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Intersectionality is an essential framework for understanding ways marginalised people face complex layers of discrimination. But how can we all put it into practice to create a better world? We show you how... We often think of oppression as occurring along a single axis, but none of us exist in a vacuum as gay, trans, Black or disabled - our personhood is composed of various intersecting traits and characteristics and it is in these very intersections that discrimination often multiplies. Understanding the diverse experiences of discrimination faced by multiply-marginalised individuals is crucial to building a more just world. In the workplace this involves reframing Diversity, Equality, and Inclusion (DEI) initiatives through the lens of intersectionality. By doing so, we can open pathways for every employee to advance in their professional journey. In this article we’re taking you through the basics of this important concept with perspectives from members of the We Create Space Collective on how intersectionality affects their lives. Part 1. Intersectionality In Theory What is Intersectionality? The concept of intersectionality was developed by Black civil rights advocate and scholar Kimberlé Crenshaw and was first laid out in her 1989 paper "Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics". It is a conceptual framework that recognizes and analyses the interconnected nature of various forms of discrimination and oppression, acknowledging that individuals can experience overlapping and intersecting systems of oppression based on their race, gender, class, sexuality, and other social identities. Crenshaw formed her theory of intersectionality as a way to frame the unique struggles faced by Black women as victims of both patriarchy and racism. Intersectionality continues to be an essential tool in understanding the struggles of multiply-marginalised people. “Because the intersectional experience is greater than the sum of racism and sexism, any analysis that does not take intersectionality into account cannot sufficiently address the particular manner in which Black women are subordinated.” - Kimberlé Crenshaw Privileges & Marginalisations. Sometimes critics of intersectionality misunderstand it as promoting a sense of victimisation in the multiply-marginalised, but this is not the case. Intersectionality asks us to realise that we all carry privileges and disadvantages in different aspects of our lives. It is important to remember that while some marginalised identities are visible to us, many of them are not, and so we should do our best to not make assumptions about those around us or pressure them to disclose information about their identities. “I'm a non-binary trans man, neurodivergent (ADHD) and a Middle Eastern immigrant in Europe. My father was an abusive alcoholic who luckily left the family, so my mother raised us as a single parent. I am also white-passing, cis-passing, hetero-passing, able-bodied and physically fit, academically educated, and a European citizen. I was born into poverty, but my mother singlehandedly pulled us up into the middle class. My intersectionality, the weird and unlikely combination of privileges and discriminations that I experience, gives me a sort of clarity and a whole lot of empathy. I can clearly see how power is parcelled and distributed unjustly by society, and I know exactly how it feels to be on either side of that division.” - Eli Theodor Privileges are not static, they may change throughout a person’s life. Eli’s changing wealth status may have afforded opportunities and upward social mobility through his childhood, but this was not always the case. Understanding Intersectionality from a Holistic Perspective “As a framework, intersectionality allows us to think holistically. Problems and challenges can become exaggerated in our minds and feelings when we focus on them, that is not to say that we shouldn't, but just to remind ourselves of the wider context, not for anyone else's benefit or to excuse poor behaviour, but simply relieve some of the tension we end up holding. It's tricky to explain, because it almost sounds like the worst reaction when someone shares a challenge, right - it almost sounds like, "Oh, my intersectionality helps me remind myself that it can be worse when things suck for me.", but it is not that simple, because the exploration of my own identity and what that gives me in my intimate internal dialogue is not that simple. But in any case, knowledge is power and intersectionality is a tool to help us gather knowledge about identity - our own and other people's - and fill in the spots of lack of awareness.” - Katya Veleva As Katya explains, we can embrace intersectionality as a means to foster empathy, deepen our awareness, and expand our capacity for understanding the multifaceted nature of human experiences. By acknowledging the complexities of our own identities and those of others, we not only relieve tension but also pave the way for more inclusive and compassionate interactions, ultimately striving towards a more equitable world. Finding Strength in our Intersections. Intersectionality doesn't inherently imply a positive experience. That being said, living with multiple intersectional identities often results in an enhanced sense of empathy, as well as being able to tap into members of different communities for support. Belonging to a historically marginalised identity has been linked to positive outcomes such as increased cognitive empathy and intercultural competence. Finding your chosen family can be hard - but it’s especially so for those of us who are navigating multiple marginalised communities. When we do find our people however, the connections are all the more meaningful and can last a lifetime if we nurture them properly. “My experiences as a queer, trans, nonbinary, neurodivergent, second-generation Chinese American (it's a lot of identities) have given me an incredibly valuable perspective on many different systems and how they impact people at the margins of the margins. They have also given me the honour of having built communities of similar people marginalized by the status quo who have been some of the strongest sources of mutual care, support, and radical love in my life.” - Lily Zheng EXERCISE: Examining your own intersectionality. Now that you understand what intersectionality is, let’s consider how it impacts you on a personal level. Take some time to answer the following questions, using the diagram below to spur your thoughts: - What ways have you experienced marginalisation or been disadvantaged in your life? - How would you have liked people to show up for you when struggling with those things? - What types of privilege do you hold? - How can you show up for people who don’t have that privilege? Please note: This wheel is not inclusive of all identities. Feel free to explore any other identities that you feel are missing but hold particular importance to you. Adapted from ccrweb.ca and Sylvia's Duckworth's Wheel of Power & Privilege Part 2. Intersectionality In Practice Intersectionality & Work. Intersectionality isn’t just a rhetorical device or a tool for understanding the perspectives of others; by harnessing intersectional theory in real world contexts like the workplace we can begin to break down barriers impacting employees from marginalised communities. So how do intersectional challenges show up at work? Hiring and Promotions: LGBTQ+ individuals, particularly those who are also people of colour, may face significant challenges in the hiring and promotion processes. This intersection of race and sexual orientation can result in disparities in job opportunities and career advancement. Pay Disparities: Intersectionality also plays a role in wage gaps within the LGBTQ+ community. Studies have revealed that trans people, especially those of colour, often face substantial wage disparities due to both gender and racial discrimination. Mental Health and Workplace Well-being: Those who have experienced past trauma related to discrimination, may require specific mental health support. Creating an inclusive workplace involves recognizing and addressing these unique mental health needs. Safety and Harassment: Implementing comprehensive anti-discrimination and anti-harassment policies is essential to address these intersectional challenges. Representation and Employee Resource Groups: Embracing diversity within LGBTQ+ employee resource groups (ERGs) by acknowledging intersectionality is crucial. This approach can greatly enhance membership engagement and participation in ERGs Missing Cross-Cultural Career Development or Queer Leadership: Absence of comprehensive programs and resources aimed at nurturing a diverse and inclusive work environment. Intersectionality & Violence “Violence is not faced in the same way by everyone, we might think we know exactly the kind of violence someone faces because we may identify with one of their identities. But a trans sex worker has a very different experience of TERF* and SWERF* violence, as compared to a disabled trans person who has to also deal with ableism, as compared to an oppressed caste trans person, who has to deal with casteist oppression, transphobia and structural oppression that have framed their life experience. We may not be racist, casteist, hetero-patriarchal, or classist ourselves, but we do live in a world that lets those of us not in the most vulnerable position actively benefit from the social structure that is racist, casteist, hetero-patriarchal and classist. Intersectionality recognises that experience and lets us as people, respond to people in all their wholeness instead of seeing them through one lens, which is akin to cherry-picking only identities and stories that we are comfortable with, leaving so much unrecognised, making the fight for justice decentered from what we should aim for: solidarity across all struggles.” - Jo Krishnakumar *TERF - Trans Exclusionary Radical Feminism *SWERF - Sex Worker Exclusionary Radical Feminism As Jo explains, violence against LGBTQ+ individuals is not solely based on their sexual orientation or gender identity but can be influenced by intersecting factors. For example, while transgender people across the board experience higher levels of violence than cisgender people, transfeminine people are murdered at significantly higher rates than transmasculine folk, over 96% of global transgender murder victims in 2021 were transfeminine. Victims are also disproportionately Black, migrants and/or sex workers. In this way, a white trans man and a Black trans woman experience oppression in very different ways despite both being transgender. By making an effort to understand these complex dynamics and address violence in an intersectional manner, we can provide more effective support and allocate resources to those who need it the most. Supporting the LGBTQ+ Community Intersectionally. By adopting an intersectional lens, we ensure that our efforts are inclusive and responsive to the diverse experiences of LGBTQ+ individuals. This means recognizing the unique challenges faced by LGBTQ+ people of colour, disabled LGBTQ+ individuals, LGBTQ+ immigrants or refugees, and other intersecting identities within the community. Through collaboration and empowerment, we work towards building an inclusive LGBTQ+ movement that leaves no one behind. “My views and the way I navigate this world are undeniably informed by my culture, gender, sexuality, skin colour and religion. These identities are sometimes the way in which people see me first and often the way in which systems have treated me unfairly. If we don't consider and respect each other's intersectionalities then we're really only listening to half the story.” - Mufseen Miah Fully embracing intersectionality means doing away with monolithic perceptions of what any one minority group ‘is like’ and accepting that we cannot take a one-size-fits-all approach when supporting LGBTQ+ people. “We all deserve the same things but we need to acknowledge that every individual has different needs because of their intersectionality. We need to work towards normalizing creating space for the individual and providing the right tools to help in their personal growth.” - Aditya Sinha Steps to Intersectional Allyship. So how do we put this all into practice? Intersectional allyship involves actively supporting and standing in solidarity with LGBTQ+ individuals from different backgrounds and being considerate of how those individual circumstances have shaped their lives and needs. You can start by engaging in dialogue, listening to their experiences, and affirming their identities. As always avoid making assumptions or speaking over them. Recognize that allyship is an ongoing process that requires humility, self-reflection, and a willingness to learn. Here are 5 steps to help you on your journey: Educate Yourself: Instead of burdening your marginalised colleagues with teaching you about injustices, proactively seek out resources to fill gaps in your understanding. By going out of your way to do this work you illustrate genuine commitment to and care for those you are supporting. Embrace Discomfort: Be prepared to make mistakes and have your perspective challenged. While uncomfortable, these are essential learning moments! Self-Reflection: Recognize that everyone has biases, both conscious and unconscious. Being an ally involves examining how your biases may contribute to harm. Listen Actively: Open yourself up to understanding without the need to be heard. Respect the vulnerability of those who choose to share details of their intersectional lived experiences. You never know what they might teach you about your own identity! Take Meaningful Action: Utilize your privilege, resources, and platform to actively support the LGBTQ+ community. This includes promoting LGBTQ+ voices, supporting LGBGT+-owned businesses, and engaging in changing systems, such as advocating to change outdated workplace policies or implementing life-saving policies. Continue your intersectional allyship education with more free WCS resources: Our Archive Queer Allyship 101: LGBTQ+ Anti-Racism Queer Perspectives: Myths of the Black Monolith Queer Allyship 101: Intersectional Networks Our Library Through My Lens: Crippled, Queer and Femme at Work What’s in a name? An exploration of Transparenting Being both Non-Binary and a Black Woman Our Podcast Pride & Beyond Podcast: Queer Migrant and Refugee Status Pride & Beyond Podcast: Being a Disabled Leader Pride & Beyond Podcast: Being a Queer Leader of Faith 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!

Michael Stephens, Founder of We Create Space, speaks about the career and mental health journey that led him to create a global community-led platform and consultancy activating social change for LGBTQ+ professionals. Interview by Luke Lopez Why did you start We Create Space? I set up WCS on the back of my own personal experiences with identity; overcoming various mental health struggles while climbing the corporate ladder as a young gay man determined to prove my value. I ended up burning out at age 30, at what I thought was the pinnacle of my career - having found that there was not only a lack of easily accessible information and relevant conversations about mental health, but also a distinct lack of understanding on the topics of LGBTQ+ inclusion at work. I found myself dealing with my internal struggles on my own, not fully understanding the impact that my past was having on how I showed up in the present - inside and outside of work. With WCS, I really wanted to create a community platform and consultancy that addressed both the personal and professional needs and challenges of queer people; activating social change through creating space for LGBTQ+ people and allies to come together and learn about themselves, but also each other. Tell us about We Create Space's origins. We started by hosting free online community workshops and retreats during COVID. Together, with the help of other facilitators and guest speakers, we explored topics such as identity, purpose, values, self-awareness, body-image, story-telling and queer leadership. WCS was initially just a Zoom link really - a safe space for sharing tools, tips and coming together to have meaningful conversations. People came back week after week. That was where we started seeing the community being built. Despite people joining from all over the world, they felt connected - because we were bringing them together with a common mission - improving their own understanding of themselves in order to improve their connection to others. It was about after a year of hosting community workshops we started working with more brands and companies. Why is working with corporate partners important? Working with corporate partners is crucial for several reasons. Firstly, it enables us to advocate for LGBTQ+ rights in the workplace, fostering inclusivity and equality where we spend most of our time. Secondly, it lets us apply our community insights and learnings in corporate environments - helping companies better serve diverse employees and customers. Moreover, our extensive speaker networks highlight the breadth of diverse experiences within the LGBTQ+ community, promoting deeper understanding and empathy. Additionally, by connecting our grass-roots community leaders with corporate organisations, we bridge gaps and foster mutual growth. These partnerships create spaces for new perspectives and conversations, driving innovation, and social progress. Overall, it's a symbiotic relationship that advances LGBTQ+ rights and corporate diversity. How else do you support the LGBTQ+ community? As a registered CIC community-led social enterprise, the profit made from the consultancy work we do with large corporations goes back into the LGBTQ+ community. The money goes towards providing free events, resources, well-being solutions and support to the wider global queer community. In the last three years, we’ve built a global community of 20k members, hosted 1000+ events, worked with 180+ corporate partners and invested £450k+ back into the LGBTQ+ community through the creation of paid work opportunities. Who are the We Create Space collective? The WCS collective are a global network of 250+ speakers I've built - the wonderful people I've met and had the pleasure of working with over the last five years; made up of trained DEI specialists, therapists, certified coaches, mental health professionals, activists, senior execs, and corporate change-makers. Each has a unique talent and powerful story to tell. I recognised from quite early on that although my story resonated with a lot of people, it didn't reflect everyone's experience under the LGBTQ+ umbrella. The rich diversity of backgrounds, stories and experiences in our collective aims to represent the plethora of intersectional identities across the queer spectrum. ​ What have you learnt about creating queer-inclusive spaces? I think intention, safety and trust are three of the most important contributing factors. Be intentional with who you are including and get clear on why they are there. This makes events and experiences all the more powerful and impactful. Safety is paramount; not only physical safety but also emotional safety, ensuring that everyone feels respected and accepted. Trust is built over time - by actively listening to a range of voices, learning from their experiences, and continually adapting to meet a community's evolving needs. What do you mean by 'Queer Leadership'? When we talk about Queer Leadership we're essentially talking about challenging the status-quo and doing leadership differently. It's primarily about self-leadership - understanding that we each have the power to shape the world around us. That starts with actually looking inward and understanding our own mental health - our own thoughts, behaviours, emotions and beliefs. And how that self-awareness can massively impact the way we show up in the workplace as leaders, allies and change-agents. Ultimately, to understand how our identity and experiences impact the conversations that we're having, the relationships we're fostering or the communities that we're building. What are your hopes for the future of We Create Space? To continue building a global platform and consultancy that serves and supports our clients and our community; to activate social change, connection and transform the status-quo through DEI-led conversations, initiatives and experiences; to educate, support and inspire all individuals to engage in personal growth, healing, leadership development, active allyship and community wellbeing. I want us to contribute to creating a world where individuals lead with love and influence positive social change and growth by ‘Creating Space’ in their own lives; consistently prioritising and practicing awareness, care, compassion, and respect - for themselves, and others. Michael Stephens (he/they) Michael is the founder of We Create Space. He is a Creative Director, Story-Teller and Community Builder. He loves to bring people together on a common mission and create magic. He spent over 10 years working for some of the world’s most respected British brands - including i-D Magazine, Vice Media, Liberty London, Ted Baker and Virgin Atlantic - but diverted from his original career path after overcoming a series of life-changing mental health challenges. He now works with leaders, communities and organisations to help promote the importance of prioritising self-care and personal-growth alongside professional development, predominantly within the lgbtq+ communities. You can find more information about Michael 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!

Michael Edward Stephens is the Founder of We Create Space, and the organiser behind the LGBTQ+ leadership programme, 'Who am i?'. Hi, my name's Michael. I’m the founder of We Create Space, and the organiser behind the 'Who am i?' leadership programme for the LGBTQ+ community. I struggled for many years accepting my own sexuality. After coming out over 10 years ago, I’ve since battled with mental and physical health challenges, and worked through periods of complete exhaustion. I'm so thankful that I was eventually able to address these issues, and make some important changes in my life. ‘Who am I?’ was one of the key questions I found myself asking after I burnt out. I had decided to take some time off to rest, recover and reset. I didn’t have a job, so I wasn't earning any money, and couldn’t afford to stay in London.  Taking away the money, the status and the recognition, it soon became clear that I didn’t really feel confident knowing WHO I was without these ‘things’ that validated me and gave me a sense of belonging, and identity. The things that I thought were going to make me feel content and satisfied, in fact left me feeling a bit empty when they got taken away. I realised that I knew exactly who I’d wanted everyone to think I was – but being that person had become all-consuming and tough to maintain. I felt less of a human-being, and more of a human-doing. It was clear that in order for me to start living from a place of authenticity, I needed to start processing my past and understand how it was showing up in my present. Something I had started doing several years before but conveniently swept back under the carpet, because it didn’t align with my ambitious career plans.  Well, guess what - your past has a funny way of showing up over and over again. Over the last 5 years I have tried A LOT of different things. From therapy, to group work, to psychedelics, coaching, holistic practices, retreats, books, webinars… I’ve spent a lot of time, energy and cash to try and fix my 'problems'. And actually what I’ve found, is some of the simplest techniques are the most powerful.  I wanted to find a way for others to start a similar journey of, let’s call it, ‘discovery'. Because I’m so grateful that I am able to share my own story like I do now. I’ve said it before, I’m doing it for those who don’t yet feel able to share their own story yet. And I do it in the hope of educating, inspiring or empowering just one more person. I believe it’s so important that we create safe spaces to openly share and learn from each other's past experiences. To encourage one another and to develop resilience together in the face of our adversity. So the ‘Who am I?’ programme, is essentially a product of my own personal experiences - what techniques I found relevant, useful and transformational. But it’s not just that, it’s the product of each and every team member’s experience too, and all the many years of teachings they bring with them.  This virtual retreat offers a unique blend of complementary bespoke workshops, all carefully designed around tried and tested psychological and holistic practices, which take participants on a guided process of self-exploration. These include compassionate self-inquiry, sharing in groups, breathwork, creative workshops, and other techniques to elicit a deeper connection and understanding.  Preparation and integration are really important when doing this self-discovery work, so we provide pre-retreat workbooks, homework, and some further learning resources, all thoughtfully curated to maximise your experience with us. And enable you to continue with your process beyond the two days you spend with us.  No one will be forced to share anything they don’t want to, or anything at all if they don’t feel comfortable. But sharing has a proven benefit to processing experiences and emotions. These sessions are intended to allow participants to learn from each other. There’s usually around 14 participants on each retreat. Throughout the duration of the retreat, you’ll work in close collaboration with each of the team members, in respect of their given workshop.  A couple of the workshops you may never have tried before. Such as guided meditation, mindful movement, creative visualisation, and consciously connected breathing. They are all used to reveal emotional blind spots and strengthen the mind’s ability to remain centred and calm. This allows us to go into deeper modes of personal enquiry and development. As I said, this is a lifetimes amount of work that we are trying to squeeze into 2 days. It’ important you make the most of it. It’s not always comfortable work, but it can offer you fresh perspectives and provide motivation to make important changes in your life. It’s important to state that we are not a rehabilitation or intervention retreat. Nor are we providing one-on-one medical or psychological advice. We are certainly not providing a ‘cure’, and this isn’t a therapy session. We are however offering a safe space to discuss with others, aspects of your life you’re finding challenging. This isn’t bootcamp, but it also isn’t easy work. To get the most out of it is going to require effort, commitment and an open attitude.  We won’t be telling you to do anything such as quit your job or leave your partner. We're purely laying out some alternative routes of investigation. The actions you take and the changes you make will be your own choice. This retreat has very much a forward facing approach in terms of possible end goals and objectives. You’ll find it particularly useful if you're preparing for change or a transition. Needing to take some time to debate ‘what next?’. Or understand better your actions, thoughts and beliefs before making a start on a plan of action. Use the safe space to discuss and get curious. To find out even more about the team and the workshop modules just get in touch and I’d be happy to help.  Looking forward to welcoming you soon. Michael and the Create Space team x michaelstephens.co @michaeledwardstephens Want to find out more? Click here or email hello@wecreatespace.co #LGBTQIA+ #LGBTWellbeing #SelfCare #Wellness #LGBTCommunity #Resilience #Reset #CreativeRefresh #PersonalGrowth #Retreat #CreativeEntrepreneur #ReclaimYourCreativity #CreatingSpace #Healthymind #Mentalwellbeing

'What does Pride mean as a Queer Leader of colour in Britain today?' We asked this question to some of our Create Space team members ahead of this years UK Black Pride event and the insights we got were thought-provoking and inspiring. The theme of UK Black Pride this year, “Love And Rage”, not only celebrates how members of different marginalised communities continue to show up for and take care of each other, but also shines an important light on just how far we still have to go as a society in the fight for LGBTQ+ equality - not just in Britain, but around the world. The three day event, taking place online this year, promises to be full of amazing performances, wellness sessions and inspiring conversations - and we're thrilled to see so many familiar faces from our own Create Space Queer Collective. Very much inspired by the leader, change-maker and icon that is Lady Phyll, founder of UKBP, we reached out to some of our own team, who are each Queer Leaders in their own right fighting and advocating for change, to understand what this year’s UK Black Pride means to them. The responses we got not only provided more insight but supported and echoed very clearly some of the key messages we all need to be discussing. What does Pride mean to you today? “Pride means celebrating our community, honouring those who came before us, and fighting for everyone's voices to be heard.” - Jason Kwan “Pride today means being unapologetically me in all of my abundance. Standing in my whole truth; the good, the bad, the dark, the light, the mistakes, the healing, the joy and growth.” - Chloë Davies “Pride today means education, understanding what the original struggle was. It’s really about taking the time to appreciate where we are as a community, how far we’ve come and how far we still have to go.” - Tash Thomas “For me Pride is about happiness and joy, and feeling it however you want to. I think I realised that when I went to my first Pride as who I am… by going there as who I am, in what made me feel queer, made me feel pansexual, made me feel black, in what made me feel my religion - when I had all of that, dressed to the nines, fearless, courageous, happy, I was like ‘That's what Pride is’." - Kanndiss Riley How do you express yourself authentically as a queer leader of colour? “Remembering that I am my own person is key to being authentic. These days it’s so easy to get caught up in what I should look like or should be doing…but even recognising those potential traps can do so much to place us on the right path. There’s no one way to exist and being my own kind of beautiful is important.” - Eva Echo “I think for me being brown, Indian and queer has been an extremely lonely experience and continues to be. As a queer leader of colour I do my best not to notice the continued imbalance when it comes to queer spaces, queer boards, and queer media and yet I can not help but recognise that change is happening but it is not happening with the speed it could be. With that said, I do what I can to speak up, to educate and to create equally diverse spaces that are not merely making concessions to include ALL people of colour but instead celebrating it and dancing in the differences.” - Sonny Thaker “By standing in my truth and just being me every single day, that’s how I hold truth to power to who I am. I’m honest about when I’m struggling. I celebrate myself, but also celebrate others, and try to uplift my community in all.” - Chloë Davies “I own every single part of my identity and realise that those identities intersect. Growing up for me was so difficult, I always had the challenges between “Am I British? Am I Indian? Am I working class? Am I middle class now because of my education? Where do I fit in?”. I think learning about my gender identity and sexual orientation has allowed me to live my authentic queer self and come into my queer shell and own it.” - Gurchaten Sandhu “I make no apologies for being visible, loud, and explicit. I do not compromise any part of my identity because I am extremely proud of who I am!” - Jason Kwan Where do these identities intersect in your professional life? How do you navigate that shared space? “In my professional life, now in particular because my gay job and my day job are somewhat similar, it becomes a bit challenging; when you’re advocating for LGBTQI+ rights, people think it’s personal and that it’s part of your own agenda. It’s really hard to navigate that.” - Gurchaten Sandhu “I’m bisexual, I’m a black woman, I’m a working parent, I’m a mental health survivor, and I work at the current moment within the LGBTQ+ community. Just walking day to day, my identities intersect. How do I navigate that?...Next question. Joking, hah. I’m still trying to work that out. I’m trying to be open and honest about the micro-aggressions and barriers that I may face within the workplace… If we don’t have these conversations in the workplace, then I can’t show up for myself, which then will allow me to show up for others. So I have to bring it all with me, as much as I possibly can.” - Chloë Davies “All day, every day, in both aspects of my professional life... For me, I use these intersections as my hidden power; the ability to be able to connect and empathise and have compassion for others who may not yet understand the power of their difference, and I try to use it to show that and share that it can absolutely be this strength that you have and it doesn’t have to be an obstacle or barrier for you. Figure out how you can use that difference for good.” - Tash Thomas How do you feel these different marginalised communities have helped you carve out and shape your own personal style of leadership? “I think they’ve helped me to be unapologetically me. Fortunately, in terms of the queer community, I’m surrounded by many people who are confident and unapologetic in their queerness. And it’s the same for my friends and family who are black - especially the black side of my family are super creative, they’ve shown me that is part of what it means to be black, is that creativity, that energy, that vibrance. It’s a part of my culture, and inbuilt into my DNA. So just being unapologetic in all of my identities is how they’ve shaped me going forward in the world.” - Tash Thomas “They hold me accountable, that’s for sure. I am coming in, and I am not coming in by myself; I am coming in on the shoulders and riding the voices of so many powerful and inspirational queer people who are daring to be themselves, and inspiring me to bring those stories forward. Learning to speak truth to power, that’s very important.” - Gurchaten Sandhu “Older generations of queer people, especially trans people, have really helped me on my journey of self-discovery and self-acceptance. They've helped me realise that I can be a leader for myself and others without needing to have all the answers, as there is no such thing as having all the answers!” - Jason Kwan “Inspiration is all around us, and when looking in on or getting involved with different communities, there’s always something to learn. I feel it helps me to know my place, and to acknowledge my strengths and weaknesses.” - Eva Echo "I started educating myself, and I'm still educating myself. I think all of us really have this duty to keep on keeping on, because I don't believe I'll ever know anything fully because I'm not living other people's lives. So if we're not living people's lives, we can invite them to speak for themselves and tell us where the differences are, and we can celebrate those differences even if they're not our lived experiences." - Maylis Djikalou Finally, what do you think we should remember and keep in mind as we meander through this year’s Pride season? “We should remember that we are valid, every single day, and that our identities are not performed for anyone. They are ours to enjoy and treasure.” - Jason Kwan “Take care. You are what matters most, and without you, then the sum of all things and community can’t be formed. So make time for you, make space for you. Know that you don’t have to do anything you don’t want to do. You don’t have to put yourself in spaces you don’t feel comfortable with, and that is perfectly okay.” - Chloe Davies “When we are celebrating our true selves, we do it fiercely, and we need to remember how hard our communities have fought to even survive COVID. I think another thing to think about when we celebrate Pride this year is “who am I making space for? Am I moving from allyship to solidarity?”. Because anyone can be an ally, most people have a grip on that. But I don’t want allyship, I want solidarity. So how are you sharing power, how are you sharing space and other resources?” - Gurchaten Sandhu “Whilst it’s important to recognise that Pride is all year round, it’s even more important that those who don’t have the privilege of being out aren’t forgotten about or left to the side. When we shout, we shout on their behalf too.” - Eva Echo “It’s okay for queer people to say no and to take a step back. It’s a shame that we constantly feel like we have this platform so we have to use it, and if we don’t take the opportunity now it’ll never come around again. But I think it’s time for us to really push the point that pride isn’t just a month; it’s not just one day during a city parade, it’s 365 days a year. These struggles happen 365 days a year, so you don’t have to cram it into a few weeks. Think further ahead, and think more boldly than that.” - Tash Thomas “Concentrating everything around one season makes it seem like we're all just sitting here, and that's not the case. It's a great season to explode and make things bold and visible and louder, but throughout the year as well, specifically those in the global majority who are in positions to leverage and amplify the voices are others, we should try to spotlight those who are actively doing the work, we should be putting these people on the map as best as possible. This is how we keep the conversation going.” - Maylis Djikalou “As we observe ‘Pride’, I’d love for us to keep up the conversation around safety in a sustainable way. There is no point making spaces ``inclusive” of LGBTQIA+ people of colour if we aren’t able to ensure their safety. Protect gender-diverse people on paper and in your hearts; irrespective of whether they’re visible or not.” - Shiva Raichandani If you’re interested in hearing more from any of our contributors on the topic of intersectionality, and belong to a business or organisation striving to be more inclusive, we offer a brilliant webinar programme “LGBTQ+ Community and Intersectionality” that’s been specifically curated to support this. We are incredibly passionate about cultivating and improving the visibility, diversity and inclusion of LGBTQIA+ people in professional spaces. We already work successfully with leading businesses and organisations across multiple sectors to deliver this. Our comprehensive offer of bespoke webinars and workshops explore topics that have proven to empower, enrich and drive positive change. Our work is facilitated and delivered by the rich mix of 80+ LGBTQIA+ professionals, practitioners, activists, creatives and change makers that form the We Create Space collective. Our collective includes this article’s contributors. You can find out more about our tailored corporate solutions here. UK Black Pride will start its live broadcast on Friday 2nd July and run through the whole weekend. It will include live performances from rising queer leaders of colour, as well as panels hosting the much needed conversations that we have touched on today. About our contributors: Chloe Davies (she/her) Chloe is a global LGBTQ+ belonging and inclusion workplace consultant and public speaker. She’s the Head of Finance & Governance for UK Black Pride, Community Lead for the London Queer Fashion Show, trustee for the London LGBTQ+ Community Centre and ambassador for Mental Health First Aid (MHFA) England. On top of all this, she is a proud “bi mum” to two wonderful kids, and a proud queer parent. Chloe has also been a guest on We Create Space’s podcast “Self In-queer-y”. Jason Kwan (he/they) Jason is a queer non binary person from Hong Kong, living in East London. He's also a singer/songwriter and a youth worker at AKT, a charity supporting young LGBTQ+ people experiencing homelessness across the UK. Shiva Raichandani (they/them) Shiva is a non-binary performance artist whose works harness the power of storytelling to create inclusive spaces for positive gender-diverse representation in media, especially for south Asians. They also works as a speaker and consultant on inclusive LGBTQIA+ practices for corporate and non-profit organisations. Gurchaten Sandhu (he/him; they/them) Gurchaten Sandhu is a Project Director at the United Nations International Labour Organization (ILO) and President of UN-GLOBE, the staff group representing LGBTQ+ staff in the UN. He is also on the advisory board here at We Create Space. Sonny Thaker (he/him) Sonny is a Gallup Certified coach, a public speaker and a proud part of the LGBTQ+ community. Along with scientific approaches, he uses his own past experiences and hardships as tools to inspire others into living to their best potential and creating results beyond their expectations. Tash Thomas (she/her) Tash is a Diversity and Inclusion speaker and advocate. She is also co-creator of ‘Breaking the Distance’, a unique LGBTQIA+ travel and relationship blog, (alongside her fiancé, Marthe). Breaking the Distance aims to educate and promote positive LGBTQIA+ visibility, whilst also providing a safe space for people to be their authentic selves. Rico Jacob Chace (he/him) Rico is a videographer, writer and vocal activist. He’s a board member of TransActual UK, which works to change UK legislation for non-binary equality and raise the Black Queer intersectionality question in all forums. Eva Echo (she/her) Eva is a writer, activist and spokesperson currently based in Birmingham. She is a brand ambassador for the London Transgender clinic, activist and spokesperson for Gendered Intelligence, and founder of the #PassItOn campaign that encourages conversation around trans and non-binary people’s image standards. She also sits on the Crown Prosecution Service’s hate crime panel for England and Wales. Maylis Djikalou (she/her) Maylis Djikalou is a transformation coach and consultant who has worked at the intersection of creative and mental health industries, curating international events and strategic partnerships to promote wellbeing in the workplace as a competitive advantage. She is also the Programme Director at We Create Space. Kanndiss Riley (she/her) Kanndiss has over 5 years of Humanitarian work; she has run projects, mentored young girls through charity partnerships, facilitated workshops & training and has been a recognised public speaker on female empowerment. Over the years, she has spoken at the annual Feminism Conference's, been interviewed on BBC 5 Live, and been active in the Women's Equality Party.

As part of our #Queer365 campaign, we asked some non-binary team members at We Create Space about their own gender identity and non-conformity and how it influences the way they show up in the world as powerful Queer Leaders. Non-binary is an umbrella term for anyone whose gender doesn’t align with our current understanding of the gender binary. Whilst it’s definitely not a new thing, increasing acceptance has allowed for people to explore gender in a way they never have before - a recent study by the Trevor Project found that 1 in 4 LGBT youth now identify as non-binary. This new acceptance means that there are more and more people expressing their true gender identities every day - but what’s so special about being non-binary? We decided to talk to a few of our amazing queer leaders about how being non-binary helps them in their professional lives, and we started to see some common themes. Staying true to their identity no matter what. Non-binary people have their own entirely unique sense of gender - which means that there are thousands of layered stories and perspectives within the non-binary community. Each non-binary person has refused to be labelled or put in a box by an inherently gendered society, despite the pressure and discrimination that is too often faced by those who identify outside normative boundaries. This self belief, conviction in carving out ones own identity and self-assurance are all attributes that make for a great queer leader. “My own sense of gender is one of freedom. It has taken a long time, but I have transcended parameters and hindrances that restrict some people’s gender identity. The complete and individual nature of how I interact with my own gender identity is exciting. Like all non-binary identities, it is unique to me, and I hold it very close to my heart.” - Ben Pechey “I am non-binary, and to me, that means I do not identify within the gender binary as male or female. My identity is also very personal to me, so it really doesn't matter what anyone else knows or thinks about me. What matters is my own understanding of my identity.” - Jason Kwan “I am not choosing to be non-binary. I AM non-binary. Rather than gender fluid, I see myself as gender free. I am free of the trappings that come with how society has defined "man" and "woman". I don't see myself in either or as a compilation of both - I see myself as me, a human being...It is incredibly freeing to stop trying to pretend I fit in the societal constructs of gender, and just exist in this world as me.” - Bachul Koul Using adversity as a source of power. Whilst it’s “incredibly freeing” to exist in the world as their true self, non-binary people are still part of a marginalised group. Like all marginalised communities, they have had to push and fight to make space for themselves and their identities, facing inevitable hardships, and for many - painful trauma because of it. These experiences mean that non-binary people have a mighty sense of resilience, and an inner power than can help bolster them as community leaders in both professional and personal environments. “The trials of being me for many years made it nearly impossible to see a future for myself. Now I can use that as my strength, and it gives me the insights, empathy and compassion that I use every day across my business endeavours. The other side of this is so positive, which comes from the lack of boundaries that I place on myself...This emotional freedom allows me to make intuitive decisions, which have led to many exciting things both professionally and creatively.” - Ben Pechey “I guess being non-binary has influenced my work both positively and negatively - in the positive respect, I’ve been able to speak openly and honestly about who I am, how I feel about myself… And on the negative side, I find it has lost me work, or people are disrespectful in my pronouns or just in their consideration, and I can see people who don’t understand or feel uncomfortable.“ - Coco “Identifying as non-binary was a gateway to re-examining my past and events that I needed to process to become more fully realised in my self and understanding my identity. These processes are dually mechanised through my art work, my personal development and healing from the damages caused by the gender binary.” - Lo Lo No “We want to belong with people who share common values and interests, but so much of the world is gendered, it can be hard to find spaces where we fit in. If more people in the world could just think as to whether or not something really has to be gendered, they can help create a world in which we are not excluded.” - Bachul Koul Being part of an ever-evolving community. Due to individual circumstances, we may not all realise it, but our society is extremely hard to navigate when you identify outside of the gender binary. Non-binary people have learned to adapt to non-gender neutral spaces whilst staying true to their identities, and that’s in part thanks to being part of the wider LGBTQ+ community. Such a diverse and dynamic network enables non-binary leaders to continually learn, evolve, surrounded by a plethora of perspectives and stories. This positions them as ideal leaders who are sensitive to the dynamics around them and able to react accordingly, who are open to change and are incredibly flexible. “I often talk about the fact that we are not monoliths in our life. We always need to rely on others for support, advice and education. The community allows me the space to grow, learn and blossom each and every day. It also leaves me the room to help others do this too. This reciprocal energy is so nourishing, and it has provided me with a sure-footed feeling when it comes to my work.” - Ben Pechey “I think no matter where I get to in my career or what I achieve, the community of LGBTIQA+ folk around me will always remind me of the fluidity and change that comes along with being human. Some consider me a "Queer Leader" but honestly, I like to think I'm ever-evolving just like the community that surrounds me. ” - Ki Griffin “Being a part of the non-binary & trans community have helped me evolve as a queer leader by giving me a platform of honestly & transparency. To be able to project the importance of being true to yourself, and how I have so many people around me who get me and how I feel.” - Coco Thinking and existing "outside the box". There is no one way to be non-binary. The mainstream media tends to portray non-binary people in only one facet - as completely androgynous, with no gender identifiers. But non-binary people don’t always fit into that niche - in fact, they rarely do. Non-binary identities are completely unique to each individual, and so non-binary people present their gender expression and visual identity in a way that shows off their innate creativity. This ability to think laterally and with ingenuity lends itself brilliantly to other areas. Imagination and innovation are brilliant tools for any community and are particularly valuable assets for leaders in the workplace. "My binary-disrupting androgyny is a challenge to others and yet I do not tone down my appearance to make others feel comfortable - my goal is quite the opposite, to make the uncomfortable un-ignorable and reframe it with people in "power", so people that don't have the emotional/mental/physical safety might experience a world that's a little more affirming." - Jade Fraser “Forget what you know. That is so important to remember. So much of my work is having to deconstruct perceptions about our community. I have to work to reduce stereotyping and miscommunications. So I would ask people to stop assuming they can distill non-binary into a soundbite.” - Ben Pechey “People need to know it isn’t a trend, it isn’t a fashion statement, it’s not being a tomboy - It’s a feeling, a moment, a lifetime. It’s basically the difference between life & death, people don’t choose to feel different.” - Coco “Non-binary is not one thing and doesn't have an assignment of aesthetics or behaviours. Not all identities are always seen and therefore aren't to be judged on appearances or have behaviours and performances expected of them.” - Lo Lo No All of the non-binary speakers we spoke to for this article have worked with We Create Space on our self-empowerment workshops and webinars, and we have programmes carefully crafted to encourage and amplify these traits in trans and non-binary people, helping them thrive as queer leaders - like our “Who am I?” virtual retreat designs specifically for trans and queer people. We also offer bespoke webinars dedicated to teaching queer history and terminology to allies, like “Gender Identity 101”. If you hadn’t already guessed, we are incredibly passionate about cultivating and improving the visibility, diversity and inclusion of LGBTQIA+ people in professional spaces. We already work successfully with businesses and organisations across multiple sectors to deliver this. Our comprehensive offer of bespoke webinars and workshops explores topics that have proven to empower, enrich and drive positive change. Our work is facilitated and delivered by the rich mix of 80+ LGBTQIA+ professionals, practitioners, activists, creatives and change makers that form the We Create Space collective - including this article’s contributors. You can find out more about all our tailored corporate solutions here. Our contributors Bachul Koul (they/them) Bachul Koul works for global executive search and leadership advisory firm, Egon Zehnder and is a passionate social justice and DEI practitioner. In 2019, Bachul wrote an article titled, "An inclusive customer experience for non-binary people is necessary". Ben Pechey (they/them) Ben is a writer, public speaker and diversity & inclusion specialist. They’re an LGBT+ advocate and fashion icon on social media, and with each post they aim to increase visibility of the queer community and educate others. They also are the creator of The Happy Place podcast. They are also one of We Create Space’s speakers, and we were lucky enough to talk to them about creativity and risk earlier this year. Coco (they/them) Coco is a mental health activist, poet writer, and is the voice behind Talk To Coco, a space designed to encourage openness and dialogue about mental health. They’re also a speaker for We Create Space, and had an eye-opening interview with us earlier this year, which you can find here. Ki Griffin (they/he) Ki Griffin is an actor, DJ and proud intersex and non-binary advocate. They were recently part of the musical line up for UK Black Pride under their DJ handle “DJ Kisces”, and are also a trustee for IERUK (Intersex Equality Rights UK). Jason Kwan (he/they) Jason is a queer non binary person from Hong Kong, living in East London. He's also a singer/songwriter and a youth worker at AKT, a charity supporting young LGBTQ+ people experiencing homelessness across the UK. Lo Lo No (they/them) Lo Lo No is a non-binary artist and fashion designer currently based in Margate, known for stunning portraits and insightful explorations of gender expression and identity - which you can find on their website here. They are also the long-running curator for Margate Pride. Lo Lo No has talked to us before about their creative process as part of our “Who am I?” series, Jade Fraser (they/them) Jade is currently Head of Diversity, Inclusion & Engagement Natura & Co. They are passionate about people and changing the world to elevate the most disadvantaged populations, by leveraging their own spheres of influence in the private and public sectors. We're overjoyed that they've agreed to be a guest speaker for our "Who am I?" Queer Leadership Programme taking place later this month,

How can we in 2023, as leaders and change-makers, re-imagine inclusion efforts in times of chaos and (re)create new organisational cultures that serve and protect those marginalised individuals most affected by inequalities? By Maylis Djikalou and Jade Fraser As a global society, 2023 promises to be one of the most challenging years of our modern-day existence. We're currently navigating the combined effects of pandemics, war, political unrest, poverty, natural disasters, an imminent recession, climate change, alongside racial injustices, anti-LGBTQIA+ sentiments... and well, sadly the list goes on. From our own community research, 'mental health' came out on top as what most concerns LGBTQ+ individuals going into this year, alongside 'the cost of living' and 'trans rights'. 2023 asks us to reflect on how we resist, how we re-imagine, and how we create meaningful strategic change that has an impact on businesses - starting with an approach that places the individual at the centre. re-imagine the act or process of altering a reality There is a dependence between leadership, culture, and inclusion. A lot of companies have macro goals to combat inequality, but we need to help change-makers dig deeper to explore practical ways in which this can be done in real terms. Transforming the status-quo can not be optional, but how can we, as leaders, find the strength, the resilience and the solutions we need to bring about real sustainable change? 1. We need more disruptive thinking, radical ideas, and the recentering of co-created community-led solutions. As we are faced with solving these increasingly complex and layered issues on both a global and local scale - we must question the effectiveness of our current tactics. As we search for new solutions and pathways forward it's important that we invest in both 'blue-sky' creative thinking as well as more practical ways to empower and enable people to (re)imagine a more sustainable and inclusive future, where no one feels left behind. radical relating to or affecting the fundamental nature of something. "Nothing about us without us" came into the public consciousness for the first time during the 1990s, originating as a slogan used during the Disability Rights movement. However, it has become a more widely-adopted phrase that communicates the idea that no policy should be decided by any representative without the full and direct participation of members of the group affected by that policy. This is a cornerstone of the importance of inclusive decision-making. The current culture wars are pushing polarising narratives which put those shielding LGBTQ+ communities on the back foot, often reacting to the toxic distraction of the hour. But what happens when thought leaders come together to visualise the future, reimagine what's possible, and bask in the rays of intergenerational wisdom to re-focus on the issues at hand, instead of being pulled back into a ferocious whirlwind of division and distraction tactics. By investing in spaces where leaders can come together and co-create solutions that are community-led, we can gain a deeper understanding of the global challenges we are facing on a daily basis, either at work or in the community, and discover the most effective tools and techniques to target the root cause of these issues within organisations and beyond. 2. We must listen and learn from intersectional global and local perspectives wherever possible. We cannot forget that people's life experiences can be infinitely varied. The path towards a more inclusive future requires that we first listen to the voices that remain largely unrepresented or unheard. By centering intersectionality, we commit to understanding individual experiences, so that this complexity is built into the solutions provided in workplaces, and beyond. Through intra-community research and initiative we are more likely to build organisational cultures that foster inclusion and belonging for all historically marginalised groups. "When we centre intersectionality, everything is about connection. Connecting what I’m experiencing, leaning into how the same issue might be framed and feel for someone else, and how that comes across in the language through which we can bring these topics forward." - Maylis Djikalou 3. We must see people in their fullness and humanity. Workplaces that place emphasis on supporting personal as well as professional growth, open up a pathway to understanding how we can move forward as a collective. When employees feel seen in their humanity, they are better placed to resist and break down the layers of bias and discrimination holding them back. However they cannot do this alone. They must exist in a reality where Leaders lead. If one is to be empowered to make change from within their organisation, they need to feel energised in all other parts of their lives, too. Businesses that make their employees feel seen, while allowing them to heal and grow, will enable their people to feel whole, and therefore more likely to succeed with adding value to the organisation. "We don't have to separate the parts of ourselves that are otherwise defined as work or home. We can look at ourselves as fully sentient beings that move through spaces and time and who have an important role to play in creating positive social change wherever we find ourselves." - Jade Fraser 4. Keep prioritising Allyship - learning, unlearning and taking action (while removing anything performative). A fundamental part of embracing allyship work is leaning into the discomfort of unlearning. Throughout history, marginalised, and historically excluded communities have worked in partnership with allies to make necessary gains in the protection of Human Rights, and the advancement of equity and equality. Now more than ever, as toxic culture wars rage around the world, it's important to recognise that we can all be Allies to each other. We can all mobilise and take action collectively, playing our part in a bigger movement for social change. True allyship requires action and continuous unwavering solidarity. It is not about convenience or optics - this would be considered 'Performative Allyship', 'Surface-level Activism' or 'Virtue Signalling' - none of which are helpful. True Allyship also requires us to take personal responsibility to educate ourselves about truths which have been long been denied to us in order to propagate supremist ideology. When the allure of silence creeps in we must reach to uplift those truths so that we're not spectators of subjugation. "Allyship is such a powerful force because it shows a willingness to fight and advocate on behalf of other people a noble yet necessary human quality. You see everyone benefits when people adopt a genuine ally mindset, one of care, curiosity and commitment: in business we see wellbeing improve we have greater engagement and higher performing teams, which all leads to tangible business benefits of increased innovation, and increased retention." - Jade Fraser 5. We need to harness the power of the collective and create intra-community support systems. As we step out into a world that’s facing many global challenges it can feel overwhelming for the communities most affected, but also for the businesses who have a collective responsibility to support them and redefine this era for social change. Through intersectional exchanges, we can harness the power of the collective and share expertise on how to mobilise more effectively and create structural, legal and systemic change in businesses and beyond. It is so important for Queer Leaders and Allies to create bonds across communities, industries and movements as we navigate these challenging times learning about shared experiences and differences, between themselves and others, in an environment specially tailored to them. We must create community spaces for Leaders, Advocates and Allies to embark on a journey of stimulating thought partnership with other like-minded individuals so that we can be the architects of our futures. "Leaders and change-makers need to engage both on a journey of self-discovery and development, but also create space for finding joy and support from leaning into, learning from, and connecting with others." - Maylis Djikalou 6. To truly innovate, we must continue to find ourselves, even in the midst of social unrest, uncertainty and chaos. Innovation, ideation and creativity come with providing both safe and brave spaces for radical thinking, discussion and reflection - placing utmost importance on encouraging participants to hold space for themselves and others. safe space an environment in which a person can feel confident that they will not be exposed to discrimination, criticism, harassment, or any other harm. brave space a space that encourages constructive but often challenging dialogue. Recognising difference and holding each person accountable in coming to new understandings. Reward and encourage the vulnerability of your people so that they can be expansive, exploratory, and courageous in their discovery of self. "As a community, it's really important we give each other permission to self-inquire. The closer Leaders are to themselves, the more empowered they can become to make a bigger impact outside of their own orbit." - Jade Fraser 7. Become a We Create Space corporate partner - to support you, your leaders and your organisation. 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. Together in safe environment we assist clients in building out their toolkits for empowering advocacy, activism, and allyship within their workplace and communities through thought-provoking webinars, workshops, conversations and panel events. If your organisation is interested to learn more about our services or how we could help, please get in touch with us at hello@wecreatespace.co While you're here... Did you know we also organise FREE community events throughout the year? As a community-led social enterprise, 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! View our 2022-2023 Community Survey Findings here. View our 2023 Community Action Plan here.

Nancy Di Dia shares how her experience as a Lesbian Executive informs her leadership style and Christina Hyppolite shares how Nancy's perspective has helped her thrive. Nancy's Allyship story... In the 1990’s being LGBTQIA+ in the workplace was a challenge. We argued whether it should be GLBT or G&L. Queer or I were not part of the acronym, however we were a big part of the workplace—secretly. You knew the other LGBT colleagues in the workspace, and you were either part of an ERG, socialized with these colleagues outside of work, but kept that part of you private. So much so, you almost never referenced your significant other. We were using pronouns before it was cool to do so. Fast forward to current day workplaces, More than 20% of Fortune 500 companies offer some type of gender affirming care. In our workplaces, intersectionality should always be integrated in any type of DEIB work, especially if organizations are keen to support their LGBTQIA+ workforces. Intersectionality brings forth the many demographic identities that define an individual. The challenge of being an LGBTQIA+ executive involves many considerations with respect to how you lead. Identity and expression are both very personal and can change for individuals over time, based on their comfort with their workplace culture and the space organizations create for inclusiveness and belonging. I chose to share my identity and expression as part of my authenticity and candor. Having experienced discrimination, jokes, comments, and curiosity about my “lifestyle” rather than my orientation, led me to stand strong in the face of vulnerable times and societal challenges. I realized the impact for LGBTQ patients, their challenges in the healthcare spaces, the lack of understanding of our needs, our bodies, our hearts, our minds, and the ultimate disparities this ignorance has caused in our society. Consequently, I chose to leverage my orientation to foster the expression of diverse perspectives.For example, why would a same sex couple need to show a civil union certificate when heterosexual couples who lived together could claim dependent care? Being able to provide diverse perspectives and shine a light with a different level of insight can better help organizations attract, retain, and develop talent as well as serving diverse communities. When people choose to join organizations, one of the validating factors is to look up and see if there is anyone that may be relatable or reflect a diverse style to which you may aspire. This is key for underrepresented groups primarily from a race, sexual orientation, gender identity/expression and abilities perspective too. Being comfortable being you—is not only palpable to others but sets a platform for others to feel safe and secure in being their authentic selves too. Workplaces that can prioritize equity, inclusion, belonging and of course, diversity by having LGBTQIA+ executives in leadership may bring different insights and consideration to various decision-making processes. This also signals to clients, providers, and potential talent that your organization truly values Diversity & Inclusion. My identity as a Lesbian executive has provided me with deeper insights on the many other groups who experience exclusion, marginalization and microaggressions in the workplace as well. There is a heightened sensitivity which has provided me with the capacity to be bold, courageous and an amplified collective voice for the excluded. Being present and open in the workplace is a platform for others to choose to be out with their identity. Adjusting the workplace, benefits, and culture to ensure full inclusion is an ongoing effort and requires explanation so the classic cisgender leaders can understand the underservice of an employee segment. When one lives with privilege and is not exposed to diversity of others beyond race and gender, unintentional exclusion may occur. This is why our leadership is crucial to ensuring equity across all employee segments, especially LGBTQIA+ and those with disabilities, who are neurodivergent, or have long-term health conditions. Finally, the burden of being in the closet in a workplace or society carries heavy weight to the heart and soul which impacts mental well-being and overall health. Our leadership is not only key to advancing cultures of inclusion, but impacting the markets and talents we continue to want to attract and retain. Christina's Allyship story... Growing up as a first-generation Haitian-American has many challenges. However, one thing I have always been certain of is the resilience of my ancestors’ bloodline, which has fueled me throughout my career as a diversity, equity and inclusion practitioner. I strive to channel that same reverence and strength throughout both my personal and professional life. I attended a Historically Black College in North Carolina, and that experience alone equipped and empowered me to not only take up space as a person, but also to embody the leader I desired to be by advocating for myself and others. The HBCU environment is designed to assist us in creating a healthy and supportive environment; as a result, they lead with inclusion, culture and belonging at the forefront. It is crucial to note that this specific design is intentional and unique to how these institutions function and are structured. This particular structure has fueled my passion for DE&I and my thoughtfulness in how I approach allyship, support other underrepresented groups, and define this culture in traditional corporate spaces. After all, the truth is that workplace culture is not often designed with Black and/or marginalized identities in mind, which is regularly exhausting, mentally draining and harmful. When this experience is combined with multiple identities—such as being both Black and introverted in the workplace— it can sometimes leave you feeling misunderstood. This is why it’s important to position yourself with leaders and allies who “get it” (i.e., understand and empathize), and who make the time to create space for you, so that you too can take up space. We’ve all had our share of micro-managers throughout our careers, which is never a fun experience. I dealt with this a lot in previous roles, but never realized how harmful it was until I was able to join a healthy and supportive work environment. As a leader, Nancy took the time to understand my working style, my communication style, and what was important to me as a person. She also took a dedicated interest in understanding what my professional goals were, where I saw myself in the organization and the field, and inquired about professional development areas that I wanted to invest in. From there, she explained that, together, with her help, I could achieve these goals. When these types of conversations regarding personhood and ideals take place and meaningful action is applied, it creates a psychologically safe environment. This allows for people to see and be seen—and to feel as though they can continue to be their authentic selves. Nancy creates space. She disrupts the status quo, both when people are watching and when they are not. Furthermore, she also understands the impact of refusing to be complicit. I have witnessed her work tirelessly to uplift, empower, and advocate to create equitable spaces for Black people unapologetically. More importantly, I have seen her not care who it makes uncomfortable in the process. To me, these types of behaviors are at the core of allyship. When these behaviors are modeled and on display for other leaders to see, it will permeate the culture to create one wherein other leaders strive to follow and embody these behaviors. Nancy recognized through her experience and journey as a lesbian woman in corporate America—although similar in some cases, but ultimately very different from mine—that she had the power to facilitate transformation and influence change for other people that are often underrepresented and mistreated in corporate environments. She recognized the importance of this influence and dedication not only in the team she led, but also throughout the organization. She shows up as her true, authentic self, and openly and publicly makes mistakes. She then welcomes the opportunity to learn from them, which is an important part of an inclusive and supportive culture. Doing this important “work” can be heavy at times, but it is so important to feel supported, have the ability to take pause, and know when to prioritize your mental health and not feel guilty about it. Witnessing Nancy take charge as a leader and thus experiencing her support has enabled, challenged, and empowered me to be great in my work as a DE&I practitioner—which is a true gift that I will forever be grateful for. If you would like to book Nancy as a Speaker for a webinar or panel discussion, please get in touch with us via email at hello@wecreatespace.co About the 'My Ally and Me' story-telling series: At We Create Space we always aim to lift and amplify the voices of our global queer collective of change-makers. However with this story-telling series we wanted to give LGBTQ+ leaders the opportunity to bring an ally into the conversation and explain how their valued support has shaped their personal and professional journey. 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!

Yassine Senghor and XaaV, Sanjukta Moorthy and Andre Johnsen discuss anti-racism through their own intersectional lens and share practical ways to confront personal and organisational bias, to influence inclusion and racial equity for LGBTQ+ people of colour in the workplace. Like any habit, anti-racism requires a conscious decision to pursue it as a goal and way of being. Even as Queer leaders and DEI advocates, we often resort to existing within networks that resemble who we are. How then do we challenge our personal biases and identify where they are supported by institutional power and dominance? When we can get curious and understand how bias impacts our behaviour towards LGBTQ+ people of colour, can we start to facilitate meaningful allyship that eradicates micro-inequities based on presumptions or ignorance. Watch this session to... - Challenge unconscious biases and become consciously inclusive. - Learn to take action against racism and enact change in your workplace. - Create moments of connection to understand the experiences of LGBTQ+ colleagues from racialised backgrounds. - Expand your comfort zone with useful tools and resources for uncomfortable conversations. Learn more about our Yassine Senghor's work. Learn more about our Sanjukta Moorthy's work. Learn more about our Andre Johnsen'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!

Yujx Smith talks the challenges of being open about his intersectional identity in all parts of his life, to be visible as his authentic self. By Yujx Smith In my workplace, I am openly trans – vocally trans, if I’m being honest. This isn’t necessarily a role I sought, but rather a responsibility I have adopted as the only openly trans person in my company’s UK market. I’ve been part of the Pride ERG only since January, but my work with trans issues has been acknowledged in our markets from Switzerland to Japan. Yet, in the same workplace, not a single person knows of my disabilities. I was a fairly sickly kid growing up, my mother used to joke the local urgent care centre was a second home. Even as I type this, there is pain in my right hand – chronic carpal- tunnel resulting from an art degree and a decade of scrolling on Twitter. However, it wasn’t until my 20s that I began understanding the weight of what it means to live with multiple chronic conditions. As a toddler, when it was flagged that my joints were excessively hypermobile, I attended physio briefly to learn how to sit on the floor ‘correctly’, and that was that. No one told me what having ‘hypermobility’ actually meant, or warned me it comes with chronic fatigue, or that repeated movements without proper support could cause long term, if not permanent, injury. (See: the chronic carpal tunnel) Being able to ‘tie my fingers in a knot’ was just a fun party trick, till I was 22 and couldn’t hold a dish sponge without crying. I was 21 when I finally got the diagnosis for ADHD I had first sought when I was 16. My GP at the time dismissed my concerns and opted to just up my anti-depressants instead, which of course, didn’t work. This however, perhaps as a complimentary gift for the wait, came paired with autism. It was admittedly unsurprising. And while I could sit here and detail my experiences with a variety of colourful medical journeys, my point is that for something that so clearly impacts my day-to-day life, the place I spend most of my time knows nothing of it. There is a constant fear, when you exist with a marginalised identity, of taking up too much space, of being too much. This is nothing new. What perhaps is not discussed enough however, is the burden of openness on intersectionality – how being open and authentic with one aspect of your identity can mean having to keep everything else adamantly hidden. In a society driven by capitalism, the risk of losing your income is a risk of losing everything; having a secure job, for most, means being able to survive. Being accepted as openly trans is already a privilege I have not always been granted, and truthfully, I am hesitant to push this acceptance further. Part of me wants to believe my fear of being open is irrational, my colleagues know my worth and will value me the same, but part of me knows I got significantly less responses from job applications when I was answered the accessibility questions honestly. Disability is still seen as a burden on the production of capital, and thus, a burden to the workplace. The perception of disability and neurodiversity carries a stigma that I don’t feel equipped to carry. ADHD, while experienced as a terrifying loss of executive function, is often simply seen as being ‘lazy’. This accusation is tenfold if, like myself, you’re targeted by fatphobia. This is a stigma that, when coupled with long-term medical gaslighting, often leaves people unequipped to advocate for themselves. Medical gaslighting often takes one of two forms: either the complete dismissal of illness by health professionals, or symptoms being disregarded as due to the patient themselves and not to illness. It is an experience most marginalised people will have known, but disabled people are more likely to face this on a far longer scope. Gaslighting is used - intentionally or not - because it works. To hear from people in positions of medical authority that your lived experiences are falsified or exaggerated, that you’re just making it up, works to strip away the trust in ourselves that we need to ask for accommodations because at some point you end up asking yourself - what if I am making it up? And, what if they don’t believe me? When the people in question are those with authority over your employment, and a lifetime of lived experience tells you that even the medical professionals won’t listen to you, how can we be expected to bring authenticity and self-advocacy to the workplace? If disabled and neurodivergent people are so often denied support from the very places designed specifically to provide it, with what confidence can we ask for support from anywhere else? Queerness, itself, doesn’t carry the same perceived impact on the ability to work – it is considered a personal matter, while disability is not. Disability is disjointed from the person, people often understand it as a facet, an accessory, instead of an intrinsic part of their identity. It’s something to be removed, to be overcome, even when then option isn’t feasible. The person is burdened by the body, and the body is public property. These are not conversations that are easy to have in the power dynamics of a workplace, to justify yourself as a worker. And perhaps, this is where the divide rests. Disability is an aspect of my identity that has a direct impact on my ability to do my job, other aspects do not; to be authentic carries higher risk. Despite this, I realised that my disclosure of my identity has never really been my choice in the first place. Visibility should be understood more than just in the context of acknowledgement from those unaffected; visibility dictates what degree of control we have over who we share out identities with. With all the talk of having to hide aspects of ourselves, it must be acknowledged that some simply can’t be hidden. Race, for example, or body size, visible disabilities. Where simply existing takes away your ability to control what people intimately know of you, perhaps it is understandable that we cling to hide the parts we can. When people see me, I know they won’t see any degree of my disabilities or my neurodivergence, but they will see that I am gender non-conforming. This aspect is beyond my control, it is already known before I speak a word, so my decision is instead whether or not to acknowledge it. In my workplace, I did. Not at first, for the first few months I simply stated my name and pronouns with no explanation – which should be the norm, but alas. I was lucky enough to discover community with the Pride chapter in my company however, and being open about being trans allowed me to provide education and insight into a highly cis workplace. Someone has to be the first, after all. But this comes with the presumption that this is all I am. If I’m so loud about being trans – and also gay, but people seem to forget that part – then surely, I would be loud about anything else. I must simply be a loud person. Someone at work recently called me energetic, and it’s something I’ve been dwelling on. Energetic is probably one of the last words I’d use to describe myself. I don’t think I’ve ever lived a day where I haven’t felt tired; it’s a good day if I can make it through without having to go back to bed to recover. But they’re also not wrong. Being autistic very often comes with ‘masking’ – the concept of putting on a metaphorical mask to blend in and appear allistic (non-autistic). Most often for safety, and most often subconsciously. Masking, for me, affects everything from the way I hold my muscles in my face, to the pitch of my voice, my answers to questions. Facial expressions are often not inherent to autistic people, it is something we learn to employ at the correct time. The person I am at work is inherently in-authentic because social interactions rely on communication autistic people don’t naturally have access to. While I am energetic and eager at work, that doesn’t mean I am, just the part of me I wear to work - a part that I don’t know how to undress until I have left the environment itself. Even if someone is aware they mask, the ability to stop masking is often not there; it is not easy to unlearn a survival instinct. Which leaves me wondering if I could ever truly be open in the workplace when the very ability to remove the mask is beyond my reach. While there is still the collective expectation to conform to allistic standards, to conform with able-bodied capacity and production, those who cannot meet this are othered. Authenticity is earned by the conditions surrounding it. 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. It is vital to both challenge the mindset that being openly part of one marginalised community means someone is open about everything, and abolish ambiguity. If you’re not explicit in your practical support for a community, every person who contemplates being open is weighing the risk on knowing their job is at stake. Company policies should be clear, they should set out the protections for specific communities. Marginalised groups have different needs, and covering that with a general ‘anti-discrimination’ policy is the bare minimum. The journey towards visibility and authenticity in the workplace is a complex and nuanced one. 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. While there is growing awareness and understanding of intersectionality, 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 (he/him) Yujx, a gay transgender man residing in London, is an art graduate who transitioned into the legal sector. He is a founder and leader of a queer World Cinema society that celebrates the work of marginalised filmmakers outside the European narrative. Currently, Yujx is working for a large international company and helps lead his workplace's Pride Employee Resource Group UK Chapter. Apart from his professional commitments, he takes a keen interest in sociological and political theories, particularly anti-fascism, queer liberation, and trauma recovery. You can find more information about Yujx's work here. If you would like to book Yujx as a speaker for a workshop or panel event, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

As we launch into June, let's take some time to consider how we can centre what Pride season is really about. It’s that time of the year again, and Pride is finally upon us! It’s a season of celebration, inclusion, joy and remembrance of those who have come before us. That being said, as the celebration of Pride month has grown exponentially over recent years, we wanted to uncover what the spirit of the season is, as well as what it isn’t. 1. Pride is a celebration of diverse sexual orientations and gender identities. It is not a single monolithic experience. PRIDE encompasses a vibrant tapestry of identities, including but not limited to lesbian, gay, bisexual, transgender, queer, intersex, asexual, and pansexual folks. 2. Pride is a commemoration of the struggles and achievements of the LGBTQ+ community. It is not a mere party or parade. It recognizes the historical and ongoing fight for equality, human rights, and dignity, paying homage to those who paved the way for progress. 3. Pride is an affirmation of self-acceptance and authenticity. It is not a platform for judgement or exclusion. It encourages individuals to embrace their true selves and express their identities free from societal constraints while promoting inclusivity and understanding. 4. Pride is a call for visibility and representation. It is not about erasing other identities or experiences. It seeks to amplify the voices and stories of marginalized folks, fostering an environment where everyone's unique journey is acknowledged and respected. 5. Pride is a platform for advocacy and activism. It is not an excuse for performative allyship. It urges allies to go beyond rainbow symbols and engage in meaningful actions that challenge discrimination, support LGBTQ+ causes, and dismantle systemic oppression. 6. Pride is a reminder that the fight for LGBTQ+ rights is far from over. It is not a declaration of "mission accomplished." While progress has been made, discrimination, violence, and inequality still persist. PRIDE inspires individuals to continue advocating for change and standing up against injustice. 7. Pride is an intersectional movement. It is not disconnected from other social justice causes. It recognizes that identities are complex and interconnected, acknowledging the importance of addressing issues such as racism, sexism, ableism, and economic inequality within the LGBTQ+ community. 8. Pride is a catalyst for education and dialogue. It is not an excuse for ignorance or avoidance. It prompts individuals to educate themselves about LGBTQ+ history, experiences, and terminology, fostering empathy, understanding, and meaningful conversations. 9. Pride is a safe space for self-expression, love and acceptance. It is not a threat to anyone's rights or values. It is not an invitation for voyeurism or objectification. It encourages people to express themselves authentically, but respect for boundaries, consent, and personal autonomy should always prevail. 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 spoke with Thea Bardot (they/she) and Jo Krishnakumar (they/them) to ask them some questions about their lived experiences as Trans Non-Binary People. The two discuss how they came to identify as Trans Non-Binary and what it means to them. Thea Bardot (they/she) and Jo Krishnakumar (they/them) Videography: Kiran Sodhi Kalsi-Ghatoure With thanks to our location partner, Locke Hotels. 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!

Berlin-based Sophia Emmerich, is an award-winning photographer and film maker whose art focuses on queer representation and challenging beauty stereotypes. We got to sit down with her earlier this month and ask about her process, and why queer representation in art is so important. Tell us a bit about your own personal journey... My personal journey could be described as a bumpy ride including roundabouts and detours. When I started taking photos and shooting videos as a teenager, I just wanted to capture the world around me not knowing it was possible to actually work as an artist. After moving to Berlin ten years ago I found myself lost in a big city not really knowing what I wanted from life. So I started studying law, since it seemed like a responsible thing to do and therefore dedicated years towards reaching a profession I always knew I would never love. By the time I realised that all I wanted to do was pick up a camera and capture the people around me, to tell their stories, to show the world their beauty, I had just graduated from law school. It took me a long time to actually make the jump and quit my job, but looking back now it was one of the best decisions I have ever made. Having a legal background still plays into my work today. I’m passionate about the things I believe in, I want equal rights for everyone, I want my creative work to have an impact and to put humans in the centre of it. Talk us through your artistic style. I find it rather difficult to talk about my artistic style, since I sometimes wonder if I have found “my style” yet. For me talking about “my style” is a bit like putting a label on it, which makes it seem so definitive. I want it to be an ever changing, ever evolving thing. But one thing hopefully will never change, my art comes from a place of love, respect and curiosity. Why is representation so important for LGBTQ+ people? It sounds so cheesy, but for me representation is everything. It’s powerful and necessary to show that we are all part of this society. Being part of the queer community I know what it feels like growing up not seeing people like me in the media. When I think back I wish I had have seen more queer people being celebrated because sometimes you have to see it in order to believe that it could be your future. I want queer people, especially young queer people, to see themselves represented in an authentic and honest way. Because honest representation is not a performative act, but a true expression of admiration. How are you addressing that in these works? In June of this year I had a conversation with a friend talking about pink washing. What does it mean? How can we prevent it from happening? Are we doing it ourselves even? And the one question that came up over and over again was “What does authentic representation of the queer community look like?”. Since our community is diverse in itself of course there wasn’t only one answer. The only logical solution to me was to start asking queer people what their thoughts on representation were. I want people to tell their own stories and show the diversity within the queer community. Because when it comes to authentic representation there is no one-fits-all solutions. You can check out more videos from Sophia's project on her website or social channels. @zofia.k sophiaemmerich.com

Luke Light, a queer Relational Dynamics Coach and EFT practitioner, provides some insight into the practice of EFT tapping and how it can be used as an aid in processing your emotions and managing stress. What is EFT Tapping? EFT stands for emotional freedom technique, and it’s a method developed by Gary Craig, an expert in Neurolinguistic Programming which is the practice of relating thoughts, language, and patterns of learned behaviour to specific outcomes. How could it help you? By using tapping techniques on certain points of the body, you can stimulate the parasympathetic nervous system response, taking us out of fight/flight/fawn/freeze and into rest/digest/recovery. Vocalising your feelings aloud as you tap allows us to process difficult emotions and calm ourselves. Luke's story. “I began tapping in 2019 to deal with stress at work, but it wasn’t until I started coaching with Jody Shield in 2020 that it really landed. It gave me a practical tool to navigate the connection between the body and the mind, understanding that the mind is not just in the brain but spread across our body. Using tapping I found that I could give my body space to feel emotional energy that might have been trapped in my body for years, allowing it to complete its journey of simply being felt and released, instead of replaying through triggers in challenging situations. I then went on to train as an EFT Tapping practitioner and use it in coaching settings, in combination with mindful awareness practices such as tarot reading and meditation, or as a stand-alone therapeutic tool.” Where are EFT Tapping point on our bodies? Try an exercise with us. Think of something that is bothering you and vocalise it out loud. Now tap your Karate Chop point and say your set up phrase three times: “Even though I feel this way, I deeply and completely accept who I am and how I feel.” Using the diagram, move through each of the points, tapping them five to ten times while repeating the set up phrase. Use a comfortable, medium pressure to tap. After you have completed each of the points, check in with yourself and see how you feel. You can do another round if you feel inclined, or leave the exercise there. Return to this exercise the next time you feel distress! Examples of phrase/tapping point combinations you could use. Choose a point and phrase which relates to something that is bothering you, as above. Eyebrow: "I’m feeling really overwhelmed" Side of the eye: "All this stuff happening" Under eye: "I’m really stressed out" Under nose: "What if I miss something?" Chin: "What if it all gets too much?" Collarbone: "I’m so overwhelmed right now" Under arm: "And I don’t know how to move through it Top of the head: "So much happening right now" Eyebrow: "And I can’t cope with it all" Side of the eye: "What if I miss something?" Under eye: "And then I’ll mess up" Under nose: "And I feel anxious just thinking about it" Chin: "I’m stressed out" Collarbone: "I’m feeling overwhelmed" Under arm: "With all I have on" Top of head: "I can’t think straight!" Next, take a deep breath in and exhale. Then continue to tap and repeat the sequences until you feel calmer and more relieved. When you feel relief, tap through a ‘positive round’ and say each phrase below out loud: Eyebrow: "I know I can move through this" Side of the eye: "I know I have the strength inside" Under eye: "I choose to believe I’ll get through this" Under nose: "I know I can find my power inside" Chin: "I believe this is my journey now" Collarbone: "I know I can move through this" Under arm: "And feel good about myself again" Top of head: "I choose to believe in my inner strength" Further Resources. The Tapping Solution App Book a session with Luke at tapintotarot.com 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 eight LGBTQIA+ Leaders and Allies from our global community about their experience as Parents. They also share tips on advice they would offer others. There are many challenges and joys that come with the role of being a parent. However, the idea of parenting is still heavily based in heteronormativity and prescribed gender roles - thinking about both the parents and the children. Furthermore, there is a tendency for people to think only about biological children, when of course Fostering and Adoption are real, viable options for people who wish to grow their families. Family, or Chosen Family can bring all of us as individuals a real sense of belonging. We asked.... What is the biggest lesson you've learnt as a parent? What piece of advice would you offer to others who may be thinking about having children, or to those who are already parents, who are finding it challenging? Here's what they had to say... Marley Conte (they/them) "In my role and experience as Trans/Non-Binary parent I have learned that parenthood is an extremely gendered journey. There is always the assumption that if you have a kid you must be straight/cis. So, often, we spend equal time raising our human and equal time educating people on Queer families. On the other hand, it is truly magical to see our kid growing up knowing we love unconditionally, regardless of gender or sexual orientation. It is incredible to see our child thrive and share open and honest conversations, understanding that we are allowed to reject the roles society imposed on us based on binary expectations. The best piece of advice I can offer other LGBTQIA+ parents is to set boundaries. People are going to ask a lot of inappropriate questions. It is not their right to ask and it’s not your duty to answer. Create a safe space for you and your family." Luca Condosta (he/him) "LGBTQI+ parenting is the best way to practice equity and inclusion: both have same role and challenges but you leverage on everyone’s best skills to succeed!" Ed Jervis (he/him) "The journey of growing up queer to now becoming a queer parent is a road full of challenges and complex situations. I believe that our ability to survive and thrive in hostile environments ultimately makes us stronger and more resilient parents. We have had to fight for our rights, love, and families, and it is this strength that has taught us the skills we need to be able to advocate for our kids. My advice to other LGBTQIA+ parents is to embrace your past and use it as a source of strength and inspiration for your parenting journey." Erica Rose (she/her) "I have found joy in my role and experience as a Queer parent witnessing the balanced, inclusive, empathetic adults that my children have developed into. I had children already when I came out; I was worried about the impact it would have on them and felt guilty, thankfully there was no need to. The best piece of advice I can offer to other LGBTQIA+ parents is to try to remember that hormonal teenagers have challenges and this isn’t specifically because you’re a LGBTQIA+ parent, it’s probably nothing to do with you and who you are. Have faith in your parenting!" Sanjay Sharma (he/him) "Believe the narrative. Learn to listen and be ready to unlearn. First and foremost accept, understanding will follow. Unconditional love is essential for creating a nurturing environment." Shawn Aaron (he/him) "I have found joy in my role and experience as a Queer parent through learning from the toxic ways in which I was raised, to the healthier ways I wanted to raise my own child. Parenting takes continuous communication. I set my intentions on not just being a good person overall, but being the best parent and role model I could be for my child. Parenting takes a lot of work, and it is not easy. Parenting is a lifelong commitment, and lifelong responsibility. The best piece of advice I can offer to other LGBTQIA+ parents is to be careful what you say. Your child is listening, and you do not want your child to carry that baggage with them into adult life. Let's break generational trauma of how we treat, how we love, how we communicate, and how we discipline our children. Let us raise our children of the future to be kind, loving and courageous." Ariadne Ribeiro Ferreira (she/her) "I have raised my son since he was two, I feel I have been for him, the safe haven that brought him out of chaos. There is nothing stronger and empowering than a maternal relationship and even though I am trans, I had that privilege. But when I separated from his father, I couldn't fight for the legalization of my maternity, and it was love that brought Bruno years later on his own two feet, to seek the love of the trans mother who raised and protected him throughout his childhood." Coco (they/she) "My biggest lesson I’ve learn as an LGBTQIA+ parent is to be proud in who we are and to know myself and my wife are the best for our son, to teach him that the world isn’t always kind but that our home always will be - to overcome the stares that society still brings, and to be proud lesbian parents. To find joy in every day as a queer parent, through the smiles our son brings us every morning when he wakes up. Even the stuff that people say is hard - because of the journey we go on as queer parents, we cherish everything, and I mean every little bit from start to finish - regardless of hard this is. The best piece of advice I can offer to other LGBTQIA+ humans wanting to start their own family is don’t ever give up, for every journey I know is different. Speaking from our lens, it was difficult, we were naïve at the start and faced many obstacles to get our son, our family; but always keep going! Also, do it the way you want to – for myself and my wife we always wanted to do RIVF, and were told by the NHS it wasn’t an option. We saved, we made it our priority because we wanted our family just the way we wanted. We found an amazing private clinic who made us feel ‘normal’, feel enough, feel worthy to be parents. It was a great, exciting experience, regardless of the sad times in between then and now. It took us to our 5th round of IVF but now we are here beaming, so happy with our beautiful perfect 3 month old son. Remember you are good enough to be amazing parents, regardless of what the world around us says. Don’t let it hold you back - we got this together as a community!" Other terms from our Queer Allyship Lexicon for you to consider on the subject of family: Chest-Feeding Legal Guardian Home Grounding 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!

Our guest writer Thokozani Mbwana reflects on the internal and external challenges faced on their journey through gender affirming surgery - exploring dysphoria and intersectional stigma at the heart of the health care system. "Oh! To be black, fat-bodied and agender: Tales from top surgery." by Thokozani Mbwana I can’t remember exactly when dysphoria entered my life. Initially, it would come and go as a hazy fog, sometimes lifting briefly to allow me to see the horizon beyond, sometimes so thick that it would travel to the back of my throat and press down on my lungs- suffocating and oppressive. Over the years, the fog settled into my chest more and more, nestling between my organs and refusing to leave. Every day I would wake with a burning sensation in my breasts, and as time went on, the constant feeling that I was finding it harder and harder to breathe. It’s taken me about ten years to reach my current place of being - the fact that I am agender. It has mostly been a journey of ‘what ifs’ and ‘what could bes’, ten years of self interrogation - ten years of hoping for a more bearable life path to reveal itself. But as the burning in my chest only grew stronger and my breathing grew fainter, one day I realised that if I did not choose to live in my truest form, I would spend a lifetime in a constant state of despair. ''I had to come to terms with the fact that with the limited language and expression we have around gender, that though I envied men who had flat chests for their ease of their gender, more specifically what I desired was the aesthetic of a flat chest in relation to my own identity.'' Agender to me is to transcend the binary, existing completely outside of the rules and regulations of gender and its conditioning. I’ve had to learn to do away with my own ideas of and subscriptions to gender. I no longer think of myself in binaries of masculine or feminine because my identity, by definition cannot be ascribed such things. But that has not meant that my processing hasn’t been binary or that the way I’m perceived isn’t either. I have long since understood that as a fat-bodied, hip-heavy “baby-faced” person that regardless of my expression or aesthetics that I will, nine times out of ten- without effort, be read as some variation of “femme” and/ or “woman”. For a long time, I really struggled with this social reality, especially when in my personal reality I do not perceive myself in that way. As time went on and I explored the intersections between my bisexuality and my ever evolving (un)gender identity, I realised that a lot of my desire for men was rooted in gender envy and not sexual attraction. I had to come to terms with the fact that with the limited language and expression we have around gender, that though I envied men who had flat chests for their ease of their gender, more specifically what I desired was the aesthetic of a flat chest in relation to my own identity. Though my gender envy manifested as “I want to be him” it was not man-ness or masculinity that I was aligned with, but rather how I perceived myself to be in my mind's eye which was that “Breasts do not serve my perceptions of myself in relation to my gender identity.” ''As black, fat-bodied and agender in the medical system trying to access gender affirming surgery - it was crucial that I interrogated my own internalised fatphobia before what I knew would be a war against my body.'' But we all know, in uncovering one thing, there is a well of other interlinking factors that reveal themselves. On my journey to understanding myself and my desires for my own body, I realised that in all my imaginings of my breast-less self, I was incredibly thin. I could not imagine myself outside of thinness because my internalised fatphobia dictated that because I was fat and “curvy” I could not or would not- regardless of whether I had breasts, be perceived outside of “femme”. I noticed the pressure for the archetypical “androgynous nonbinary” building up inside me- leading to more rounds of self-reflection and interrogation about the incessant conditioning of gender binarism. This was an incredibly difficult and necessary journey to embark on that came at the right time when, in early 2021 I started seriously considering top surgery. As black, fat-bodied and agender in the medical system trying to access gender affirming surgery- it was crucial that I interrogated my own internalised fatphobia before what I knew would be a war against my body. ''I could’ve really gone into the anti-black and violent origins of the BMI system, but I knew that arguing with a certified doctor about how exclusionary and violent that thinking and practice was, would do no good for my mental health.'' I explored both the private and public health options for top surgery to get a better understanding of what would be available and doable for me. I still remember the hours I waited to meet the doctor at the public hospital, who sat across from me for less than five minutes before very matter of factly stating that I could not, at all, access top surgery in the public healthcare system in my city. Because one of the requirements for surgery was for me to have a BMI (body mass index) of 25, she explained that she could already see that I was ineligible. I could’ve really gone into the anti-black and violent origins of the BMI system, but I knew that arguing with a certified doctor about how exclusionary and violent that thinking and practice was, would do no good for my mental health and so I shrugged it off and tried to move on. Some time later, I sat nervously in the private doctor’s office. This man would turn out to be my surgeon a few months later. I came into his office with a booklet of questions - the first asking about weight and surgery. His response was the same- you have a better chance of survival and better healing results with a BMI of 25,“But, I’ve operated on patients bigger than you and they were just fine. I understand the urgency of gender affirming surgery and your weight won’t be a barrier to you accessing this surgery.” Of course my weight wouldn’t be a barrier if I was paying out of pocket. I tried to be reassured by what he said and as I was packing my things, I resolved to take what he said positively. As I turned to leave his office right after that thought- he suggested I lose weight anyway. ''I was yet again reminded of the uncomfortable complexities of being fat, black and trans in the healthcare system. My pain - a nonfactor. My concerns - dismissed.'' I spent the next few months before my surgery doing research, with results of fat, black folks experiences being few and far between. Regardless, I felt I had done all I could to prepare myself emotionally, physically and mentally for the journey ahead. But, things never really work out the way we plan or hope for. After surgery, my drains stayed in for three weeks, which is at least two weeks longer than usual. I had accepted long before this that I would leave surgery with “dog ears'' (fat pockets left on the sides of your chest to ensure the skin doesn't tighten too much during healing- typically only done on fat patients) but what I could not stand was the pinching pain and swelling I was experiencing at the site of my drain ports. I became increasingly distressed at every weekly post surgery check-up when trying to explain to the doctor how these drains were not at all suited for my fat body, and how excruciating the pain from the swelling of my fat rolls were, because they sat right above the ports. Crying in his office in pain as he refused to prescribe me any painkillers because “the pain really isn't that bad '' I was yet again reminded of the uncomfortable complexities of being fat, black and trans in the healthcare system. My pain - a nonfactor. My concerns - dismissed. Later on in one of my check-ups I would in fact find out that one of my nipples became necrotic and died because of the lack of blood flow. ''Do I think if I was thin and white this journey would have been different? Yes, absolutely.'' I try not to be bitter about some parts of my top surgery journey. I can say unequivocally that it wasn’t an easy journey, holding a beautiful body I loved and hoped the best for, and presenting it to people who brazenly suggested that it was not worthy of the future it deserved. Though the bitterness lingers and sometimes I try to fight it- I do believe that experiencing such difficult feelings has helped me process a lot of what I had thought was unprocessable. An incredible support system who reminded me every step of the way how precious my body and I are were important. My therapist talking me down from disordered eating episodes was important. Discarding binary ideas of fat distribution and body types was important. Talking to my body every day and praising it for surviving such a tough transition was so incredibly important. Do I think if I was thin and white this journey would have been different? Yes, absolutely. But at what cost does desiring being thin and white take away from the phenomenally empowering experience of choosing my agender final form in all my fat, black glory? In the end, I am exactly as I am meant to be. About Thokozani Mbwana (they/he): Thokozani is a nosey researcher by day and an Ancestor-summoning poet/writer by night. Their work explores existing and becoming and the murky confusion in between. Find their debut poetry chapbook The Sunflower Faces East At Dawn here and personal essays chapbook Agender Daydreams here Connect with Thokozani: Twitter: @writtenbyflora Instagram: @ur_fave_uncle

Yassine Senghor and Chloë Davies set out how we can all proactively advocate for People of Colour. A common mistake when discussing LGBTQ+ inclusion is generalising experiences and ignoring intersectional differences. When we don’t address the specific issues affecting LGBTQ+ people of colour, we turn a blind eye to the implicit bias and historical conditioning that perpetuates racism, even within the Queer Community. We also miss out on the potential for inspiration, synergy across our movements and the opportunity to drive even greater change as LGBTQ+ leaders and allies within our communities and organisations. Watch this webinar to... - Learn how to address issues affecting Black LGBTQ+ people. - 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 Yassine Senghor's work. Learn more about Chloë Davies'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!

Tash Thomas and Tate Smith discuss how it is everyone's responsibility to help those who come after them. The need for Queer Leadership development has never been more urgent. As the emphasis on recruiting 'diverse' talent increases, how do we ensure that we are attracting, nurturing, and empowering future LGBTQIA+ leaders. This webinar is about fostering spaces, systems, and cultures where future Queer Leaders are inspired to challenge the status-quo, think critically, and take up the mantle on the path to driving change and creating a better working world for all of us. Watch this webinar to... - Cultivate more knowledge and understanding of global LGBTQIA+ issues - Discover new methods for creating more inclusive cultures at work - Find practical self-care tools and tips for managing your mental health - 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 Tash Thomas's work. Learn more about Tate Smith'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!

Sonny Thaker, Eva Echo, Erica Rose and Geff Parsons discuss the importance of paving the way for others. A live panel discussion with four Queer Leaders, who will each be sharing their stories and unique lived experience through the lens of their different LGBTQ+ intersecting identities. Be prepared to gain some insight and perspective as well as some practical advice around creating more inclusive cultures in the workplace. Key Discussion Points: - Making lasting positive impact - The importance of values driven culture - How what we do in the workplace can influence the wider world. Learn more about Eva Echo's work. Learn more about Erica Rose's work. Learn more about Geff Parsons'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!

Erica Burton, Anick Soni, Maylis Djikalou and Suresh Ramdas discuss their experiences with addiction as LGBTQIA+ People. A live panel discussion with four Queer Leaders, who will each be sharing their stories and unique lived experience through the lens of their different LGBTQ+ intersecting identities. Our panellist discuss Language Framing, differing interpretations on the definition of 'mental health,' their own mental health journeys, as well as what having good mental health means to them. Learn more about Erica Burton's work. Learn more about Anick Soni's work. Learn more about Maylis Djikalou's work. Learn more about Suresh Ramdas'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!

Kanndiss Riley, Kodo Nishimura, Andrew Seedall and Alex D'Sa all share their experiences as Queer Leaders of Faith. A live panel discussion with four Queer Leaders, who will each be sharing their stories and unique lived experience through the lens of their different LGBTQ+ intersecting identities. Key Discussion Points: - How does faith and Queerness interact? - Where can we find spaces as LGBTQ+ People within faith communities? - God is Love - Advice our panellists would offer others who are struggling to reconcile their Queerness with their faith Learn more about Kanndiss Riley's work. Learn more about Kodo Nishimura's work. Learn more about Andrew Seedall's work. Learn more about Alex D'Sa'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!