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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... Navigating Disclosure as a Queer Woman in the Workplace. Queerness & Nature | Queer Living Webinar Series. DEI Insights & Trends in 2025. 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

(they/them) MK MK, a marketing executive and public speaker, is dedicated to bringing authenticity and empathy into organizations around the world. With over a decade of experience in building and leading organizations, they empower others to realize their full potential. MK is also a strong advocate for intersectionality and neurodiversity, and is passionate about raising awareness about addiction. When they're not working, MK can be found enjoying beachside adventures with their wife and two dogs. MK Getler-Porizkova Looking for a Guest Speake r ? Get in touch Our Recent Articles... Navigating Disclosure as a Queer Woman in the Workplace. Queerness & Nature | Queer Living Webinar Series. DEI Insights & Trends in 2025. 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

(he/they) Luke Luke is a Freelance Art Director. He was the co-founder and design director of DESALU Creative , a multi-racial, cross-cultural, and queer-owned purposeful design studio. He has honed his skills in crafting impactful branding and design work that blends creativity, empathy, and storytelling with 15 years of experience in various industries from government and healthcare, media, non-profit, and fashion. Luke is also a passionate speaker, and he has spoken at various events about topics like anti-racism, self-empowerment, and community building. His lived experiences with queerness, intersectionality, mental health, and well-being are integrated into this work. His goal is to be a leader for all equity-seeking groups, enabling them to bring their authentic selves to both work and life, where they can be celebrated and succeed. Luke Lopez Looking for a Guest Speake r ? Get in touch Our Recent Articles... Navigating Disclosure as a Queer Woman in the Workplace. Queerness & Nature | Queer Living Webinar Series. DEI Insights & Trends in 2025. 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

Sevi Koppe, Char Erskine, Cynthia Fortlage and Cécile Deprez share wisdom and strategies on disclosing your identity as a Queer woman at work. Being our authentic selves can be both empowering and challenging—especially for queer women. In professional spaces, disclosure can be a vulnerable act, even more so for those of us navigating complex intersectional identities. In fact, 75% of LGBTQIA+ women and non-binary people say they have hesitated to come out at work for fear of it affecting their career advancement . How do we decide when, how, and with whom to share our authentic selves? How can we build genuine relationships in environments that don’t always embrace diversity? And most importantly, how do we foster belonging in spaces where inclusivity is often still a work in progress? At We Create Space, we founded our Queer Women in Business meet-ups   to cultivate a space where queer women can discuss important questions like these in small focus groups, sharing their experiences to foster deeper connection and understanding. The diversity of ages and backgrounds enriches these conversations, providing the chance to see issues through multiple lenses shaped by different lived experiences. I had the privilege of reflecting on the theme of identity disclosure with Char Erskine , Cynthia Fortlage   and Cécile Deprez . Their collective insights laid the foundation for discussions that challenged us to rethink the meaning of authenticity and belonging in the workplace. Why do Queer Women choose not to disclose their identities? Deciding when and how to disclose our identities in professional settings is deeply personal, shaped by internal confidence and external factors. It’s not hard to see why people feel inclined to hide their identities: 79% of LGBTQIA+ women and non-binary people report greater difficulty breaking through the glass ceiling   compared to straight cisgender women, with the experience being even more difficult for individuals with intersecting marginalized identities, such as queer people of colour. RESOURCE: Being a Queer Woman of Colour in the Workplace. Six Queer women leaders share the challenges they have faced at work, how they deal with 'micro'-aggressions, and what true allyship means to them. For Char, the journey toward authenticity in the workplace was challenging. "There was a time when I didn’t consider any professional setting to be safe to show up as myself. The big change around being more authentic in the workplace was actually some of the negative experiences I encountered from not being myself." Hearing homophobic and transphobic comments, alongside culturally insensitive remarks during the Black Lives Matter movement, made Char re-evaluate the cost of staying silent. “I long for the day that being myself at work is not seen as an act of bravery. True belonging begins when we stop negotiating our identity for others' comfort.” Cynthia emphasizes the importance of the environment. "Deciding to disclose often depends on whether the workplace practices Acceptance without Understanding™ ," Cynthia explained. In these spaces, individuals don’t need to fully understand each other’s identities to show respect. "For me, a safe space is where individuals accept one another without needing every detail. That fosters an environment where we don’t just 'fit' but truly belong." For Cécile, disclosure decisions hinge on a complex interplay of privilege and circumstance. "Gender non-conforming folks usually have very little choice regarding coming out to their colleagues, whereas others might decide with whom they’ll be authentic," Cécile noted. They highlighted that external factors, like visible LGBTQIA+ leaders or supportive ERG groups, can provide reassurance. "However, the visibility tied to our professional role can be a barrier if we’re not out to friends or family." Ultimately, disclosure is a nuanced choice. As Char reflected, "The worst thing we can lose by hiding who we are is our sense of self." Whether it’s seeking safe spaces, finding allies, or weighing risks, the decision to disclose is deeply influenced by both our personal readiness and the environments we navigate. RESOURCE: Liberation, Learnings and Labels: Bisexuality and Me. Emily Horton shares how her relationship with labelling her sexuality has changed over time and discusses the importance of personal choice. How “professionalism” must change to accommodate Queer women. Our collective understanding of professionalism has undergone a significant shift as workplaces begin to embrace authenticity. Char   noted that traditional ideas of professionalism often reflect systemic biases. “The version of professionalism often spoken about in our workplaces is centred in whiteness, patriarchy, binary gender roles, ableism, and classism,” Char explained. In fact, a 2020 Duke University study found that Black women with natural hairstyles were perceived to be less professional and less competent , and were less likely to be recommended for job interviews than their white counterparts. By standing firm in their identity, Char aims to challenge these outdated norms and be a role model for a more inclusive definition of professionalism, but it’s not always easy. "Do I still find myself code-switching and masking? Unfortunately, yes," they admitted, highlighting the ongoing tension of balancing authenticity with societal expectations. Cynthia shared her perspective on how professionalism has shifted in her time working from “rigid expectations to a model where authenticity is valued.” She believes that authenticity not only fosters a sense of belonging but also enhances productivity and collaboration. “It’s not about ‘fitting in’ but feeling welcome as we are. A safe space is one where people respect and accept each other’s identities without needing every detail,” she emphasized, pointing to how inclusive environments benefit both individuals and organizations. RESOURCE: Woman to Woman: Learning from a Trans Activist. Lesbian executive Nancy Di Dia poses questions to transgender activist Eva Echo on workplace allyship, sexism and the common struggles cis and trans women share. For Cécile, the intersection of the personal and the political plays a crucial role in redefining professionalism. “Society does not stop once we have closed the doors of the office,” they pointed out, reminding us that workplaces are not isolated from broader societal dynamics.  Together, these perspectives highlight a collective push to reshape professionalism into a concept that doesn’t rehash gender stereotypes  and which values authenticity over conformity. By embracing diverse identities, workplaces not only evolve but also create environments where individuals can thrive. How does intersectionality impact experiences of disclosure? The workplace is a complex environment where multiple aspects of our identities—queer, gender, race, and more—intersect, often in spaces that don’t fully recognize or understand them. A 2023 study by Deloitte found that over a third of LGBT+ workers are considering job changes due to a lack of LGBT+ inclusive policies ​ , and while LGBT+ employees express a strong desire to openly discuss their sexual orientation at work, fewer than half of them feel comfortable doing so, particularly with senior leaders​. Cécile stresses the importance of embedding intersectionality   into workplace diversity initiatives. “While many companies have started their DEI journey by focusing on gender, it’s often done in a binary way, neglecting the broader concept of intersectionality,” they observed. They believe Employee Resource Groups (ERGs) play a crucial role in bridging these gaps. “Even if we have to join multiple ERGs to reflect our different identities, we can use them to create a more inclusive environment.” RESOURCE: Being both Non-Binary and a Black Woman. Zee Monteiro reflects on the influences of race, community and spirituality on their journey to understanding their gender identity. For Char, navigating these intersections begins with focusing on shared values rather than differences: “We can be so quick to worry about how we differ from others that we overlook the commonalities that brought us together in the first place.” Char advocates for cultivating relationships through curiosity rather than fear or judgment. “In fast-paced environments, it’s easy to gravitate towards those who are obviously like us. But sometimes the most valuable connections come from taking the time to understand someone new,” they explained. How do we encourage respectful curiosity?  Curiosity, when approached thoughtfully, is a powerful tool for fostering deeper connections and more inclusive workplaces. Cynthia explains, “When we embrace others’ experiences without demanding full explanations, we create space for genuine learning and connection.” This kind of curiosity, rooted in respect, allows teams to ask meaningful questions, helping relationships flourish beyond surface-level understanding. Char suggested we take this idea a step further, advocating for a reciprocal approach to curiosity. “We need to treat heteronormativity with the same level of curiosity often shown towards the queer community,” they argue. For example, when someone asks about a queer person’s coming-out experience, Char suggests responding with questions like, “How did you know you were straight?” or “How does my family dynamic compare to yours?” This mutual exchange encourages reflection on societal privileges and fosters empathy. “These conversations can open people’s eyes to their role in creating a more inclusive environment and inspire them to advocate for and mentor underrepresented colleagues,” Char adds. Cecile agrees, “Through storytelling, we can ignite essential discussions and drive the change needed for a more inclusive workplace.” Such dialogues, Char believes, also help dismantle stereotypes. “By sharing curiosity across all identities, not just focusing on the ‘minority,’ we foster an environment where everyone is open, honest, and vulnerable, which strengthens authentic relationships.” However, they caution that some workplace questions directed at LGBTQ+ individuals can still be invasive. “Reciprocating curiosity can make others more mindful about how personal their questions might be,” Char notes. Your Strategy for Navigating Disclosure. Assess your work environment. Your safety and comfort are the most important thing, and there is no pressure to disclose until you feel ready to do so. Evaluate your organisation's culture, policies, and diversity initiatives to assess whether the environment is likely to be supportive. Are there any visible leaders in the company? Are policies written to include your identity group? Consider your boundaries. Before deciding to disclose, consider your personal comfort levels when discussing your identity. You’re likely to get questions, so decide ahead of time what topics of discussion are off limits and prepare how you might shut down discussion beyond your comfort level. You might decide to be open about your identity in certain spaces but not others, or hide particular details for your safety. Do whatever feels right for you. Build a support network. Having allies in the office can make disclosing significantly easier. Employee Resource Groups (ERGs) or LGBTQ+ networks are a great place to start, but you can also seek out other employees who are open about their sexuality, gender, disability or other marginalised identity. Even if you don’t share a common identity, they are likely to have useful insight on the reality of disclosure at your company. Your office besties are also a useful resource of support - check out our “My Ally & Me” article series exploring allyship stories in the workplace. Practice Patience. Char advises that you “be patient with both yourself and others as you navigate disclosure and relationship building.” Building inclusive spaces takes time and consistent effort, so try not to be discouraged if you’re initially met with some ignorance or confusion. Remember that your disclosure paves the way for future employees to be openly themselves at work too!   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. Char Erskine (they/them) Char is a Black, queer, non-binary and neurodivergent person of Antiguan and Jamaican heritage.  They live with late-diagnosed ADHD and long-term mental health battles and shares their lived experience at the intersection of all these things to drive conversation, curiosity, and authentic connection between people. Char works in DEI in the legal sector, channelling their special interest in all things inclusion, accessibility, and social justice into the corporate environment.  Cynthia Fortlage (she/her) Cynthia is a Belfast-born, Canadian-raised, and globally recognised gender diversity educator and consultant based in London, UK, and the founder of CAF Services. With over 30 years in technology, she specialises in building inclusive corporate cultures that champion human rights, gender diversity, and intersectionality. A white lesbian woman with a trans+ history, Cynthia has worked with nearly 500 organisations across over 30 countries since 2017. Cécile Deprez (they/them) Cécile is a researcher in the field of satellite positioning (GPS) at the German Space Centre (DLR) in Munich. At DLR, Cécile has developed a number of activities related to diversity and inclusion as the co-founder of networks for women & gender minorities, internationals and LGBTQIA+ folks. Since 2022, Cécile has been active as a speaker on topics such as sexism, allyship and the issues faced by underrepresented groups in STEM. 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!

A qualitative research study into DEI Insights & Trends in 2025 , providing actionable insights and strategies to equip DEI practitioners with tools to drive change effectively . This 48-page  DEI Insights & Trends in 2025 Report  shares practical knowledge gathered directly from those at the forefront of DEI work, forecasting how innovation, leadership engagement, global challenges, practitioner wellbeing, and external partners will shape DEI in the year ahead. Download the full report for free: Executive Summary This Insight Report marks a new chapter in the We Create Space series, offering a hands-on perspective on DEI practices. Moving beyond theoretical justifications, this report dives into the lived experiences of DEI practitioners who navigate complex and often polarised environments to foster inclusive workplaces. Informed by recent roundtable discussions with UK-based DEI experts from diverse industries—including law, finance, technology, entertainment, academia, and consumer goods—this report provides actionable insights and strategies to equip DEI practitioners with tools to drive change effectively. Against a backdrop of political resistance and heightened scrutiny, DEI has maintained momentum, with 57% of executives reporting increased organisational commitment over the past year. However, practitioners face pressing challenges: DEI work is often met with backlash, globalisation demands culturally sensitive approaches, and the emotional toll on practitioners is significant. This report centres on five core themes, providing a roadmap for sustaining and advancing DEI in 2025 and beyond: Innovation : Modern DEI efforts require data integration, technology adoption, and cross-functional collaboration to achieve measurable progress. Practitioners highlighted the need for real-time, sensitive data collection across employee demographics and sentiments. Transparency is key, as practitioners work to build trust and ensure informed consent. Leveraging AI and other tools, organisations can better understand and address inequities. Yet, careful strategy and robust communication are needed to prevent “dashboard fatigue” and ensure that data-driven insights translate into actionable steps. Leadership Engagement : Strong leadership commitment is the foundation of successful DEI initiatives. Practitioners underscored the importance of tying DEI success directly to organisational metrics and embedding DEI into performance reviews and accountability frameworks. By linking DEI goals to business objectives, leadership can drive authentic engagement. Regular updates on DEI progress, along with visible advocacy, help sustain leadership interest, making DEI integral to the organisation’s strategic goals. Global Challenges , Local Action : As organisations operate across diverse socio-political landscapes, DEI strategies must balance universal values with local cultural and legal contexts. Practitioners recommended the “embassy model,” creating safe spaces within local offices where employees feel protected despite restrictive environments. By co-creating DEI strategies with regional teams, organisations can respect local nuances while advancing global DEI standards, fostering a sense of belonging even in challenging regions. Practitioner Wellbeing : DEI practitioners often face high emotional demands, carrying the burden of advocating for inclusion and confronting organisational resistance. With burnout common, practitioners need structural support, clear boundaries, and career development pathways to sustain their roles effectively. Ensuring access to mental health resources, establishing role boundaries, and creating career pathways within DEI can help practitioners continue their work without compromising personal wellbeing. Organisational support is essential to retain and empower DEI professionals, ensuring they are set up for long-term success and impact. External Partnerships : Collaboration with external consultants and NGOs can provide organisations with objective insights and expanded capacity, helping navigate sensitive topics that internal teams may struggle to address. External partners bring fresh perspectives, industry expertise, and a level of neutrality that fosters greater accountability, often strengthening leadership buy-in for DEI initiatives. Especially in times of budget constraints, creative partnerships with external experts offer valuable resources to keep DEI efforts robust and impactful. In today’s complex landscape, a resilient DEI strategy relies on integrating DEI into core business functions, equipping leaders to be advocates, supporting practitioners holistically, and leveraging external partnerships for expertise and accountability. This report presents not only the critical insights shared by DEI practitioners but also a collective call to action to embed DEI across organisational practices, where inclusivity becomes foundational to resilience and growth. This We Create Space | Insight Report  guides DEI practitioners, leaders, and organisations toward an inclusive model that is responsive to change, adaptive to local needs, and unwavering in its commitment to equity and justice. We hope the reflections, strategies, and recommendations in this report inspire continued efforts to build a workplace culture that values every individual’s contribution, creating environments where everyone is empowered to thrive. Jon-Paul Vicari Managing Director, We Create Space Introduction We are excited to present a new chapter in the We Create Space | Insight Reports  series, DEI Insights & Trends in 2025. Building on our recent inaugural report, “ The Business Case for DEI in 2024 , ”  which drew on third-party data to underscore the strategic importance of Diversity, Equity, and Inclusion (DEI), this edition shifts to a practitioner-centric perspective. While our previous report highlighted the compelling need for DEI in today’s business landscape, this report focuses on practical insights gathered directly from those at the forefront of DEI work. In a June 2024 study, 57% of executives   reported that their organisations have expanded their DEI commitments over the past year, despite growing backlash against corporate diversity efforts including recent decisions on affirmative action in the US. Today, this momentum faces new challenges, as political shifts to the right and escalating polarisation threaten to undermine DEI progress. Yet, in this climate of complex social pressures, only 1% of organisations have significantly reduced their DEI efforts—a testament to the unyielding demand for inclusivity in today’s workplace. Recognising both the wealth of DEI data and the need for a hands-on, applied understanding, We Create Space  facilitated an exclusive series of discussions with DEI practitioners in the UK, representing diverse industries, organisational sizes, and identities. With our commitment to Learn, Connect, Grow,  we sought to move beyond the theoretical and support practitioners in navigating their daily challenges. These sessions provided a wide array of insights reflecting the lived realities, innovations, and resilience of DEI professionals. The insights you’ll find here focus on five crucial pillars: innovation  in data, technology, and cross-functional integration, leadership engagement , global challenges , practitioner wellbeing , and  external partners . By sharing actionable solutions and expert predictions for 2025, we aim to equip you, the practitioners, with the tools and strategies needed to navigate as well as shape the future of DEI in the face of adversity and uncertainty. We hope the knowledge and reflections in this report will inspire you to continue advancing inclusivity within your organisations, contributing to a more equitable and sustainable future for all. Download the full report for free: 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!

Building connections amongst LGBTQ+ community members and allies at the Work in Barcelona! Job Fair. This year We Create Space was invited to participate in the 10th edition of the Work in 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. This year, we wanted to go beyond simply talking about inclusion—we wanted to embody it. By inviting We Create Space to deliver their Queer Speed Networking event at Work in Barcelona! Job Fair, we aimed to offer a fresh perspective and create space for meaningful conversations around diversity. It was important to provide both our audience and the recruiters a chance to engage with inclusion in action. The energy, insights, and connections fostered during the event were a fantastic addition to our mission of supporting expats in their professional and personal journeys. - Mirjam Maarleveld, Founder of Barcelona Expat Life 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!