Misogyny Model Minority Myth Monolithic Movement Multicultural Competence Music Mutual Aid Native Hawaiians Nature Needs Neopronoun Neurodiversity Neutrois Nibling Non-binary Non-discrimination Policies Non-profit Nordic Model Orientation Outed POC Pacific Islanders Pansexual Parenting Passing Patriarchy Peace (Inner peace) People who menstruate Perfectionism Performance/Performativity Person of Colour (POC) Personal Development Perspective Phalloplasty Philanthropy Platonic Play Pluralism Plus Polyamory Polycule Polynesian Polysexual Positionality Post-Traumatic Growth Power Power Dynamics PrEP Prejudice Presentation (Gender) Pride Privacy Privilege Profiting Progress Pronouns Propaganda Protest Psychological Safety Puberty Blockers Purpose QTIPOC Queer Queer Leadership Queer Temporality Racism Rainbow Reasonable Adjustment Reflection Refugee Relationship Anarchy Religion Representation Resilience Restorative Justice Role Model SWERF Safe Space Safe-guarding Safety Same-sex Sapphic School to Prison Pipeline Self Self Compassion Self-actualisation Self-awareness Self-care Self-inquiry Sex Work Sexism Sexual Characteristics Sexuality Shadow-self Shame Slur Social Barriers Social Media Solidarity Somatics South Asian South East Asian Spectrum Spirituality Spoon Theory Sport Stereotype Stimming Stonewall Story-telling Strength Stress Structural Inequality Style Subconscious Success Surgery Surrogate Survival Systems of Oppression T4T TERF Therapy Third Gender Thrive Tokenism Tolerance Top Surgery Trans Tax Transandrophobia Transformation Transgender Transgender Man Transgender Woman Transition Transmisogynoir Transmisogyny Transphobia Trauma Trauma Informed Trigger Tucking Two-Spirit URM Unconscious (bias) Undetectable Unity Vaginoplasty Validation Values VAWG Virtue Signalling Visibility Voice Vulnerability Windrush Generation WLW Well-being White Fragility White Privilege Whole Whorephobia Wisdom Woke Woman Xenophobia Ze/Zir A B C D E G Q H R S I J K L M T U N O V W X P F Z Special thanks goes to our wonderful partner Pride at JTI , who kindly sponsored the production of this free glossary for the community. "The transformation of silence into language and action is an act of self-revelation." AUDRE LORDE

Deepen your knowledge and understanding of LGBTQ+ identities, experiences and allyship with this self-navigated FREE LGBTQ+ inclusion online course and LGBT training programme designed to encourage knowledge building around issues relating to Diversity, Equity, Inclusion (DEI). We combine informational knowledge sharing, research, resources and real-life experiences. Who am I? Home page LGBTQ+ Inclusion EXPLORE QUEER IDENTITIES, EXPERIENCES & ALLYSHIP. | Courses FREE LGBTQ+ INCLUSION ONLINE TRAINING Our free LGBTQ+ Inclusion online course is designed to help you deepen your knowledge and understanding of LGBTQIA+ identities, experiences and allyship. Start now Allyship Programmes Ready to get started? Check out the course overview and content below for more detailed information. Start now MODULE 1 DEI Core Concepts. In this section, we cover core concepts relating to inclusion and determining LGBTQIA+ identities, creating a solid foundation that you can build on. Lesson 1: The Importance of Language. Lesson 2: Community Through Belonging. Lesson 3: The Power of Inclusion. Lesson 4: LGBTQ+ Initialisms. Lesson 5: The Significance of Symbols. Lesson 6: Determining LGBTQ+ Identities. MODULE 2 LGBTQIA+ Identities. In this section, we examine identities that fall under the LGBTQIA+ umbrella and provide space for participants to reflect on how they relate to their own identity. Lesson 1: What is Identity? Lesson 2: Orientation & Attraction. Lesson 3: LGBTQ+ Identities (Part 1) Lesson 4: What is Gender Identity? Lesson 5: LGBTQ+ Identities (Part 2) Lesson 6a: Gender Transition. Lesson 6b: Pronouns & Misgendering. MODULE 3 Intersectional Experiences. In this section, we'll spotlight Queer experiences across history, different global and social contexts and within the workplace, considering both the challenges and joys of being LGBTQ+. Lesson 1a: Systems of Oppression. Lesson 1b: Intersectionality. Lesson 2a: Representation & Visibility. Lesson 2b: Authenticity & Role Models. Lesson 3: Queer Histories. Lesson 4a: Queer Experiences - Global. Lesson 4b: Queer Experiences - Workplaces. Lesson 4c: Queer Experiences - Media. Lesson 5: Queer Joy & Queer Futures. MODULE 4 Queer Allyship. In this section, we tie together the foundational knowledge from the first three modules and explore how to be an ally to LGBTQ+ individuals in your immediate circles, across society and even globally. Lesson 1: What is Allyship? Lesson 2: Power & Privilege. Lesson 3a: Unconscious & Implicit Bias. Lesson 3b: Microaggressions. Lesson 4: Organisational Allyship. Lesson 5: Individual Allyship. Lesson 6: Action Planning. Your hosts Each lesson will be hosted by one of our LGBTQ+ Inclusion specialists, Diego Lazaro or Yassine Senghor. Yassine Senghor (ANY PRONOUNS) Yassine is a DEI consultant, writer, facilitator, mentor, speaker, sensitivity coach and podcaster with expertise in LGBTQ+ workplace inclusion, building community spaces and creating anti-racist workplaces. Diego Lazaro (HE/HIM) Diego is a DEI consultant and passionate about bringing positive change within organisations and his purpose is to work towards improving LGBT+ inclusion in the workplace and society as a whole. Guest Speakers Yassine and Diego are joined by a range of guests from the WCS Speaker Collective, who expand on key themes within the course by sharing elements of their lived experience, personal and professional life stories. Kevin Hawkins (HE/HIM) Sanjukta Moorthy (SHE/HER) Elliot Theodore (HE/HIM) Cindy Nehme (SHE/HER) Our Platform. All of our courses are delivered via WCS | Campus , our online community learning platform and social hub. Want to know more? For information on bespoke corporate packages or multi-user licensing please get in touch. Enquire now Any other questions? If you're looking to develop resources for your business or organisation, we offer a variety of bespoke solutions designed to honour and elevate the diverse voices and perspectives of marginalised communities. To book a free consultation, please email hello@wecreatespace.co 💌. Get in touch

Intersectional perspectives on the issues facing LGBTQ+ people in the workplace with our 'Pride & Beyond' podcast. The Pride & Beyond Podcast shares valuable insights on a variety of intersectional topics that focus on the Queer Community and the experiences of Queer Leaders in the workplace. Across 13 episodes you'll be provided you with the space to learn, reflect, and consider how you can be a more impactful leader and ally within the communities that you are serving, during Pride, and beyond. Each episode features different members of the WCS Collective, each offering rich intersectional lived experience and professional expertise. 01. Navigating Male Privilege Alex Leon , Ryan Zaman , Calvin Stovell & Tate Smith discuss: When and how is male privilege granted, rewarded, or weaponised? What are some intersectional nuances within the LGBTQIA+ male experience? How can male privilege be leveraged for positive change?  LISTEN NOW  02. Queer Migrant & Refugee Status Carlos Idibouo , Nour Mfjarrouj & Aditya Sinha discuss: Who are migrants and refugees? How do LGBTQ+ identities inform this experience? What are the common misconceptions surrounding migrant and refugee status? How do we tackle the root cause of stigma and specific barriers to societal inclusion? Addressing the opportunity gap, inclusive recruitment and investing in refugee employment. How moving migrant and refugee stories forward (beyond creating awareness) can help organisations reach diverse talent?  LISTEN NOW  03. Being a Queer Leader of Faith Kanndiss Riley , Andrew Seedall , Alex D’Sa & Kodo Nishimura discuss: How do faith and Queerness interact? Where can we find spaces as LGBTQ+ People within faith communities? Advice for anyone struggling to reconcile their Queerness with their faith. How God is Love.  LISTEN NOW  04. LGBTQ+ Parenting Chloë Davies , Jani Toivola , Jack López , Maylis Djikalou  discuss: Challenging heteronormative parenting Addressing gendered assumptions Navigating coming out and gender identity exploration Exploring queer parenting, leadership, and workplace inclusion.  LISTEN NOW  05. Mental Health & Overcoming Addiction Erica Burton , Anick Soni , Maylis Djikalou & Suresh Ramdas  discuss: Language framing. Differing interpretations of the definition of 'mental health'. The unique mental health journeys of our speakers, and what having good mental health means.  LISTEN NOW  06. Being A Disabled Leader Mark Travis Rivera , Max Marchewicz , Stewart O’Callaghan and Char Bailey discuss: Challenging stereotypes and breaking barriers Creating inclusive and accessible workplaces Advocating for disability rights and representation  LISTEN NOW  07. Non-Binary Leadership Ben Pechey , Shiva Raichandani , Luke Lopez & Bachul Koul discuss: Our panellists journeys of self-expression How Leaders can protect their mental health  What the panellists would like their legacy to be  LISTEN NOW  08. Psychological Safety Marie-Helene Tyack , Nicole Simpson , Obella Obbo & Scott Sallée discuss: How to create cultures of safety where LGBTQ+ colleagues feel safe to speak up. Ways to leverage intersectionality to foster an inclusive mindset. How to impact culture change through radical empathy. How to better engage, support, and learn from LGBTQ+ colleagues.  LISTEN NOW  09. Leadership Beyond the Binary Polo Lonergan , Olivia Esposito , Jamie Lowe & Rico Jacob Chace discuss: Re-imagining culture, spaces, and opportunities in the workplace to attract and retain trans talent. How to encourage leadership to be visible and vocal trans allies. How to model inclusive language & share tools for colleagues to do the same. Understanding sponsorship and allyship & their importance as ongoing practices.  LISTEN NOW  10. Bodily Autonomy Lisa Marie Hall , Jude Guaitamacchi , Doug Graffeo & Jolinda Johnson discuss: Understanding bodily autonomy and how to support the freedoms of others Contextualising global legal restrictions on gender identity and sexual orientation Reflecting on the impact of these issues on LGBTQ+ mental health Applying an intersectional lens in building safer workplaces for LGBTQ+ employees Learning to model inclusive behaviour and share tools for colleagues to do the same  LISTEN NOW  11. Intergenerational Wisdom Yujx Smith , Erica Rose , Marc Thompson & Jae Sloan discuss: Nurturing future Queer leaders and retain LGBTQ+ talent. Identifying the barriers that prevent intergenerational bonding and mentorship among LGBTQ+ people at work. How intergenerational LGBTQ+ mentorship can also help create a culture of allies at work. Leveraging the power of intergenerational storytelling to sustain corporate activism.  LISTEN NOW  12. Queer Financial Wellbeing Kayus Fernander , Katya Veleva , Manuel Schlothauer & MK Getler-Porizkova discuss: Understanding financial wellbeing from a LGBTQ+ and intersectional lens. Reframing societal and inherited narratives of success, failure and self-worth. The role of allies in closing the financial education gap. Identifying financial resources and information to help LGBTQ+ employees gain more financial stability in the face of unexpected events.  LISTEN NOW  13. LGBTQ+ Anti-Racism Yassine Senghor , XaaaV, Sanjukta Moorthy & Andre Johnsen discuss: Challenging unconscious biases and become consciously inclusive. Learning to take action against racism and enact change in your workplace. Creating moments of connection to understand the experiences of LGBTQ+ colleagues from racialised backgrounds. Expanding your comfort zone with useful tools and resources for uncomfortable conversations. LISTEN NOW While you're here... We Create Space is a global education platform and consultancy focused on workplace talent-development and community-building. Our human-centred approach creates space for people and organisations to thrive through leadership development, team learning experiences, data-backed belonging practices and bespoke content . 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!

Dhiren Doshi-Smith shares how workplaces can champion ADHD inclusion. I was 38 when I got my ADHD diagnosis. For years, I had been quietly navigating life like a tightrope walker: balancing deadlines, social expectations, and the relentless inner chatter that never seemed to stop. Finally, naming it felt like relief. But the world had other plans. "Isn't everyone a little ADHD?" a well-meaning colleague asked. Just like that, the weight of my own experience was flattened into a shrug. It was casual, well-meant, and it landed hard. I was already second-guessing myself, wondering if my struggles were just an inability to cope as well as others. This comment pushed me further into that spiral. Even with a diagnosis in hand, doing something with it proved nearly impossible. Transferring my treatment to my GP for ongoing care and prescriptions became a maze of delays, refusals, and a quiet implication that this wasn't really a priority. Not urgent. Not serious enough. I share this not for sympathy. It’s a pattern I’ve seen and heard in both my personal network and professional experience, and one I've experienced first-hand: countless others are living it right now. The Trend That Isn't ADHD has become "trendy" in media narratives, reduced to overdiagnosis fears or memes about procrastination. But there's no real evidence of overdiagnosis. If anything, with support structures poorly funded and an increasingly dismissive culture around neurodiversity, there are likely significant numbers of undiagnosed people alongside those with diagnoses, all trying to cope silently. Being misread. Misunderstood. Minimised. For queer communities, where research shows ADHD prevalence is significantly higher. A 2023 study in the Journal of Attention Disorders  found LGB teens are over five times more likely to meet ADHD criteria than their non-LGB peers. These pressures layer invisibly, creating exhaustion that compounds daily. This isn't abstract. It's happening in your workplace right now. The Real Cost of "Everyone's a Little ADHD" When we minimise ADHD, we're not just dismissing a diagnosis. We're dismissing the daily reality of people who spend enormous energy masking to appear "normal", who miss opportunities because systems aren't designed for how their brains work, who hear "just focus" or "try harder" when they're already running on empty, who watch their potential go unrealised because "coping" is mistaken for thriving. This has real consequences. Research by Dr. Russell A. Barkley   shows employees with ADHD are 30% more likely to have chronic employment issues, 60% more likely to be fired from a job, and three times more likely to quit a job impulsively. Adults with untreated ADHD lose an average of 22 days of productivity per year . These aren't just statistics. They represent lost innovation, reduced well-being, and talent that quietly burns out or leaves. Collaboration Doesn't Happen in a Vacuum Successful teams almost always contain a diverse range of people, including those with neurodiversities. The question isn't why  you should adapt to support them; It's why wouldn’t you? Recognising that we aren't all the same, and that some adaptation may be required to maximise potential, makes for a stronger, better, happier workforce. These adaptations are often simple, low-cost, or no-cost. Teams succeed when everyone, regardless of neurotype, feels seen, heard, and empowered to contribute in ways that work for them. That doesn't require a complete HR overhaul. It requires attention, intention, and a willingness to adapt how we work together. And here's the thing: it benefits everyone , not just neurodivergent employees. What You Can Do Start small. Pay attention to the language you use. Instead of saying "isn't everyone a little ADHD?" try "tell me more about what that's like for you" or simply "thank you for sharing that with me." These small shifts create space for authentic conversations rather than dismissal. Educate yourself and your teams. People are often well-meaning but don't really understand, and would be mortified by the impact their words can have. Resources like ADHD UK ( adhduk.co.uk ) and ADHD Aware ( adhdaware.org.uk ) offer accessible, evidence-based information. Creating space for open discussion and genuine learning means fewer dismissive moments and more thoughtful, informed conversations. If you're in a position to influence culture, whether as a team lead, manager, or colleague, take action. Connect with your Employee Resource Groups focused on neurodiversity or disability inclusion. Talk to HR about reviewing your benefits to ensure they cover ADHD assessments and support. Share resources with colleagues. If you're having a difficult conversation about someone's ADHD, approach it with curiosity rather than judgment. Ask "what support would help you work at your best?" rather than focusing on what isn't working. Ready to Go Further? If you want to move beyond awareness and actually embed neuroinclusive practices in your workplace, that's where structured support makes the difference. My neuro-inclusivity training helps teams build understanding that goes beyond stereotypes to see the real experiences of neurodivergent colleagues. It creates practical strategies, actionable changes that don't require budget increases or policy overhauls. And it develops sustainable habits, culture shifts that last beyond a one-off workshop. I work predominantly with organisations committed to supporting POC, queer, and neurodivergent communities, or those at the intersections of these identities. As an ADHD UK Ambassador and therapeutic counsellor specialising in these spaces, I bring lived experience alongside professional expertise. Minimisation and under-support cost more than we often acknowledge: human potential, innovation, and wellbeing. By noticing, adapting, and committing to change, workplaces can shift from performative inclusion to meaningful collaboration. And that shift can start today. Want to bring neuro-inclusive training to your organisation?  Get in touch to discuss how we can work together. Dhiren Doshi-Smith (he/they) Dhiren Doshi-Smith is a queer British-Indian counsellor, speaker, and model with ADHD. He runs his own practice, Oakpath Therapy. Dhiren is an ADHD UK Ambassador, and is a trainer and speaker specialising in neuro-inclusivity for diverse workplaces. He is passionate about making emotional education and mental health support more accessible, particularly within queer, neurodivergent, and POC communities While you're here... We Create Space is a global education platform and consultancy focused on workplace talent-development and community-building. Our human-centred approach creates space for people and organisations to thrive through leadership development, team learning experiences, data-backed belonging practices and bespoke content . 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!

WCS Managing Director Jon-Paul Vicari shares how empathy has shaped his approach to inclusive leadership. 2026 requires the promise of hope at a time when we need it more from leaders than ever. I’m Jon-Paul Vicari (he/him), Managing Director at We Create Space. I’ve been leading people for as long as I can remember, not because I set out to be a leader, but because I’ve always been drawn to helping people feel seen, capable, and able to do their best work. That’s what led me to We Create Space in 2021 as a participant in the “Who Am I?” queer leadership training programme. Over the course of those two days, I discovered things about myself and my leadership that to this day have made a career altering difference. Formally, I’ve led teams since my teens from school clubs to running my first retail store at 20. Over the past two decades, I’ve worked across retail, HR tech, recruitment marketing, employer branding, talent acquisition, and DEI, partnering with hundreds of organisations across sectors, sizes, and geographies. My leadership style is rooted in empathy not as a “nice to have,” but as a performance strategy. I’ve seen, repeatedly, when people feel psychologically safe, trusted, and supported, results follow. Strong performance isn’t created through pressure alone; it’s built through clarity, confidence, and cultures where people can think, challenge, and contribute fully. That belief is shaped not just by my career but through my lived experience. As a queer, brown man, I’ve navigated systems that weren’t designed with me in mind. I’ve lived with mental health challenges, transitioned industries multiple times, and recently moved countries. Each experience sharpened my understanding of what it means to lead with humanity in environments that are complex, uncertain, and demanding. Those experiences have taught me that inclusion isn’t theoretical; it shows up in everyday decisions, behaviours, and moments of leadership under pressure. Some days I’ve been wildly successful and others I’ve failed multiple times, which is not something I like to admit but it’s the truth and leadership requires hard truths. Over the past few years at We Create Space, I’ve had the privilege of working closely with leaders navigating rapid change, rising expectations, and increasing ambiguity. One thing has become consistently clear: organisations that invest in inclusive leadership don’t just build better cultures they make better decisions, retain stronger talent, and outperform when it matters most. This year, our work is centred on upskilling leaders to perform well in the realities they’re actually facing: leading diverse teams, competing priorities, and the need to move faster without losing people along the way. If inclusion is going to deliver real business impact, it has to live in everyday leadership behaviour, not strategy decks. With that in mind, here’s two things I’m currently working on to level up my own leadership practice. 1. Coaching with empathy and clarity Empathy doesn’t mean avoiding difficult conversations. I have done this before and let me tell you, avoidance is not an effective strategy. As a leader I’m practising pairing care with precision, setting clear expectations, giving timely feedback, and naming what’s really happening, even when it’s uncomfortable. Coaching requires understanding how your team learns best. The best coaches and leaders adapt to their people, they don’t expect everyone to adapt to them. You can’t reach that level of understanding without empathy, self awareness, connection, and talking to your people about the wholeness of their life. Use statements like: “I want to be clear about what success looks like here, because I care about setting you up to do your best work.” “I want to share something while it’s still useful, not later when it’s harder to act on.” “Something isn’t landing as intended, and it’s important we look at it together.” “How do you learn best when something’s challenging?” “What support from me would make this feel more achievable for you right now?” Psychological safety isn’t created by silence; it’s built when people trust that honesty will be met with respect. When clarity increases, so does confidence, alignment, and performance. 2. Letting go to build agency As much as I am a proponent for empathy, there are ways it has produced shortcomings in my leadership. Most often this has shown up as giving too much support, when what people really needed was agency. As leaders it can be tempting to hold tightly to our sense of control, especially in moments of uncertainty. Despite good intentions, this fear of letting go of control can ultimately stifle and erode trust between managers and their teams. I’m deliberately working to create more space for others to own decision making, experiment and lead in their own way. That means trusting capability, not just managing emotions and risk. When people feel trusted, their engagement deepens, learning accelerates, and teams move faster without burning out. One way I’m doing this now is empowering a team member to pilot working a 4 day week, allowing them to navigate managing their schedule and tasks to see if it’s viable for them and their working style, as well as the needs of our business. Use statements like: “I trust your judgement on this, you don’t need my permission, we just need to be in alignment with the goals” “What decision feels right to you based on what you know right now?” “What would you do if I wasn’t in the room?” “Let’s agree on the results, review what’s working, and adjust together.” “I’m noticing a blocker, do you want help removing it or space to work through it?” These are the same skills we focus on with the leaders we work with because when self-awareness, connection, and agency are built into leadership practice, results aren’t a happy accident, they’re a predictable outcome. In Conclusion: At We Create Space, we operate in a continuous cycle: listening deeply to leaders and organisations, learning from lived experience and data, translating those insights into practical frameworks and behaviours, and supporting leaders to put them into action. This is our Creating Space methodology in action. What we see working and what we see fail feeds directly back into how we design programmes, coach leaders, and support culture change at scale. The same way I’m challenging my own habits and assumptions, We Create Space is challenging leaders to build the skills, confidence, and psychological safety needed to lead well in complexity. This process of reflecting on my own leadership, testing new behaviours, learning where I get it wrong, and adjusting in real time isn’t separate from the work we do with our clients. It is the work. 2026 is going to ask more of us and I’m boldly asking you to join me in giving more . More courage, more care, more clarity, and more hope. This may be the most important promise leaders can make to their people and their organisations. Jon-Paul Vicari (he/him) Jon-Paul is Managing Director at We Create Space. He is a queer Lebanese man living with depression who understands the complexities of holding multiple identities. He has volunteered with HIV/AIDS NGOs, organized community events for LGBTQ+ youths, created DEI programming, advised on inclusive products and services, supported LGBTQ+ political candidates, and worked on recruiting diverse talent. Additionally, Jon-Paul is a strong advocate for mental health and well-being, neurodiversity, self-empowerment, and culture change. He is passionate about community building and activism, and has spoken about these topics at various events. 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!