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(she/her) Magda Magda helps leaders turn small actions into meaningful support for trans people at work. With 10 years of corporate HR experience and 4 years as an inspirational speaker, she bridges business reality with lived trans experience as a woman from Poland. Magda's work empowers organizations to move beyond policy into everyday inclusion. Trusted by Google, Microsoft, the European Parliament, and as a TEDx speaker on “Small actions can have a big impact on the trans community,” Magda delivers impactful keynotes, practical workshops, and engaging Ask-Me-Anything sessions that create real cultural change. She was recognised as 1 out of 25 Influencers by Forbes Women Poland. Magda Stega Looking for a Guest Speake r ? Get in touch Our Recent Articles... Beyond Calendar Moments: How Organisations Turn Belonging Into a Movement. Community Building 101 | Wellbeing with Panteres Grogues. Our Community Impact: 2025 Year in Review. 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

All our trainings, events and experiences are delivered by our global We Create Space Leadership Collective of mentors, facilitators, coaches and professional speakers. Our Collective. Team TOGETHER, WE INSPIRE CHANGE We're a global collective of 300+ community leaders and change-makers ; made up of trained DEI specialists, therapists, certified coaches, consultants, mental health professionals, activists, senior execs, legal experts, community builders, and corporate change-makers. Each have a unique talent and powerful story to tell. The rich diversity of our collective aims to represent the plethora of intersecting identities across the Queer community, allowing us to speak with authority into a wide range of topics and experiences . Check out our WCS 2025 Cultural Calendar for some inspiration as to how we could support you in the coming year. Looking for a Guest Speake r ? Get in touch Meet the Team Adam Lanfear Adi Sinha Ahmed Shihab-Eldin Ailish Breen Aisha Shaibu-Lenoir Aitch Farley Ajay Pabial Alberto Antón Benítez Ale Rebon Portillo Alex D'Sa Alex Dominguez Alex Howell Alex Leon Ali Hendry Allan Kartodikromo Amanda Walker Ambra Venturini Amir Yass Andre Johnsen Andrea Barberà Andrea Cortes Andrea Di Giovanni Andrea Knowles Andrew Chen Andrew Seedall Anick Soni Anthoniy Hristov Ariadne Ribeiro Ferreira Asha Harkness Ashley Marshall Ashtar Alahmad Audrey Mari Avi Ajwani Awo Dufie Bachul Koul Barbara Platier Barry Brandon Bekky Harrison Ben Pechey Betsy Reed Bex Wade Bobbi Pickard Brandi Andrews Brian McComak Burak Bilen CK Cairo Nevitt Calvin Stovell Carlos Idibouo Caroline Gansdorfer Char Bailey Char Erskine Charlie Craggs Chloe Cousins Chloe Filani Chloë Davies Chris Allan Chris Sheridan Christopher Kenna Christopher McDonnell Christopher Owen Cindy Nasenya Cindy Nehme Coco Coda Nicolaeff Cynthia Fortlage Cécile Deprez Damiana Ventura Dan Glass Daniel Pillai Darren Pritchard David Kam David McLaughlan David Nath Debra Griffith Dee Jas Dee Whitnell Denny Tu Devin O'Loughlin Devin Ozbagci Dhiren Doshi-Smith Diego Lazaro Don Dominic Doug Graffeo Drew Demetry Dylan Shimmon Ed Jervis Ed Moss Eduardo Gutierrez Eliseo Pares Jorda Elle Bower Johnston Elliot Theodor Emilia Astrom Emily Garside Emily Horton Emma Underwood Erdem Onel Erica Burton Erica Rose Ernest Owens Ese-Mena Uyovbukerhi Esteban Zamora Eva Echo Fabian Domenech Felix Mufti-Wright Freddie Lewis Gatonga Theuri Gayathiri Kamalakanthan Geffrye Parsons Gonzalo Parra Guilherme Neves Gurchaten Sandhu Gus Bussmann-Stuart Hadi Moussally Han Greenslade Hannah Nishat Botero Hishaam Siddiqi Hunter McCance Iesha Palmer Ilā Kamalagharan Itzel Yagual JD Valladares-Williams Jack López Jacqui Rhule-Dagher Jade Fraser Jae Sloan James Bryant Jamie Lowe Jan Blinka Jani Toivola Jano San Jaron Soh Jasmine Khan Jason Kwan Jaï Bristow Jen Keawphaisan Jennifer Polzin Jess Brough Jim Fielding Jo Krishnakumar Joela-Abiona Rivera Jolinda Johnson Jon-Paul Vicari Jonny Benjamin Jono Cruz Jono Selvadurai Jordan Reeves Josephine Hughes Josh Rivers Joshua Cruz Jossy Jaycoff Angulo José Luis Espinosa Sales Jourdan Hussein Jua O'Kane Jude Guaitamacchi Judith Solanas Sánchez Kali Sudhra Kanndiss Riley Kari Serrano Karim El Oteify Kathryn Lum Katya Veleva Kayus Fernander Keri Blue Kevin Hawkins Khatoun Abdmasih Ki Griffin Kim Wunner Kirill Slobodianiuk Kodo Nishimura Kosta Karakashyan Lazarus Lynch Lee Mabey Lee Schoenmaker Lex Karageorghis Liam Rezende Lias Mauersberger Lily Zheng Lisa Cowling Lisa Marie Hall Loane Alonzeau Logal Kako Lolo Noble Lotus Smits Louise Beardsmore Luca Condosta Luca Magagni Lucia Blayke Lucifer Benedetti Luke Christian Luke Lopez Luke Manton Luke Thomas MK Getler-Porizkova Magda Stega Mahmoud Assy Manjinder Sidhu Manuel Schlothauer Marc Thompson Mariana Spada Marie-Helene Tyack Mark Travis Rivera Marley Conte Marthe Koster-Thomas Marty Davies Matthew Fuller Max Marchewicz Max Price Max Siegel Maya Price Mayra Pastor Valdivia Mercedes Jenkins Michael Stephens Mike Rahilly Mitchell Davis Mufseen Miah Mus Alsaeid Nadu Placca Rodriguez Nancy Di Dia Natasha Getler-Porizkova Nats Sisma Neil Hudson-Basing Nick Kientsch Nicky Wake Nicole Simpson Nour Jarrouj Nourhan Sandouk Obella Obbo Ora Özer Paff Evara Paul Forster Paul Taylor-Pitt Paula Harrowing Paula Soli Pavlo Cherednychenko Phil Sanger Piotr Ciepiel Polo Lonergan Pritham Bhatia Prudence Dippah-Dina Rachel Padilla Radam Ridwan Raga D’Silva Rahim EL Habachi Rakshet Sachdev Raven Nielsen Reeta Loi Rico Jacob Chace River Coello River Solace Robert Suttle Roxy Murray Ruby Rare Ryan Lanji Ryan Zaman Saba Ali Sabah Choudrey Safir Boukhalfa Sakeema Peng Crook Sanjay Sharma Sanjukta Moorthy Santi Sorrenti Santo Tripodi Sara Alvarez Sara Táboas Sarah Massey Saski Saul James Scott Sallée Sebastián Dalla Ba Sergi Alberola Sevi Koppe Sharon Ehrlich Shawn Aaron Shimar Guyo Shiva Raichandani Simi Wang Somar Ibrahim Sophia Emmerich Sophie Edwards Sophie Strachan Stef Tudorascu Steph Matthews Stephen Hart Stewart O'Callaghan Sunni Patel Suresh Ramdas Suzy McCafferty Tadhg Mac Mahon Tanvir Ali Taofique Folarin Tash Koster-Thomas Tashan Nicholas Tatum Karmen Swithenbank Taylor Lianne Chandler Taz Rasul Temi Ayorinde Teodor Cesljarov Teresa Lee Thea Bardot Thokozani Mbwana Tolu Osinubi Trish Boston Ty Jernstedt Uz Afzal Valentín Aseyo Vaneet Mehta Vijay Chohan Xesca Alabart Lopez Yasmin Benoit Yassine Senghor Yeison Forero Yujx Smith Zach Ames Zacha Belok Zee Monteiro WANT TO JOIN THE TEAM? 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(he/him) Taofique Taofique is a public health practitioner, multidisciplinary artist, and community advocate working at the intersection of LGBTQ+ health, psychology, and creativity. He is the HIV Prevention Coordinator and Digital Engagement Lead at Spectra, where he leads culturally competent digital engagement and communications that translate complex sexual health information into accessible, non-stigmatising messaging for diverse communities. He holds an MSc in Psychology (BPS GBC), sits on the UK-CAB steering group, contributing to national HIV prevention policy and guidance, and is the founder of TAF Collective, a public health and creative platform serving racialised and marginalised LGBTQ+ communities through culturally aware engagement and inclusive messaging. Taofique has collaborated with organisations including 56 Dean Street, Gilead Sciences, Pink News, and AIDS Healthcare Foundation, and is a wellbeing and fitness contributor for Gay London Life Magazine. A Nike-sponsored athlete, Men’s Health Best Coach (2020), and transdisciplinary artist with over 20 years’ experience across stage and screen, Taofique uses creativity as a tool for cultural change and social impact. Taofique Folarin Looking for a Guest Speake r ? Get in touch Our Recent Articles... Beyond Calendar Moments: How Organisations Turn Belonging Into a Movement. Community Building 101 | Wellbeing with Panteres Grogues. Our Community Impact: 2025 Year in Review. 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

Our new report explores how organisations can build sustainable culture change through year-round action. Every year, organisations cycle through a familiar rhythm: Pride in June, Black History Month in October (in the UK), International Women’s Day in March, Disability History Month, Trans Day of Visibility, South Asian Heritage Month, Mental Health Awareness Week and on it goes. These dates matter. They uplift stories, generate visibility, and offer structured opportunities to celebrate communities that have historically been marginalised. With this in mind, We Create Space & Soho House partnered to bring thought leaders in London together to explore the concept of building movements in organisations rather than focus on calendar moments. This group of experts ranged from large global organisations, cultural institutions, community organisers, and represented a diverse group of roles within these companies.  What was clear throughout the roundtable discussion was these moments alone are not enough. They cannot hold the weight of the lived experiences they are meant to honour, nor can they drive the organisational change that true inclusion and belonging requires. Simply put:   “If it is a moment, inevitably it is going to go away.”  - Tolu Osinubi, Director of Engineering, AI & Data The challenging question organisations must now confront is: How do we turn these moments into a sustainable movement? What follows captures the core themes from our discussion and concludes with three practical steps for any organisation to use, regardless of size, maturity, or industry. 1. Moments Create Visibility but Without Year-Round Action, They Fail Participants were unanimous, calendar moments can spark attention, but they are insufficient on their own. Several themes emerged: Lack of Emotional Investment When inclusion activities are limited to single calendar moments, they generate awareness but not understanding. People outside those communities may attend an event or read an email, but they often aren’t asked to explore the underlying challenges their colleagues face.  “It’s a lack of emotional investment… if it’s just a one time hit, then you get people within the community who can come together for that one moment and really embrace it, but wider emotional investment from other communities… lacks.” - Aidy Smith, TV Presenter, Broadcaster & Neurodiversity Advocate Without emotional investment, behaviour doesn’t change. Attitudes don’t shift. The work evaporates as quickly as the moment passes. Celebration Without Understanding Too often, organisations jump straight to celebration, colourful visuals, themed events, social posts, instead of carving out genuine time to understand the experiences of the people the moment is meant to honour. “Almost nothing sticks in people’s minds if you do it once or for a week or for a month.”  - Kyle Ireland, Head of DEI & People Experience A Pride flag in June means little if LGBTQ+ employees feel invisible the rest of the year. An IWD panel means little if the gender pay gap remains unexamined. A Black History Month campaign means little if leadership pipelines remain unchanged. “Celebrating a cultural or identity difference is a lot different than spending a year understanding the issues that these communities are facing and then working to solve them.” - Jamila Brown, Founder, Light/Work Moments Don’t Fix Systems Calendar activations tend to fall under “culture work” like events, comms, celebrations. However sustainable inclusion comes from the marriage of culture and  structure: policies, reporting, accountability, promotion pathways, representation goals, pay equity, learning systems, and leadership expectations. Most organisations currently pour energy into culture moments because they are tangible and easy to produce. But the deepest issues employees face like discrimination, bias in processes, lack of psychological safety and inequitable progression, require structural change. “There’s a phrase… ‘visibility without protection is a trap.’” - Marty Davies - Founder & CEO Trans+ History Week CIC The Power of Emotional Storytelling Participants shared repeatedly that stories  are what drive connection, empathy, and action, not data points alone. Moments offer an opportunity to tell those stories, but unless the storytelling continues, the emotional connection fades. Marty Davies, founder of Trans+ History Week, described Trans+ History Week as “ a gateway ” , using celebratory and narrative-rich programming to pull people into deeper year-round engagement . Another participant emphasised that people remember stories 20x more than facts alone. Moments should be seen as a spark but they must be connected to something bigger. 2. Barriers That Stop Inclusion From Becoming a Movement Throughout the roundtable, barrier after barrier surfaced. Some were practical, some cultural, some political, others emotional but all impacted the organisation’s ability to create sustained inclusion work. Budget and Resourcing Budget appeared repeatedly, and for good reason: “Budget is everything. It’s the difference between paying lip service to something and an organisation showing that they actually care.” - Tolu Osinubi, Director of Engineering, AI & Data Data Budget is a signal of seriousness . It distinguishes performative talk from sustained commitment. It allows for expertise to be compensated, not exploited. It funds programming, data, learning, and community support. Yet budgets for inclusion work are often non-existent or tied only to calendar moments and centralised within HR without strategic alignment. They’re often viewed as a “nice to have” but not essential, and regularly face cuts in times of financial pressure.  Small organisations, in particular, struggle with where to begin. Participants noted that if budgets truly don't exist, some form of value exchange or in-kind support can be explored  but this must never become an excuse to avoid paying marginalised people for their labour. “Woke Risk” and Reputational Fear Participants spoke candidly about organisational fear: Fear of backlash, negative media attention, doing the wrong thing, and fear of “politicising” the workplace. “Any time I say, ‘We’re just going to add our pronouns policy,’ the anxiety… there is a little bead of sweat going down directors’ heads…” - Inclusion Practitioner in Arts & Culture This fear often leads to paralysis or, worse, the rolling back of previously established inclusion efforts. Even progressive comms teams are feeling this tension. The risk of backlash is real, but participants pointed to an important truth: The reputational risk of not  being inclusive is growing faster. Customers, employees, and the public are increasingly aligned with organisations who act on their values. “There is hesitancy in perceived organisational reputational risk… wondering who’s coming for us next.” - Inclusion Practitioner in Arts & Culture Lack of Data (and Misuse of It) Data is essential for structural change but organisations often: don’t collect it, can’t collect it because there is a lack of trust and/or legal barriers  don’t know how to interpret it, misuse it to defend inaction, lack the confidence to analyse it through an intersectional lens, or fail to include marginalised voices in survey design. Participants warned that data without context becomes dangerous. For example, using national census data to evaluate representation in a London-based company is misleading. Data must be contextualised, comparative, and tied to decision-making . Inclusion Work Is Often Unpaid, Unsupportive, or Invisible “More often than not, the people responsible for doing [inclusion work] are not paid for what they are doing… They’re neurodivergent, LGBTQI+, from underrepresented ethnic communities…” - Aidy Smith, TV Presenter, Broadcaster & Neurodiversity Advocate ERGs, network leads, lived-experience advisors, project teams, and ambassadors often: do the work voluntarily, manage it alongside their full-time job, burn out, face emotional labour without support, or are expected to fix systemic issues without authority. This model is unsustainable and deeply inequitable. Organisational Structure: The Importance of Role Clarity & Accountability  Participants were aligned: When inclusion is not assigned to a clear role or department, accountability disappears. “If DEI is everyone’s job, it’s absolutely no one’s job.” - Inclusion Practitioner in Arts & Culture But where should it sit? Some argued for the CEO. Some for COO. Some for Social Impact, some for Legal, some for People & Culture. Most agreed it requires both : A strategic  function (company-wide influence, connection to business goals, culture shaping) An operational  function (policies, processes, employee guidance, data collection, systems change) “HR’s job is to protect the business… DEI gets caught by that. Decoupling from HR takes away that difficulty.” - Tolu Osinubi, Director of Engineering, AI & Data And a crucial reminder surfaced: Culture is modelled from the top.  If leaders don’t care or appear not to then everything else becomes harder. 3. The Case for Inclusion Must Be Hardwired Into Business Strategy Participants emphasised that inclusion cannot rely solely on morality or ethics, not because those values aren’t important, but because they do not motivate organisational decision-makers at scale. Businesses prioritise revenue, profitability, brand relevance, innovation, talent attraction, talent retention and risk mitigation, but research consistently shows the work of inclusion directly improves every single one of these outcomes. “The priority from leadership is slipping because the pressure externally isn't on anymore. So it's not that they don't care anymore. They know it’s nice to do…but this isn't the most urgent thing that you can come to leaders with. Because often what they are really struggling with is budgets and sales, and this and that and other things.” - Jamila Brown, Founder, Light/Work Examples shared during the discussion included: Employee belonging correlates with higher creativity, decision-making quality, and innovation. Advertising with diverse representation leads to higher sales. Brands that authentically invest in communities improve customer trust and loyalty. Gen Z and younger millennials actively choose organisations aligned with their values. Inclusion improves operational efficiency by decreasing conflict, attrition, and inequities. A more diverse company reaches more diverse audiences, expanding revenue potential. Yet, despite this overwhelming evidence, leaders often fail to draw a clear line between inclusion and business performance.   Inclusion is not a side project. It is not a feel-good initiative. It is a driver of competitive advantage and companies who embrace this will outperform those who don't. 4. What It Takes to Shift From Moments to Movement Throughout the discussion, a set of deeper shifts emerged, shifts organisations must make if they want inclusion to move beyond surface-level activation. A. Move from celebration to purpose A Pride-themed logo change does not create belonging. A Black History Month panel does not challenge structural barriers. A mental health webinar cannot replace meaningful wellbeing support. Purpose comes from: addressing real barriers people face, investing in emotional narratives, making visible what is often invisible, connecting actions to strategy, funding the work year-round. “We spent probably the past three or four years building, both engagement and belonging as our kind of key metrics, because we essentially said, we don't want to be just a diverse organization. We want to be one where everyone inside the organization is reaching similar outcomes for similar performance and then it's determining how we go to each function and actually make that happen and implement that.”  - Kyle Ireland, Head of DEI & People Experience B. Move from reactive to proactive Many organisations treat inclusion like a fire extinguisher, breaking the glass only when something goes wrong. Participants identified that proactive inclusion can look like: transparent policies, ongoing education, thoughtful comms reviews, lived-experience-led design, regular data analysis, positioning inclusion as a business enabler, embedding inclusion into every strategy, not keeping it siloed. Role clarity and accountability  C. Move from safe to brave Participants emphasised that real progress requires: asking bolder questions, naming realities leaders are uncomfortable with, challenging outdated narratives about risk, making non-performative commitments, accepting discomfort as part of the growth process.   “We need to be braver in asking how we can navigate objectives together.” - Aidy Smith, TV Presenter, Broadcaster & Neurodiversity Advocate Three Practical Tips to Transform Moments Into Movements These tips are drawn directly from the insights shared during the roundtable and are intentionally designed to be relevant for organisations of any size, sector, or maturity. 1. Build a Year-Round Narrative Strategy (Not a Calendar Strategy) Stop thinking in months. Start thinking about how to communicate and demonstrate your value proposition through a lens of belonging.   This means: Mapping the stories you want to tell across the year. Ensuring every moment builds on the last, connected by purpose and values. Including emotional storytelling, not just facts. Involving people with lived experience in co-design, not just approval. Linking each story to a business priority (talent, brand, product, culture, revenue). Narratives drive understanding. Understanding drives empathy. Empathy drives action. And action drives behavioural and culture change. “Greater creativity, innovation, and decision-making are all seen in organisations where employees feel a sense of belonging.” - Marty Davies, Founder & CEO Trans+ History Week CIC 2. Start With One Structural Change and Do It Properly Pick one  meaningful structural issue your organisation currently faces and commit to solving it.  Participants shared these examples: Reviewing policies for inclusiveness and modernisation. Introducing a formal mentoring programme supported by leadership. Updating recruitment processes to eliminate bias. Establishing a belonging or engagement metric and measuring it consistently. Formalising ERG roles and compensating them for their labour. Creating company-wide expectations for inclusive communication. “We have to consider not just what the goals are but why we have set those goals." - Jamila Brown, Founder, Light/Work 3. Build Relationships With the Right Internal Stakeholders Participants were crystal clear: Inclusion cannot succeed in a vacuum. We need to identify and build long-term relationships cross-functionally and establish ways to partner. That could include:  Comms: Shape messaging & co-author inclusive communications Finance: Approve budgets, validate ROI, allocate resources Legal & Compliance: Ensure policies are inclusive, safe, and compliant Operations: Embed inclusion into daily workflows & remove blockers Social Impact / ESG: Connect goals to ESG strategy and community impact People & Culture: Embed inclusion across the employee lifecycle & support ERGs Data Teams: Collect, analyse, and interpret inclusion data for decision-making Key Executives: Set tone from the top, champion inclusion and belonging, approve strategic direction When you build relational infrastructure, inclusion work moves faster, encounters less friction, and becomes embedded across the business not isolated within one department. “I think if we're talking about how we convince more senior stakeholders and the C-Suite, how we use data and also contextualize data matters because many don’t know how to interpret it without context.” - Tolu Osinubi, Director of Engineering, AI & Data Conclusion: Moments Are the Spark. Movements Are the Work. This roundtable revealed a truth many practitioners already feel but few organisations fully embrace: Moments matter but only when they are rooted in purpose, fuelled by storytelling, supported by structure, and reinforced all year round. A movement: survives beyond a logo change, transforms culture and systems, distributes responsibility and authority, prioritises emotional connection, invests in the people it serves, evolves with the organisation, and aligns directly with business success. The future of inclusive work requires courage, strategy, emotional honesty, and organisational clarity. It requires leaders willing to be uncomfortable, employees empowered to contribute meaningfully, and practitioners armed with data, narrative, and influence. Calendar moments can be beautiful catalysts but the real transformation comes from what we choose to do the other 11 months of the year. Lead Author: Jon-Paul Vicari Co-Authors: Neil Hudson-Basing and Jua O’Kane Contributors:   Aidy Smith (he/him) - TV Presenter, Broadcaster & Neurodiversity Advocate ( @Sypped and @DisLabeled) Tolu Osinubi (she/her) - Director of Engineering, AI & Data ( @FollowTolu) Kyle Ireland (he/him) - Head of DEI & People Experience ( Substack and LinkedIn ) Marty Davies (she/they) - Founder & CEO Trans+ History Week CIC ( @marjoda and @transhistoryweek) Jamila Brown (she/her) - Founder Light/Work ( @jamilafaye and @wedolightwork) 1 Anonymous Inclusion Practitioner  Moderators:  Neil Hudson-Basing (he/him) Community and Events Director at We Create Space & Jon-Paul Vicari (he/him) Managing Director at We Create Space Location Partner: Soho House  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 explore the importance of integrated wellbeing when building communities. At We Create Space, we see the transformative power of community every single day. When it comes to championing inclusion & creating space in which everyone can thrive, we believe community-building isn’t just a solution. It’s the foundation. We were thrilled to invite Panteres Grogues to join us for the fifth edition of Community Building 101. Hosted by WCS Community & Events Director Neil Hudson-Basing in conversation with Beltran Horisberger and Judith Solanas Sanchez from Panteres Grogues, this instalment focused on the key pillar of ‘Wellbeing’ as a fundamental factor in creating impactful & sustainable communities that provide both a sense of belonging & purpose.  In previous Community Building 101 sessions we have spoken with the teams behind Trans+ History Week , Voda: The LGBTQIA+ Mental Wellbeing App , UK Black Pride and Oogachaga . The objective of Community Building 101 is to provide actionable strategies & tools to promote effective change, collective learning, workplace culture & shared values. It also serves as a talking point for how grassroots principles can be applied in corporate settings and vice versa. We asked our speakers to share their main takeaways from the event: Neil Hudson-Basing Give yourself time, patience & self kindness to start with. Anything physical can be a struggle at first. You don’t have to be the best at something, or even need to improve at all, to enjoy it! Celebrate your wins - whether a small milestone or an epic achievement - with those who are cheering you on! Judith Solanas-Sanchez There is no single way to participate - showing up socially is just as valuable as training or competing. Sport can be an entry point, but relationships, shared moments, and feeling safe are often what keep people coming back. Create spaces where people can connect beyond the activity - community grows in the moments in between. Beltran Horisberger Reclaim play as an end in itself: Movement is a right to enjoy—not an obligation to perform. Inclusive sports clubs act as protective factors for mental health: Safe, affirming sporting environments provide social support, visibility, and community connection that counter the mental health impacts of discrimination. Celebrate everyday victories to build resilience: Recognizing these individual and collective successes strengthens sustainable cultures of care around physical and mental wellbeing. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

Looking back and reflecting on the projects, events, achievements and community impact that we've had over the course of the last year as a team, collective, and organisation. 2025 marked a key milestone for We Create Space. As we celebrated five years of building inclusive learning spaces, we also laid important foundations for our future as a global hub for talent development, leadership, and community building across our global ecosystem. At the start of the year, we launched our 2025 Community Action Plan , informed by insights from our 2024/25 Community Survey and shaped by the evolving needs of our global network. As a proud social enterprise, our commitment remains to reinvesting profits into free resources, events, and growth opportunities for our community. This report reflects on the progress we’ve made, not only what we delivered, but how those actions strengthened our learning pathways, expanded access, and supported visionary leaders to thrive. 1) We introduced New Learning Pathways for Talent Development. Inclusion | Wellbeing | Leadership In 2025, we redesigned our entire community engagement strategy around three clear learning pathways, each providing structure, guidance, and progression for professionals at every stage of their journey. We integrated these pathways across all events, retreats, online learning, and content. “WCS gave me the confidence to be more vocal about all aspects of my identity, leading to more authentic leadership and advocacy work.” - Sebastian Dalla Ba “WCS has given me the chance to collaborate with like-minded people, exchange ideas, and be part of impactful conversations.” - Cindy Nasenya 2) We shared our Data-Driven Inclusion Insights through WCS | Reports. Building on our DEI Insights and Trends 2025 Report , we continued our commitment to data-driven learning by expanding our research, trend reporting and insight generation to support leaders with creating more inclusive workplaces for diverse talent. Key Impact Highlights: Published 4 new DEI Trend reports focused on Practitioner Wellbeing and Career Sustainability , Leadership Engagement , Tech and Innovation and Global & Local Strategies . Produced a business case for investing in talent development and up-skilling your people. Created a DEI Communications Toolkit 2025 for corporate DEI leaders and internal inclusion advocates with hundreds of downloads.  Strengthened our reputation as a trusted source of intersectional, queer-led insight for organisations. Hosted 2 webinars/events unpacking findings with community and corporate partners. “It felt very reassuring to be in the space with others and honestly discuss some of the narrative and discourse around EDI at the moment.” -   Attendee Feedback from Feb 13 2025 DEI Insights & Trends Event.  3. We Strengthened Professional Networks Through Community Activations. Our community events continued to be a powerful tool for professional and social connection. 2025 saw us experiment with new event formats, tools and interactive methods, both online and in person. Key Impact Highlights: Hosted 74 community events. Connected 2,000+ professionals while centering safety, belonging and intersectionality. Partnered with 8 grassroots organisations to support visibility. Event strands delivered this year: Queer Women in Business Global Speed Networking  WCS x DEI Leaders Roundtables A Space for Dialogue (new series themes) Community Building 101 Queer Leadership 101 Queer Leader Awardee Speed Networking WCS Leadership Collective Speed Networking “Being part of the WCS community and then later becoming a Board member has been incredibly meaningful. It’s given me a space to connect with other leaders, exchange ideas, and amplify my work.” -   Kevin Hawkins 4. Our Retreat Programming focused on LGBTQ+ Leadership and Wellbeing. This year we rebuilt our retreat model from the ground up with an emphasis on rest, leadership, community, and sustainable wellbeing practices. “The retreat has been a beautiful space to come back to learning new skills to self-regulate... Communal care is so important.” -   Jaron Soh Key Impact Highlights: Relaunched Queer Retreats in Barcelona with 6 key themes. Continued hikes and introduced urban mini-retreats as entry points. Strengthened the wellbeing pillar of our talent development strategy. “The retreat really shifted my perspective. I found a safe space in the community and that has meant a lot for me” -   Teresa Lee 5. WCS | Awards became a Global Celebration of Inclusive Leadership. This year, we took the Awards international, recognising LGBTQ+ leaders who are actively building inclusive cultures and communities around the world. What began as a regional initiative has now grown into a truly global celebration, honouring queer individuals and organisations whose work is shaping more equitable futures. “What inspires me most as Awards Director is witnessing the determination of Queer Leaders and organisations who persist in building inclusive spaces, even when the world pushes back. Their leadership is a testament to what collective courage can achieve. It drives me to deepen my advocacy, elevate our mission and honour the extraordinary impact they make every day.” -   Sevi Koppe, WCS Awards Director Key Impact Highlights: Honoured 101 LGBTQ+ individuals and 5 LGBTQ+ organisations across 6 award categories, 21 countries and 5 continents, reflecting the global scale of queer leadership today. Inaugural Honorary Award, presented to Lady Phyll, founder of UK Black Pride. Partnered with 6 organisations, expanding our international network and community reach. Engaged 40 volunteers through the WCS Give Back Programme, supporting global operations and community-building efforts, all year-round. Hosted both online and in-person ceremonies , ensuring accessibility and participation across time zones and geographies. Established the Awards as a core pathway for leadership development, visibility, and community contribution, launching the 12-month Queer Leader Journey as a structured programme for continued growth and engagement. “The WCS Awards provided a much needed space to amplify and uplift the work of people who too often go uncelebrated. It was amazing to connect with so many visionary leaders from across the globe.”  -   Jua O'Kane 6. We Launched WCS | España to Strengthen Local and EU Connections. 2025 marked the official launch of our non-profit association in Spain, expanding our grassroots impact and deepening our work in Barcelona, and across Europe. Key Impact Highlights: Secured 10 partnerships with Spanish organisations, NGOs and community groups, expanding our collaborative capacity and local presence. Welcomed 4 interns focused on training, development and international exchange, contributing to network expansion, improved community experience and the development of new educational programmes. Strengthened regional connections by creating and engaging with a database of over 700 organisations across Europe, fostering opportunities for cross-border collaboration. Delivered 19 local events and initiatives centred on inclusion, wellbeing and community-building for LGBTQ+ people and allies. Opened access to new funding streams, enabling the development of community-led projects and increasing our long-term sustainability within Spain and the EU. “With WCS España, we are strengthening our presence in Europe and creating new pathways for leadership development, inclusion and cross-border collaboration. This launch opens access to EU partnerships, funding opportunities and long-term alliances that will amplify our mission across the region.”  - Sevi Koppe, Director, WCS España 7. UNLOCK Became our Global Platform and Network for Visionary Leadership. UNLOCK evolved into a dedicated home for leadership, mentorship and professional development acting as the bridge between community learning and advanced talent pathways. Key Impact Highlights: Hosted Season 1 of the leadership podcast with 10 episodes . Launched 4 new leadership masterclasses and programmes designed around the 5 Keys Framework to support accessible, practical and embodied skill development. Developed new digital resources preparing queer leaders for 2026 and beyond, including templates, exercises, skill-building modules and leadership guides. “If we don’t have women, queer people, Black people, all kinds of different people at a diverse table, we’re still going to be tailoring products, services, processes and systems that only tend to the needs of a few and not everyone.”  - Letícia Ange Pozza 8. WCS | Campus and WCS | Courses Grew as a Global Community Learning Hub. Our digital space continued to bring people together across borders, fostering connection and accessible learning. Key Impact Highlights: Reached 2,504 members on Campus. 1,142 people took our free LGBTQ+ Inclusion 101 Course. Integrated our new learning pathways into the platform structure. “The explanations in each lesson are the most thorough I have encountered yet. The supplemental videos from external queer voices are outstanding resources to keep coming back to. Thank you for making this course available!” - Feedback from LGBTQ+ Inclusion Course Participant  9. Our Resource Library Supported Continuous Personal Learning and Growth. The library remained a trusted archive for knowledge, resources, and insights. Our content continued to centre under-represented voices, lived experiences and personal storytelling, tools we believe are foundational for building inclusive communities. Key Impact Highlights: Added 100+ new resources and toolkits. Expanded sections on wellbeing, intersectionality and leadership. Integrated curated pathways aligned with 2026 talent development priorities. “I’m grateful to We Create Space for interviewing me when all others fell silent, I felt visible, heard and valued at a time when being a trans ally mattered most. WCS shifted the narrative and reminded me in a climate where silence becomes erasure, being heard affirms existence, protects truth, and lights the way for others.” -  Saba Ali “We Create Space did just that: they created space for us to be heard, during a time when media organisations were focusing on the wrong things. Given the political and judicial events that have negatively impacted the trans+ community this year, allowing us a platform and a voice showed the wider community that hope exists, and that it’s all around us if we make time to listen to one another.” - Eva Echo  10. We Continued Reinvesting in our Community Through Paid Partnerships. As a social enterprise, this remains one of our core impact areas. From inclusion enablement services, leadership development, toolkit creation, team learning experiences like panel discussions, to executive coaching, we’ve supported businesses of all sizes and industries who are values aligned with We Create Space.  Key Impact Highlights: Created 200+ paid opportunities for members of our global collective  Increased our lifetime reinvestment to £1.5m+. Worked with over 45 corporate and community partners to deliver impactful, inclusive activation. "We Create Space has been an invaluable resource to Omnicom Group and has provided thoughtful and powerful insight to programming across our global network.” - David Azulay Looking Ahead to 2026: Building a Global Talent Development Ecosystem. “Our mandate for this next chapter is clear: elevating inclusion from something teams talk about into something the business can rely on to upskill, grow, and retain talent. Our work will focus on the systems, leadership skills, and everyday behaviours that help people grow in their careers, because when people development is prioritised, organisational performance skyrockets.” - Jon-Paul Vicari, WCS Managing Director  In 2026, our work will focus on expanding our Talent Development Framework. This year laid the foundation: clearer pathways, infrastructure, community, insights, and partnerships. Next year, we will deepen the learning journeys for leaders across all levels with measurable outcomes and impact for individuals, communities, and organisations. Creating Space is more than just our philosophy, it’s an ecosystem intentionally designed where everyone has the opportunity to grow, heal, lead and thrive. Thank you for being on this journey with us for the last 5 years and we’re excited to take these next steps together.  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!