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After spending a year travelling the globe, Luke Lopez reflects on how living as a digital nomad has changed his outlook on life as Queer person. Here are 8 lessons he learned along the way... By Luke Lopez By July 2021, I’d gotten my second does of the vaccine, and at the same time, I’d received an email that Remote Year (a company that organizes and facilitates a unique travel program for digital nomads) was back in action, and I had this immediate feeling of, “Now’s the time, if not now, then when? If you don’t do this now, you never will.” That’s why when the idea bubbled up in me, I knew without a doubt that it was finally time to realize one of my biggest dreams since my early twenties. So I took the leap, paid that down payment and started preparing. In Dec 2021, I left Toronto in search of a new beginning. Something to heal the last few years spent enduring a traumatic global pandemic and push me into post-traumatic growth. It was time to do the around-the-world travel year I had been putting off. I lived and worked remotely for 12 months in 12 countries with a group of 14 digital nomads, traversing the globe from Dec 2021-Dec 2022. We started in Latin America, headed to Europe, then to South Africa, and finished in Asia. Taking a broader perspective, in today's world, it’s crucial to acknowledge the persistent injustices that still plague the lives of queer individuals around the world. At the time of writing, it’s still illegal to be LGBTQ+ in 64 UN member States, according to a new database by ILGA World. Many also criminalize transgender people. 13 countries do this mostly using “cross-dressing” laws. The simple act of waving a rainbow flag, or holding hands with your partner, or expressing you’re queer could be dangerous and unthinkable. However, amidst these challenges, there are also reasons for celebration. Over the past 30 years, 49 UN member States have decriminalized consensual same-sex sexual acts. Over 34 countries now recognize marriage equality, and at least 15 acknowledge a neutral gender-marker on passports. As LGBTQ+ travellers or nomads, we must approach our journeys with intention and planning to ensure our safety and well-being while abroad. 1. Unfolding Identity and Recognizing Global LGBTQ+ Realities. As I embarked on my journey, I discovered that it was not just an exploration of the world, but also a profound journey of self-discovery. How had I been changed by the pandemic? What did I need to purge? Did all those years of therapy really sink in? Who am I after my divorce? Contrary to popular belief, travel doesn't always provide an escape; instead, it confronts you with your true self and the experiences that have shaped you. Through travel, I found that it uncovers your deepest truths, allowing for more clarity and self-awareness that often eludes me at home. Being a queer traveller opened doors to unfolding my identity in ways I never thought possible. The varying degrees of LGBTQ+ acceptance in different cities, with some offering vibrant queer spaces and communities while others lack them entirely, highlight the significance of embracing one's true self wherever you go (while prioritizing safety). In Medellin, Colombia I still recall being in the park with a date and both of us being aggressively frisked by the cops just for sitting together holding hands. This was so wild to me, especially growing up in Toronto where that would never happen. We were both terrified, luckily, nothing worse happened. That said, we both left that incident shaken. This reminds me that our experiences as LGBTQ+ people depending where we’re born are so vastly different and to never take our liberties for granted. 2. Owning My Authenticity and Unveiling Multitudes. During my adventures abroad, I made sure to assess the LGBTQ+ vibes of each city and fully own my queerness in unique ways. In Peru, I rocked some killer nail art. All year I proudly displayed my LGBTQ+ pins on my jean jacket collar. In the later part of the year, I went all out and dyed my hair blonde and then after a striking hot pink, as an act of unapologetic self-expression. In Vietnam, I indulged my fashion craving by getting custom-made clothes that perfectly matched my style. But the ultimate highlight was my epic Britney Spears-themed birthday bash in Bali. I rocked a "Oops I Did It Again" custom outfit, and to my absolute joy, I had 25 fellow travellers join in the fun, with over 12 of them wearing their own custom outfits. It's essential to stay true to yourself no matter where you go and refuse to dim your light based on your environment. Also, turns out, there's a massive gap between being a traveller and a tourist. When you actually live in a place rather than just visiting, it completely changes the way you see things. Living in a place gives you a whole new perspective and allows you to explore different sides of yourself. It's like trying on different versions of you, and each place you live in brings out a unique aspect of your personality. It's surprising how these experiences can shape you and bring out new dimensions of who you are, especially when it comes to your queerness. And here's the best part: these amazing multitudes you unlock during your travels? They stick with you long after you've left those places behind. 3. Tapping Into the Power of Community and Global Connections. Unfortunately, social acceptance doesn’t always translate into legal rights, so be aware of those disconnects when you’re traveling and know beforehand what the reality is for queer locals by doing your research. I witnessed firsthand the profound impact of inclusivity and allyship through my group. In reality, a trip like this will attract more white straight cis-het middle class folks, but there were still also wonderful POC and queer travellers that I met along the way. Plot twist, I made more white, straight, male-identifying friends/allies than ever before, healing some of my own childhood trauma/stigmas in the process. I’ll never forget when a friend from Toronto sent me a story about a A Trans Activist Who Was On His Honeymoon In Bali Who Died After Police Detained Him. It shocked me to read and made me incredibly scared to enter Indonesia. In a panic, I shared this with the group I was traveling with, and my friend Matt messaged me to say that if I ever felt unsafe, I shouldn't hesitate to reach out to him for support, he’d show up no matter what. That moment of reassurance and allyship meant everything to me, as it allowed me to trust that someone had my back. I entered Indonesia cautious but with far less worry. Community-building on a global scale has been one of the most remarkable and rewarding aspects of my journey. The ability to connect with people from different corners of the world, and form friendships on a global scale is truly extraordinary. This gift of a global network of friends pays dividends in ways that are immeasurable — enriching life tenfold. 4. Conquering Challenges and Discovering Hidden Strengths on the Path to Personal Growth. No adventure is complete without its fair share of triumphs and challenges. Language barriers, unfamiliar customs, and unexpected obstacles tested my resilience. I never did fully learn as much Spanish as I thought I would, but that’s ok, I got by with what I knew (and google translate). But through these experiences, I grew stronger, more adaptable, and more self-assured. For instance, I never considered myself a hiker, I hate being in pain or discomfort, like most folks. I used to grimace at the invitation of a hike. However, when I embarked on the challenging ascent of an active volcano (Fuego) in Guatemala, enduring a gruelling nine-hour hike (while with a stomach bug, damn altitude!), and witnessed the awe-inspiring spectacle of its eruptions occurring every 15 minutes, I was not only captivated by the grandeur of nature but also deeply amazed by the remarkable capabilities of both my body and mind. In that moment at the summit, I realized that few achievements can rival the profound sense of accomplishment derived from such a remarkable feat. Sometimes, the thing we dread most doing can be the most fulfilling and unforgettable. 5. Adopting a Digital Nomad Lifestyle for Freedom and Cultural Enrichment. Amidst the allure of this newfound digital nomad lifestyle, I soon discovered the challenges that came with it. Finding balance became an ongoing struggle as I navigated different time zones, grappled with my physical limitations, inconsistent productivity, and dealt with constant change. The fatigue and travel burnout were very real. It took some time, but I discovered new ways to sustain myself while on the move, allowing for the flexibility to explore and create simultaneously while prioritizing what brought me a genuine sense of freedom. Ultimately, the goal became making work not the center of my identity, just a part of it. Also, technology became my ally, offering support on-the-go, connectivity, and the ability to build communities, work through challenging situations, and maintain my relationships back home and all over the world. I discovered a deeper sense of security, when I realized that my close relationships can endure and thrive across vast distances. Experiencing firsthand the nuances, traditions, and customs of various cultures provided me with an enriched outlook on the world. I was eager to stay ahead of the curve, I relished in the emerging remote work culture of a post-pandemic world and the innovative ways in which digital nomads were shaping the future of work. 6. Navigating Reverse Culture Shock and Finding Belonging in a Changed City. Returning from such a transformative journey was not without its own set of challenges. Initially the familiarity of home felt strangely foreign, and I grappled with reverse culture shock. I was grieving who I was before the pandemic, the little pocket of camaraderie I had with my bubble of close friends who, without fail, I played board games with every weekend for almost two years during the pandemic. I struggled with ambient grief, feeling a sense of loss for the experiences I missed in Toronto while I was gone and a longing to make up for lost time in my friends’ lives. It’s like I travelled to the future where everything looked the same, but everything felt vastly different. That sense of being out of place persists as I readjust to a changed city, it's colder culture, and pace, challenging my sense of belonging. The exorbitant cost of living adds to the uncertainty about staying in Toronto long-term, prompting me to question my long-term goals and explore alternative models for my future. Despite the disconnection from the city itself, I still found an anchor in the connection and care from my chosen family and loved ones. 7. Rediscovering Who I Truly Am. Ultimately, this adventure was more than just ticking off destinations on a map and fulfilling a lifelong dream; it was a profound exploration of my queer identity, a challenge to define what a fully realized life means to me, and a rediscovery of who I truly am. I was able to start to see my life from different vantage points. One where I could live a life of my own design, which I’m still figuring out now as I integrate all that I’ve experienced and learned from my travels. As a queer nomad and traveller, what I cherished most was to live without the traditional expectations and milestones imposed by a heteronormative society. Instead of lamenting what I didn't have, I saw endless possibilities ahead surrounded by other folks who had the same outlook as me. Experiencing the world, fundamentally shifts your internal world. When you’ve gone through that much change, your ability to adapt becomes second nature. 8. Redefining Home. l've come to realise that the idea of home no longer becomes confined to a physical place or specific location. Instead, it encompasses the deep connections I've forged with amazing friends from all over the world, the nurturing routines I've established for myself, and the overall sense of belonging and comfort it evokes. Home is now a rich tapestry of relationships, self-care practices, and a profound feeling of contentment. It's knowing at the end of the day that I can create home and be proudly queer anywhere I go. Luke Lopez (he/they) Luke is Freelance Art Director and a passionate speaker. He was previously the co-founder and design director of DESALU Creative. You can find more information about Luke 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!

To celebrate LGBTQ+ History Month, we've curated a selection of Queer Leaders and Organisations from the past and present who have shaped history through their actions and courageously created space for others. As Queer Leaders and change makers, we wouldn't be who we are today if it weren't for some iconic figures and organisations who came before us. An inherent aspect of being an activist or an advocate is to positively insight change and create space for others, including those who may come after you. Our team have chosen a small selection of Queer Role Models whom they find inspiring - for the work they're currently doing within the community or the legacy they have left behind. John Radclyffe Hall (1880-1940) A lesbian poet and author, known for writing “The Well of Loneliness”, a lesbian novel which underwent an obscenity trial in the UK, resulting in it being banned and copies of the book destroyed. The ban was lifted 30 years later. Living off money inherited from her wealthy father, she was able to live without working or marrying, instead spending her time pursuing various women. She was in a relationship with sculptor Una Troubridge until her death in 1936. Radam Ridwan (they/them) Unapologetic and an icon of our time, Radam is someone who you cannot fail to look up to, the power and knowledge they carry in their 6’5 frame is electric and they are full of heart! They are a model and a writer who uses their social media platforms to share educational and uplifting content that can't help but make us smile. Jay Stewart (he/him) Currently a member of the national Transgender Advisory board for trans pioneers, Jay Stewart has been part of the trans community for almost two decades, and has led a national grassroots organisation with a wealth of lived, years of experience and in depth knowledge of the trans community. Jay is the CEO and founder of Gendered Intelligence, the largest trans organisation in the UK. Dr Rita Nketiah, PhD (she/her) Rita is a Ghanaian researcher at Human Rights Watch – an activist-led fund dedicated to strengthening gender diversity and sexual rights in West Africa. To me she represents this academic force – her research interests covers critical subjects like diaspora homeland engagement, African migration, and African feminist movements. She is relentlessly documenting LGBTI communities in West Africa and is a powerful voice against gender-based violence. Lady Phyll (she/her) Co-founder and Executive Director of UK Black Pride and Executive Director at human rights charity Kaleidoscope Trust. A force to be reckoned with, and an unapologetic champion on issues of race, gender, and sexuality; Phyll has proven herself to be formidable in the fight for equality for QPOC and in carving out spaces that celebrate and elevate QTIPOC experiences. Edafe Okporo (he/him) Edafe is a multidisciplinary artist, leader, and powerful activist born and raised in Nigeria. He advocated for gay men’s rights - and was forced to flee Nigeria as a result of his activism. A refugee in New York City, he documented his experiences of detention centres, homelessness, grief, and exploration of his queerness in a foreign world. He recently founded the DRJ shelter, a safe space for refugees in New York. Shay Patten-Walker (they/them) (1998 - 2022) Shay was a young Black queer non-binary person based in London. They were a speaker, activist, and volunteer youth worker; studying creative digital media. Shay used their voice to inspire, educate, and empower, creating positive change and uplifting the QTIBPOC community. They took part in Gendered Intelligence's Activist Network (GIANTS) where they curated campaigns to improve the lives of gender diverse people. Shay walker was a pillar of the community, inspiring us all internationally. Their relentless light will never be forgotten. Nakhane (they/them) Nakhane Mahlakahlaka is a South African singer, songwriter, actor, and novelist. An outspoken and politically engaged person, their binary-defying approach to their art is the epitome of Queer magic to me. Nakhane’s vocals have offered me soundtracks to important personal memories over the years. Their song ‘We Dance Again’ (with Black Coffee) is one you’ll often find playing at the start of We Create Space events. James Barry (1789-1865) A transgender military surgeon who rose to the second highest medical position in the British Army. He worked to improve the conditions of soldiers and natives in British colonies. He lived his entire adult life as a man, with his sex only becoming known publicly after a woman who had had access to his body after his death took the story to the press. Fanny Ann Eddy (she/her) (1974 - 2004) A courageous woman with deep commitment to lesbian and gay rights in her native Sierra Leone and throughout Africa. In 2002, she founded the Sierra Leone Lesbian and Gay Association. The group documented harassment and discrimination of LGBT people, providing social and psychological support to the country’s fearful underground community. Eddy publicly lobbied government ministers to end state-sponsored oppression. Selly Thiam (she/her) Selly is a Senegalese-American journalist and filmmaker who founded None on Record, an African digital media organisation dedicated to lifting the voices and stories of African LGBTQIA people. Her podcast Afroqueer changed the game for me. It offered me stories I’d yearned for my whole life. It breaks the silence around African LGBTQIA experiences and challenges the miscommunications that we are un-African, unauthentic, and invisible. Nong Toom (she/her) Nong Toom, a kathoey (a Thai gender identity roughly equivalent to a trans woman), became a boxer at 16 to fund her transition. She captured the interest of the media, turning up to fights in full makeup. The sport embraced her, and her participation revitalised public interest in Muay Thai. She retired after funding her surgery, but later made a boxing comeback in the mid 2000s. She has also worked as a model and actress. Claude Cahun (1894 - 1954) Cahun was a French surrealist photographer, working in the first half of the 20th Century. They're best known as a self-portraitist, whose work explores the fluidity of gender. In their autobiography, Cahun described their gender in the following way: "Masculine? Feminine? It depends on the situation. Neuter is the only gender that always suits me." Street Tranvestite Action Revolutionaries (1970-1973) STAR was an activist collective founded by Sylvia Rivera and Marsha P. Johnson. In addition to carrying out political demonstrations and regular meetings, STAR aimed to provide housing to the homeless within the LGBTQ+ community, with Rivera and Johnson frequently facing homelessness themselves. Together they fundraised enough money to purchase a four bedroom apartment which became STAR House. The pair primarily funded the House and supported their queer children through sex work. Audre Lorde (she/her) (1934 - 2002) An American writer, feminist, womanist, librarian and civil rights activist. Lorde’s work drew upon her intersectional life experience to address the injustices of sexism, racism, classism and homophobia. Through her poetry, letters and teaching, Lorde sought to make these conversations accessible beyond the confines of gatekeeping white academic circles. Chay Brown (he/him) Co-founded TransActual in 2017 in response to media transphobia and misinformation about trans people Chay led the team that created the Trans Lives Survey 2021, which highlighted the inequalities faced by trans people in the UK. Chay has led the campaign to reinstate and improve access to NHS bottom surgery for trans men and nonbinary people, stepping in to communicate the most up to date information with those impacted when the NHS has not. Chay has also appeared on BBC Radio and Channel 5, speaking on trans people's access to healthcare. Chevalier D’Éon (1728-1820) D’Éon was a French diplomat and spy who infiltrated the court of Empress Elizabeth of Russia by presenting as a woman. They lived as a man for 49 years, but began presenting as a woman full-time when they returned to France after being pardoned for their previous exile. The word “Eonism”, taken from their name, was previously used to describe transgender people. Travis Alabanza (they/them) Travis is an award winning writer, performer and theatre maker. They identify as Black, transfeminine and gender non-conforming. Alabanza's work focuses on the importance of trans rights as well as the need for safe spaces for trans and gender non-conforming people, driven in strength by personal experience - they articulate the world beyond binary gender in ways that empower and unite us as a community which is a rare gift. Amara the Lesbian (she/her) Amara is an activist, YouTuber and lesbian living in Nigeria. She and her partner Olayinka tattooed each other’s name on their ring fingers when they got married, as a sign of their love and commitment in defiance of Nigerian law prohibiting same-sex marriages. Her content covers issues relating to polyamory, feminism, family and self care. She continues to champion the rights of LGBTQ+ Nigerians. Third Genders in Indigenous Cultures. Third genders have existed in countless cultures across the globe throughout human history, often taking on spiritual roles within communities. Modern examples of indigenous third genders include the fa'afafine of Samoa, the hijra of the Indian subcontinent and the various Native American identities which fall under the two-spirit label. In many cases third genders were an accepted part of their respective cultures until they were marginalised as a result of (often British) imperialism. Cherish Oteka (they/them) Winner of the 2022 BAFTA award for best short film. A documentary film-maker who aims to provide a platform for marginalised communities, so they can share their story on their own terms. Cherish has worked with some well known brands and broadcasters, including VICE, SBTV, Stonewall, London Live and BBC One. Most recently Cherish produced and directed "Too Gay for God?" a documentary for BBC One, exploring the place for LGBTIQ+ people within the Church of England. Lesbians and Gays Support the Miners (1984-2015) LGSM was an alliance of queer people, founded by Mark Ashton and Mike Jackson, who supported and raised money for the National Union of Mineworkers during their major strike between 1984-1985. This resulted in a reciprocal alliance between the LGBTQ+ community and miner labour groups, with miners joining pride parades, voting in support of LGBTQ+ rights and campaigning against Section 28. Max Siegel (he/they) Max is a speaker, advocate and content creator. His passion is using his experience in events and corporate culture, coupled with his lived experience as a trans person to educate people and make genuine change. They share important, informative content on inclusion and queer rights, but also give us an insight into the joy they experience in their life with a sense of humility and approachability. Virginia Woolf (1882 - 1941) An acclaimed modernist author, who has been influential throughout the feminist movement. Woolf was either a lesbian or bisexual and had affairs with various women. Her relationship with Vita Sackville-West inspired her novel “Orlando”, about a poet whose sex changes throughout the course of the novel. Zanele Muholi (they/them) Zanele is a South African visual activist and photographer. Their work offers a powerful exploration Black, Queer identity – their striking signature black-and-white portraits always capture the humanity and soul of their subjects – how their African heritage glows across their skin, faces, and bodies. Zanele’s art reminds me of what’s possible when we can choose to look at ourselves with curiosity, rawness, tenderness and an unconditional acceptance. Fox Fisher (they/he) Fox is an artist, film maker, author and trans campaigner, whose art has been viewed by millions around the world. Through the children's books that they write and illustrate, Fox is helping engineer a strong foundation of support, education and representation for the next generation of Trans and Non-Binary Leaders, as well as their allies. Gladys Bentley (1907 - 1960) An American blues singer, pianist and lesbian, cross-dressing performer during the Harlem Renaissance. Headlining in the early 1930s at Harlem's Ubangi Club, she was backed up by a chorus line of drag queens. Bentley openly had relationships with women early in her career, and continuously faced criticism for her masculine attire but ultimately, her talent won over audiences across the country. Iesha Palmer (they/them) Iesha is a creative thinker, speaker and body positive advocate. Hailing from the beautiful Turks & Caicos Islands, this is where their love for community engagement began. They currently work as a campaign officer for UK-based charity, Mermaids, supporting transgender and gender-variant children and young people, and was instrumental in starting the charity's podcast, “She said, They said.” HOLAA Founded by Tiffany Kagure Mugo and Christel Antonites Siphumeze Khundayi, Hub of Loving Action in Africa (HOLAA) is a pan-Africanist hub space for queer African women to submit their own experiences of sexuality, sensuality, pleasure, and bodily autonomy, creating an archive of their stories. As well as hosting offline events and workshops, HOLAA use their blog, social media and podcast to uplift the voices of queer African women, both on the continent and within the diaspora. Michelle Ross (she/her) The founder of CliniQ the first UK holistic sexual health and HIV service for transgender and non-binary people. With 34 years in sexual health, HIV and wellbeing behind her, she is a member of IRGT: A global network of trans women, advocating for trans issues in the international HIV response. Laila Yahaya (they/them) Laila is a Queer, Muslim, feminist, educator and a human rights activist from Ghana. Laila is the co-founder and director of One Love Sisters Ghana. In this current critical climate where Ghanaian law is denying LGBTQIA+ persons fair access to their fundamental rights, Laila’s work boldly tackles discussions around gender based violence, sexual and reproductive health, consent, LGBT+ rights and more. Jeffrey Marsh (they/them) Jeffrey is a coach, speaker, writer and activist, known for their thoughtful and uplifting video content on social media. Their long-standing work as an advocate, raising awareness for the issues that non-binary people face, is respected and an inspiration to many. Through their coaching and writing they impart their experience and knowledge to the wider community. Azekel Axelle Nasa (they/them) A Black queer non-binary activist based in Leeds and London, who aims to build a world where Black Trans and gender-nonconforming people have the same access to healthcare and opportunities as their cisgender counterparts. Their most recent work has been setting up a community interest company, The Black Trans foundation, a non-profit organisation working for the advancement of Black Trans people in the UK. Staceyann Chinn (she/her) Proudly identifying as a Caribbean, Black, Asian lesbian, Staceyann Chin is also a poet, actor, and performing artist. Her work includes “Crossfire: A Litany For Survival”, the critically acclaimed memoir “The Other Side of Paradise” and multiple one-woman shows. She centres themes of identity, belonging, desire, sexuality and parenthood through witty and evocative wordplay. Jonathan Van Ness (they/he/she) Jonathan is most famous for managing manes on Queer Eye but they also embrace curiosity and learning in their award-winning podcast “Getting Curious”. Jonathan’s position as a public figure has given non-binary identity a foothold in modern culture, showing the world that non-binary identities cannot remain on the sideline - we are stars too. Raven Saunders (she/her) An American track and field athlete who competes in the shot put and discus throw. Saunders recently won a silver medal in shot put at the 2020 Olympics in Japan. Often seen sporting bold and bright hair colours, she champions marginalised people, most notably holding her arms in an X on the podium when accepting her Olympic medal. Fola Francis (she/it) Fola is a fashion designer and content creator. A trans woman living in Nigeria, she expresses her creativity and passion unapologetically as herself. She runs a fashion brand that serves everyone - regardless of their expression. During the #ENDSARS protests, in which queer Nigerians led a nationwide uprising against police brutality Fola supported the cause by making t-shirts proclaiming “Queer Lives Matter” and offered them to protesters and activists. Calver Touré (he/him) Calver is the Director of Alternative - Côte d’Ivoire, an LGBTQIA rights organisation that fights homophobia and advocates for better health care for sexual minorities, especially HIV and AIDS treatment. Calver’s work helped me connect to activism spaces in my native Côte d’Ivoire. As one of the most visible and instrumental voices of change in my country, his advocacy not only gave me hope but an array of learning materials to help guide my own journey. Dr Ronx (they/them) Dr Ronx is a queer, Black, androgynous intersectional feminist and work as an emergency medicine doctor. Self funding their way through medical school after leaving a difficult upbringing, they realised their story could inspire people from similar backgrounds and aid them through their application. Alongside ongoing charity work they present on many educational tv shows, including the highly acclaimed, Channel 4 investigative show “Is Covid Racist?” Sabah Choudrey (they/them) Sabah is a Trans activist who co-founded Trans Pride Brighton in 2013, which subsequently won best trans event in Brighton in 2014 and 2015. Sabah works with queer, trans and non-binary youths through Brighton and London, through groups like Colours Youth Network, aiming to create connections between BAME/POC young people. Sabah was recently appointed as trustee of the Inclusive Mosque Initiative, creating safe places of worship for all people. Who selected these Queer Role Models? Maylis Djikalou (she/her) Maylis is a transformational coach, consultant and Programme Director at We Create Space. She has been working at the intersection of the creative and mental health industries for over a decade - promoting wellbeing in the workplace and championing marginalised communities. Jua O'Kane (they/he) Jua works at WCS doing content creation and social media management. They're also an illustrator and comic artist, currently studying for their Masters in Illustration. Yassine Senghor (she/her) Yaz is a diversity, equity and inclusion specialist and is the Director of Confronting Change EDI Strategies. She also works as a writer, mentor, speaker, facilitator, podcaster, occasional model and is a We Create Space team member! Ben Pechey (they/them) Ben is a writer, speaker, content creator, LGBTQIA Advocate, D&I consultant, and author! They uplift and educate through media; with their website benpechey.com, The Happy Place podcast, and legendary Instagram Stories. Their debut Book - The Book of Non-Binary Joy - is out now. Rico Jacob Chace (he/him) Rico is Director at TransActual UK, Trustee at LGBT+ Consortium, a part of the UN's UNITE 2030 Youth Delegate Program as well as a Diversity & Inclusion Consultant. He started his career by launching the radio show, 'Against Racism' following in the footsteps of the BLM movement, and speaking in the award-winning documentary 'Pride & Protest.' His recent appointment as the Trustee and Treasurer at LGBT+ Consortium has allowed him to continue to help the community, through grant funding and advocate work while chairing panels at the London Assembly. 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 overcome budgeting challenges & unlock the full potential of your Employee Resource Group. At We Create Space we work closely with Employee Resource Group (ERG) leaders across the globe, helping them foster greater inclusion within their organisations. However, with many executive leaders taking their foot off the pedal and shrinking budgets for diversity, equity and inclusion (DEI) initiatives, we understand that ERG Leaders are facing significant hurdles providing the programming employees desire. In this article we’re providing insights on how you can overcome budgeting challenges in your ERG, as well as how to maximise your impact by engaging in intersectional collaborations with other groups, bringing together different employee communities for powerful moments of learning and connection. Strategic Budgeting. Getting the most out of a limited budget starts with identifying how your ERG’s activities will align with your organisation’s wider DEI goals. Not every project is going to be feasible, so prioritise the initiatives you believe will have the most demonstrable impact on employees and show off the collective value of your ERG. Looking at the year ahead as a whole, plan out your key activations. Programming designed around cultural calendar dates may be some of your biggest events of the year, but ensure that you allocate funding for activities outside of relevant awareness months and days. Leaving some flexibility in your budget will allow you to respond to emerging needs and opportunities throughout the year and capitalise on unexpected chances for impact. Resource: Download our free 2024 Cultural Calendar below to help you plan your 2024 activations. You can also explore the possibilities of external funding sources, diversity and inclusion grants and partnerships with external organisations to help supplement internal budgets. Making use of free resources from organisations like We Create Space is also a great way to ease financial pressures on your ERG and provide employees with insightful learning opportunities. Our podcast, video archive, glossary and library have a wealth of resources covering topics like active allyship, LGBTQ+ inclusion at work, intersectionality and more. Effective advocacy. To secure support from organisational leads and potential collaborators it is essential that ERG leaders effectively communicate and advocate for their ERG’s needs. Establish a series of long and short term goals that take into account your current financial situation and desires for the future. Resource: Check out our Queer Leadership 101 webinar “How to Healthily Challenge Executive Leadership” for more tips on effectively communicating with your higher-ups. Craft a compelling narrative when talking about your ERG’s initiatives, illustrating how the work you are doing feeds into company goals and positively impacts the organisation’s overall culture. Presenting a clear vision of what your ERG has accomplished is essential to secure increased investment, and this vision can be made all the more powerful when it is backed up with data, so if you’re not already collecting data from participants, now is the time to start! Whether it is employee engagement and satisfaction, retention rates or surveys conducted before and after learning sessions, being able to measure your success with tangible data will go a long way to illustrate your return on investment and strengthen the case for increased funding. Resource: Check out our DEI 101 Webinar “Navigating Data & Intersectionality” for more tips on integrating data collection into your DEI initiatives. Building strategic alliances with key organisational leads is also paramount. Invest time in building your relationships with individuals in HR, DEI and executive leadership. These are connections you can call upon when you need an ally or support when securing funding. The further up the organisational ladder, the more weight their support will hold in negotiations, so aim for the stars! Harnessing the power of collaboration. Joining forces with other ERGs is a sure fire way to make your budget stretch further. By utilising intersectionality, a conceptual framework that recognises the interconnected nature of social identities and systems of oppression, ERGs can increase their impact. Harnessing intersectionality will create more inclusive initiatives which address the diverse experiences of ERG members, promoting cross-community learning and active allyship. Resource: Read our beginner's guide to the framework of Intersectionality. As an ERG leader, you are unlikely to have first hand experience with all of the intersecting identities represented within your ERG, so working with other ERG leaders is an excellent way to broaden your understanding of issues facing other identity groups and create truly inclusive programming. When running panel discussions or talks, remember to uplift and champion voices from within your own employees. The next generation of queer corporate leaders may be right under your nose, you just need to give them an opportunity to shine! This should always be voluntary - employees of marginalised identities should never feel pressured to share their personal stories for the sake of others. Instead, empower them to embrace the power of storytelling of their own accord by investing in leadership programmes to enhance their confidence and storytelling abilities. Resource: Check out our Queer Leadership 101 webinar “Nurturing Future Queer Leaders” for more tips to support the growth of your ERG members. While utilising internal speakers can have powerful results, it’s advisable to set aside budgeting for external speakers and facilitators too. They can provide expertise and intersectional perspectives otherwise not represented within your workforce and ensure that your ERG does not begin to suffer from an echo chamber effect. Conclusion ERGs can be a powerful force for change within organisations, even when the landscape of diversity and inclusion is evolving and funding is tight. As an ERG leader, being adaptable and open to collaboration are essential to the success of your initiatives. By crafting a flexible and strategic budget and leveraging the power of intersectional collaborations, you can continue to grow and strengthen your ERG even when facing financial challenges. At We Create Space we are passionate about supporting ERG Leaders with their goals, whether that is increasing ERG engagement or providing insightful programming and learning opportunities to members. Check out our case study with JTI to learn how we have supported them with scaling their PRIDE ERG. For even more insights on this topic, watch our conversation with David Azulay, an ERG lead at Omnicom: To learn more about our consulting services and how we can help you achieve your ERG ambitions, 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!

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!

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!

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!

Check out our round-up of Black, Queer artists that we're loving right now. Each of them as their own story to tell through their works, with different life experiences guiding their practice and inspiring their creative output. Olivia Fields (she/her) Olivia is an illustrator from Brooklyn, NY. Using flowing lines and soft colour, Olivia is carving out space for fresh depictions of black beauty and identity. Her work is largely influenced by Black beauty and identity, which she seeks to represent and uplift. Commonly explored themes include a gentle fascination with horror, the language of fashion, narratives of self discovery and various thoughts. - @tncts Sarah Huny Young (she/they) Sarah is a photographer, visual artist and creative director creating images that celebrate and document Black womanhood and the LGBTQ+ community in America, through intimate portraiture, editorial shoots and documentary photography at events and protests.Framing her subjects as muses, she often shoots on-location in personal, intimate spaces and natural settings. Sarah's work has been featured in The New York Times, ESPN, The Washington Post, Pittsburgh City Paper, New York Magazine, The Verge, and more. - @hunyrocks Tourmaline (she/her) Tourmaline is an artist, filmmaker and activist based in New York. She has made films documenting the lives of trans trailblazers Sylvia Rivera and Marsha P. Johnson. in collaboration with trans actors and activists. Her work has been shown in the Met, MoMA and Tate. She is a transgender woman who identifies as queer. Tourmaline is most notable for her work in transgender activism and economic justice, through her work with Critical Resistance and Queers for Economic Justice. - @tourmaliiine Rotimi Fani-Kayode (he/him) Rotimi was a photographer who fled Nigeria for England during the outbreak of the Nigerian Civil War. Through dramatic and stylised portraiture, Rotimi explored the intersections of his lived experiences, as a gay, African person of forced diaspora. Fani-Kayode and many others considered him to be an outsider and a depiction of diaspora. Fani-Kayode, however, believed that due to this depiction of himself, it helped shape his work as a photographer. In interviews, he spoke on his experience of being an outsider in terms of the African diaspora, but it's also important to note that it was forced migration. His exile from Nigeria at an early age affected his sense of wholeness. He experienced feeling like he had "very little to lose." But his identity was then shaped from his sense of otherness and it was celebrated. In his work, Fani-Kayode's subjects are specifically black men, but he almost always asserts himself as the black man in most of his work, which can be interpreted as a performative and visual representation of his personal history. Juliana Huxtable (she/her) Juliana is an intersex visual artist, writer and performer. She is the co-founder of “Shock Value” a gender-inclusive club night. Her work combines and remixes cultural references into bold new pieces of work, through self-portraiture, collage and performance. Huxtable's multidisciplinary art practice explores a number of projects, such as the internet, the body, history, and text, often through a process she calls "conditioning." She is a published author of two books and a member of the New York City-based collective House of Ladosha. - @julianahuxtable Kehinde Wiley (he/him) Kehinde is a painter based in New York. His works present Black subjects with the gravitas of Old Master paintings, fusing influences from multiple artistic periods and cultures across the globe with contemporary references. Kehinde’s paintings depict rich, nuanced and modern Black masculine identities. He was the first black, gay artist to paint an official portrait of a President of the United States. In 2019, the artist debuted his first large-scale public sculpture in Times Square, New York, a bronze equestrian monument honouring the heroism of young black men in America. In 2020, Wiley received France’s distinction of Knight of the Order of Arts and Letters. Wiley has held solo exhibitions throughout the United States and internationally and his works are included in the collections of over 40 public institutions around the world. - @kehindewiley Syrus Marcus Ware (he/him) Syrus is a Canadian visual artist, activist, curator, educator and trans man who explores social justice and the culture around Black activism through his work. Syrus creates installations, paintings, film and performance as well as ongoing activist work and an academic writing practice. His work has been featured as part of the inaugural Toronto Biennial of Art in 2019 in conjunction with the Ryerson Image Centre (Antarctica and Ancestors, Do You Read Us? (Dispatches from the Future)), as well as for the Bentway’s Safety in Public Spaces Initiative in 2020 (Radical Love). He has also participated in numerous group shows has participated in group shows - @syrusmarcus Abelle Hayford (they/them) Abelle is an agender Ghanian-American illustrator, character and colour designer working in the animation industry. Social media has played a huge role in Abelle’s artistic growth and uses their social media to share their art to others while also promoting other marginalized artists, too. They are the creator of the #DrawingWhilebBlack hashtag, a social media event and talent directory that celebrates the skills of Black artists who are often overlooked in the industry. - @abellehayford 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!

Over two parts, a selection of our Queer Leaders share their experiences and tips on how to healthily challenge someone inside your workplace. In this Q&A we discuss 'How to [healthily] challenge Executive Leadership' to identify and implement policies and practices that support the growth and development of LGBTQ+ employees. The actions we take today, will make tomorrow's history. Watch this webinar to... - Discover new methods for creating more inclusive cultures at work. - Feel empowered to help and support others. - Become more intuitive and empathetic with the decisions you make as a leader or change-maker. - Increase the positive impact you could have in the world. - Understand better your actions, thoughts and beliefs as an Ally of the entire LGBTQIA+ community. - Use the safe space to discuss, learn and get curious. Learn more about Zach Ames's work. Learn more about Polo Lonergan's work. Learn more about Bachul Koul's work. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with 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!

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!

Prioritising wellbeing is extremely difficult in a world built on prejudiced hierarchies. Living at the intersection of Blackness, Queerness, Womanhood and Neurodivergence, our guest writer Almah La Von Rice uses Artmaking as an empowering tool for self care; to manage her anxiety, understand her trauma and explore the dynamics of her identities through a blank canvas. The Art of Black, Queer, Neurodivergent Survival. Artmaking as a tool for Self-Care by Almah LaVon Rice (she/her) It is the only time, reliably, that I am free of Them. Not when I log on to social media and am greeted with the latest mass shooting, plague, or fascist ruling. Not when I get on my laptop to start the day’s work only to be stalled by performance anxiety. Not even when the day is done and I am waiting for sleep (cue the parade of “what ifs”). And definitely not when I sleep (hello, nightmares). Who are “Them”? They are the anxiety gremlins that are always with me, in my face or in the background, prowling. I have the bona fides, the diagnoses: generalized anxiety disorder, obsessive-compulsive disorder, and complex post-traumatic stress disorder. Not to mention living in a society hostile to what is Queer, Black, woman, fat, poor, neurodivergent, and survivor in me. ''I find abstract mixed media to be the ideal vehicle for all my intersections. With its emphasis on the non-figurative, I am released from the reductive demands of “representation.” But I get a respite from those anxiety ghouls when I make art. Mixed media collages and assemblages. Paintings. Monoprints. Hand bound journals. Embroidery. Whimsical drawings on envelopes that I send to my friends, mostly queer. And soon my studio wall will be jungled, lush with a monstera mural that I have made with my own hands. If I was in charge, the entire unjust world would be painted-over, just like this: a fantasia of color, pleasure, and peace. ''Black neuroqueer womanhood is not a curse but a whole universe - and the indeterminacy and expansiveness of abstract art point to how I am various, irreducible, and free. In a society dead-set on putting me in its demographic cages, art gives me a way to slip through the bars, if only for a moment.'' Making art tends to be the only time the anxiety ghastlies fall silent, as if fascinated as I cut, stitch, glue, and paint. They are quieted as we enter the cathedral of process and presence together. This is my favorite church, big enough for my Black queer neurotic multitudes. I find abstract mixed media to be the ideal vehicle for all my intersections. With its emphasis on the non-figurative, I am released from the reductive demands of “representation.” Indeed, I can represent myself and my vision in bold strokes of color and gesture rather than readily recognizable objects and scenes. Black neuroqueer womanhood is not a curse but a whole universe–and the indeterminacy and expansiveness of abstract art point to how I am various, irreducible, and free. In a society dead-set on putting me in its demographic cages, art gives me a way to slip through the bars, if only for a moment. Per the songbird in Black poet Rita Dove’s poem, “Canary,” If you can’t be free, be a mystery. Art is a place I can explore the unknowns in myself, even if the wider culture has determined it has me and my intersections all mapped and figured out. ''I am recovering my queer girlhood by playfully crafting the life I want–which, incidentally enough, happens to include sketching out a series of wobbly line drawings of vulvas.'' Mainstream science even supports my art-making madness. Ilan H. Meyer’s minority stress model asserts that stigmatized minority groups face adverse health outcomes due to oppression. Sexual and gender minority people, according to research findings recently published in The Annals of Behavorial Medicine, must deal with “structural stigma, including both community policies and community attitudes, [which] has been shown to be related to cortisol function, a biochemical measurement of stress.” And what has been shown to help lower cortisol, the body’s chief stress hormone? Artmaking. Various studies indicate that making art is salutary, no matter your experience or skill level. ''There is something incredibly grounding about working in my preferred mode of mixed media. Instead of getting lost in my sometimes catastrophic thoughts, I lose myself in materials.'' Studies are great but my own experiential knowledge has already convinced me of the sa(l)ving power of making things. As a recovering perfectionist–and as someone who has to be at least twice as good, according to oppressive structures–visual art is where I get to revel in my messes, my “mistakes.” I get to fail, exuberantly. Don’t like that painting? I can gesso it with a new layer and start again. Don’t like that drawing? I can remix it, cut it up and rebirth it as collage. When I was a little girl, I drew voluptuous women in pencil and with abandon. One day a little boy at church pointed to the curvy girls traipsing across my notebook, and pointing to their breasts, asked, “Where did you learn to draw those?” I knew, without him saying another word, that there was something untoward about a girl drawing other girls that way. So I stopped. But now, decades later, I am recovering my queer girlhood by playfully crafting the life I want–which, incidentally enough, happens to include sketching out a series of wobbly line drawings of vulvas. ''When the world feels like it’s ending, I can try beginning with a blank piece of paper or canvas.'' There is something incredibly grounding about working in my preferred mode of mixed media. Instead of getting lost in my sometimes catastrophic thoughts, I lose myself in materials. A rusty scrap found in a parking lot. Sun-blanched bird bones on the beach. A crab claw, a feather–so many found objects, so many chance gifts of place. I’ll pick wildflowers and use a hammer to pound their pigment into fabric: an art therapy textile and tactile. When the world feels like it’s ending, I can try beginning with a blank piece of paper or canvas. I spill acrylic ink on cotton rag and I stain muslin with tea, coffee, beet juice; I make my mark and I let materials remind me that life is more than dire and disaster. What anchors me as much as closing my eyes and breathing deeply? The stream of emerald ink from my fountain pen, the weight of watercolor paper. ''I smiled conspiratorially as I pressed my carving in the printing ink and then on to a hanky square, remembering all of the people and systems that have told me that my desires were against nature.'' So many of us have been called “unnatural,” avatars of deviance. I know I have been. Over and over again–like that hammer pounding flowers–it has been impressed upon me that I don’t belong here. Queer in too many ways, too many directions. Yet this year I was invited to participate in the Queer Ecology Hanky Project, a traveling exhibition of wearable art dedicated to exploding cisheteronormative notions of the natural world. In my case, I carved a block print depicting desert grassland whiptail lizards, the all-female reptile species of the North American desert. Dubbed “lesbian lizards,” they reproduce via parthenogenesis–without males–and are known for their female-female courtship and mating rituals. I smiled conspiratorially as I pressed my carving in the printing ink and then on to a hanky square, remembering all of the people and systems that have told me that my desires were against nature. These lizards–and my own artmaking practice–say otherwise. What could be more natural than the countless ways we create? The injustices are legion. This is no defense of a single, individual response to the forces arrayed against us. Personal artmaking may not be able to account for all of the losses, all of the structural subtractions, but I’m grateful for what this restorative practice gives to me so that I may survive this world. About Almah (she/her): Almah is a mixed media artist and writer at work on her first book. Connect with Almah: Website: www.AlmahLaVonRice.com Instagram: @agentsubrosa

Our guest writer Nick Virk explores the intricacies of community culture, friendship and chosen family in London's queer South Asian spaces. "Hum Aapke Hain Koun?" "Who am I to you?" by Nick Virk It's 2018. I am attending my first Hungama - a Bollywood hip-hop night in East London, founded by Ryan Lanji. I walk in, a nervous wreck, to the sounds of 90s Bollywood. My heart soars. It’s not just nostalgia for me. I am hearing what I listen to on the daily through the sanctuary of my headphones, blast out on speakers in a queer venue where my Brownness is placed front and centre. I see queer South Asian talent on the dancefloor and feel simultaneously inspired and intimidated. My imposter syndrome kicks in and I watch on as a wallflower, wondering if this community will embrace me. There are those I have seen on social media and in magazines, ambassadors of the queer Brown experience - the people I think I should aspire to be. I watch them, but they do not notice me. There’s a Bollywood lip sync contest and supportive non-Brown friends push me to join. They know my capabilities, even if I do not. I dance to Le Gayi Le Gayi and Dola Re Dola. I am alive. I am no longer hidden; I am seen. I win. People come up and introduce themselves. The adrenalin subsides and is replaced by me feeling ashamed of my vulnerability. I have fifteen minutes in the spotlight where people ask who I am. Did I just prove my worth? Overwhelmed, I ran out of the club riddled with anxiety and cry. Fast forward to the present and I am a regular at Hungama. I know Ryan and I know the people who, like me, are now part of the furniture. We are a family, one that is as dysfunctional as any other. We celebrate each other’s queerness - something I have not found is encouraged at alternative gay, and often femmephobic South Asian spaces in London. Looking back at who I was in 2018, when I felt like such an outsider, I wonder how I evolved to where I am now. I feel safe, I feel included, but in truth and with hindsight, it feels important to acknowledge and speak openly about the compromises I made in order to be accepted. As I reflect, I also know I am not always proud of who I had to become in the process. I could simplify my journey to finding a chosen family into a twee narrative about acceptance and representation, but I know in doing so I do not do justice to the people who, like me, are now coming into these spaces for the first time. ''Our experiences have formed psyches in which we are justifiably hesitant about what families are and what they could be.'' There are certain entry requirements to being accepted into the queer South Asian family. What I once thought were simply my own insecurities, are actually in part, grounded in reality. I speak to people entering the queer South Asian space and their worry resonates with me. The most illicit thing happening in the toilet cubicles at Hungama are in fact the panic attacks no one wants to admit. When I speak about my journey with others embedded in the community who are aware of the issues, they themselves have either decided to move away from queer South Asian spaces or to consciously play the game. It is clear that commonality in our experiences is linked to our fear of judgment. Our understanding of family has been constructed by our own toxic experiences as children of South Asian culture. We recognise the tropes of the gossiping aunts and uncles and have all seen Kabhi Khushi Kabhie Gham to know how families let you down. As queer people, we experience the fear of being disowned and abused, which for many of us has become a lived reality. Our experiences have formed psyches in which we are justifiably hesitant about what families are and what they could be. But unfortunately, a great number of us have not done the work needed to be able to redefine our perceptions of family. And so too often, this learnt toxicity infects the spaces where our chosen family gather. ''While living authentically in our queerness liberates us and can enable us to find celebration in our heritage and melanin, our understanding of family culture seeps into spaces where we should be at most in solidarity with one another.'' Growing up, family events were gatherings where social capital was flaunted and our flaws dissected and debated by others wanting to prove themselves superior. We find this as the status quo, and something that is regularly mocked in comedy sketches and on-screen portrayals of the South Asian experience. It is rarely understood with sincerity, because it is trivialised. The establishing of worth and hierarchy goes far deeper than just gossip about whose children are thirty and still unmarried. It’s key that we ask why such competitiveness is normalised and that we openly explore its insidious consequences. It’s fine to laugh as a way of processing that trauma, but we must also consider with sincerity how the capitalist mindset of who was deemed worthy has been embedded in our upbringing. Pair that with internalised racism wanting to be aligned with whiteness and rampant casteism, and you have a culture - specifically Indian culture - that seriously needs challenging. While living authentically in our queerness liberates us and can enable us to find celebration in our heritage and melanin, our understanding of family culture seeps into spaces where we should be at most in solidarity with one another. Instead of the car park of the wedding venue where barfi boxes and value judgments on others are exchanged, it is the smoking area of the club where fake how are you’s are spoken and we end up bitching behind people’s backs. ''In conflict with the freedom that our queerness provides, our need to be valued manifests in superficial ways.'' There are also prerequisites to being accepted. You must be able to offer something to someone in order to be welcomed. Regrettably, I remember mentioning my job and place of work each time I met someone - hoping it was enough to get the attention of the Instagram famous and those with clout in these spaces. It was enough for some, but seemed that once they had what they needed from me, they disappeared. I was guilty of measuring my success and worth through the metrics my parents used as migrants in the West. The dynamics of the relationships I was finding myself in were the same. I was speaking to the new generation of aunties who called our mums under the guise of inquiring after the children, only really wanting to know where she had got the good barfi she served last week. Brown people are very good at creating hierarchies. We have thrived off anti-Blackness by establishing a status between white and Black communities to lessen our own burden of racism. The modern Indian government’s Hindu nationalism and Islamaphobia is indicative of a culture obsessed with superiority. The roots are clear. Colonialism has indoctrinated us to see ourselves as inferior, and in our independence we have tried to climb the hierarchy rather than abolish it all together. In conflict with the freedom that our queerness provides, our need to be valued manifests in superficial ways. Just look at the social media feeds that platform Brown talent. They are all too often elitist, creating inner circles that enjoy exclusive party invites and boast brand endorsements, publishing them on their channels to signify who is deemed worthy in South Asian culture today. The most publicly prized contributors to our culture are curated and chosen by the hosts of these spaces. Platforms are allocated to influencers, while the rest are thereby placed as an audience of fans. ''I do not want my chosen family to be like my biological one. Perhaps, the chosen family is a concept we should stay away from applying to Brown communities. This structure means that each of our contributions as queer Brown individuals is all too easily ignored or disregarded simply because we do not offer a similar social status. I myself have been ignored by people because they do not see me as a worthwhile asset, but I too have ignored others because I have framed them as ‘basic’. I grew up hating the fake behaviour of my extended family and so while I shy away from being inauthentic with people, I struggle to give people the time of day unless I think they have depth. I find socialising to be anxiety inducing, and so have created a hierarchy in my head that directs who I want to make an effort with. It’s not behaviour I am proud of, but I understand how important it is to be conscious of it and to speak directly about it, because of how widespread the lack of solidarity is in our spaces. As much as gatherings like Hungama are safe spaces, the reality of them being welcoming can only be dictated by the energy we as a community infuse into them. For myself, I know that I want to be kinder and more open to others in order to help break this perpetual hierarchy. I also know that I do not want my chosen family to be like my biological one. Perhaps, the chosen family is a concept we should stay away from applying to Brown communities. Who am I to you? What do we truly mean to each other? I think that we should work on being friends before we become a family. About Nick Virk (they/them): Nick is a filmmaker, producer and writer interested in platforming the queer South Asian experience. Explore Nick's work: nickvirk.com Connect with Nick: @harnick_virk

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!

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!

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. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We were delighted to sit down with nutrition specialist and queer health coach, Dr. Sunni Patel, to talk about his relationship with food, what drives him, and why he's so passionate about supporting the LGBTQ+ community. Who are you? Tell us a little about your journey. I’m Dr Sunni – a health coach with a PhD in risk factors for disease and a specialist interest in Gut Health. I started off in research and academia working around the world before I started a corporate journey in global and UK management. A series of life events made me reevaluate my purpose and passion before deciding to leave the comfort of a corporate role to create my own business. I retrained as a culinary medicine coach and also use my previous qualification as a personal trainer to educate, entertain and spread the power of food, nutrition and wellness. My life has been built up with a series of life-affirming and life-changing events. Growing up as one of the only Asian families in a extremely racist area of the West Midlands in the early 90’s meant my family and I became accustomed to daily tirades and abuse (verbal and physical). Going into my late teens I developed an eating disorder over a number of years that involved obsessive fasting and purging that dominated my life for quite a while. In my late 20’s, I was diagnosed with inflammatory bowel disease which knocked me for six. In between all this I focused on my ambition to do well professionally, and put aside my own needs of discovering my queer journey and managing my mental and physical wellbeing. The last few years have been difficult but also empowering, as I have had to navigate my issues around disordered eating and body dysmorphia as well as having serious issues and flare ups with my health (including being hospitalised twice during lockdown). On top of that, at the tender age of 35 I decided to come out to my family after spending 2 years of finding myself battling depression and suicidal thoughts. Fast forward to today, I use my lived experiences to coach people and organisations on holistic interventions to promote well-being, productivity and happiness. I use my rediscovered passion for food to develop recipes for clients and companies, and cater for retreats as well as do cooking demos and cook-a-longs. I want to show everyone that food science can be sexy, informative and life-changing. My business and platform also helps me to tap into my creativity to showcase food, fashion and lifestyle, and I bring that creativity to everything that I do. How has getting to know yourself better evolved your relationship with food? I have had a tumultuous journey with food, to say the least. I grew up as a passionate foodie that cooked from age 12 and I'm grateful my parents allowed me to explore cooking with food at home. But I have also had to go through a number of restrictive diets to help control my health condition, but also navigate the hangover of bulimia which has limited my experience with food. I have had to take each day at a time, and cope with the daily toil of whether it will be a good or bad day with food. This has allowed me to understand the dark side that food can sometimes bring – the physical and emotional triggers and how to navigate around that and bring a practical approach to it. Nonetheless, I have always been a host and enjoyed what food can bring to life. The power of community, the sense of nourishment and the beauty of creating memories and emotions. My life journey and milestones, from the dark times to the joyous moments of coming out, getting engaged or getting positive results and feedback from clients have also been celebrated with wonderous foods and meals. That's what I want to focus on with food – the sense on celebration it brings, and making food the centrepiece of life. What inspired you to start sharing nutritional plans and health tips? It may sound like a cliché but I became inspired because I couldn’t relate to content or the people delivering information out there. As a queer person of colour living with a chronic illness, there are aspects of health and wellness that I want to find relatable. Though my food and health tips may be similar to what many know, I try to deliver it through my voice and medium so that it not only provides an outlet for me, but also for others to look to and feel inspired and educated. The hope is that, over time, I can show how positive nutrition can be to people and companies. I constantly get inspired by the feedback which drives me to continue doing this on a daily basis, and being able to work with media outlets like the BBC to give regular health tips with a sense of humour and approachability helps me to keep going. Why do you think the health and well-being of LGBTQ+ people requires more focus and close attention? What challenges and trends are we seeing emerge within the community? I think it's firstly important to recognise that queer people face some of the same health issues and risks as everyone else, and it's so important to focus on long term health outcomes and reducing the risk and burden of disease overall. There is some literature suggesting that our community may be at an increased of obesity, heart disease and cancer, and that definitely requires the building of more inclusive educational spaces working with queer professionals. What is of critical importance when we consider the queer community is that access to health care, approachability of safe spaces within the health care space, and affordability of treatments and services are specific issues that need to be addressed. Marginalised communities have historically had less investment on interventions to navigate these issues, and so we not only need more money for these health programmes, but people to advocate and rally the change and improvement. In regards to challenges and trends, there is growing literature showing the disparities and issues our community face in regards substance abuse, physical abuse, bullying. It's a struggle to find support due to low quality care as a result of stigmatisation, poor awareness from health care providers, and insensitivity. And even with all that, the education and awareness around specialised niches like gut health, immune health, skin health are still under-served. How has your chronic illness and living with IBD affected your own career path? Any tips for individuals struggling to navigate corporate life? Initially, it was extremely difficult. I spent a lot of my corporate life hiding my illness as I felt it could be perceived as a weakness. I also didn’t want constant sympathy or accommodation to my condition. When I did decide to let my colleagues and teams know about my condition, it was met with mixed response. The stresses of climbing the corporate ladder and leading larger teams eventually caused more issues with my health. Some were empathetic to my issues, whilst some took advantage to undermine my abilities. Either way it made me the leader I wanted to be – authentic, open and approachable. But what I didn't realise at the time was that by coming to terms with my condition, it meant I was realising I wanted to be authentic to my self as well as others. That led me to make a change to my own career aspirations. For those struggling, I would say prioritise yourself and your health. It is important to be selfish before going on the path of becoming selfless – especially when health is concerned. Secondly, be open in the workplace so that the right allowances can be made for you. At the same time, use the opportunity to educate your workplace about your condition. Thirdly, you can still realise what you dream as long as you practically approach your goals and don’t see your condition as limiting but rather affirming. Don’t ever dare to believe or dream. It is so easy to have imposter syndrome or let yourself feel that you're on the back foot compared to more abled colleagues. That's not the case, and your own hard work and determination will pay off. As a queer leader of colour living with a disability, taking care of your mental health is vital. How do you create space for yourself? I have to admit that sometimes I am not great at this, but I recognise that as a human not everything has to be perfect. However, I am incredibly luck that some of my mind space techniques stem from my passion which has now become my business! I create space by cooking and developing recipes, by working out (an intense spin session is so liberating for me), but I also invest in my self reflection by having my own therapist and life coach, making time to socialise with those who add worth and meaning to my life – incredible friends, family and my wonderful fiancé. A hug, a meal, or a chat and laugh with any of those incredible human beings just resets me and gives me the space I need to detach from the pressures of my life. Want to learn more about Dr Sunni Patel? Find out more here or get in touch to learn more about his speaker sessions, live demos, workshops and coaching programs. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We asked four We Create Space team members to openly talk about their own experiences and struggles with self-image as members of the LGBTQ+ community. The body-positivity movement is a wonderful force for change, but queer people’s body image issues continue to be overlooked. With this in mind, we asked a few of our We Create Space team to talk about their own journeys towards self-acceptance and coming to terms with their queer bodies. We also discussed the LGBTQ+ community’s expectations of our own people, and how the intersections of identities can affect how we perceive ourselves. About our contributors: Ajay Pabial (he/him) Ajay is a London-based queer artist of South-Asian heritage on a mission to shine the light on other creatives from culturally diverse backgrounds and LGBT+ intersections. He runs his own social enterprise, Art Clubbers CIC, and he's a Civic Futures Fellow for the Mayor of London. He’s also on our Board of Directors at We Create Space. Freddie Lewis (he/him) Freddie Lewis is a songwriter and poet. He believes in the healing power of writing and communicates his love for life and living as a queer trans man through his songs. We’ve had the pleasure of speaking to him about his creative process and queer journey as part of our “My Story, My Way” workshop series. River Solace (they/them) River is a nonbinary songwriter and poet currently based in London. They use their music and artistic process to express not only their queer identity, but their own struggles with mental health and self image. They’re also the creative director of “The Soft Approach” zine. Yassine Senghor (she/her) Yassine identifies as a queer gender-nonconforming woman, and is the founder of Confronting Change, specialising in diversity and inclusion services. Yassine also works as the Inclusion and Equity manager for Impact Culture, and sits on the board for both Marlborough Productions in Brighton and the Streatham Space Project in London. She is also an avid culture writer and “occasional” model. Corporate Solutions: Did you know that we organise educational and informative webinars covering topics such as LGBTQ+ History 101, Body Image, Intersectionality, LGBTQ+ Women in the workplace, LGBTQ+ and HIV and Addiction in the Queer Community. Get in touch to find out more.

Tolu Osinubi, Julie Veluz, Hunter McCance and Marion Bentata explore how to facilitate intersectional conversations and strengthen collaboration in service of our most marginalised populations. In this challenging socio-political climate, with rising conflict surrounding ideologies and beliefs, it can feel overwhelming for multiply-marginalised employees (who are often called to fight and advocate on several fronts) to also face ‘competing’ agendas across their resource groups. To create effective structural, legal, and systemic change within our organisations, it is crucial to reimagine the role of our resource networks and prioritise partnerships and synergies that help scale connection and impact. Tune into this session to learn how to effectively build and leverage intersectional networks. Learn more about Tolu Osinubi's work. Learn more about Hunter McCance's work. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with 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!

Looking back and reflecting on what we've achieved, the projects we've delivered, the events we've held, and most importantly, the impact that we've had over the course of the last year as an organisation, and as a collective. At We Create Space , it's our mission to equip our communities with new tools and practices for Queer Leadership, Allyship and Wellbeing. As a non-profit community-led social-enterprise, profits made from the work we do with corporations go back into the LGBTQ+ community ; providing free events, well-being solutions, resources and support to the wider global queer community. At the start of this year we set out our Community Action Plan , based on feedback from our global community, about what they wanted to see from We Create Space in 2023. Today we wanted to revisit how we’ve achieved those goals. So much of the work we do is 'behind-the-scenes', so our team have put together this review highlighting just some of what we have all accomplished as a collective in 2023. "The We Create Space team understand that every team has different needs, and manages to work with us to adapt while still bringing clear expertise and empathy to the topics. Every event hosted with WCS has generated great conversations and pushed us to think harder about the way we as individuals support one another." - Laura Larcombe, Performance Coaching and Development Manager at American Express. 1. We organised more FREE in-person panels, workshops and events for the Queer Community.. This year we've expanded our in-person programming, bringing We Create Space to venues in London, Barcelona, Manchester and Berlin for a total of 21 in-person community events with 2500+ registrations. From insightful panel discussions on queer careers, art and activism to performance nights and speed networking, we've created meaningful opportunities for the international Queer Community to learn, be inspired and forge new connections. As always, we have continued to create spaces where corporate leaders can come together with community activists, promoting mutual knowledge exchange and collaboration. If you would like to see what events we have coming up, check out our events page . Don't forget to sign up to our newsletter to stay up-to-date with the latest information. “This session has made me think we need to constantly check in on our progress on this topic. We should have it at the forefront of our team culture." - Participant feedback from our ' Mindful communication and inclusive language' session with Garnier. 2. We hosted ten FREE Online Learning and Leadership Development Opportunities for our Global Community. Our online programming of Webinars and Panel Discussions have continued to be an important space for bringing together our global LGBTQIA+ Community and our clients. Queer Leaders and Allies from across the globe tuned in for our FREE online Webinars and Panel Discussions this year. We launched two new webinar series, DEI 101 and Queer Allyship 101, as well as expanding upon our existing Queer Leadership 101 and Queer Perspectives series! We explored a range of impactful topics: Navigating Data & Intersectionality. Psychological Safety. Intersectional Networks. Leadership Beyond the Binary. Bodily Autonomy. Intergenerational Wisdom. Financial Wellbeing. LGBTQ+ Anti-Racism. Turning DEI Talk into Action. Strategic Budgeting as an ERG Leader. You can find recordings of each of these sessions and more on our Youtube. “Really wonderful session. I think I had a very limited definition of what bodily autonomy meant before this webinar, and the conversation really helped me reframe my understanding of bodily autonomy and how autonomy can be impacted even in non-sexual or non-physical interactions.” - Participant feedback from 'Queer Perspectives: Bodily Autonomy'. 3. We developed our internal team and global speaker collective. 2023 has been a rollercoaster year for our team, as we have adapted to the evolving needs of the business and built out internal processes so we can work more efficiently, providing better support to each other and our wider collective . This year we have onboarded over 50 new speakers, further diversifying the range of experiences and identities represented under the We Create Space Global Collective and allowing us to bring even more fresh and nuanced perspectives into our work with clients. "Really loved the information sharing and positivity of the presenters. As someone who is very new to the ERG world, it was a great way to become more familiar with all the potential of these groups." - Participant feedback from ' Strategic Budgeting as an ERG Leader' . 4. We supported the Queer Leadership journeys of our community members with FREE educational content. This year we created 66 new articles, providing education on everything from active allyship and sustainable ERG budgeting to holistic perspectives on self-care, queer identity and intersectionality. We've worked with an amazing selection of talent from within our collective as well as working passionately in house to deliver insightful articles that speak to our community's actual needs. We launched the Queer Allyship Lexicon , a glossary of over 365 terms relating to queerness, activism, DEI, wellbeing and identity. This educational resource is completely free to use and combines insights from across the We Create Space team to ensure a balanced and intersectional perspective. We also launched our Pride & Beyond podcast , bringing you thirteen episodes of insightful conversation between members of the WCS Collective on impactful topics like Intergenerational Wisdom, LGBTQ+ Anti-Racism, Bodily Autonomy and Psychological Safety. You can listen to the Pride & Beyond podcast on all major streaming services or on our website. Here is some of our most popular content from 2023: Queer Role Models Making History: Past and Present . 7 Powerful Steps to Becoming an Active Ally. Pride Month: What it is and isn't. Queer 365: How to progress LGBTQ+ Initiatives Beyond Pride. What's in a name? An exploration of Transparenting by Jack Lopez. Inclusive Leadership: The Key to Organisational Success by Geff Parsons. How to interrupt microaggressions in the workplace. The Cost of Being Trans. Click here to explore our full content library. "We didn't want to half commit to Pride, we really wanted to meaningfully establish ourselves in this space and through the work with We Create Space that gave us a lot more confidence to do that." - Maddy Lewis, Senior Advocacy Brand Manager at Garnier. 5. We expanded our global corporate partner networks and consultancy services. At WCS we are passionate about provoking change in the corporate world so LGBTQ+ people can bring them full selves to work, enjoying fulfilling careers unencumbered by prejudice or discrimination. We do this by providing a range of services including: DEI Training, Workshops and Webinars Live Conversations, Panels and Discussions Leadership Programmes Allyship Programmes Consultancy Bespoke Resources and Content All delivered through our bespoke Event Packages and Annual Memberships . This year we've had the pleasure of delivering a range of exciting projects for our clients, such as consulting on Garnier's UK Pride Campaign , developing culturally competent pronoun resource guides in a range of languages and aiding JTI in expanding their PRIDE employee resource group internationally . We are also happy to report that we have a 93% overall satisfaction rating from our clients! You can find some case-studies and the clients we work with here . We Create Space has been an invaluable resource to Omnicom Group and our OPEN Pride ERG. The organization has provided thoughtful and powerful insight to programming across our global network. We have utilized this partnership to add exciting voices to our panels, enlighten audiences with important conversations, and help shape the way we build our relationship with the LGBTQ+ community and its allies at Omnicom. - David Azulay, EVP, Client Lead and Omnicom OPEN Pride LGBTQ+ ERG Global Co-Chair. 6. We invested back into the community through creating paid work opportunities for our collective. One of the most fulfilling parts of our work as a non-profit organisation is that we are able to provide members of our LGBTQ+ Community and Queer Leadership Collective paid work opportunities. This, in turn, enables them to continue the work they do in the community - driving change and inspiring others to feel empowered in their own identities. We are proud to say that we have been able to invest £430,000 back into our fabulous community in 2023! We want to extend a huge thank you to everyone who has worked with us this year, whether you're a client, team member or part of our wider community. We couldn't do what we do without your continued support and passion! 2023 has been a transformative year for We Create Space and we are so excited to continue this journey with you all into 2024. Have a restful festive period, and we will see you again in 2024! 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!