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(they/them) Bex Bex is a trans non binary photographer based in London. For almost two decades, their work has documented queer lives in all their power and complexity. Bex began their career as a self-taught photographer documenting the clubs and parties of the LGBTQIA+ scenes in the UK and New York, before moving from the club into the street, documenting Pride and protest worldwide. In recent years, Bex has gravitated towards overlooked queer stories, refocusing on those minoritised within the LGBTQIA+ community. With a special focus on the trans community, Bex is one of the foremost documenters of the trans experience in the UK. Bex’s work worked for clients such as VICE, British Vogue, The New York, Minority Rights Group International, the UN, Dr Martens, Google and Getty. Most recently their work has been acquired by the Victoria & Albert Museum and multiple works will now reside in their extensive photography collections in addition to being exhibited permanently in the Young V&A. Bex Wade Looking for a Guest Speake r ? Get in touch Our Recent Articles... Tackling Misogyny: Your Allyship Toolkit for Supporting Women. Post not marked as liked Queer Journeys | Scott Sallée. Post not marked as liked How to Challenge Nonbinaryphobia. Post not marked as liked Create Space for Change. We work with 100+ Businesses, ERGs and Change-Leaders providing bespoke DEI solutions. Through consultancy we design shared learning experiences, produce insights and craft content that support individuals with strengthening their roles as change-agents within their communities and organisations. Discover our bespoke corporate solutions... Work with us

Transgender Woman A woman who was assigned male at birth. ​ < Back to Glossary

Class Class is something that is impossible to ignore in wider society. However, class is rarely something that we speak about in relation to the Queer Community. We all know though, that class can have a profound impact on an individual's life experiences and the level of opportunities that are afforded to them. If a Queer person comes from a lower socio-economic ground, they may face additional layers of disadvantage and discrimination. It is our duty in the Queer Community and as allies to help lift each other up, and use our positions of privilege to ensure that we can help others in the community, and society more widely. ​ < Back to Glossary

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!

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