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(he/him) Jono Born and raised in New Zealand, Jono Selvadurai is a highly accomplished professional contemporary dancer who has graced the stage with numerous leading dance companies in his home country. In search of new challenges and opportunities, he moved to New York and later to London to further his artistic career. In London, Jono found a new passion in the fitness industry and dedicated himself to becoming a qualified Personal Trainer. Today, he is a Master Trainer at 1Rebel , a prestigious fitness establishment in the city. His commitment to excellence and his outstanding coaching skills earned him the coveted title of London’s Trainer of the Year in 2018, as voted by ClassPass users. As a Movember ambassador, Jono is deeply committed to promoting mental health awareness and encouraging conversations about well-being. He is equally passionate about self-empowerment and believes that everyone has the potential to achieve their dreams with the right mindset and tools. When speaking on these topics, Jono draws from his personal and professional experiences to offer practical advice and insights that can help individuals lead happier, healthier, and more fulfilling lives. Jono Selvadurai Looking for a Guest Speake r ? Get in touch Our Recent Articles... Our Top 10 Training Programmes for Queer Leaders. Queerness & Bodily Autonomy | Queer Living Webinar Series. WCS x The Festival of Consciousness 2024 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) Katya Katya is a Senior Practitioner accredited leadership coach with the European Mentoring and Coaching Council , but their true passion lies in fostering Inclusion, Equity, and Diversity. Katya is dedicated to empowering individuals and organizations to discover the techniques, methods, and language needed to create a harmonious work environment where everyone can be their best self. With a background in Architecture and digital adoption, Katya brings a wealth of interdisciplinary skills to their work. Furthermore, Katya's unique intersectional identity as a queer Eastern European immigrant and a person with an intersex variation has positioned them as a powerful force for bridging communication gaps. Through their unwavering commitment to creating an inclusive workplace, Katya is changing the way we view leadership and coaching. Katya Veleva Looking for a Guest Speake r ? Get in touch Our Recent Articles... Our Top 10 Training Programmes for Queer Leaders. Queerness & Bodily Autonomy | Queer Living Webinar Series. WCS x The Festival of Consciousness 2024 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

(she/her) Nancy Nancy is a highly accomplished corporate executive with over 25 years of experience in the field of Diversity, Equity, Inclusion, Justice, and Belonging (DEIJB). As a gay female, she has a deep understanding of the challenges faced by the LGBTQ+ community and has been a Chief Diversity & Inclusion Officer for over 20 years. Nancy is known for her leadership and expertise in creating inclusive workplaces, and she considers herself a change leader in this regard. Throughout her career, Nancy has been a fierce advocate for LGBTQ+ rights, particularly as it relates to patients and healthcare. She is dedicated to ensuring that all individuals receive fair and equal treatment, regardless of their sexual orientation or gender identity. Nancy is available to speak on a range of topics, including leadership, workplace allyship, and culture change. Her extensive experience and expertise make her an invaluable resource for organizations looking to improve their DEIJB efforts and create more inclusive environments. Nancy Di Dia Looking for a Guest Speake r ? Get in touch Our Recent Articles... Our Top 10 Training Programmes for Queer Leaders. Queerness & Bodily Autonomy | Queer Living Webinar Series. WCS x The Festival of Consciousness 2024 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

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

The continued importance of building diversity, equity and inclusion principles into the foundations of any company’s business strategy - creating space for greater organisational learning, connection and growth. For a long time humans thought the Earth was the centre of our solar system. Until Copernicus theorised in 1543 through mathematical models the Sun was in fact the centre. This discovery profoundly changed the way people viewed themselves and the world around them. We’ve seen these paradigm shifts throughout history and recent years have been no exception. 2020 represented a similar shift in our understanding of the world. Through a global pandemic, the murder of George Floyd, a rise in hate against the AAPI community, and far right rhetoric, millions of people rose up to challenge what has been, and work towards a brighter future of what could be.   “More than eight in 10 (83%) of the responding organizations say they have been taking action on DEI initiatives in 2021, a 13 percentage-point increase from 2020.” Now try to imagine a solar system where diversity, equity, and inclusion is embedded in the sun, bringing light to people and issues often left in the dark. With this kind of power we can address systemic inequities across race, religion, disability, education, sexual orientation, gender and many more intersecting marginalised identities. What would that mean for wellbeing, for improving the employee experience, for the global economy, for innovation, and for your business growth?  In this study , 62% of employees believed that employers should dedicate more effort to DEI given the current period of economic uncertainty. Like Copernicus, challenging ideas and discovering improved ways of living is fundamental to our advancement of humanity. Now is the time to reflect on your values vs your actions, to leverage data and research in order to make our legacy. We Create Space believes now is the time for organisations to recommit to DEI and ask: What could we accomplish if we centred DEI in this manner?  As with anything meant to change our world, we know there is bound to be pushback. The current discourse about whether DEI is being deprioritised across the board is based on the recent actions of a few global brands, despite plenty of evidence proving otherwise.  In a June 2024 study, Littler found that “the majority of the executives surveyed (57%) say their organisations have expanded their IE&D commitments and level of activity over the past year, even while nearly the same proportion (59%) believe backlash toward corporate diversity programs has increased since the U.S. Supreme Court’s decisions to roll back affirmative action college admissions policies in June 2023. More than a third of organisations (36%) have maintained their IE&D efforts, while just 1% reported a significant decrease.” ( source ) “A Morning Consult survey released in January showed 82% of business executives think diversity initiatives are critical to their business strategies , and 67% said they expect these efforts to become more important in the coming years ” ( source ) Addressing DEI Doubt. At We Create Space, we spend a lot of time speaking with global organisations about the challenges they face in creating, sustaining, and embedding DEI work throughout their business. We work both with brands who have been investing in DEI for 20+ years and those just starting the journey, regardless of industry or company size.  Some of the challenges we often hear are things like: How do we measure the impact of DEI?  We fear the consequences of having an open dialogue. We’re short staffed/had layoffs, we need employees to be focused on their role first We have a lack of leadership support People are tired of talking about this “stuff”  Our budgets were cut Employee engagement is low  DEI is too political/polarising A generic response to these challenges could be: “ Organisations that prioritise DEI foster a culture of belonging, enabling diverse perspectives that enhance problem-solving and adaptability, ultimately leading to greater innovation and market share in an increasingly diverse marketplace. ” While this sort of statement is true, it provides a limited context on how and why the continued focus on DEI is people and business critical globally.  While many companies are facing similar issues, the context of their situations is different and we know there isn’t a one size fits all approach to solving these challenges. Our ways of working through consultancy, learning and development, training programmes, and coaching  are all custom tailored to each organisation.  To further understand how to overcome challenges, we’re going to frame DEI discussion points around the We Create Space values of ‘Learn, Connect, Grow’ - using research, data, and case studies. We would encourage you to do the same with your company values, if they are truly what the company believes, then any obstacle to bringing those values to life should be removed. 1. Space to Learn. How can we expect things to change if we don’t provide people psychologically safe environments to learn and unlearn? DEI and psychological safety go hand in hand. Psychological safety creates new pathways for people to be curious and open minded, leading to better job satisfaction and engagement.  Line managers especially have a direct impact on engagement with employees: “Gallup estimates that managers are responsible for 70% of the variance in employee engagement, but only 40% of managers feel confident in having discussions about DEI and related topics. ( Source )”. Line managers and other leaders play a key role in creating a   psychologically safe  environment, so providing leadership training and mentorship opportunities for this group is crucial. Deloitte  reports that “Seventy-three percent of business executives expect to continue to experience talent shortages over the next three years.” Alongside job-specific training, training programs must also focus on skills like vulnerability,   active allyship , creating cultures of belonging, removing unconscious bias and practising compassion. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and a holistic approach to well-being.  There is compelling data to prove the effectiveness of offering these types of learning opportunities across all levels, including senior leaders and executives.  " Research in recent years  from   Gartner ,   Gallup  and   Harvard Business Review  found that the benefits of a high psychological safety at work include:  27% reduction in turnover  50% more productivity 74% less stress 26% greater skills preparedness since workers learn at a faster rate when they feel psychologically safe 67% higher probability that workers will apply a newly learned skill on the job.”   (Source) In a training programme to be delivered in late 2023 and into 2024 Coventry City Council’s Workforce Diversity & Inclusion Strategy , tasked WCS to commission, design, deliver and evaluate a bespoke Talent Development programme for their LGBTQIA+ employees. This 6 part programme included the below courses to provide a well rounded training across both personal and professional development. We incorporated coaching sessions, as well as participatory learning opportunities for line managers and mentors to provide holistic support across the organisation. 1. Shifting Systems, People and Mindsets   2. Having Courageous Conversations  3. Developing Compassion and Emotional Intelligence  4. My Intersectionality, Power, and Privilege   5. Building Queer Resilience 6. Shaping My Purpose. At the end of the programme LGBTQIA+ employee participants scored the entire programme with 100% satisfaction as a professional learning curriculum and 97% of the participants responded the content was very to extremely relevant to their role as a leader.  Fostering psychological safety is not just a beneficial addition to workplace culture; it is a fundamental pillar that underpins effective learning. When employees feel safe to express their ideas, take risks, and share their perspectives without fear of judgement, organisations unlock a wealth of creativity and innovation. This environment not only enhances individual and collective learning but also drives a more inclusive workplace where diverse voices contribute to strategic goals. Ultimately, prioritising psychological safety empowers teams to align their efforts with business objectives, creating a resilient and adaptive organisation poised for sustainable success in an ever-evolving landscape. 2. Space to Connect. DEI is not a single person task. It requires our collective effort to put our principles into practice. There is plenty of evidence that a majority of people connect with DEI initiatives as seen in the 2024 Edelman Trust Barometer , which highlights 76% of people in the US said “when organisations have diverse workforces, they better connect with the public” through three key areas: 1. Build trust with community and customers 2. Products appeal to diverse customers 3. Less likely to make decisions that worsen racial injustice Connections can form in a multitude of ways and one very effective strategy is creating and leveraging employee resource groups. Through an annual partnership with JTI, We Create Space developed a strategic global plan that accounted for remote working, intersectionality training inclusive of topics like microaggressions, racism, sexism, and disability, consulting on systems, processes, policies and leadership training.  Creating a sustainable and ongoing safe space for ERG members was paramount, as well as finding fresh ways to drive engagement and create new PRIDE ERG chapters across the 127 countries they operate in. WCS developed a four-pronged strategy to address JTI's goals ,  focusing on Wellbeing & Community Building, Regional Development & Chapter Growth, Diversity within Diversity and Expertise & Thought Partnership. Benefits of this partnership from year one include:  More local chapters of PRIDE ERG were created across the globe. Increased participation by women employees across PRIDE's chapters. Continued Senior Leadership involvement and public support, including a new commitment to ensuring Pride is celebrated 365 days a year. Higher levels of ERG community engagement and participation. JTI's PRIDE ERG placed on the 2023 Global Diversity List and was named a Top 10 LGBT+ Employee Network. Won Gold from the Internal Communications and Engagement Awards for Best Internal Communications Campaign.  JTI Germany received the Global Equality Standard (GES) certification from Ernst & Young, one of the first global DEI awards allowing companies to assess the extent to which DEI is embedded throughout their global operations. Connections between companies and consumers should not be overlooked either when it comes to DEI. The Human Rights Campaign published this report   in September 2024 which shows 75.7% of LGBTQ+ people would have a less favourable opinion about a company that rolls back DEI programmes. The perception and reputation of any organisation can change very quickly in the court of public opinion. This gives way to another important connection that can only exist when we provide psychological safety and learning opportunities internally, between departments and policies.  This is an area where using consultants can bring even more value to your organisation. We regularly partner with marketing departments to build toolkits, provide training, and help develop relationships internally. A multidisciplinary team can be the difference between a campaign driving authentic connections with consumers or it having a damaging effect on the organisation. Procter & Gamble's "The Talk" campaign is a prime example of using inclusive marketing frameworks. By addressing racial bias head-on, they not only improved brand perception but also   saw a 10% increase in brand favorability among diverse audiences ( Ad Age, 2019 ) . There is a wealth of evidence to support how centering DEI in your business strategy benefits overall performance: Diverse Companies Earn 2.5 Times Higher Cash Flow Per Employee and Inclusive Teams Are More Productive by Over 35% Workday published their 2024 global survey on DEI  this year with findings that show  “ 67% of respondents say their organisation measures the business impacts of DEI, which includes employee engagement, employee diversity, and performance.” In another McKinsey study on employee resource groups   (ERG’s) 66% of employees believe that their ERG is effective at fostering a sense of community. Research confirms “ for a majority of employed U.S. adults (56%), focusing on increasing DEI at work is a good thing.” ( source ) A 2018 global study  showed diverse management teams increased revenue by 19%. The path to sustainable growth and the successful advancement of DEI objectives lies in fostering strong connections and coalitions among employees, departments, consumers, and organisations. Compelling evidence from McKinsey  underscores that companies with diverse and inclusive workforces not only thrive but outperform their competitors by a remarkable 35%. This correlation highlights the undeniable truth: prioritising DEI is not merely a moral imperative but a strategic advantage.  3. Space to Grow.  When businesses talk about growth, what’s the first thing you think of? For most people it’s not the growth of skills and humanity in their employees. But if we root ourselves in strong DEI principles and practices and emphasise putting people first, we can shift our mindsets to understand that the growth of a business should be tied into upskilling of the employees.  PWC  found that “more than a third (37%) of candidates said they’d be willing to take a pay cut for a chance to learn new skills” and within the same study “found 62% of job seekers said they’re more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce”.  In a study by Deloitte, they found skills based organisations  are 47% more likely to provide an inclusive workplace and 98% more likely to have a reputation as a great place to grow and develop.  If organisations want to grow, they need to upskill their workforce across technical skills and emotional intelligence, with a foundation built of diversity, equity, and inclusion. Companies like Chipotle have been investing in upskilling their workforce to support minimum wage workers getting into high paying management positions within 3 years as highlighted here  by their Chief DEI & People Officer Marissa Andrada.  “This broader workforce to manager pipeline is important to Chipotle,” Andrada said, “because 70% of the company’s workforce is diverse and 70% of the company’s managers come from its broader workforce.” After working with We Create Space across our consulting service and training programmes, Garnier’s Pride product launch campaign in 2023  reached 60 million people, one of their highest audience reach to date. This project was divided into two distinct pathways to ensure we provided opportunities to learn and connect across internal and external stakeholders. Not only did the campaign contribute to overall company goals, we increased Emotional Intelligence and empowered teams to make inclusive decisions which encourage allyship across the company. Community Upskilling, Education & Awareness WCS consultancy on build up with core campaign team, and strategy for navigating internal setbacks  Wider inclusion training of Garnier team and cross functional partners ‘LGBTQ+ Intersectional Allyship’ panel discussion for L'Oréal UKI Inclusion and safeguarding workshop and recommendations for ambassadors Upskilling Community and Comms teams (e.g. Cheat Sheet/Best Practices for Managing Campaign Feedback) Inclusive Campaign & Advocacy Strategy Critical guidance and grass-roots insights for selecting charity partnership Expert talent curation and content development to spotlight diverse representation  PR and Communications review (e.g. press releases, campaign video edits) Inclusive production guidelines and toolkit (e.g. pronoun badges on set) Customer education resources (e.g. Allyship guide creation) Upskilling can also help increase employee retention, lead to greater engagement, work life balance, and aid in employee mobility. Specifically on the point of retention, the cost to recruit and hire new staff is only growing. For example, some report the average costs to replace an employee are: One to two times an employee's yearly salary ( source ) $1,500 for an hourly worker 100% to 150% of an employee's annual salary for technical positions Up to 213% of an employee's annual salary for C-suite positions ( source ) On top of the cost of attrition, remaining employees are often overworked and their productivity reduces, it’s estimated this loss of productivity costs $1.8 trillion  in the US alone. This devastating effect of not upskilling employees, high turnover, low engagement, and lack of inclusivity can be reduced by diversifying your workforce across all identities. Especially when we know the overall diversity of talent also contributes to revenue growth as McKinsey  has seen in a multiyear examination of organisations.  “Our 2019 analysis finds that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile—up from 21 percent in 2017 and 15 percent in 2014” Everything from accessible job applications, using gender neutral language, removing coded language, offering remote work, flexible schedules, and ensuring equity in policies are some of the areas where utilising an external partner like We Create Space can benefit your business. What’s listed here are all symptoms of DEI not being built into the growth strategy of your organisation. Another survey  conducted in Dec 2023 on Chief HR Officers outlook for 2024, shows “63% plan to focus on attracting a more diverse workforce.” If you have a growth mindset for your organisation, you need to have it for your employees as well. Giving employees access to grow themselves, their skills, and become champions of DEI affords you many more opportunities for increasing your internal mobility rate, decreasing your attrition rate, and improving the overall wellbeing of staff. A business without people focused growth, will constantly find itself running behind in the race. Investing in your own growth and the growth of others is an act of compassion and inclusion in its purest form.  Conclusion. The journey toward fostering diversity, equity, and inclusion within organisations is not merely a trend but a necessity for sustainable growth and success. As we have explored, historical shifts in societal perspectives underscore the importance of adapting to new realities. Organisations that prioritise DEI are not only enhancing their internal culture but are also positioning themselves to resonate more deeply with their communities and customers. The evidence is clear: a diverse workforce is a powerful driver of innovation and profitability. Moreover, the commitment to upskilling employees plays a critical role in mitigating the adverse effects of high turnover and disengagement. By investing in training that emphasises vulnerability, allyship, and emotional intelligence, companies can create an environment where all employees feel valued and empowered. This, in turn, leads to improved productivity and retention rates, ultimately benefiting the organisation's bottom line. The statistics reveal a compelling narrative; organisations that embrace inclusivity see tangible improvements in performance and employee satisfaction. As we move forward, it is essential for leaders to champion DEI initiatives actively and transparently. This requires not only a strategic approach but also a genuine commitment to listening and responding to the needs of diverse voices within the organisation. By fostering a culture of psychological safety, leaders can encourage open dialogue and collaboration, paving the way for innovative solutions that reflect the richness of diverse perspectives. In essence, the path toward effective DEI implementation is ongoing and requires dedication from every level of the organisation. As we look to the future, let us embrace the transformative power of diversity and inclusion, recognizing that it is not just a moral imperative but a strategic advantage. Together, we can build a more equitable and inclusive world that benefits not only our organisations but society as a whole. This We Create Space | Insights Report is one of the ways we are supporting communities to Learn, Connect, and Grow through shared research and data. Our upcoming November report will feature discoveries from a series of roundtable discussions with DEI leaders being conducted in September. This report will be a forward looking, action focused guide for practitioners as we approach 2025.  Stay in the know and subscribe   to our biweekly corporate newsletter. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We sat down with writer, presenter, researcher and award winning intersex activist, Anick Soni, an attendee of our Who Am I? TQ+ leadership programme, to hear about their retreat experience and how they've used our teachings to drive change in their own life. Who are you? I am a lot of things – fundamentally, I am someone who likes to share knowledge, create content, and help others. I am a writer, researcher, and presenter. I am intersex, I am disabled, I am bisexual, I am queer, I am a Person of Colour, and a bunch of other labels I may not even know yet. I am lots of things – all at once. How did you find yourself doing what you're doing? For as long as I can remember, I’ve taken part in a variety of community groups and volunteered my time to various causes. Through this, I began to speak about the issues, share knowledge, and engage in conversations. What started as a way for me to learn and develop, or to find a community, became a wonderful way for me to feel a sense of belonging. From planning events, conducting research, delivering workshops, and creating content, to sitting on funding panels deciding how to distribute funding to projects – I’ve been involved in various forms of activism for a long time. But I was called an activist by other people, long before I even considered myself as one. It’s a label that I primarily found useful when I had something to say that was different, or rarely mentioned – but not one I comfortably used. It added a lot of pressure to be ‘the’ voice of my various identities – for outsiders, rather than giving me the freedom to exist within it for myself or within my communities. What have you learnt throughout your journey? Firstly, being a leader comes in lots of different ways. There are times in life where you decide to become one – and in other times, people see you as one without you making a specific choice. What I’ve learned in both of those times is to balance the desire to be of service and knowing how to look after yourself. One of the biggest issues I see often are people who constantly re-live their traumas publicly by sharing them, without doing the internal work that can help them to heal. What that means for the person is that they are quick to experience ‘burnout’. Moving forward does not mean that you forget the past. Some people spend a significant amount of their time sharing intimate details about what they’ve gone through, in an effort to help others and perhaps even to feel some solace. For me, I would speak out about hiding my intersex story, the kind of childhood I had and what I wished was different. However, there will be a point where you want to outgrow your past. I learn that moment during the ‘Who Am I?’ retreat. I learned that in my situation, whilst sharing my story was powerful – it was not contributing to the change that I wanted to achieve. Why did you get involved in the "Who Am I?" programme? I don’t entirely have an answer for this. It came at the right time. I don’t think I was ready for it before – I can’t say I knew what I wanted to achieve beforehand. I was very comfortable but deeply unhappy – yet I thought I was okay. I now describe that as survival mode – and post-retreat, I’m attempting to be in some form of ‘thriving mode’. Have you used anything from our retreat in your life? What was pivotal to me was listening to other people and their experiences. I found that not only was my situation not much different – but there were discernible patterns in ‘activism’ and ‘leadership’. Having check-ins with people I met through the retreat has been incredibly useful. Learning how to reflect on my experience has enabled me to facilitate my own growth and development. What relationship do you have to the LGBTQ+ community? A very complicated one to be honest. I describe myself as Queer online – but it’s not necessarily how I identify in person. I don’t tend to verbally share my sexuality the way I share my intersex story. That’s something I learned about myself during the retreat. I have a wonderful group of friends who are all queer – and so I rarely feel the need to describe myself as such. However, outside of specifically queer spaces, I don’t always like to bring it up my queerness because I have experienced situations where I am expected to be ‘the voice’ rather than myself. It’s a conflict within – I want to be able to be all of me and not just part of me. At the moment, I believe I can only do that in queer spaces. Over the lockdown, I felt so disconnected outside of my regular volunteering and access to queer spaces – that I no longer felt part of the community. Being LGBTQIA+ and being part of the community (or communities) are not the same thing for me. Oftentimes, I see people speaking ‘on behalf of the LGBTQ+’ community and I wonder what they think that means. I think it’s very important for me that I continue to meet people across the acronym and learn from them. Whilst I believe strongly in unity, I think we need to be better allies for each other within; and that means knowing when it’s not my place to ‘represent’ or ‘speak’ on a particular issue. What's the biggest challenge you're currently working through? “I have to constantly re-identify myself to myself, reactivate my own standards, my own convictions about what I’m doing and why” – Nina Simone. The biggest challenge I’m currently working through is trying to discover who I am outside of service. It’s actually ‘doing the work’ on myself – and thinking about me instead of just what I can do for others. Who am I, when I’m not living to please other people or to achieve a particular goal… At one of my lowest points, I decided that I would live for people who wanted to live, even if I didn’t want to myself. I told myself that it was being selfish was the issue. My real issue was a lack of purpose. Have you learnt anything new about yourself since the retreat? The retreat taught me that I do not need to have a back-up plan in place to make the next step. I felt very trapped before because of things like financial needs; it meant that I did not pursue particular avenues because I worried about survival. I carried on doing a job that I found unfulfilling all to pay bills. Meanwhile, I avoided finding a job that I would be able to feel more empowered. As silly as this may sound, it was more comfortable and easier for me to stay where I was than to try something new and fail. I was so scared of failure. During the retreat, I learned all those cliches are true, if I don’t try something then that’s a failure in itself. I learned that I surviving and thriving are very different beasts. How do you continue to "Create Space"? These are the ways I create space: 1. Therapy - SouthAsianTherapists, Kalda and Bloom – these are the spaces that I use to create time for myself to be able to reflect, understand, and explore feelings. 2. Books - reading and writing are big parts of my life and I like to create space for characters (fictional or living) to teach me about communities, experiences, and lives outside of my own. 3. Spaces – I use a variety of spaces to meet new people and expand my connections or harness them. I find that being part of a community is really helpful for me to have that sense of belonging and also to have fun. Want to connect with Anick? Follow him on LinkedIn , I nstagram Are you interested in joining one of our retreats? Our 'Who Am I?' retreats take place throughout the year. We have tailored iterations of the programme to suit the needs of differing identity groups. Each person can attend the group that feels right for them. To stay updated about upcoming workshop and retreat dates, please subscribe to our mailing list here .