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An evening of discussion, sisterhood and solidarity at WeWork in Barcelona. Take a peek into our Queer Women in Business Meet Up in Barcelona, where we bring together LGBTQ+ women living across different identities and generations to network, build lasting and nurturing friendships, reflect on challenges, and inspire each other! This month we explored the pros and cons of coming out at work, how to remedy funding issues as Queer entrepreneurs and breaking intersectional biases. Our Speakers: Sevi Koppe (she/her) Yassine Senghor (any pronouns) Sanjukta Moorthy (she/her) Shimar Guyo (she/her) We'd like to extend a special thanks to WeWork for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo 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!

WCS Community Director Sevi Koppe writes about the importance of creating intersectional and intergenerational spaces where Queer women can come together and learn from each other. Throughout my experience of living in over 10 countries, the support I have received from women, especially Queer women, has been an invaluable asset. It took me a long time to come out as despite my somewhat comfortable French upbringing and having access to education, I was repeatedly told that I didn't belong and so worked hard to shield myself from further isolation. At four years old I kept trying to clean the colour of my skin with an eraser, by eight years old I was straightening my hair, and at twelve I was hiding my height. Coming out as queer was not a priority. As an adult, in my efforts to collaborate with mainstream venues, festivals, producers, and promoters to showcase queer performers, I still often found myself navigating the need to downplay aspects of my intersectionality. Beyond being an immigrant and a woman of colour, openly acknowledging my identity as a queer woman felt challenging. Engaging in business dealings with predominantly male counterparts further underscored the importance of focusing on broader LGBTQIA+ inclusion, rather than my own experiences. The objective was to create space, not to assert my personal presence. Finding open-minded, progressive spaces for Queer women while constantly travelling presented a significant challenge to me, underscoring the necessity for initiatives like We Create Space. Establishing and nurturing such a platform presents a rare opportunity to address a critical global need within our community. By crafting environments that centre Queer women we engage in an act of sisterhood, fostering a culture of radical care amidst profound uncertainty. Intersectionality and impact. Intersectionality exposes how systemic inequalities intersect to exacerbate how individuals experience oppression. Queer women must navigate the dual discrimination of queerphobia and sexism, but may also face additional oppression along the lines of race, ethnicity, class, disability, geographic location, etc. All of these factors may impact one’s ability to access community with other Queer women. Speaking with women at We Create Space’s Queer Women in Business meet-ups, I often hear how factors such as geographic location can exacerbate isolation. Considering my own story, I know that living in rural areas made it harder to find Queer connections and if I did find them, I didn’t always have the money to take transport! By moving to an urban area I found more opportunities. Economic disparities profoundly impact access to LGBTQIA+ friendly services and community support. Cindy Nehme, a business owner from Lebanon, explained to me how living in Beirut rendered her unable to access healthcare and multiplied the difficulties of accessing social support. Trans women especially are often juggling astronomical healthcare costs when trying to access gender-affirming care. Creating intersectional spaces for Queer women necessitates that we embrace an expansive definition of womanhood, embracing trans women and trans feminine people who are too often excluded from women’s spaces. Additionally, we must open the door to others who are impacted by being perceived or socialised as women in society but who may not identify entirely as cis women, whether they are non-binary, butch or genderqueer etc. "As a Black queer entrepreneur, who is further impeded by being perceived as a woman, support from other women, of all backgrounds and generations, has been integral and essential to my work. They have been my mentors, my sounding boards for ideas, my coaches and guides, my role models. Being able to relate to those who navigated similar experiences, shared pressures, frustrations and also celebrated success, has allowed me to feel less isolated and to trust my intuition. With Barcelona being such an international city, it felt empowering and truly necessary to bring together so many brilliant women with a range of expertise and both life and work experience in order to create a community imbued with the spirit of sorority." - Yassine Senghor Generational Disparities. Ageism in LGBTQ+ spaces is rarely addressed, because queer spaces are almost always youth-centric. Living at the intersection of queerphobia and misogyny, older queer women often experience a sense of invisibility both in broader society and within the LGBTQ+ community itself, leading to isolation, loneliness, and a lack of community support. Accessing healthcare that is sensitive to the needs and issues faced by LGBTQ+ elders is a significant challenge. Overcoming historical mistrust towards medical institutions is a challenge on its own, but they are often also dealing with trauma related to facing intense discrimination and criminalization of their identities. Older queer women may also face financial instability due to lower lifetime earnings, lack of access to spousal benefits and insufficient legal protection, exacerbated by the fact that they commonly lack support from their families. Creating spaces where these women can share their stories is crucial; they hold so much knowledge and power as potential mentors for younger Queer women. We often forget that our older community members have fought so many battles on our behalf, breaking barriers and paving the way for progress. “I personally feel a lot of gratitude for maturing because growing old brought me closer to myself. A certain amount of life experience is necessary (in my opinion) to find peace and stability within ourselves and self reconciliation with our identity so that we can be kinder individuals and healthier members of society. Another reason why I feel blessed to age is because I am very active. I build, I create, I have the wisdom to navigate projects, businesses, ventures and that is primordial to staying healthy and sane.” - Cindy Nehme Importance of Intersectional and Intergenerational Spaces. Intersectional spaces are necessary for the well-being and advancement of marginalised queer women. It is crucial that we have environments where individuals can express their lived experiences and troubles, knowing they are surrounded by people who experientially understand what they are going through. They are a source of safety and affirmation that may not be present in other areas of these women’s lives. By bringing Queer women together under one roof, we can offer tailored resources and support that effectively address the unique challenges they face, whether that’s through signposting each other to Queer inclusive healthcare providers, providing advice for coming out at work or sharing strategies for building our businesses when we have less access to traditional funding. Intersectional spaces can also highlight the diversity of experiences within our identity group, which is crucial for building empathy, allyship, and more comprehensive advocacy strategies that encompass the needs of all community members. By listening to each other and sharing our stories, we can more effectively fight for not just our own needs, but the needs of the most vulnerable in our communities. “Adopting an Intersectional approach is key because our community is not a monolith and we have to understand that there are as many facets to intersectionality as there are individuals. When I understood what intersectionality was, I started to see a lot of pride in the Indian queer rights movement as well , and what they're doing in terms of cultural representation and putting forward a very Indian way to be queer. Without intersectionality, queerness becomes a Western dominated, white dominated space where only one group is visible.“ - Sanjukta Moorthy Challenges and Considerations. Creating truly intersectional spaces can be challenging. As an organiser, you will never embody all of the identities of your participants, so consulting with your community on their needs is essential. Accessibility: Finding a venue that is accessible for everyone, including those who are disabled or have accessibility needs. WCS Resource: The future of accessible workplaces. Diversity: The sheer diversity of these spaces can lead to potential conflict arising from differing priorities, experiences, and identities. Balancing the needs and interests of various intersecting identities within the community requires careful navigation. WCS Resource: How to create intersectional networks. Responsiveness: The needs of your community will evolve over time and so must your space. WCS Resource: Learn how to use survey insights to build community engagement strategies. Communication: Within the community, it’s important that everyone understands their role and feels able to voice concerns, so we can learn together and do better. Fostering authentic engagement is key. WCS Resource: Learn how to foster psychological safety. Power Dynamics: Creating truly inclusive spaces requires actively addressing and challenging power imbalances triggered by race, gender, class, background and age. WCS Resource: How to shift the mindsets of others. A better future. I have found happiness creating and nurturing inclusive spaces for Queer women, as it allows me to look after my inner child. I look back and realise what a positive impact it would have had on me to have access to spaces like these throughout different places and times of my life. Being in community with other Queer women like this, I believe that we all truly mean each other well. We want to get to know other Queer women and treat them with the respect we have not always received ourselves. By bringing what we have learned to the conversation, we hope our experiences might be of use to someone else. In a world where Queer women often go unheard, intersectional and intergenerational spaces can amplify their voices, fostering a sense of belonging and strength. Every step of the way we remember that there is a long way to go, but we are also appreciating just how far we’ve come! 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. Find more information about Sevi here. 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!

For Lesbian Visibility Week guest writer Tash Koster-Thomas shares the challenges of navigating pregnancy as a lesbian couple in a heteronormative world. The moment we saw the little message, ‘2-3 weeks’ our entire world shifted. It was a wave of mixed emotions, disbelief, gratitude, love, overwhelm, but more than anything, excitement. We were excited to be starting this new journey. The one that so many of our heterosexual friends had already experienced. We were excited to share our news. To tell the world, ‘WE’RE HAVING A BABY!” But we hadn’t anticipated the worlds’ reaction. As a Diversity, Equity and Inclusion Consultant I spend my days focused on supporting inclusion within the workplace. However, the experiences I had during pregnancy highlighted the need for a developed awareness in society. When I “came out” at 16 years old, I always knew I would have a family of my own. I grew up knowing I would experience pregnancy one day, regardless of the assumptions of those around me. So, when I met my wife Marthe, we knew we would start a family together. Within a month of our relationship, we had already decided who would carry and when. The ‘if’ was never a question, it was just the ‘how’. Our journey to pregnancy was relatively easy when compared to other same-sex couples. We chose a private donor, and I was fortunate to get pregnant within the first few months of trying. It was a fairy-tale story and so when we started to share our news, we assumed everyone would have the same reaction as us. Instead, we were met with a barrage of uninformed, inappropriate, and intrusive questions. “Of course everyone was really happy, but I do remember one friend saying ‘how’? - Marthe Koster-Thomas I would love to say this interaction was a one-off, but it became the norm. People’s curiosity seemed to override their politeness and well-wishes. In the early days we would make jokes and laugh about how ridiculous some of the questions were. However, the humour quickly wore off. Instead of feeling excited to share my news with people, I started to dread it. Knowing I would have to deal with yet another thoughtless comment. The question that hurt the most was, “is the Dad going to be involved?”. This would offend and frustrate me in many ways, and highlighted how heteronormative our society is. Even when people knew we were two women in a relationship, there was still this need for a Dad figure to qualify as a family. The use of the word Dad, when in fact the man in question is a donor. The idea that donation of sperm automatically makes them equal to Mum. The assumption that we require a man to be involved. But the most frustrating fact is people would never ask this question to a heterosexual couple using a donor. There wouldn’t be assumptions about if the donor was going to be involved in parenting the child. “Who is the father? I found that really intrusive. The use of the term father I found offensive as a lot of people already knew we were using a donor, who wasn’t going to be involved.” - Marthe Koster-Thomas I wondered if we were unique in this experience, but after speaking with other same-sex couples we learned it seems to be the norm. Mel and her wife welcomed their daughter 3 years ago and experienced a lot of similar questions. Mel shares how the question of “who is the Dad?” wasn’t exclusive to friends and family, but even within the medical profession: “Especially in the NHS, the language is not there yet. When it was private [healthcare], they knew the language of donor but with our GP, midwife etc the language was never correct.” This experience highlights how language is continuously evolving to become more inclusive. Whilst we may have a certain level of awareness, there is an individual and collective responsibility to foster inclusion. This is even more poignant as in February of this year the NHS announced it was shutting down its ‘LGBT Rainbow Badge’ scheme for hospitals. Started in 2018, it has provided basic education and resources to staff who sign up. Supported by Stonewall after their Britain Health Report (2018) estimated that one in five LGBT+ people aren’t ‘out’ to any healthcare professional when seeking general medical care. The badge was given to staff who pledged their commitment to reduce inequalities and provide support to LGBTQ+ people. Unfortunately, the UK is not alone globally in these experiences for LGBTQ+ people seeking respectful and dignified medical care. There were times when I found myself awkwardly laughing as I answered strangers' questions. I was so shocked by their lack of respect for my privacy that I didn’t know any other way to respond. I would walk away from interactions feeling frustrated with myself for not speaking up. “What does the father look like? Was the most infuriating for me, especially once she was born. In the beginning I would even describe his features as I was so taken back by the question. But now I say to people that I would like to keep it private. I have learned throughout the process.” - Marthe Koster-Thomas Now that our daughter is here, I find myself being a lot clearer in my boundaries. She is no longer a hypothetical person. She is someone I want to protect from other people’s ignorance. But there is a fine balance in sharing knowledge for the purpose of education, respecting your family’s privacy and not coming across as rude. “It’s really good to talk about this with your partner. How you’re going to respond to these questions because they are quite surprising. If I had known they were going to come, I would have set harder boundaries.” - Marthe Koster-Thomas Ultimately these questions come from curiosity and a desire to understand something that’s different. Mel shared, “I try not to get offended, because it’s not people trying to be offensive. I think it’s just a lack of knowledge and education.” This doesn’t change the long-term impact. We know we will continue to experience microaggressions such as these throughout our daughter’s life based on our family dynamic. However, there is action that can be taken within the systems we are creating. I would say to anyone asking these types of questions, ask yourself something first. Why? Why do I need to know? What’s the purpose? And most importantly, what’s the impact? Tash Koster-Thomas (she/her) Tash is a leading Inclusion and Diversity Consultant, presenter, speaker, and LGBTQ+ Activist who is driving the conversation forward. As a Black queer woman, Tash leverages her lived experience and identity to champion diversity and inclusion in both society and the workplace. She provides invaluable insight into dismantling barriers associated with diversity, ensuring that opportunities are accessible with equity, not just in the workplace, but also in our communities, both locally and globally. Find more information about Tash here. Tash and her wife Marthe continue to share their experiences via their social media @_breakingthedistance. They also have a podcast ‘Breaking the Distance - Podcast’, where they have shared their pregnancy journey. 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!

In this open letter Jon-Paul Vicari appeals to cisgender lesbian, gay and bisexual people to practise trans allyship and pledge their support to the transgender community in a time of crisis. Dear reader, Across the globe, our LGBTQ+ community is increasingly under attack. Many societies are witnessing the widespread political demonization of queer people, targeted legislation against our human rights, and the degradation of the trans community. While this is tiring and defeating, for me it is an indication of a more positive underlying fact: our collective empowerment as a queer community has become such an enduring force of change that the historical and institutional power wielded over us is retaliating. However, like all systems of oppression, the forces holding us down will not give up easily as they dissolve bit by bit. In the meantime, the increasing legal and physical assaults on trans and non-binary people cannot be tolerated. We must urgently examine and respond to the ways that trans hatred is challenging our notions of intra-community care and allyship. To be clear, trans and non-binary people have always existed. They have been visible and celebrated in many cultures throughout history. They exist in every space, every job, and every aspect of humanity. Unfortunately, however, trans people have also been taught to hide themselves. Due to this shame, and since there is no singular way to express trans identity, we cannot rely on trans visibility alone to advocate for inclusion and acceptance. In fact, it is a common misnomer and microaggression to assume that someone “looks trans”. Thus, the creation of safe and inclusive spaces before and independent from trans visibility is that much more important. Even if you feel like you don’t know any trans people at your workplace or in your network, it doesn’t mean they aren’t there. Within the LGBTQ+ community, the struggle for human rights among cis and trans people has been forever intertwined. Trans people have been and continue to be on the front lines of LGBTQ+ civil rights movements around the globe. In the US, trans power has fuelled moments as significant as the Stonewall Riots, supported our community during the AIDS Crisis, and fought for marriage equality, equal pay, reproductive rights, and everything in between. Our community has been held together by trans people. It’s why we have marched, danced, celebrated, grieved, advocated, created, fought, loved, and protested together for decades. For the betterment of all queer people. All of us. And now, when a vulnerable population in our community needs support, when hate crimes against trans people have risen 1211% over the last 10 years in the UK, where is everyone? Where are we? Where are the global marches filling the streets? Where are the millions of voices we know are outraged? If this were a coalmine, the canaries would have been silent long ago. The alarm bells have sounded more times than I can count, and yet many of us are not showing up. I am concerned that cis queer people in particular are not aware of the need for their support, or of the ability they have to do harm through silence. I have seen fewer and fewer public displays of allyship for and with trans people. I have seen posts by gay men and feminist movements (TERFS) arguing for the removal of the “T” in LGBTQIA+. Not only is this hateful and intentional exclusion inherently wrong, but it also erases the decades of allyship and support that our movement has gleaned from the active participation and sacrifice of trans people. Rallying to the cause of supporting our trans community may not be easy. The laws and actions that societies and legislatures are taking against trans people are often surreptitious and confusing. Transphobia, misogyny, transmisogyny and male privilege continue to infiltrate our queer spaces. Nevertheless, it is our duty to stay informed so that we can help. We as a broader queer community must take stock of our power and privilege and put them to good use. Whether it’s reading about the financial burden of being trans, tracking and pushing back against anti-trans laws, finding and sign-posting to local trans charities like Mermaids, or holding your employer accountable for trans-inclusive policies, there is no shortage of ways to stay informed and active. It is not every trans person's responsibility to teach us everything, nor should their voices be left to advocate alone. As a cis queer man, I realise that I hold power and privilege in spaces that many trans people do not. Since our power divided is much less of a challenge for those who seek to do us harm, now is our time to reaffirm our solidarity and practise active allyship. Here are some practical ways that we all can leverage our power to be an active ally. Examine our own unconscious bias with self-reflection and model this practice for other cis people. Speak up when we witness transphobic comments, microaggressions, and policies. Don’t assume we know what’s best for trans people and instead be willing to learn. Show up when asked emotionally, physically, and/or mentally for other trans people without taking up space. Educate ourselves on a local, national, and global level to best serve our communities, including by registering to vote. The necessity for cis people to be active allies cannot be underscored enough as trans rights and lives are threatened globally. We have the opportunity to do something about this now. Today. Right at this moment. Let us use our voice and power. In the words of Audre Lorde, “My silences had not protected me. Your silence will not protect you.” Jon-Paul Vicari (he/him) Jon-Paul is the Managing Director at We Create Space and a queer Lebanese man living with depression. Since coming out in 2004, Jon-Paul has been a strong supporter of the LGBTQ+ community. He has volunteered with HIV/AIDS NGOs, organized community events for LGBTQ+ youths, created DEI programming, advised on inclusive products and services, supported LGBTQ+ political candidates, and worked on recruiting diverse talent. Find more information about Jon-Paul here. 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!

The results from our series of free community wellbeing classes in Barcelona and our plans to expand the programme with online sessions via WCS | Campus. Overview: In our 2023-2024 Community Survey, Mental Health emerged as the top concern for Queer professionals in our community for the second consecutive year. As an organisation we’ve always been passionate about improving the mental health of LGBTQIA+ people, but we entered 2024 determined to answer the needs of our community better than ever before through our new series of Queer Wellbeing programmes. Core Challenges: With the knowledge that LGBTQIA+ people are more likely to suffer from poor mental health than the rest of the population, coupled with increasing hostility towards the LGBTQIA+ community across the globe, doing what we can to improve the wellbeing of queer people is essential. We recognised the need for wellbeing programming that was specifically Queer focused and built it into our 2024 Community Action Plan. Taking into account the intersectional realities of our community by engaging with facilitators across a range of identities and lived experiences and ensuring our sessions are trauma-informed. "As queer people, it feels comforting and reassuring to find understanding. Mindfulness spaces are overwhelmingly white and straight, and finding a place in there is difficult. It’s difficult to allow yourself to be vulnerable in places you don’t feel safe in." - Community Member Solution: Our initial Queer Wellbeing trial encompassed 12 completely free wellness oriented classes with 12 different facilitators. We ran the sessions out of Sarana, a queer-owned wellness centre in Barcelona, running from mid February to the end of March. Partnering with Sarana allowed us to offer these classes out of a space that was accessible, inclusive and aligned with our values. We provided a wide range of class types including a sound bath, breathwork sessions, Power and Prana Yoga, Vinyasa Flow, Qi Gong, meditation, affirmations & journaling, with the aim that any potential participant would be able to find a session that appealed to them and fit where they are on their own wellness journey. Many facilitators tailored their sessions to specifically speak to the Queer experience, exploring themes of self-love, self-empowerment and Queer resilience, providing participants with the tools to grow and understand themselves better. “My first ever yoga class and I had an experience I will always cherish. Afterwards I felt brand new and am now excited to take better care of myself mentally and physically.” - Community Member Results: Out of the 51 people surveyed... 98% rated their class 4 or 5 stars. 93% felt a sense of community in their class. 63% said it was important sessions were LGBTQ+ only. 72% said we offered something they couldn’t find elsewhere. 84% plan to attend future experiences and events with WCS. 80% turnout from registered attendees. "I learned new breath-work techniques that helped me to feel open and vulnerable. I’ve attended many breath-work classes but because of the instructors and the openness of the room and people I felt so safe to go deep and reflect." - Community Member Based on the overwhelming success of our initial WCS Queer Wellbeing trial we are excited to expand the initiative by offering online sessions via the WCS | Campus in addition to continuing to offer in-person classes in Barcelona and London. Join the WCS | Campus Global Hub and access our free wellbeing sessions. 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!

To celebrate Trans Day of Visibility we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Shimar Guyo is a We Create Space collective member who moved from her home in the Philippines to study and fell in love with the culture and lifestyle of Barcelona, where she continues to live to this day. Through the challenges of learning a new language and trying to find Queer Community, moving across the globe gave Shimar the courage to transition and live her life as a proud trans woman. 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!

With Trans Day of Visibility just around the corner it's a great time to invest in training programmes to support your transgender employees. Here are some of our favourites. As visibility of transgender and non-binary identities has increased more and more people have felt able to be open about their gender identity at work, but many businesses and organisations are still failing to provide adequate support for these employees. By providing opportunities to explore trans specific issues and perspectives through transgender training programmes, we can create stronger cultures of belonging, improve the mental health of marginalised employees and develop the next generation of Queer Leaders. The following is a list of our top ten training programmes to benefit trans people in the workplace, both through creating opportunities for growth amongst trans employees and by encouraging other employees to be better allies to their trans coworkers. 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) Being Trans in the Workplace. Webinar, Workshop or Panel Discussion. In this educational webinar, attendees will learn about gender and identity, as well as how to become an ally to Trans and Non-Binary individuals both in and out of the workplace. The session will cover language and terminology, and guest speakers will share their experiences on how to support and empower gender-diverse colleagues and clients. The webinar will also provide a safe space for conversation, reflection, and opportunities to ask questions. Request more info. 2) What is Non-Binary? Talk or Panel Discussion. A session exploring different gender non-conforming identities in the workplace - becoming more aware of important LGBTQ+ language and terminology, understanding that there is no 'one way' to present as any identity, and simply working toward creating a more inviting and inclusive space for everyone. Request more info. 3) Pronouns 101. Webinar, Workshop or Panel Discussion. This webinar provides an informative discussion on the importance of inclusive language and terminology in the workplace, particularly regarding pronouns, to create a more inclusive and welcoming environment for trans and non-binary individuals. Through providing an understanding of key LGBTQ+ terminology and concepts, participants will be encouraged to reflect on the impact of language and best practices for creating respectful work environments. The session will also provide strategies for responding to and correcting inappropriate or incorrect language. Request more info. 4) The Future of Queer Leadership. Talk or Panel Discussion. A session exploring what Queer Leadership means today - the challenges the trans community is currently facing and what can be done to support individuals at every level with identifying their full potential and becoming more authentic, impactful and compassionate leaders. Request more info. 5) Transgender & Non-Binary History 101. Webinar, Workshop or Panel Discussion. Transgender and non-binary identities are sometimes misunderstood as being a modern phenomenon, but gender-diverse people have existed across the globe throughout human history. In this session we will cover terminology, history, myths and stereotypes relating to the transgender and non-binary communities as well as barriers the community is facing. Participants will learn actionable steps to take to be more trans and non-binary inclusive and changes that can create a more-inclusive organisation. Request more info. 6) Who Am I? Leadership Programme. ‘Who am I?’ is a workshop series supporting trans and non-binary people with becoming more impactful and intuitive leaders. Each bespoke workshop takes a group of participants through a unique process of deeper self-enquiry; exploring identity and authenticity through a sequence of experiential workshops. With greater clarity of 'self', we become more intuitive with our decisions, and more intentional with how we show up to influence and support others. Request more info. 7) Creative Reflections: Trans & Non-Binary Perspectives. Talk or Panel Discussion. In this session participants will hear from trans and non-binary creatives about how they approach and utilise their creativity to aid their own personal development, understand their identity and show up as their authentic selves. Participants will learn how to better engage with and utilise their own sense of creativity in both their personal and professional lives. Request more info. 8) How to Navigate Change. Webinar or Workshop. Whether you're a trans person coming into your identity and transitioning, or trying to support trans coworkers and loved ones, it is essential to be equipped with the necessary tools to weather change. This session explores a range of techniques to aid in navigating and processing change. Participants take part in various creative and interactive activities to help uncover new information, process what comes up and to discover brand new perspectives. Request more info. 9) Gender Identity 101. Webinar or Workshop. ​This beginner session covers all the basics of gender identity and how to approach it in the workplace, drawing from key resources found in psychology and prominent gender studies. Participants will gain and understanding of the differences between sex, gender identity and gender expression and how to support gender diverse colleagues. The webinar will also provide a safe space for conversation, reflection, and opportunities to ask questions. Request more info. 10) Inclusive Policies. Webinar or Workshop. In this session participants will learn how to design and implement workplace policies that are inclusive of the needs of transgender, non-binary and gender diverse employees. Participants will be educated on unconscious bias, common exclusionary policy mistakes and best practices for inclusive language. 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!

Transgender activist Eva Echo poses questions to lesbian executive Nancy Di Dia on gender equity in the workplace, trans allyship and finding new life in retirement. At We Create Space we're passionate about forging connections and solidarity across different identity groups. In this new series we're pairing together different change-makers from our Global Leadership Collective and asking them to interview each other, sharing wisdom from their careers, personal lives and lived experiences as Queer Leaders. Nancy Di Dia is a highly accomplished corporate executive with over 25 years of experience in the field of Diversity, Equity, Inclusion, Justice, and Belonging (DEIJB). Nancy is known for her leadership and expertise in creating inclusive workplaces. Throughout her career, Nancy has been a fierce advocate for LGBTQ+ rights, particularly as it relates to patients and healthcare. Eva Echo is a highly respected trans activist, writer, and public speaker with a passionate focus on transgender rights and mental health. Eva is well-known for their courageous legal action against NHS England in the High Court, challenging the unlawful waiting times for trans patients, and for her vital role on the Crown Prosecution Service’s hate crime panel. Read part one, where Nancy interviews Eva on workplace allyship, sexism and the common struggles cis and trans women share. Eva: You’ve had a long and distinguished career, where you’ve no doubt inspired so many but who or what was it that inspired you to commit to wanting to pave the way for so many? Nancy: During the late 80s and early to mid-90s, discussing one's identity as a lesbian was taboo in many corporate environments, unlike being gay which was more readily accepted. In the financial services institution where I worked, the mandated dress code of dresses and heels felt restrictive and didn't align with my personal style. I often felt like a "peacock in a penguin suit". Encountering other trailblazers early in my career who defied norms, challenged biases, and carved out spaces for marginalised voices is what inspired me to commit to paving the way for others. Though the journey has been far from easy, I take pride in the strides made towards a more inclusive society. My commitment to supporting underserved, underrepresented, and marginalized communities remains unwavering, fuelled by the belief that every voice deserves to be heard and valued. We all want to belong. WCS Resource: Learn how to find inspiration in others without getting caught in the comparison trap with our Queer Leadership 101 webinar featuring Nancy Di Dia. Eva: As a trans woman, my internalised transphobia tells me I have no place on IWD.  As an ally, how do you see trans women not only fitting in but playing an integral part in equality and equity for all women? Nancy: As an ally, and lesbian woman, I see trans women as essential contributors to the fight for equality. Our struggles intersect, and our victories are intertwined. Trans women bring unique perspectives, resilience and strength to the table. When we embrace their voices, we enrich the mosaic and tapestry of womanhood and unity. Being allies to each other is so crucial, it allows us to maximise our impact. WCS Resource: Learn how to forge intersectional networks to scale your impact. Eva: Workplaces are environments where complete strangers are essentially thrown together and expected to thrive. What do you see as being the key ingredients to ensuring the workplace culture nurtures gender equity? Nancy: I often say workplaces are microcosms of society from a socio-economic, educational and cultural perspective, to name a few. That means we will come up against a variety of similar and conflicting perspectives, opinions, and experiences. To me, no one experience is the best or the right experiences, the collective of all those experiences is what makes a highly functioning culture and place of belonging, knowing you’re valued, appreciated and heard. Creating a workplace culture that nurtures gender equity requires deliberate action. Here are the key elements I have learned that have an impact. Inclusive Policies: Organisations must adopt policies that address pay gaps, parental leave, and flexible work arrangements. These policies need to benefit everyone, not just women. Education and Training: Regular, immersive and experiential workshops, not training, on unconscious bias, diversity, and inclusion work to sensitise employees. Knowledge empowers change. Does your culture invite differing perspectives? How are those who do not know the unwritten rules treated? You can tell a lot about a culture based on how employees feel about their identity, expression, and authenticity. Leadership Accountability: Leaders must champion equity and be a role model through their actions and words. When they prioritise diversity, it sends a powerful message of commitment, accountability and allyship. Mentorship and Sponsorship: Women need mentors and sponsors who advocate for their growth. Allies play a crucial role here. Transparent Metrics: Organisations should track progress and hold themselves accountable on employee life cycle metrics such as promotions, hires, turnover, etc. WCS Resource: Geffrye Parsons explains why inclusive leadership is the key to organisational success Eva: Why do you think some organisations are still reluctant to fully commit to creating gender equity even though the solutions are relatively simple? Nancy: When organizations are still reluctant to fully commit, this indicates to me they were always wavering and just doing what they thought they should do, rather than believing the real benefit to their business, their clients and above all their staff. Change disrupts comfort zones. Organizations that understand their business, their customers and the incredibly competitive marketplace and landscape of talent, lean in to creating cultures of belonging, inclusion and walk the talk. WCS Resource: Global DEI Leaders on how to turn DEI Talk into Action. Eva: You’ve done so much for others, and even though you’re retired, you keep going. You’re an absolute inspiration! But what do you do for yourself, to celebrate your womanity and how far you’ve come? Nancy: Sometimes, I have to pause and say ‘wow” I really did accomplish a lot. I now find myself having more time to write, reflect and transfer my wisdom of the years. Retirement has not dimmed my light, instead, it has brightened my commitment to wellbeing, health and always making time for the garden. A garden represents a chance to replant, to cultivate, to grow, to weed, and dig out.  I love that metaphor, because my career was like a garden, it needed care, at times it flourished, other times, it needed to be raked and dug up and newly planted seeds to start over where needed.  Like life, I will always be my own gardener. WCS Resource: 3 Key Strategies to Safeguard the Mental Health of Queer Employees. Eva: What can be done to continue conversations about women’s rights outside of Women’s History Month and IWD and to deepen allyship between cis and trans women? Nancy: Every day is IWD, we just don't call it out.  Women keep this world revolving in our ways of loving, giving, and advocating for our bodies, each other and our human rights.  The challenge is that the topic is not always top of mind. We need to celebrate our womanity every day, independently and collectively. Use your platform to uplift women, share their stories, achievements, and struggles. Have  a “no competition” mindset and welcome those who may be even more successful than you to the table too. I like sending a note to a variety of woman friends a couple of times a week to let them know how awesome they are, the impact they're having on the world and my pride in holding them near as friends and loved ones, Showing appreciation for each other is an act of collective love and support we need to continue to share and amplify. In this journey, we are not alone. We’re symphonic, harmonising for a more equitable world. Let us keep expressing ourselves with our voices and hearts and pave the way for the needed change in our future. Nancy Di Dia (she/her) As a gay female, Nancy has a deep understanding of the challenges faced by the LGBTQ+ community and served as a Chief Diversity & Inclusion Officer for over 20 years. Her extensive experience and expertise make her an invaluable resource for organizations looking to improve their DEIJB efforts and create more inclusive environments. Find more information about Nancy here. Eva Echo (she/they) Eva is an accomplished leader, serving as the Director of Innovation at Birmingham Pride and Trans In The City. Eva is passionate about workplace allyship, intersectionality, and mental health, and has a wealth of knowledge on language and terminology, identity, trans rights and healthcare. Find more information about Eva here. 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!

My Best Ally: An evening of queer art, conversation and celebration in Barcelona. We had the pleasure of hosting the Spanish inauguration of Sophia Emmerich and Lisa-Sophie Kempke’s powerful new photo exhibition “My Best Ally”, a project which explores meaningful connections between LGBTQ+ individuals and their allies from outside the queer bubble, encouraging genuine allyship across communities. Surrounded by Sophia and Lisa-Sophie's beautiful photos, speakers from the We Create Space collective led a panel discussion touching on their own profound allyship experiences, followed by celebration and dancing to the tunes of Me Siento Extrana and DJ OwBe! Our Speakers: Barry Brandon (any pronouns) Kari Serrano (she/her) Yassine Senghor (any pronouns) Kevin Hawkins (he/him) We'd like to extend a special thanks to LABTWENTYTWO for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo 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!

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. At We Create Space we're passionate about forging connections and solidarity across different identity groups. In this new series we're pairing together different change-makers from our Global Leadership Collective and asking them to interview each other, sharing wisdom from their careers, personal lives and lived experiences as Queer Leaders. Eva Echo is a highly respected trans activist, writer, and public speaker with a passionate focus on transgender rights and mental health. Eva is well-known for their courageous legal action against NHS England in the High Court, challenging the unlawful waiting times for trans patients, and for her vital role on the Crown Prosecution Service’s hate crime panel. Nancy Di Dia is a highly accomplished corporate executive with over 25 years of experience in the field of Diversity, Equity, Inclusion, Justice, and Belonging (DEIJB). Nancy is known for her leadership and expertise in creating inclusive workplaces. Throughout her career, Nancy has been a fierce advocate for LGBTQ+ rights, particularly as it relates to patients and healthcare. Nancy: What are some successful strategies for building and maintaining allyship across multi-faceted identities in workplaces? Eva: Call me old-fashioned but I firmly believe that the most successful strategies are the simplest ones. Why? Because they’re overlooked and under-utilised. We are all human, it’s impossible for everyone to get along all the time. The sooner we stop trying to force some kind of utopia, the sooner we can focus on respecting one another’s boundaries, and who we are. Yes, there’ll be exceptions, and they can be dealt with through formal procedures. Making space for each other, to listen to one another, is essential. Allyship comes from understanding that we have more in common with those around us than we realise. So why aren’t all companies and organisations marking time for that? A multi-faceted workplace will always naturally be more successful because of the diversity of lived experience. It’s so obvious, when you think about it. WCS Resource: Ready to become an active ally? Follow our 7 step guide. Nancy: Can you highlight and share some of your own experiences navigating and confronting discrimination? How can we work towards mitigating discrimination and promoting inclusion at work? Eva: In an age where hate crime and discrimination are widely talked about, much of the negativity in the workplace comes in the form of microaggressions. Subtle digs and comments, designed to undermine a person’s confidence and belonging. I’ve experienced so many over the years for the colour of my skin, my religion, and the way I present. They don’t get you down straight away, but they chip away at you as a person. It can even look like proactively excluding certain people based on bias, whether conscious or not. When I was employed full time, I was held back from promotion over and over simply because I didn’t fit the mould. My lack of conformity made me uncontrollable in management’s eyes, but I was simply being me: expressive and autistic. I got the job done but not in the way they wanted. It’s important to remember and acknowledge that a person can suffer from more than one form of discrimination. Just focusing on a person’s gender identity, for example, but not the colour of their skin or sexuality, means diminishing that individual’s experience. It’s important to reflect upon why one person may be more targeted than others. Allies must be encouraged to speak up when they see discrimination taking place. To create change, we need to break cycles – including being a bystander or thinking it’s not our problem. WCS Resource: Learn how you can interrupt microaggressions in the workplace. Nancy: The intersectionality of ageism and sexism have impacted how our workplaces look today, particularly concerning the underrepresentation of older women in leadership positions.  How do you think we can better leverage the 5 generations across the workforce? Eva: Visibility and representation are so important, it’s incredibly difficult to aim for something if we can’t see it. Historically, men have not only dominated leadership positions, but they’re seen as wiser, more mature, and therefore more capable. Even now, women continue to be discriminated against because of their age and going through menopause. There is a deeply ingrained belief that women are somehow less capable as we age, and these attitudes need to change. There is no place for sexism or misogyny in the workplace, or in any community. No ifs, no buts. We only have to look at female actors who are paid less and offered less opportunities, simply because they’ve aged. But men age too! Why is ageing a negative for women? As much as it’ll pain them to admit, the older generation needs to listen to women more. Less of the entitlement or arrogance, and more empathy and tolerance. Fact is, the world is always evolving, and it’s ok to admit that you may not be up to date - but that doesn’t mean you get to talk over or even silence those who are. Listening and sharing experience will create such a powerful workforce, one that is more able to adapt and to lead. WCS Resource: Hear more perspectives on intergenerational wisdom from the We Create Space collective. Nancy: What are some of the challenges faced by individuals across cis and trans identities when navigating hormonal changes like menopause or gender-affirming hormone replacement therapy (HRT) in the workplace? Why is it so important to accommodate diverse health needs and provide support for employees undergoing such transitions? Eva: Both menopause and medically transitioning are shrouded in mystery, which gives rise to so much misinformation. In reality, cis and trans people share so many common struggles when accessing HRT, whether it be getting started or living with the life-changing effects. There’s currently a lot of talk about providing more assistance for cis women experiencing menopause, to ensure they can still thrive in the workplace, but little to no enthusiasm for trans people getting the same. A one-size-fits-all approach will simply diminish a person’s identity. Instead of gatekeeping who and why, we should be focusing on solutions that are individual-led, and for other employees to realise that nobody gets special treatment. Happy employees are more productive employees, and by supporting and investing in individuals, we are not just committing to them in the long-term, but we’re sending an important message: that they matter. WCS Resource: Accessing gender-affirming healthcare can be complicated and expensive - but it shouldn’t have to be. Learn how businesses can support employees through transitioning. Nancy: As you reflect on personal experiences and lessons learned throughout your illustrious career journey, what advice would you offer your younger self on navigating workplace dynamics, overcoming discrimination, and fostering inclusion? Eva: Before I came out, I was so afraid to be seen and judged. I remember going for a job interview years ago where I wore nail polish. After the interview, I had a call from the agency. They would normally call to ask how it went. This time, the first thing they said was “Were you wearing nail polish?” News travelled fast. That experience caused me to cease any further efforts to express myself. I honestly wish I could tell my younger self that it’s ok to put yourself out there, to stand your ground and to be the one that starts to rock the boat for change. There will always be those who oppose inclusion or have very close-minded views of the world, but don’t let them hold you back. If anything, their views hold them back. To anybody that may feel like they don’t have a place or that their voice isn’t appreciated, do it anyway. Take that space because if you don’t, someone else will claim it. You could be paving the way for or even liberating someone, without even realising. Above all else, be your own kind of beautiful. Just by existing, you are playing a huge part towards change. Check back soon for part two, where Eva interviews Nancy. Eva Echo (she/they) Eva is an accomplished leader, serving as the Director of Innovation at Birmingham Pride and Trans In The City. Eva is passionate about workplace allyship, intersectionality, and mental health, and has a wealth of knowledge on language and terminology, identity, trans rights and healthcare. Find more information about Eva here. Nancy Di Dia (she/her) As a gay female, Nancy has a deep understanding of the challenges faced by the LGBTQ+ community and served as a Chief Diversity & Inclusion Officer for over 20 years. Her extensive experience and expertise make her an invaluable resource for organizations looking to improve their DEIJB efforts and create more inclusive environments. Find more information about Nancy here. 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!

June marks Pride Month and it's a great time to show your commitment to diversity, equity and inclusion by kickstarting impactful training programmes for your LGBTQ+ employees. Here are some of our favourites. LGBTQ+ individuals still face significant barriers when it comes to being truly included in the workplace. By providing opportunities to explore LGBTQ+ specific issues and perspectives, we can create stronger cultures of belonging, improve the mental health of marginalised employees and develop the next generation of Queer Leaders. The following is a list of our top ten training programmes to benefit LGBTQ+ people in the workplace, both through creating opportunities for growth amongst LGBTQ+ employees and by encouraging other employees to be better allies to their LGBTQ+ coworkers. 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) LGBTQ+ and Disability. Webinar, Workshop or Panel Discussion. This webinar will explore the concept of power and privilege, and how they intersect with LGBTQ+ identities in the workplace as well as how organisations can support LGBTQ+ employees with disabilities by establishing inclusive policies and procedures. Education will be emphasised as a key tool in reducing the mental and emotional burden on LGBTQ+ individuals, and participants will leave with actionable steps and strategies for fostering a more equitable and empowering environment. Request more info. 2) LGBTQ+ Parenting. Talk or Panel Discussion. This is a panel discussion aiming to educate and offer nuanced perspectives and personal stories from LGBTQ+ parents and parents of LGBTQ+ children. Key discussion points include challenging heteronormative parenting, addressing gendered assumptions, navigating coming out and gender identity exploration, dealing with disenfranchised grief and reproductive loss, and exploring queer parenting, leadership, and workplace inclusion. Request more info. 3) Living as HIV+. Talk or Panel Discussion. This panel discussion will feature leaders who are living with HIV sharing their personal experiences and journeys of embracing their HIV status. Topics covered may include overcoming stigma and discrimination, navigating healthcare and medication, building community and support networks, and creating positive change in the workplace and beyond. Request more info. 4) Who Am I? Leadership Programme. ‘Who am I?’ is a workshop series supporting LGBTQ+ people with becoming more impactful and intuitive leaders. Each bespoke workshop takes a group of participants through a unique process of deeper self-enquiry; exploring identity and authenticity through a sequence of experiential workshops. With greater clarity of 'self', we become more intuitive with our decisions, and more intentional with how we show up to influence and support others. Request more info. 5) LGBTQ+ History 101. Webinar, Workshop or Panel Discussion. A session covering basic LGBTQ+ terminology, history, myths and stereotypes, and discussing barriers facing the community. Participants will learn actionable steps to take to be more LGBTQ-inclusive and changes that can create a more-inclusive organisation. Request more info. 6) LGBTQ+ Mental Health. Webinar, Workshop or Panel Discussion. A session exploring the unique mental health challenges faced within the LGBTQ+ community, and how allies can better support the wellbeing of LGBTQ+ colleagues at work. Request more info. 7) Intersectional Allyship Webinar, Workshop or Panel Discussion. This webinar is focused on Intersectional Allyship and is to learn how to better support marginalised identities both inside and outside of the workplace. This is designed to be accessible for those who are new to this work and will provide practical tools and hands-on learning opportunities to help participants embody DE&I principles in their everyday lives. The webinar series aims to create a supportive and reflective environment for participants to engage in conversation and learning. Request more info. 8) Being Trans/Non-Binary in the Workplace. Webinar, Workshop or Panel Discussion. In this educational session, attendees will learn about gender and identity, as well as how to become an ally to Trans and Non-Binary individuals both in and out of the workplace. The session will cover language and terminology, and guest speakers will share their experiences on how to support and empower gender-diverse colleagues and clients. The webinar will also provide a safe space for conversation, reflection, and opportunities to ask questions. Request more info. 9) Understanding My Identity. Webinar or Workshop. ​As we better understand and integrate our intersecting identities – as well as the stories, beliefs, and emotions tied to them – we get to develop a deeper, more grounded sense of what makes us truly unique and authentic. This trauma-informed session will guide LGBTQ+ participants through a journey of exploration and self-discovery to encourage a better understanding of their own intersectional identity. Request more info. 10) LGBTQ+ ERG/Leadership Training Series Webinar or Workshop. Let us help you design a tailored series of self-empowerment sessions to support and inspire LGBTQ+ leaders in your organisation. The modules below will enable LGBTQ+ leaders to strengthen their ability to self-advocate and create sustainable change across your organisation. Example programme: Part 1. Shifting Systems, People and Mindsets. Part 2. Having Courageous Conversations. Part 3. Developing Emotional Intelligence. Part 4. My Intersectionality, Power, and Privilege. Part 5. Building Queer Resilience. Part 6. Shaping My Purpose. 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!

To celebrate International Women's Day we're sharing the first in a new series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Cindy Nehme is a We Create Space collective and community member who moved from her home country of Lebanon to Barcelona, where she has set up the restaurant 'Bērytī' with her friend Pamela. The bistro has become a cross cultural hub, bringing together Cindy's passions for Lebanese cuisine and the Queer Community and providing a safe space for Queer Arabs in particular to connect and share in their intersectional identities. 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!

For LGBT+ History Month we spoke to Jude Guaitamacchi about how, 20 years on from the repeal of Section 28, leaders and businesses can prevent history from repeating itself. Photo by @kaleidoshoots Jude Guaitamacchi is a leader in trans rights campaigning who making made history chairing the first all-trans panel briefing in UK Parliament with their organisation Trans+ Solidarity Alliance (TSA). The event, which took place on 6th February in London, was hosted by Kate Osborne MP and Caroline Nokes MP and attended by MPs and lords in the Houses of Parliament. Can you provide a quick overview of Section 28? And what did Section 28 mean for you then and now? Section 28 was a law introduced in the UK by Margaret Thatcher that banned local authorities and schools ‘promoting homosexuality’ from 1988 until 2003. One unexpected outcome to Section 28 was that it served to galvanise the disparate British gay rights movement into action, including an important alliance between National Union of Mineworkers and the LGBTQ+ community that influenced businesses, individuals, and politicians to advocate for a repeal. It catalysed the rise of groups like Stonewall and OutRage! Lisa Power, one of the founders of Stonewall told The Guardian “I still find it interesting when people talk about section 28 as if we won because they remember the abseiling and protests. Those didn’t make a blind bit of difference to the passage through parliament: we lost the battle on section 28. After section 28 happened, some of us quietly went away and began working on what would become Stonewall. Some people in the gay movement were angry that we had started something that acted like a straight lobby group, but we were convinced it needed doing. And I think it’s the strongest example in the entire world of a successful LGBT lobbying group changing a country’s mind about some of its citizens.” Growing up with Section 28 forced me to go without the necessary information and support I needed to understand, accept and embrace my identity.  I was bullied and struggled with ongoing difficulties with my mental health. I had to work through so much later in life to re-discover the person I should have had the opportunity to simply be as a child. While the anniversary of the appeal was in November and marked 20 years since, why is it still important we talk about it? How can this help facilitate allyship in the workplace? 20 years on from the repeal of Section 28, as important as it is to celebrate the progress and victories for LGBTQ+ rights and equality, it’s vitally important we recognise the way history has been repeating itself in recent years. We can draw many parallels from the attacks on gay rights back in the 80’s and 90’s to the experiences the trans community is facing in the UK today. I am reminded of the similarities when it comes to the increasing transphobia, down to almost identical language used by political leaders, the dis-informative media coverage and attempts to introduce trans exclusionary measures into businesses, schools, and education. But when we make strong comparisons by looking back into our history, we might just be able to find some answers and adopt similar methods to help us make positive change for the future. For organisations seeking to make improvements for their LGBTQ+ employees, any plan should include year round education, understanding of historical barriers faced by marginalised groups, and how that affects how people show up. For many LGBTQ+ people who grew up during Section 28, it created a decades-long lack of visible role models in school, work, and positions of power. With many organisations offering employee resource groups now, this can be a powerful tool for helping others find those role models and/or be those role models for others. In your vast work in the education sector, do you have any examples of the long term effect of Section 28 despite its repeal 2 decades ago? The beauty of my work as an educator is that I have spoken in schools around the country, some of the same schools yearly and it’s been an opportunity to witness a growing community of LGBTQ+ young people and the emergence of a highly informed, progressive and more inclusive generation than ever before. However, as an educator that works with both schools and businesses, there is a clear disparity between generations - many parents, teaching staff and professionals lack a basic understanding of LGBTQ+ identities and issues, especially as it relates to trans topics. The gatekeeping of our existence and history created pathways for bias to be formed and generations later, we still see these biases show up in the workplace. Many of us are still working through the damaging effects of growing up in a society that denied us the right to access information about ourselves and still a lack of understanding from our cisgender, endosex and heterosexual peers.  People who have never received any LGBTQ+ education will be more susceptible to believing what they read in the news and opinion media that sensationalise us for clicks. It begs the question when a minority doesn’t have enough visibility, what chance do we have to see equality? Knowing history is often told by the people in power and/or the oppressor, how do you suggest people learn more about LGBTQ+ history? What can businesses do to support this? There are plenty of ways to inform ourselves, but we need to be willing to invest time and explore resources online, through literature and media. I surround myself with my community and authoritative information sources. Galop, Gendered Intelligence, Just Like Us and TransActual - are all organisations I look to for insight and guidance. Other ways are to encourage your organisation to facilitate more LGBTQ+ related activities including talks, workshops, and training outside of Pride. I encourage people to think about where they are and where their organisation is on their journey of education. Before skipping ahead to advanced areas of inclusion work, think about creating a foundation of education on which to build from, small steps lead to large gains. A great place to begin is to celebrate LGBTQ+ History Month every February in the UK and Trans+ History Week May 06-12 by hosting an event with an external partner like We Create Space. For more opportunities to celebrate LGBTQ+ people all year, check out the WCS 2024 Cultural Calendar. Now that information about LGBTQ+ people and history is more widely available, how can businesses and ERG’s take this into consideration? What has social media been like for you as a visible member of the community? My own experience with social media is a challenging one. I am a very visible person online and I receive abuse often. I also have my identity questioned and undermined, which all comes from a place of ignorance despite access to information readily available.  As I’m an educator and prominent trans non-binary person, people endlessly ask me to educate them in my comments and it’s incredibly wearing. I have to be strong with boundary setting or my work will bleed into my evenings and weekends and I'll find myself unable to just be. For everyone, the internet has given people the ability to access information unlike ever before and the popularity of social media among younger generations has given them the opportunity to see themselves represented and learn about themselves at a much earlier age. Many LGBTQ+ hangouts are 18+ venues, such as bars and clubs and although young people do have access to projects and services, there’s not much interaction between children and adults. The trans community make up on average 0.5% of the UK population and many young trans people live in areas of the country with less support and less community and the internet can help overcome some of these challenges. This is why we need to face the humbling reality that our children know so much more about LGBTQ+ topics than we do because we were denied that education. Organisations will need to offer continuing education across a multitude of topics, like LGBTQ+ History 101 and Allyship Training Programmes, to keep the newest generation of workers engaged and to support all employees in their own learning & unlearning journey. ERG’s should and can work collaboratively as well to help promote intersectional education and engagement across resource groups. Jude Guaitamacchi (they/them) Jude is a Trans, Non-binary Public Speaker, Consultant and Model. They use their platform to share trans joy, speaking very openly about their own journey, with the hope of inspiring the future generations of trans and non-binary youth so they may see themselves represented, empower themselves and celebrate who they are! You can find more information about Jude here. 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!

March marks Women's History Month and International Women's Day. It's a great time to invest in training programmes that both develop leadership skills of - and encourage allyship towards - women across your business. Here are some of our favourites. To meaningfully support women at work, we must create opportunities for them to further their personal development and leadership skills while also addressing the wider issues within our workplaces that may be holding them back. The following is a list of our top ten training programmes to benefit women in the workplace, both through creating opportunities for growth amongst female employees and by encouraging other employees to be better allies to the women around them. 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) Women & Microaggressions in the Workplace. Webinar, Workshop or Panel Discussion. A session exploring womanhood and the specific challenges that women continue to face in the workplace. We'll discuss the societal perceptions of what it means to be a woman today, intersectionality, the common micro-aggressions individuals face, and how allies can make workplaces more inclusive for all genders. Request more info. 2) Allyship 'Activator' Programme. Allyship Programme. A self-empowerment journey designed to build inclusive leadership skills and allyship practice, to support employees from historically marginalised backgrounds. The modules below will illustrate how allyship is about more than just individual actions, it can lead to systemic change and make a real difference in people’s lives. This programme could be aimed at encouraging men in your workplace to be better allies to the women around them or it could focus on fostering allyship between women from different communities. Part 1. Creating Psychologically Safe Spaces. Part 2. Intersectionality and the Workplace Part 3. Developing Emotional Intelligence. Part 4. Confronting Bias and Resistance. Part 5. Mindful Leadership and Inclusive Language. Part 6. Building Networks of Influence and Accountability. Request more info. 3) Sexual Harassment, Consent & Boundaries. Webinar or Workshop. This session will explore the importance of consent and boundaries in various contexts, such as personal relationships, the workplace, and social interactions. Participants will gain a deeper understanding of how to recognize and communicate boundaries effectively, and learn practical strategies for building a culture of consent and respect. Request more info. 4) Who Am I? Leadership Programme. ‘Who am I?’ is a workshop series supporting LGBTQ+ women with becoming more impactful and intuitive leaders. Each bespoke workshop takes a group of participants through a unique process of deeper self-enquiry; exploring identity and authenticity through a sequence of experiential workshops. With greater clarity of 'self', we become more intuitive with our decisions, and more intentional with how we show up to influence and support others. Request more info. 5) Menopause and Growing Older at Work. Talk or Panel Discussion. A live panel discussion explores the unique experiences of women and some non-binary individuals at work as they age. The session will cover topics such as the challenges and opportunities that individuals face as they age in the workplace, including discrimination, invisibility, and lack of support, and how organizations can create more inclusive and supportive environments. Request more info. 6) 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 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 leaders. This covers fostering spaces, systems, and cultures where future 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. 7) The Modern Family. Talk or Panel Discussion. An educational panel discussion bringing together nuanced perspectives and stories from LGBTQ+ parents, and parents of LGBTQ+ children. One of the most important aspects of family planning is to make all families feel included. This includes queer families and single parents. Explore the practical, emotional, social, and challenges surrounding queer parenthood and navigating queer family life. We will learn about related inclusive family topics within queer contexts. Request more info. 8) Me and My Intersectionality. Talk or Panel Discussion. For many women, their gender overlaps with other aspects of their identity, such as their sexuality, race or disability status, compounding in increased levels of marginalisation and discrimination. Speakers will unpack the term 'intersectionality' by sharing their inspiring stories and unique lived experience through the lens of their different intersecting identities. Request more info. 9) Women, Power and Privilege. Talk or Panel Discussion. ​This session aims to explore the concepts of power and privilege and how they influence individuals and social systems, as well as how to utilise them to challenge social norms and create inclusive spaces. It emphasises the importance of recognizing and processing power and privilege from a place of empathy and compassion in order to become effective allies in social justice. The session provides an opportunity for participants to reflect on these concepts and their impact in the workplace and wider society. Request more info. 10) Being a Trans Woman in the Workplace. Webinar or Workshop. It is essential that we consider the needs of transgender women when creating programming to empower and celebrate women. In this educational webinar, attendees will learn about gender and identity, as well as how to become an ally to Trans and Non-Binary individuals both in and out of the workplace. The session will cover language and terminology, and guest speakers will share their experiences on how to support and empower gender-diverse colleagues and clients. The webinar will also provide a safe space for conversation, reflection, and opportunities to ask questions. 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!

For US Black History Month, guest writer Ashley Marshall reflects on the labour demanded of Black change-makers during this time and makes the argument for rest as a radical act. I usually keep a very low profile during February, as it is my time for rest and to be one with my ancestors, my skin, my culture, my hair, the poetry that tells me that I am phenomenally myself. I felt moved to write this because there are far too many other Black people who still get up, do more, march, and perform other modes of free labour under the pressures of "I am not allowed to be tired." I write for them: we are all tired, and so please give yourself permission to set better boundaries than the "work ourselves to death" mentality that has been passed down to us epigenetically and from generational socialization. I write so that it is written, and hopefully from there our regeneration will have more power. I am a professor of communications, with a Master’s in English. My lived experience is definitely a form of intelligence – one that comes with a skillset that we on the margins are called on to implement every day at work but are never compensated for. I grew up poor, the last child of a single-mother, myself a first generation in a colonized country, unambiguously Black skinned and afro-haired, Queer, tall, and smart. "Fitting in" was not in the cards for me, but standing out was. Too often Black people will do whatever it takes to “fit in,” even if the frame we have to contort ourselves into is racially ignorant, culturally insensitive, and reduces over 400 years of our liberation struggle, movements for abolitionism, fights for freedom, and celebrations of our indelibility to “Read a poem by a Black Canadian author.” Being Black comes with a rich mix of cultural joy, expression, community, rhythm, style, and more. My Blackness is never the hard part. Being Black in predominantly white spaces is where danger, discomfort, surveillance, and the pressures to fit stereotypes come into play. Here are two examples of this from my own personal and professional life: 1. After presenting my research at Harvard’s annual Black Portraitures conference, I founded the Black Student Success Network at my job. This additional duty was born out of necessity, not because it came with a pay raise. Part of our guiding principles is that as Black people, we face unique challenges, and this goes for the classroom, the corporate office, and any other facet of our lived experiences. As Black faculty, we are skilled with guiding students who face these unique challenges, in a way that no-one else can, as is the power of culture and community. Again, no pay increases, yet a demand for this work, and an expectation that of course we volunteer. Five years later, diversity has made its way into the Strategic Business Plan - as a recruitment tool. As we all know from contemporary corporate speak: the standard is not that racism is bad, it's that racism is bad for business. 2. In the region where I live, a suburb not far from Toronto, Ontario, there was a very embarrassing Black History Month controversy in 2021 that made national news. The Region of Durham, the body responsible for municipal politics and services, issued a company-wide Black History Month “Scavenger Hunt” that included tasks such as “Have a conversation with a Black employee and name them,” “Spend a few minutes to learn about Africa,” “Dance to a reggae song,” and more trivial, offensive tasks. The child-like activity was sent to all staff employed by the Region of Durham. Soon after, Desmond Cole, a prominent Toronto-based journalist, took to social media to call out the racial ignorance of such an activity. The “Scavenger Hunt” was cringe at best, and completely downplayed the contributions and experiences of Black people, as usual. As news outlets approached Desmond for comment, he called me, passing the media contacts my way because I live and work in the region and would be better suited to give voice to these concerns. I had my interview criticizing The Region of Durham for its tone-deafness with regards to anti-Black racism at noon, and had an interview with a senior member of The Region of Durham to act as a reference for a very respected colleague of mine – a brilliant, Caribbean woman - to become the leader of their diversity team at 12:30. It was an uncomfortable afternoon, to say the least. “This workplace does not know anything about Black people,” then “I recommend this outstanding Black woman to be hypervisible in this workplace because you are in desperate need of reform, and she is the best one for the job. I recommend her for this uphill battle.” Just one of the many concessions and ethics-checks we need to make, every day. And before we get to thinking that this ignorance could only possibly have been done by a white person, it is important to acutely realize that when Black people have been socialized into knowing they are alone, ostracized, hyper-surveilled, stereotyped, and typically called on to speak for an entire continent of people and its diaspora, such a phenomenon as code-switching can be expected. I say all of this to arrive at the commonplace experiences of Black people while employed at companies that give too little regard for knowledge, expression, upskilling and furthering education, and otherwise creating safety for employees to do their jobs. As Cole aptly wrote in 2021, “an activity like this really shows how desperate workplaces are to avoid talking about Black people’s real issues.” This Black History Month, I offer you a list of some timeless strategies to take into the workplaces that often get it wrong: 1. Develop a deeper understanding of intersectionality – and act accordingly. Instead of seeking those with specialized knowledge to perform free labour for you, do your own work. That work might include fundraising to hear the wisdom of a Black expert, community-member, or employee. They do not owe you their trauma, their resilience, their immigrant story, their radical strategies, or any behavioural sugar that makes racism seem more “nice.” Remember that race, gender, class, access, ability, and a host of other identity politics operate at the same time. “If they want freedom so bad, why don’t they educate us” is a blame-shifty non-starter. I turn to the work of James Baldwin to make this point clear: “It took many years of vomiting up all the filth I’d been taught about myself, and half-believed, before I was able to walk on the earth as though I had a right to be here.” 2. Build community – and know how to be in community. The idea of the individual is a construct, a technology of control if you will. Black people know that we are stronger together. Release the idea that YOU have to. If you don’t know, or if you can’t, knowing how to find the organizations who do what you seek is key. Make sure you know your local Indigenous elders, journalists you can call on, graphic designers you are friends with on social media. What local organizations do you know, and who knows you? Oftentimes there is pressure that we need to help everyone but we are stretched too thin. Do YOU need to give the Black History Month presentation, or can you recommend BWIM (Black Women in Motion), your local chapter of the Black Women’s Collective, or amplify the work of ongoing abolition? Make sure to be in good rapport with the organizations who do non-profit work full-time, and always be in a position to support them, recommend them for gigs, promote their wins, and be in good, reciprocal community. 3. The Black mundane is radical – and necessary. It is politically different when Black bodies are at rest. So used to constant strain, it is an act of radical self-care to rest, because our lives, and our future generations depend on it. All too familiar is the internalized pressure that we need to be twice as good, because often, we do, only to get half the opportunities, recognition, or advancement. So find moments to recharge, and take that ancestral prize seriously. Hustle culture will have us believing that “I’ll sleep when I die” is commendable. Businesses can support this by realizing what is their work, and not the work of the community experiencing pain or tragedy. Grant requests for time off in a timely manner, realize the ontology behind oppression, and that seeing it done to one of us affects all of us, and just let Black people grieve or be in grief when once again we are the targets of a hate crime without calling on us for free labour or encroaching on us to hand out ally cookies. Be just as militant about doing for yourself and your community what it takes to stay alive. As adrienne maree brown says, “a rested body is a strong body.” Having us broken and busy is a cornerstone to our oppression. There are thousands of years of Black history. What we do with it today makes an impact on our futures. Rest, and hold firm to your “no’s.” Ash Marshall (she/they) Ashley's research critiques how power, economics, and politics influence social change, while advocating for imagination and creativity as alternatives to neoliberal market logics. As a full-time professor of communications, Ashley is continuing to develop projects rooted in place-based pedagogy, urbanism, public intellectualism and equity. You can find more information about Ashley here. 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!

Guest Writer Choon Young Tan discusses the cultural significance of Lunar New Year for ESEA people and the complications LGBTQ+ people face while celebrating it. Lunar New Year is celebrated by 2 billion people globally and for many people of ESEA (East and Southeast Asian) heritage, it is the biggest cultural celebration in their calendar. Known by many names, including Chinese New Year or Spring Festival in the People’s Republic of China, Tét in Vietnam, Seollal in North and South Korea, Tsagaan Sar in Mongolia, and Losar in Tibet, the diversity of Lunar New Year across Asia and the world is often overlooked and homogenised. Across the many countries and communities that observe Lunar New Year, both similarities and differences are abundant, ranging across cultural attire, taboos and superstitions, food, the Zodiac cycle and more. In Chinese and Vietnamese cultures, wearing red and yellow or gold is popular as they are the most fortuitous colours - symbols of wealth and luck - while black and white are the most unlucky, signifying death and the mourning. Giving money to children by elders and married children giving to their elders is a tradition in most cultures, often in red envelopes in Chinese and Vietnamese culture or money pouches in Korean. Worshipping and paying respects to ancestors as well as cleaning the house and warding off evil spirits prior to the first day is a common activity across all Lunar New Year celebrations. The New Year is rooted in the appreciation of or desire for a number of things: family, good fortune, and positivity; everything links back to them, so this time of year can be tough for many who are estranged from their family and cultural background, especially those who are part of the LGBTQ+ community - whether they are out or not. Despite a long history of homosexuality, bisexuality and transness existing in East and Southeast Asian art, literature and legends, being LGBTQ/queer is still often considered a taboo subject. This then poses the dilemma for some: how do you celebrate Lunar New Year or overcome the barriers you may face when seeing family during this auspicious festival? Especially, when in Chinese culture for example, arguing with people at the beginning of the New Year is believed to bring bad luck and troubled relationships for a whole year. For many people, celebrating with their families can be fraught with tension and so spending the holidays without them has become their norm. I spoke to a few LGBTQ+ people who celebrate Lunar New Year about their experiences and they kindly lent their stories - some anonymously - for this piece. My friends Siu Kee and Jensen, who both identify as British-born Chinese and gay, are out to some immediate and extended members of their family. However, both still do not feel fully accepted by their parents, which has led to feeling disconnected from their sense of “family” and thus rarely spending time with them during Lunar New Year. “These last couple of years I have celebrated LNY over a meal or attending some event,” Jensen says, “in the past my social circles didn't really celebrate it but I have found more friends who appreciate LNY and so I have felt more of an incentive to do something for it.” He added that not being fully accepted by his family after coming out has, “stained my image of what family is, it can be difficult to believe that family is everything when they do not fully accept and support you.” Siu Kee also didn’t celebrate the festival as much growing up as his parents ran a Chinese takeaway and to this day finds it hard to celebrate it properly due to being unable to take time off so close after Christmas and New Year. But when celebrating he’d rather spend the holidays with those that are comfortable with who he is and wish him good luck and fortune for the life that he has chosen. On seeing family and the topic of him being gay, Siu Kee says “it quite simply doesn’t get addressed or discussed” whether he is single or dating. While concrete statistics don’t currently exist, it is widely acknowledged that LGBTQ people from non-White backgrounds are disproportionately affected by some degree of familial rejection in relation to their sexuality or gender identity. A study by HRC Foundation found that just 19% of Asian American and Pacific Islander LGBTQ youth said they could “definitely” be themselves at home. And a simple Google search about the ostracisation and even violence people of Asian heritage face - both in and out of Asia itself and at the hands of their own family - reveals shocking and sad stories. Another person who spoke with me, who only wishes to be known as K, is a lesbian originally from South Korea and has lived in the UK since 2017 but since the pandemic has only returned home once and not during Seollal. She came to the UK for university and has since explored and come to terms with her sexuality, but believes her conservative parents would not approve due to a gay cousin whom they and other family have previously shown disdain for. “I’ve managed to use the pandemic as an excuse for not going back for three years, except for one holiday I combined with my grandma’s funeral. I really wanted to tell my parents then, but I couldn’t,” she told me. She says when they ask whether she has a boyfriend she tells them she is too busy with work.. A non-binary Vietnamese person who does not wish to be named, also told me their story. They still live with family and therefore coming out and being themselves is difficult. “I mostly love celebrating Tét as we have a big extended family living in the same city or nearby, but I do sometimes get comments from older relatives about my androgynous appearance which can be a little uncomfortable and overwhelming,” they tell me. “In the last couple of years this has led me to grow my hair out longer before the New Year and dress slightly more feminine just for those occasions.” These are just a handful of experiences by some of the queer ESEA community but hopefully they illustrate the pressures and push and pull many queer people go through when juggling both parts of themselves. 3 Tips for LGBTQ+ People Celebrating Lunar New Year: Celebrate with your friends and other people who are close to you - create a safe space you feel comfortable in. Remember that chosen family can be just as important as biological family. If you are celebrating with biological family, don’t feel afraid to step away for your own psychological safety, even if you can’t say the reason why. You can cleverly deflect questions and statements relating to your love life or the way you look or behave - succeeding in work is often as important to family as being married with children, so a lot of people find this an effective topic to move conversation along. If you have an active ally in your family, ask them for support. Do and wear what feels most comfortable and safe for you in family environments - some queer ESEAs have often felt at odds with both sides of their identities, with a desire to express themselves but not pull too far away from traditions or family expectations. If you can’t wear what you want around your biological family, why not create an opportunity with your chosen family where you can wear it? If you’re celebrating Lunar New Year, we hope you have a prosperous, healthy and above all, safe and happy one! Further Resources: British Asian Queer Community for East and South East Asians NYC Lunar New Year for All Voice ESEA Pink Dot London Queer China UK Choon Young Tan (he/him) Choon is a wearer of many hats. From being an accomplished marketing professional and versatile writer with more than 15 years experience in those fields to a workplace culture specialist with a deep passion for ED&I (equity, diversity and inclusion), he is always striving to make a difference in the world. If you’re an organisation wanting to celebrate the diversity of Lunar New Year at work, you can contact Tan here. 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!

What are we getting up to in 2024? Learn about our goals and how we plan to support the LGBTQ+ Community throughout this year. Incorporating all the valuable feedback and insights from our last Community Survey, we've now set out our plans and ambitions as an organisation, and as a collective, for 2024... 1. Build Networks & Strengthen Relationships We hope to grow and strengthen the WCS global intra-community network - building connections and relationships through the hosting of more FREE networking events and experiences – bringing together both international community activists and corporate professionals in shared spaces, both virtual and in-person. - In-person events in London, UK, Barcelona and other cities. - Casual meet-ups and fun-focused meet-ups. - Q&As, debates and interactive learning sessions. - More workshops and skills development events. - Launch a WCS Community Digital Platform to connect people beyond events. 2. Improve LGBTQ+ Wellbeing & Mental Health Organise wellness-oriented classes, and activities to enhance the mental, physical and emotional wellbeing of community members. As well as provide smaller group settings for people to get to know each other better. 3. Increase Diversity & Representation As we expand our team and grow our community networks, we want to make sure that WCS is a progressive, inclusive and attractive organisation to work for, collaborate with and be a part of. - Even more representation from speakers and community members across certain identity groups, age-ranges, languages, and continents. - Events inclusive of a wider / older audience demographic. - Identify more Queer Charity Partners and Social Enterprises for WCS to support and collaborate with. 4. Nurture Queer Leaders & Change-Agents We will continue to help LGBTQ+ people around the world access a sustainable path to Queer Leadership, career and professional development. - Build an archive of FREE reliable educational information for our community members. - Host more online webinars and panels (Queer Perspectives and Queer Leadership 101). - Organise leadership workshops to upskill and develop community members. 5. Develop Meaningful Commercial Partnerships We’ll be further enhancing our DEI services and establishing longer-term partnerships with our global network of corporate clients. This will allow us to continue… - Advocating for LGBTQIA+ inclusion in the workplace. - Creating more paid work opportunities for our global collective of change-makers. - Connecting grass-roots community leaders with corporate organisations; creating space for new perspectives and conversations. - Raising money to fund all our free events, content, resources and development opportunities for our global community. 6. Build Intra-Community Connection & Allyship: We want to improve and develop our own online learning platform. We hope for WCS to remain a high-quality source for FREE Queer Allyship info and tools. - Be even more intentional and intersectional with our programming and Allyship content, covering topics that matter most to our community, and creating meaningful resources that support individuals with strengthening their role as change agents within their own communities or organisations. - Continue to advocate for holistic approaches to activism and learning. 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!

Your feedback is vital to us, as it informs everything we do. We always want to ensure we are serving our communities in a way that is both authentic and impactful. Take a look at what we've learnt from our community survey this year! We would like to thank every single person who took part in our community survey this year. We'll be using this feedback to inform our work throughout this year, making We Create Space bigger and better than ever! As an organisation, we are committed to continuous improvement, and it has been both heart-warming and insightful to hear your feedback. We have plenty planned for 2024, so make sure you stay up to date by subscribing to our newsletter. Check out our 2024 Community Action Plan. 2023/24 Survey Results: "Personal and collective wellbeing, having enough energy to advocate and protest." "How queer and trans people's existence will be used to influence the general election, and the hate that will come out of that and the impact on mental health that will have." "I think it's hard to see yourself represented regularly when you tick a lot of boxes (I'm queer, Black, non-binary and neurodivergent) but WCS does amazing work to represent different identities in all the events that I see." "I think WCS events are mindful of different identities and experience and try to make sure everybody feels comfortable." "Sometimes my viewpoints or my privilege are challenged, but that's a good thing. So I think it's natural to not feel 100% calm or relaxed when that's happening, it's worth it of course and in general the community is very compassionate and kind." "I actually do recommend you regularly to friends and colleagues!" "My workplace is not very supportive of queer people specifically or of our staff led group's general EDI work - so you are a useful resource and I try to use some of your content as examples." "Actual in person queer community and events that are actually joyful and interesting!" "(My) workplace is rather performative when it comes to DEI... You folx are serious about DEI, committed, smart and beautiful." Do you have any more recommendations or suggestions for us? If so, it would be great to hear from you. You find us via email at hello@wecreatespace.co or through our social channels! While you're here... Did you know we consult with 100+ 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!

Discover how to foster a psychologically safe workplace for LGBTQ+ employees, prioritizing queer mental health in high-performance cultures. High-performance cultures are known for their relentless pursuit of goals, tight deadlines, and competitive environments. While these traits can drive innovation and productivity, they can also contribute to mental health issues among employees. From our recent Community Check-In, where we surveyed our global network of 30k LGBTQ+ professionals, Mental Health emerged for another year running as the number one concern expressed by queer people going into 2024. We’ve outlined three practices you can start today to make a difference in the mental health of your LGBTQ+ employees and maintain cultures of high performance. Tip #1: Create Spaces for Barriers to be Discovered. Whether it’s conducting an anonymous survey, hosting a roundtable discussion with a neutral party, a fireside chat with a senior leader, or workshops, discovering what obstacles your employees face is crucial so you can meet them where they are. For example, making virtual events centred on mental health anonymous to attend may invite more people to join without the risk of feeling shame or auditing your health benefits to check for LGBTQ+ inclusive policies/options and reducing the Trans Tax. Common barriers can include but are not limited to: Not having role models who prioritise mental well-being. Work cultures/policies not allowing for flexibility to schedule appointments either in person or remote during work hours. Benefits that are not inclusive of digital/remote healthcare. Fear of judgement or weaponization of mental health disclosure by managers. Long wait lists from a provider. Scarcity of therapists who have training in LGBTQ+ topics or are part of the LGBTQ+ community themselves. Moving states or countries and having to find new providers. As a clinician and therapist, I show up to my clients struggles more effectively when I show up to my own struggles with the same level of intention. As I become more aware of the barriers to my own wellness, it allows me to more intentionally listen to and appropriately empathize with the struggles of my clients while remaining cognizant of the differing contexts to our identities. That, therein, gives me the capacity to think critically about the care I offer them and what kind of skills, knowledge, structural changes, and/or intentional conversations may need to be had, made, learned, or employed to empower them toward their growth. As an organization, your job is to do the same. Those who have power to impact policy and practice within the organization should be utilizing their wellness services and prioritizing their own care to model and make the culture of the organization for those with less influence; and to make themselves aware of barriers that anyone seeking access to those resources might find. They should also make space to be present, listen, and be receptive to the voices of those members of the workplace community with less influence when they are brave enough to dialogue with them about those services and their perceived barriers." - Obella Obbo Tip #2: Be Humble and Intersectional Creating a supportive workplace culture that prioritises mental well-being involves several important elements. Firstly, it's crucial to acknowledge that we may not always have all the answers and that asking for help is perfectly okay, especially when developing programs to support others' mental well-being. Continual learning is also essential in high-performance cultures. Raising awareness of intersectional identities is essential to avoid a one-size-fits-all approach, recognizing that people have different lived experiences and may have experienced prior trauma. “For as much as ‘intersectionality’ has become a HR buzzword, very few people outside of these lived experiences curate a space where it is safe to be intersectional… As an openly trans and gay man, I’ve embraced the responsibility of representing and educating others through my company's only employee resource group. However, the decision to disclose other aspects of my identity, particularly my disabilities and neurodivergence, remains challenging and one I’m still hesitant to take… Creating a truly inclusive and safe work environment that embraces authenticity remains a significant challenge that can only be solved with our continued collective commitment.” - Yujx Smith “Mental Health America’s annual work health survey helps determine the current state of worker mental health and well-being in the U.S. and workers who do not feel that leadership values their identities perceive their organisation as either complicit or harmful in cultivating a psychologically safe workplace.” (Source) By prioritising mental well-being, we can foster a culture of allyship and increase our awareness of others' needs and intersecting identities and stories. To build rapport between employees, activities such as team-building exercises, support groups, and learning techniques like EFT tapping that can be done at your desk or home can be implemented. Social events can also create a sense of camaraderie, leading to a more supportive workplace culture. It's crucial to emphasise that seeking help for mental health concerns is a sign of strength, not weakness. Tip #3: Make High Performance Results the Outcome of Psychological Safety Leadership plays a key role in creating a psychologically safe environment, and providing leadership training and mentorship opportunities is crucial. These programs should focus on skills like vulnerability, active allyship, and compassion, alongside job-specific training. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and well-being. And there is compelling data to prove the effectiveness of making these types of changes. "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) It is clear that pushing for high performance while not prioritising the mental wellness of employees is likely to result in costly employee turnover and reduced productivity. By building robust support systems into the workplace, we can create high performance organically and in a sustainable manner. “In my experience of workplaces that were not psychologically safe, energy has been wasted on hiding, editing, pretending instead of using that energy to perform at your best in a role. In larger companies or organisations, the approach could be that ‘you should’ feel safe and secure to share, however this may not always be felt in specific areas/teams within a business or organisation. Different teams within the one business/organisation can have very different experiences because of their specific line manager. In my experience there have been few line managers able to listen comfortably and support if required, so in the past I have chosen colleagues, friends and family over most line managers.” - Erica Rose Final Thoughts: If leaders aren’t trained in how to have these types of conversations and/or if you’d prefer to have trauma-informed facilitators/consultants lead them, using an external partner like We Create Space to support all levels of employees and develop an action plan for you can kick start making positive long term impact. When organisations model behaviours like ones we have outlined to create psychologically safe workplaces within high performance cultures, we are able to place more value on our complexities as humans than our productivity as workers while still achieving our personal and professional goals. 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. 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Download our free cultural calendar resource to keep you right when planning DEI events across the year. Looking to fill out the dates in your DEI diary? Look no further that the We Create Space Cultural Calendar, which highlights key events throughout 2024 for the LGBTQIA+ Community, People of Colour, Disabled and Neurodivergent Communities and more! Click below to download it for free! Are you looking to supercharge your DEI strategy in 2024? We Create Space is here to help! To enquire about our consulting services, annual membership and event packages, email us at hello@wecreatespace. 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!