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The business case for investing in talent development has never been stronger, and those who don't prioritise upskilling risk being left behind. In a world where automation, AI, and hybrid work are reshaping how we connect, communicate and lead, one truth has become impossible to ignore: the future of work will be driven by human-centred skills. The skills that now define great organisations aren’t purely technical; they're emotional, relational, and deeply human. Empathy, adaptability, active listening, and emotional intelligence are no longer “nice to have” leadership traits; they are strategic business assets . Harvard Business Impact   found 70% of leaders believe they need to master more effective leadership behaviours to meet current and future business needs. According to the World Economic Forum’s Future of Jobs Report (2025) , nearly 40% of current skills will be obsolete by 2030 , while analytical thinking, empathy, resilience, flexibility, and curiosity are among the fastest-growing priorities for employers. Yet most companies are still underinvesting in developing these skills, even in the face of retention challenges, disengaged teams, and leadership burnout. We Create Space has worked with 200+ organisations since 2020 to address these challenges head on through digital learning, talent development, shared experiences and data-led insights to create inclusive cultures and build community, at a global and local level.  U tilising our Leadership Collective of 300+ global experts, we combine lived experience, structured feedback and coaching to develop skills, not just teach theory. Using frameworks for managing tough conversations, giving feedback, and crafting clear messages that build trust to help leaders connect strategy to purpose and values, grounding vision in inclusive decision-making. The Rising Value of Soft Skills Soft skills are often called “power skills” because they fuel everything from innovation to retention. But their importance is growing faster than many organisations realise.  The World Economic Forum  notes that seven in ten companies  now rank leadership, social influence, and resilience among the most in-demand capabilities for 2025 . Meanwhile, Gallup’s 2024 Employee Upskilling Report  found that employees who feel encouraged to learn new skills are 47% less likely to leave  their organisation. This means that how  people learn and what  they learn directly impacts belonging, retention, and performance. For underrepresented or historically marginalised employees, access to soft skill development can be transformative, empowering them to lead with confidence in systems not originally built for them. "Soft skills are the foundation of psychological safety, the single greatest predictor of team performance."  - Amy Edmondson, Harvard Business School WCS Resource: What is Psychological Safety? And why do I need it? Inclusion, belonging, and leadership development are therefore not separate challenges. They are interconnected and when approached together, they drive measurable business results. From Technical Capability to Emotional Credibility In most organisations, professional development has traditionally focused on role specific technical mastery or compliance. But today’s workforce expects something more personal, training that translates to future roles and helps them communicate effectively, lead with empathy, and navigate differences with confidence.  McKinsey’s Upskilling Imperative report shows that 42% of workers are actively seeking upskilling opportunities , but most cite lack of support from employers as their biggest barrier. This isn’t about “emotional training” for the sake of it; it’s about building the emotional intelligence that powers innovation . Teams perform best when people feel seen, respected, and psychologically safe. This is why soft skills are business critical to drive scalable talent pipelines and current research confirms this.  The Mercer Global Talent Trends 2024–2025 Report  highlights that: Improving people managers’ skills  is now the #1 HR priority worldwide. Employee upskilling  ranks as the top driver of productivity (51%). Organisations that reward skill development see higher engagement and lower attrition. The Retention ROI of Soft Skill Development It’s not just a feel good exercise, the numbers are clear. Employees who are recognised for learning new skills are 75% more likely  to feel motivated to continue upskilling. ( 1 ) Workers encouraged to learn are 47% less likely  to be looking for another job. ( 2 ) In fact employee retention is 20 times greater at companies with a focus on leadership development. ( 3 ) At a time when replacing an employee can cost up to 200% of their annual salary, soft skill investment is one of the most cost effective retention strategies available. Developing cultural competency, building resilience, active listening, and inclusive leadership skills also improves team cohesion creating the conditions where diverse talent can thrive.  The Skills of the Future are Human-Centred The shift to human-centred talent development  is already underway. Across sectors, from finance to retail to logistics, organisations are realising that belonging, inclusion, and wellbeing are not side initiatives, they are key drivers of engagement, retention, and productivity . Soft skills that will define leadership success over the next five years include: Core Soft Skills Business Impact Emotional Intelligence (EQ/EI) Builds trust, improves team cohesion Empathy & Active Listening Increases psychological safety and innovation Resilience & Agility Enables adaptability during change Courageous Communication Strengthens feedback cultures and conflict resolution Cultural Intelligence (CQ) Supports global collaboration and equity Storytelling for Influence Enhances leadership credibility Boundary Setting & Self-Awareness Prevents burnout and compassion fatigue In other words, the most important technologies shaping the future of work are human beings . Best in Class Practices from Leading Organisations Forward thinking organisations are already integrating emotional skill development into their leadership ecosystems. For example: Microsoft introduced empathy based leadership training linked to innovation metrics, improving team psychological safety by 17% within one year. Salesforce built “Inclusive Leadership Playbooks” to equip managers with soft skill practices that directly impact promotion and retention outcomes. Accenture  and Unilever embed emotional intelligence and storytelling modules into all leadership pathways, resulting in higher engagement and internal promotion rates. Coventry City Council worked with We Create Space to deliver a leadership development programme for LGBTQ+ employees . 60% of participants felt extremely confident in their ability to use the skills they learned across all sessions vs only 16% feeling confident before the programme started. Conclusion: Human-Centred Skills Are the Future of Work At We Create Space, we believe the next era of competitive advantage lies in how well organisations equip people to connect, belong, and lead authentically . We Create Space bridges this gap by reframing belonging, wellbeing, and inclusion through the lens of leadership development and talent growth . Through leadership programmes, consultancy, and community powered learning, we help organisations transform soft skills into a measurable lever for retention, engagement, and sustainable performance. This is inclusion as a performance strategy , one that reduces attrition, builds loyalty, and strengthens brand reputation. We help clients: Develop emotionally intelligent leaders  who can manage complexity and model inclusion to accelerate business growth. Turn ERGs into talent accelerators , building communities that retain and develop underrepresented talent. Equip people managers  with the tools to navigate difficult conversations with empathy and confidence to foster connection. Embed wellbeing into leadership pipelines , making sustainable performance a shared goal. How We Help Organisations Build These Capabilities We Create Space supports clients through three integrated pillars that reflect the future of work: Talent Development Solutions We design experiential, evidence based learning that strengthens soft skills at every level from early career professionals to senior executives. Each programme blends storytelling, neuroscience, and reflective practice to ensure learning becomes habit, not theory. These solutions are strategic investments  for retention, engagement, belonging, and internal mobility that help create a pipeline of talent and opportunities.  Our consulting services help organisations translate inclusion into measurable talent, retention, and engagement outcomes. Through belonging audits, engagement diagnostics, and leadership coaching, we identify cultural friction points and build long-term talent strategies. This could look like:  Community Strategy Design (internal ERG/Networks) Community Activation Labs (events, storytelling) Community Measurement & Impact Reporting (linking belonging to retention) WCS Resource: Top 10 Training Programmes: Talent Development for Early Career Employees Integrated Membership Packages Our annual integrated memberships give clients modular access to workshops, insights, and executive coaching. We help organisations build learning ecosystems  that sustain growth over time, embedding emotional intelligence into their everyday culture. These memberships leverage consultancy, data insights, and community-based learning for long-term impact. Working with We Create Space increases your resource efficiency and access to intersectional perspectives to help you focus on organisational and culture change.    Community Building For organisations striving to build a more inclusive, engaged, and thriving workplace, we believe community-building isn’t just a solution. It’s the foundation. We Create Space is built on a global network of intersectional and diverse experts made up of trained DEI specialists, therapists, certified coaches, consultants, mental health professionals, activists, senior execs, legal experts, community builders, and corporate change-makers. This community model ensures every programme is authentic, intersectional, and inclusive . Working with WCS means organisations gain access to a living ecosystem of shared learning, data insights, and storytelling to transform training into connection. WCS Resource: Community Building 101: Our Top 30 Considerations. 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!

Another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Queer Journeys is a series where we sit down with queer individuals from around the world to explore identity, resilience, and the path to self-acceptance. Each story reveals the personal triumphs and challenges that shape the pursuit of living authentically. In this episode we meet Cora Hamilton, a 2025 WCS Awardee and the Co-Founder and Director of uns*, the only queer model agency. Originally from London and based in Berlin for 5+ years, Cora is a photographer and speaker who celebrates and centers marginalised voices and stories in their work, as well as advocating for a more inclusive fashion industry. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters  so you can stay up to date!

Jon-Paul Vicari and Yangfa Leow explore how to create inclusion when community building. At We Create Space, we see the transformative power of community every single day. When it comes to championing inclusion & creating space in which everyone can thrive, we believe community-building isn’t just a solution. It’s the foundation. We were thrilled to invite Oogachaga to join us for the fourth edition of Community Building 101. Hosted by WCS Managing Director Jon-Paul Vicari in conversation with Yangfa Leow, Executive Director of Oogachaga, this instalment focused on the key pillar of ‘Inclusion’ as a fundamental factor in creating impactful & sustainable communities that provide both a sense of belonging & purpose.  In previous Community Building 101 sessions we have spoken with the teams behind Trans+ History Week , Voda: The LGBTQIA+ Mental Wellbeing App and UK Black Pride . The objective of Community Building 101 is to provide actionable strategies & tools to promote effective change, collective learning, workplace culture & shared values. It also serves as a talking point for how grassroots principles can be applied in corporate settings and vice versa. We asked our speakers to share their main takeaways from the event: Jon-Paul Vicari Be adaptable, each person/community will have different needs and a one size fit all approach can be harmful. Inclusion can’t happen without feedback. Creating systems to collect and action feedback is how community groups evolve and thrive. We have an obligation to be culturally competent and embrace the richness of queerness that exists around the world. Yangfa Leow Communities matter, and so does community building Leaders are not all born, and leadership doesn’t always come naturally! Our History matters as much as our Present and our Future. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

We delve into our partnership with Amazon's LGBTQ+ ERG 'Glamazon', who helped us deliver WCS Awards 2025. Overview When Sebastian Dalla Ba, President of Glamazon Barcelona and long-time advocate for LGBTQ+ visibility, took the stage at the WCS Queer Leaders Awards in June 2025, he stood not just as an individual awardee, but as a representative of the power of ERGs and the strength of a supportive queer community inside a global company. Championed by his peers and ERG colleagues, Sebastian’s recognition for Queer Leadership in Corporate Inclusion wasn’t just about him. It was a shared victory for Glamazon Spain, a team of passionate, self-organized LGBTQ+ employees working daily to carve out space for belonging. This case study explores how one grassroots ERG turned a nomination into a moment of international visibility and created a ripple effect of affirmation, connection, and leadership. Collaboration Objectives: Celebrate the real work of ERGs and community members within large systems. Honour the courage and consistency of Sebastian and Glamazon Spain in championing inclusion. Offer an affirming experience for ERG members to connect with global queer leaders. Create a platform to share stories of change led from the inside, not the top. "This recognition reminds me that being proudly myself - in all my dimensions - allows me to transform what others see as limitations into unique perspectives. It shows that there are countless beautiful ways to experience and shape the world."  - Sebastian Dalla Ba, President of Glamazon Barcelona Partnership Deliverables: Award recognition for Sebastian Dalla Ba in the category of Queer Leadership in Corporate / Workplace Inclusion 12 Gala tickets for Glamazon Spain members and LGBTQ+ Amazon Spain staff, offering access to an uplifting, international celebration On-site and online visibility through WCS platforms, highlighting peer-led leadership and ERG resilience Emotional connection and community with queer professionals, creatives, and activists from over 20 countries Visibility with Integrity: In contexts where corporate support may be limited or evolving, Glamazon Spain's impact is rooted in its constancy. Through internal advocacy, mentorship, and culture-shifting presence, they’ve built visibility from within. The award gave that work a spotlight, without compromise. " This award isn’t just mine; it belongs to our entire community ."   - Sebastian Dalla Ba, President of Glamazon Barcelona What's Next? This recognition is only the beginning. The partnership opens space for: Tailored online or in-person events where ERGs connect with global queer leaders Opportunities for ERGs to nominate their own changemakers and get them visibility Future collaborations that centre people over policy, because grassroots leadership is where real culture change begins Key Takeaways Empowered ERGs are engines of change, even within complex or inconsistent corporate structures Community-led recognition has deep, lasting impact for morale, retention, and identity Celebrating queer leadership publicly matters, and WCS offers a platform to do it with purpose ERGs help shift culture from the inside by building safe, visible, and inclusive spaces WCS provides accessible, strategic support to amplify ERG impact without large budgets 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!

Dr Paul Taylor-Pitt shares his Queer Author Journey and the process behind writing his debut book. Have you ever considered writing a book to share your voice, expertise & passion with the world? Our network of experienced queer authors are here to share their journeys, bring tough topics into every-day conversations and provide you with tips & guidance to help make your publishing dream a reality. In 'Queer Author Journeys' (formerly Book Club), authors demonstrate how they drive awareness and create positive change for LGBTQ+ communities through through harnessing their leadership, lived experience & creative talent. 'Still Here! Still Queer! Now What?' by Dr Paul Taylor-Pitt Still Here! Still Queer! Now What? is the debut book by Dr Paul Taylor-Pitt, written for LGBTQ+ people in mid-life who refuse to fade into the background. It’s a mix of memoir, manifesto, and practical guide— helping us break the silence around queer aging and build the vibrant, unapologetic lives we deserve. Because mid-life isn’t an ending. It’s a new beginning. Dr. Paul Taylor-Pitt is an award winning Organisation Development Consultant, Somatic Coach, Mentor, Facilitator, Activist, Writer & Podcaster. He's also part of the WCS Leadership Collective. As well as being in-conversation with Neil Hudson-Basing, Community & Events Director for We Create Space, around his experience of writing the book, why its so important, share his tips & guidance and the challenges around publishing. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

Corporate activist Stef Tudorascu shares what Queer Leadership means to her. New for 2025, UNLOCK, powered by We Create Space, is thrilled to introduce 'Queer Leadership 101: Lesson learnt from my journey as an LGBTQ+ change maker’ - Our new online, bite-sized series focusing on change makers and role models creating positive change locally and globally. During each 30 minute session, you'll hear all about our guest speakers' stories as they share more about who they are, what they do & how they show up in the world as a Queer Leader. There will also be an opportunity for questions & discussion. Our guest speaker this month is Stef Tudorascu (she/her). Stef is a queer/bisexual cisgender woman originally from Romania, who now resides in the UK. As a first-generation immigrant, she has navigated a profound journey of self-discovery and acceptance, having come from a background where her identity was subject to marginalization and discrimination. Today, Stef fully embraces every aspect of her identity and is committed to corporate activism, advocating for inclusive spaces that empower others to explore and express their identities at their own pace. Stef is a passionate advocate for queer rights, as well as spreading awareness of anti-Roma racism across both Eastern and Western European countries. If you are someone who envisions yourself as a Queer Leader now or in the future, this is for you! The sessions aim to empower you with insights, inspiration & practical take-aways centred around our core pillars of community building: Inclusion, Wellbeing & Leadership. We hope you can join us as we come together to shine a spotlight on our Queer Leaders & learn, connect & grow as a community. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

We sat down with 2025 WCS Awardee Sebastian Dalla Ba to talk about his Queer Leader journey and role as President of Glamazon Barcelona. This year we were proud to present Sebastian Dalla Ba a WCS award in Corporate Inclusion for his work as the president of the Barcelona chapter of Glamazon, Amazon's LGBTQ+ ERG. As a long-standing member of the WCS Community and a trailblazing Queer Leader, we caught up with Sebastian about his leadership journey and what this award means to him and the Glamazon team. What does receiving the WCS Award for Queer Leadership in Corporate Inclusion mean to you personally? Sebastian : This recognition reminds me that being proudly myself - in all my dimensions - allows me to transform what others see as limitations into unique perspectives. It shows that there are countless beautiful ways to experience and shape the world. Not so long ago, you came out to the world about your vision impairment. How and why did you make this decision? What does intersectionality mean to you? Sebastian : Living with visual impairment while being queer taught me that our supposed limitations can become our greatest strengths. Through my content creation and advocacy work, I highlight how the world isn't designed for everyone. Intersectionality for me means embracing all aspects of who I am - being Latin, gay, and having a disability - and using these perspectives to create more inclusive spaces. Can you tell us about your journey at Amazon and how you came to lead the Glamazon Barcelona chapter? Sebastian : I joined Amazon in summer 2022 as a Catalog Specialist. I started as an active participant in Glamazon events, which led me to join the board. My experience living with low vision and being part of the LGBTQ+ community drove me to create more inclusive spaces within the company. A key moment was realizing how my intersectional identity could help others. Through organizing over 25 events reaching 1,000+ people, we've created visibility and fostered inclusion across multiple dimensions - from LGBTQ+ rights to accessibility awareness. What did it mean to have your ERG team champion your nomination? How do you see this recognition reflecting the work Glamazon Spain does behind the scenes? Sebastian : This award belongs to our entire community. The support from both Glamazon and Latinos (and other AGs) at Amazon shows how ERGs can create real change when we work together. While Glamazon is a global ERG with over 65,000 members and 130+ chapters worldwide, each chapter operates independently to serve its local community. In Barcelona, we've focused on creating meaningful impact through specific initiatives like participating in Barcelona Pride for the third consecutive year, joining the LGBT Cambra of Barcelona, and collaborating with other local ERGs to create intersectional events. We're one of two active chapters in Spain, alongside Madrid, and this award validates our grassroots approach to creating change at the local level while being part of a larger global network. How did your relationship with WCS start and how did it influence your journey at Amazon? Sebastian : My journey with WCS began when I attended a panel discussion at The Hoxton. The authenticity and depth of the conversations deeply resonated with me, and I felt an immediate connection to their mission. I reached out to them because I wanted to be part of this movement and share my own story. They offered me the opportunity to write an article about my experience as a queer person living with low vision, which became a pivotal moment for me - it felt like coming out of a second closet. Being able to openly share my story about navigating daily life with partial sight, including the challenges in both personal and professional settings, was incredibly liberating. This experience with WCS gave me the confidence to be more vocal about all aspects of my identity at Amazon, leading to more authentic leadership and advocacy work in our ERGs. How did it feel to be honoured in a space created specifically for queer leadership ? Sebastian: Being recognized in a space specifically created for queer leadership was particularly meaningful given my previous experiences. I came from a company where, not too long ago, leadership openly discouraged employees from attending Pride events, and where homophobic jokes around the coffee machine were commonplace and went unchallenged. So being celebrated for the very aspects of my identity that I once had to hide feels revolutionary. This recognition in a queer leadership space validated not just my work, but the importance of bringing our whole selves to leadership roles. It demonstrated how far we've come and how corporate cultures can evolve - from spaces where we must hide who we are to ones where our authenticity and vulnerability are recognized as leadership strengths. This award represents not just personal validation but hope for others who might still be in workplaces where they can't be their true selves. How has this award impacted your team or visibility within Amazon? Sebastian: This recognition has amplified our message about the power of intersectional inclusion. It's helped strengthen our partnerships across ERGs - from PwD to Latinos - and shown how diversity in leadership enriches our corporate culture. What’s your vision for the future of ERGs like Glamazon in shaping workplace culture globally? Sebastian: My vision goes beyond just maintaining what we've built - we need to actively defend and strengthen these spaces. It's crucial for younger generations to understand that LGBTQ+ rights, both in society and within companies, are not guaranteed - they need constant validation and protection. We can't take ERGs for granted or assume they'll always be there. My message to those under 25 is: these spaces exist because people before you fought for them, and they'll continue to exist only if you step up to lead them. We need fresh voices, new perspectives, and young leaders to step forward and take ownership of these groups. While individual success is meaningful, collective progress is transformative, and that progress requires active participation from every generation. I want to see more young professionals not just joining ERGs, but raising their hands to lead them, bringing their energy and perspectives to shape the future of workplace inclusion. Remember: these spaces are necessary, but they're also fragile if we don't actively defend and nurture them. What would you say to other ERG leaders or companies considering partnering with WCS or nominating someone for next year? Sebastian: As I would tell my younger self: 'Stay true to yourself, always.' For ERG leaders considering WCS partnership, it's an opportunity to amplify your impact and connect with a global community of changemakers. Don't be afraid to show your authentic self - your story matters and can inspire others to create change. 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!

Ready to evolve your leadership culture? Here are some of our most impactful programmes designed to equip managers with the skills development, awareness, and emotional intelligence needed to lead diverse teams in a changing world. At We Create Space, we believe leadership is a practice, not a position. Effective leaders don’t just manage; they inspire, connect, and create environments where others can thrive. Leadership development tailored to the roles of people managers is essential to building a thriving and sustainable corporate culture. Drawing on our Community Building 101 principles of inclusion, wellbeing, and authentic leadership, we help organisations reimagine what great leadership can look like and why investing in it today pays dividends tomorrow. Here are our top ten leadership programmes designed to strengthen culture, confidence, and compassion across your business. 1. Leading with Influence & Impact  Learn how to lead beyond authority. This session equips managers with the communication and relational tools needed to inspire action, influence upwards, and drive collaboration across complex organisations. 2. Inclusive Leadership: From Awareness to Action  Leaders set the tone for inclusion. This programme moves beyond awareness, providing practical strategies for mitigating bias, modelling allyship, and embedding equity in decision-making processes. 3. Coaching with Compassion Great leaders coach, not command. In this session, we explore how empathy and curiosity can transform feedback and performance management into growth-driven conversations that build trust and motivation. 4. Emotional Intelligence for High-Performing Teams Emotional intelligence is the number-one predictor of leadership success. This workshop blends science and storytelling to help leaders recognise emotional triggers, manage stress, and foster connection in their teams. 5. Navigating Change & Leading Through Uncertainty Leaders today are constantly navigating transformation. This training provides tools for resilience, adaptability, and maintaining morale during change, helping teams stay grounded and aligned to purpose. 6. Psychological Safety: The Foundation of Innovation When people feel safe, they take risks that drive creativity. This session helps leaders understand the link between safety, inclusion, innovation, and provides actionable strategies to build it into daily practice. 7. Vision, Purpose & Values-Based Leadership Reconnecting strategy to purpose is what differentiates good leaders from great ones. This reflective programme helps leaders articulate a clear, values-led vision that inspires their teams and builds credibility. 8. Brave Conversations & Conflict Transformation Courageous conversations are central to effective leadership. This practical session builds confidence in navigating discomfort, resolving conflict, and communicating with authenticity and empathy. 9. Building Resilient & Adaptive Teams  Resilient teams are the backbone of sustainable success. We’ll explore the tools and rituals leaders can use to promote wellbeing, adaptability, and collaboration across hybrid and global workforces. 10. Legacy Leadership: Mentorship, Allyship & Impact True leadership creates leaders. This closing session explores mentorship, intergenerational learning, and allyship as essential tools for legacy-building, ensuring impact long after your tenure. 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!

Ready to unlock the potential of early career employees? Here are some of our favourite talent development programmes designed to cultivate the future leaders of tomorrow. At We Create Space, we know that developing people isn’t just about performance, it’s about cultivating purpose in your business . Today’s employees want more than skills; they want growth, belonging, and a sense of contribution . When we invest in talent development through an inclusive and holistic lens, we empower individuals to thrive, not just within their teams, but as part of a connected, values-driven culture. Drawing on insights from our Community Building 101 framework and experience designing bespoke development programmes for 200+ global organisations, we’ve curated our top ten training programmes to strengthen, engage, and retain your people . All of our events, training programmes, and corporate solutions are fully bespoke, delivered by our global team of experts, and tailored to your needs. Don’t be afraid to get in touch if you’re looking for something not on this list! 1. Discovering Strengths & Growth Mindsets  Help employees unlock their unique strengths and explore what drives them. This interactive session introduces growth mindset theory and practical reflection tools, empowering participants to take ownership of their personal development and career trajectory. 2. Emotional Intelligence in the Workplace   A foundational session exploring how emotional awareness shapes performance, communication, and collaboration. Participants learn to manage emotions under pressure, strengthen empathy, and respond with compassion, key qualities of modern, inclusive workplaces. 3. Authenticity and Professional Identity Professionalism shouldn’t mean assimilation. This workshop invites participants to explore how authenticity fuels creativity and trust. We explore the “invisible labour” of identity management and how to create workplaces where people can show up as themselves. 4. Inclusive Collaboration & Cultural Competency Global teams thrive on difference. This programme supports employees in understanding cultural nuances, communication styles, and bias, enabling more effective and equitable collaboration across diverse teams and markets. 5. Building Confidence & Influence Empower your employees to use their voice. Participants will identify their values, craft personal narratives, and learn techniques for communicating ideas with clarity and confidence, helping emerging talent step into their power. 6. Creating Psychological Safety in Teams Research shows teams with high psychological safety outperform others by up to 50%. This session provides practical strategies to cultivate safety, encourage vulnerability, and promote risk-taking and innovation within your teams .  7. Navigating Change & Building Resilience Change is constant and resilience can be learned. This session combines reflective tools and neuroscience-backed practices to help employees adapt, recover, and grow through uncertainty while maintaining wellbeing and purpose. 8. Coaching for Growth & Feedback Skills Feedback is one of the most powerful tools for development when done right. This session helps employees cultivate a coaching mindset to coach peers and upward in the organisation and how to receive feedback as empowerment conversations rather than evaluation. 9. Purpose, Motivation & Career Pathways  Help employees reconnect to purpose and direction. Participants will reflect on their personal drivers, align them with organisational values, and build sustainable career plans that support engagement and retention. 10. Creating Cultures of Belonging Belonging is a driving factor in both talent development and retention. This closing module equips emerging leaders to create inclusive cultures where every employee feels seen, valued, and supported to grow. 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!

How community building principles can shape the fabric of your workplace. What does it mean to truly belong at work? For many queer professionals, finding community can be life changing. Research in the UK shows that LGB+ adults face more than twice the risk of suicide and self-harm   compared to their heterosexual peers. Studies also reveal a strong link between minority stress —that is, the chronic strain from discrimination, stigma, internalised negativity—and higher rates of anxiety and depression among queer people. That gap underlines why community-centred spaces are so essential. At We Create Space, we believe that where there is affirmation, shared understanding, and consistent support (not just occasional kindness) wellbeing can flourish. In this article, we’ll explore how  these spaces help guard against burnout, increase resilience, and enable queer professionals to lead with authenticity and strength.   The Mental Health Benefits of Community-Centred Spaces Community-centred spaces aren’t just about networking or socialising. For queer professionals, who often navigate workplaces where they may feel underrepresented or misunderstood, these spaces offer a safe environment to be fully seen and heard and can often be a lifeline when it comes to mental wellbeing. Research shows that feeling part of a supportive network can significantly reduce stress, anxiety, and the sense of isolation that LGBTQ+ professionals often experience . These spaces provide opportunities to share experiences, learn from peers, and build meaningful connections that reinforce a sense of belonging. The simple act of knowing that others understand your journey can ease emotional burdens and boost resilience. Additionally, more and more community spaces are incorporating elements of mental health training , equipping participants with practical tools to manage stress, regulate emotions, and prioritise self-care. This combination of peer support and actionable guidance helps queer professionals move beyond coping and begin to thrive, enhancing confidence, focus, and the capacity to lead authentically in both personal and professional spheres. Connection, Healing & Growth in Practice Community-centred spaces are where queer professionals really get to be themselves, without judgment, and without pressure. They’re not just “events” on a calendar, they’re places where you can connect, share, and grow alongside people who understand what you’re going through. Here’s what these spaces often look like in practice: Peer Support Circles:   Small, guided groups where you can open up, celebrate wins, or talk through challenges in a safe, supportive environment. Workshops and Training Sessions:   Practical sessions, including mental health training, that give you tools to manage stress, boost resilience, and prioritise self-care. Mentorship and Coaching:   Experienced professionals offer guidance on navigating your career, workplace hurdles, and personal development. Networking and Community Events:   Casual meetups or larger gatherings where you can make real connections, find allies, and even collaborate on projects. Being part of these spaces is about growing stronger, more confident, and ready to lead authentically, both at work and in life. Creating Inclusive Space: Why It Matters Beyond You Implementing community building principles in workplaces has far reaching benefits. Research in organisational psychology shows that when people feel a sense of belonging at work, engagement, motivation and wellbeing all rise. In fact, studies link higher levels of belonging  to a 56% increase in job performance and a 50% drop in turnover risk . Beyond helping marginalised employees feel safe and supported, inclusive spaces expose allies to a broader range of lived experiences, building empathy and stronger professional relationships. Sharing knowledge, practising self-care openly, and supporting others helps to reshape the norms of corporate workplaces in a positive way. And that ripple effect means the benefits extend far beyond the space itself. Empowering workplaces and communities to be more resilient, compassionate and inclusive. Why Self-Care Is Non-Negotiable for Queer Leaders and Changemakers Leadership always comes with responsibility, but for queer leaders and changemakers, the weight can feel even heavier. Representing a community brings visibility, pride, and influence, but it can also bring scrutiny, pressure, and high expectations. This added emotional labour makes self-care essential for sustaining wellbeing and effectiveness. Self-care here isn’t just about taking occasional breaks. Psychology research on resilience   highlights the value of consistent restorative practices , such as reflection, mindfulness, and peer support, in protecting against chronic stress and emotional exhaustion. By setting aside time to rest and engage in personal growth, leaders strengthen their clarity, decision-making and capacity to manage ongoing challenges. We Create Space built our Queer Retreats initiative with this in mind, providing a space for LGBTQ+ professionals to step back from daily pressures, recharge, and reconnect with their sense of purpose. In safe, affirming environments, queer people can better explore their vulnerabilities, share experiences with peers, and pick up practical strategies that strengthen resilience. For queer leaders at the forefront of change, prioritising self-care is a way of honouring your own wellbeing, not just your responsibilities. It ensures you can continue to inspire, lead, and make a meaningful impact without sacrificing yourself in the process. Let’s Create Space for Wellbeing Community-centred spaces remind us that we don’t have to carry the weight of our journeys alone. For queer professionals, they offer connection, healing, and the tools to thrive. Not just at work, but in every aspect of life. At We Create Space, our mission is to make sure you have the support, networks, and practices you need to prioritise your wellbeing, grow as a leader, and create lasting change. By investing in yourself and the communities around you, you’re not only protecting your mental health, you’re helping to build a more inclusive, compassionate world where everyone can flourish. 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!

Connect your organisation with the next generation of innovative, inclusive leaders. The inaugural UNLOCK Queer Leadership Summit is almost here! Taking place from 24-26th October at The Social Hub in Barcelona , this immersive 3-day experience will empower emerging queer leaders in business through experiential learning, innovation and community. For companies and organisations, the UNLOCK Queer Leadership Summit is an exciting opportunity to connect with emerging talent, build engagement and showcase yourself as an employer at the forefront of inclusion. The world is rapidly changing and we believe that future success depends on your ability to partner with and learn from the next generation of diverse thinkers. The Summit creates that space, allowing you to directly collaborate with emerging talent, gather valuable data and insights, and see innovation happen in real time. Partnering with the UNLOCK Queer Leadership Summit. Ways to Get Involved: Submit a Challenge: Present a real-world DEI or innovation challenge for participants to solve during the Ideathon. Host a Career Booth or Discovery Market Pop-Up:   Showcase your brand and connect directly with queer talent. Become a Speaker or Panelist:   Share insights on inclusive leadership and innovation. Sponsor Scholarships:   Champion access and equity for emerging leaders globally. Support a Wellbeing or Leadership Workshop:   Align your brand with personal growth and empowerment. Join as a Brand Partner:   Gain visibility, data insights, and direct engagement across 35,000+ global community members. Partner Benefits (based on tier packages): Summit passes for your team Brand logo visibility across digital & print Access to DEI courses, insights, and community data 90-min DEI consultation with WCS experts Speaker slot or branded activation opportunity Networking with queer leaders, experts and partner brands Why partner with us? Tap into a global innovation pipeline and connect directly with emerging talent developing fresh, data-driven ideas and solutions to real-world business challenges. Strengthen your employer brand by aligning with an international platform that celebrates creativity, collaboration, and forward-thinking leadership. Access exclusive insights from live teamwork and ideation sessions during the Tech Ideathon: a unique window into how tomorrow’s leaders think, problem-solve, and innovate. Shape the future of leadership and innovation by mentoring, sponsoring, or co-designing activities that cultivate new skills and perspectives across industries. Sponsoring Attendance to the UNLOCK Queer Leadership Summit. Looking to empower new talents in your organisation? Purchase corporate passes for new leaders, employees and ERG members to attend the UNLOCK Queer Leadership Summit  as part of their leadership and professional development pathways. Recognise Summit attendance as: Part of your Learning & Development   A career development opportunity  supported by HR or Talent teams. A chance to represent your company  in a global queer leadership network. 🎟️ Corporate passes available (from €500) 💌 Email  unlock@wecreatespace.co  to become a partner or sponsor your team’s participation.  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!

Insights on prioritising wellbeing in DEI from our latest WCS Insights Report. Co-authored by Coda Nicolaeff This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025 . Here, we focus on the critical need to safeguard the wellbeing of DEI practitioners to ensure the long-term success of diversity, equity, and inclusion initiatives. The wellbeing of DEI practitioners is increasingly recognised as a crucial factor in the success of DEI efforts. These roles often involve navigating complex, emotionally charged issues within organisations, which can lead to significant emotional labour and stress. In 2025, organisations must move beyond superficial wellbeing initiatives and focus on providing structural support, fostering psychological safety, and managing workloads effectively. Protecting the wellbeing of DEI professionals is not just a moral obligation but a strategic necessity to sustain long-term DEI progress and retain top talent. The Emotional Toll of DEI Work DEI practitioners frequently act as informal counsellors, supporting colleagues through identity-related challenges. This work often goes beyond their formal remit, leaving them to manage the emotional strain of addressing sensitive topics while pushing for systemic change in potentially resistant organisations. “We often do this job alone, that’s one of the biggest challenges. The nature of this work means we’re going against the grain of what’s been done for years, pushing people out of their comfort zones… By the time leadership was finally ready to listen, I was completely burnt out .” - Practitioner in law Access to mental health support—such as therapy, well-being resources, and peer networks—was highlighted as a critical need for practitioners to share experiences and develop coping strategies. Without these resources, the risk of burnout increases significantly. Career Limitations & High Turnover DEI roles often lack clear pathways for upward mobility, resulting in high turnover rates. Practitioners noted that many DEI professionals leave their roles within three years, particularly those from marginalised backgrounds. The lack of career progression and recognition for the expertise required in DEI positions often leads to frustration and burnout. “If you look at most DEI practitioners, they tend to stay in a company for less than three years, and then they leave… We’re in these ‘Jesus roles’—they hire us, expect us to turn water into wine… We can be the strategist, the lead, and the advocate, but we can’t have it all on our shoulders.” - Practitioner in entertainment To address this, organisations must invest in creating career pathways that recognise the expertise and emotional labour required for DEI work. Providing opportunities for growth and fair compensation is essential to retaining talented professionals and preventing the cycle of turnover. The Importance of Setting Boundaries Setting and respecting boundaries is essential for managing the emotional and professional demands of DEI work. Practitioners stressed the need for leadership to support DEI teams in establishing clear limits, allowing them to focus on strategic initiatives rather than being consumed by reactive, day-to-day challenges. “I’m really clear now on what my non-negotiables are, and I want other practitioners to be clear too. I don’t live to work—work allows me to have a life… If we want to do this work sustainably and not burn out, we have to have healthy boundaries. We have to balance hope with reality.” - Practitioner in technology Leadership guidance and robust organisational structures can empower DEI practitioners to delegate responsibilities and redirect complex issues to appropriate resources. These measures are crucial to ensuring that DEI professionals can maintain focus and avoid emotional exhaustion. The Path Forward To protect the wellbeing of DEI practitioners and sustain organisational progress, organisations should: Provide Tangible Support:   Offer mental health resources, including therapy and emotional support networks, along with explicit leadership backing to address the burden of emotional labour. Define and Respect Boundaries:   Establish formal guidelines to prevent DEI professionals from being overburdened, ensuring leadership enforces and respects these limits. Promote Career Growth:   Create clear advancement pathways, including leadership development programmes and fair compensation, to prevent stagnation and demonstrate the value of DEI work. Mitigate Emotional Labour:   Train teams to share responsibilities, reduce reliance on DEI professionals as counsellors, and foster an environment where practitioners can focus on strategic goals. By implementing these measures, organisations can create an environment where DEI practitioners thrive, ensuring the sustainability and effectiveness of their efforts. This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025  series. To learn more, check out the full report here . Stay tuned for more as we continue sharing our learnings with our community. 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!

LGBTQ+ advocate Pius Kennedy shares what Queer Leadership means to them. New for 2025, UNLOCK, powered by We Create Space, is thrilled to introduce 'Queer Leadership 101: Lesson learnt from my journey as an LGBTQ+ change maker’ - Our new online, bite-sized series focusing on change makers and role models creating positive change locally and globally. During each 30 minute session, you'll hear all about our guest speakers' stories as they share more about who they are, what they do & how they show up in the world as a Queer Leader. There will also be an opportunity for questions & discussion. Our guest speaker for September 2025 is Pius Kennedy (they/them, one of our WCS Queer Leader Awardees for 2025! Pius is a bold and passionate queer leader from Uganda, currently serving as Programs Manager at Africa Queer Network (AQNET). With over five years of experience in LGBTQ+ advocacy, research, and community organising, Pius has led transformative initiatives focused on health equity, crisis response, and leadership development for LGBTQ+ individuals across Uganda. Pius is known for supporting shelters, coordinating acts of kindness campaigns, and fostering regional collaborations that centres community voices. As someone who has lived through systemic violence and discrimination, Pius uses both personal resilience and professional strategy to push for inclusive systems. Their work represents resistance, restoration, and the hope that queer Ugandans can live freely and with pride. If you are someone who envisions yourself as a Queer Leader now or in the future, this is for you! The sessions aim to empower you with insights, inspiration & practical take-aways centred around our core pillars of community building: Inclusion, Wellbeing & Leadership. We hope you can join us as we come together to shine a spotlight on our Queer Leaders & learn, connect & grow as a community. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

Strategies for accessing joy in turbulent times. Across the world, political shifts are making it harder and harder for LGBTQIA+ people to live freely as themselves. From rising conservatism and anti-LGBTQIA+ rhetoric to segregation through bathroom bills and diminishing financial support for LGBTQIA+ charities and organisations, many queer people are feeling deflated and exhausted. Living in a capitalist society with so many demands on our time and attention can make it even harder to process these feelings. This month, WE CREATE SPACE hosted an open forum for individuals from our community to come together and discuss how we can cultivate queer joy. This conversation was about moving beyond seeing queer joy as just frivolous fun, and recognising how we must nurture, prioritise and protect it as an act of resistance in the current political climate. The 90 minute session began in-conversation with two WCS Collective members who are experts on all things joy: TEDx speaker, content creator and author of 'The Book of Non-binary Joy' Ben Pechey (they/them) and multi-disciplinary performer and creative facilitator Ki Griffin (he/they). Together, Ben and Ki discussed how systemic and intersectional issues can create barriers to us accessing joy and how they both personally approach fostering joy in their day to day lives. " It's always nourishing and a learning experience when you hear from incredible speakers that have a wealth of knowledge. "  - Participant feedback. Community Reflections At the start of the session participants voiced what was getting in the way of them experiencing joy as queer people. These answers included:  Feeling restricted by social norms and the pressure to 'fit in' Biased and negative media coverage of LGBTQIA+ issues Removal of policies protecting LGBTQIA+ people at work Ignorance towards LGBTQIA+ people Political leaders, such as Trump and the UK Labour Party. Anti-trans extremists " Loved the facilitators and how they worked to bring people into the space. "  - Participant feedback. Breakout Spaces Participants entered breakout rooms to discuss the following prompts in small groups: Identify what is diminishing your joy Consider joy limitations ( such as situational masking where you maybe don’t feel your authentic self would be accepted/welcomed eg: work, religion, wider family.) How do you deal with that? What does joy actually mean to you? (consider what can be actioned)  Based on their answers to these questions, participants were the able to fill out an action plan on how they can cultivate queer joy in their personal and professionals lives, as well as in their wider community. Takeaways Ben Pechey ✓  Resistance to your existence doesn’t have to change how you feel about yourself. ✓  Joy can feel impossible, if it's not there, try again tomorrow. ✓ Joy is easier when it is not created in a vacuum, joy is a community pursuit.   Ki Griffin ✓ Balance the time spent within spaces where you can't be authentically yourself and ones where you can. ✓ The success of your interactions with the world/others doesn’t reflect on your worth. ✓  Go out and touch grass. Online spaces can be catalysts of negativity; get out and be in the moment. “ I always feel part of the WCS sessions, seen, visible and heard. ” - Participant feedback While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Guest writer Zee Monteiro explores how grief has informed their transition as a non-binary person. I used to think that to love my body I had to change it quickly without looking back, but I quickly realized a few months into starting testosterone, that I had to deal with the intense level of anger and grief that was located in my body. I was so focused on the external side of my body and thought the faster I could escape the shape I was given, the sooner I could arrive at peace. I was still unclear about how my body would look and apprehensive about whether I wanted top surgery or radical breast reduction. I had a connection to womanhood that I wasn’t ready to let go of, or so I thought I had to at that time. I was annoyed at my own grief, and did not understand the anger it held. I was surprised by the way it would show up in every corner of my body. I realized that my grief was not just about gender, it was layered: grief for the years I spent trying to make peace with a body I did not feel at home in; grief for the younger version of myself who did not have the words for this; grief for failing to be a ‘daughter’; and grief for how my masculinity has always been overlooked or dismissed my my family. I also felt grief around what I was leaving behind, my shape, my softness, the comfort others found in the version of me that I was no longer willing to maintain. Even if those things weren’t fully mine, they were still parts of how I survived, how I was loved and how I was recognized. The anger also surprised me, it was during times quite explosive but most of the time, it wasn't. It was often quiet and slow burning, it showed up in muscle tension, extreme exhaustion and irritability. I didn’t know what to do with this at first but the gym and therapy helped a lot. I thought transition would make things better, cleaner. Instead it brought everything to the surface. But even in all of that, something in me did began to soften. I started to feel more at home in my body than I ever did, more settled and although this wasn't happening all the time, it was enough to notice it. Enough to trust that if I kept going, something would open up and I would be able to lean into it and eventually it did. I grieved immensely during the first four years, but also felt more aligned and realized that grief wasn’t a barrier to my transition, it was the transition. It made space to choose what my transition would look like for myself. Colonial thinking made me believe that bodies must be definite, that healing must be linear, that gender must resolve. Although I still scoured the internet for black bodies that looked the way I wanted mine to, it was also clearer about what it did not have to look like. My trans body did not have a beard or an extremely low voice, it did not walk more ‘masculine’ or wear a packer, it did not need a new name and it was allowed to connect to all the parts of the Black womanhood that I was raised with and connected to. I did not know it then, but by grieving openly, slowly, I was making space for something bigger than myself. I was remembering the body as an archive, a testimony. I am honoring the mess and the grief. I honor that my transition took the length that it took, that I chose to first start testosterone before having top surgery. I honor that I allowed myself to feel completely broken, confused and angry, that I trusted the grief enough to make space for it. I am honoring that I did not rush the process. That I let the mess teach me and allowed my spirit to come home in its own time. Zee Monteiro Zee (they/them) is a highly skilled writer, host, facilitator, and consultant with a focus on advocating for LGBTQ+ rights, anti-racism, intersectionality, and neurodiversity. They have extensive experience in facilitating, speaking, and hosting for prominent companies such as Dr. Martens, Burberry, Verizon, Consortium, Culture Shift, and others. Zee's work has been featured in notable organizations such as Stonewall UK, WCS, POCC, WMN Zine, and BINADW. 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!

Learn how to master the power of breathwork to level up your Queer Leadership. In this latest UNLOCK masterclass we explore the deep connection between consciousness, breathwork, and queer leadership. Designed for those ready to lead with greater presence, clarity, and emotional resilience. Together, we’ll uncover: - The fundamentals of breathwork and why it matters now more than ever - How your breath can support emotional regulation and grounded decision-making - Simple practices to cultivate mindfulness, shift your mindset, and expand your leadership potential - Why presence is a radical act—and how to harness it as a queer changemaker Whether you're navigating uncertainty, burnout, or simply seeking deeper alignment, this is your invitation to pause, reconnect, and breathe into a new way of leading. Our Speakers Piotr Ciepiel is a health and wellbeing advocate, champion for corporate wellness and takes his transformative Body/Mind/Energy programs worldwide. He is the Founder of MiFit Mindful Fitness. Alex Dominguez is a Mexican entrepreneur based in Barcelona, passionate about driving social impact through design, marketing, wellness, and emerging technologies. He is CMO & Founder of UNLOCK. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

Guest Writer Zee Monteiro lets us in on how Queer iconography has shaped their journey of self-understanding and acceptance. by Zee Monteiro As I worked to unlearn and relearn my identity in light of the cis-gender heteronormative expectations placed upon me, I found that iconography was instrumental in helping me understand my fluidity. Iconography refers to the use of symbols, images, and themes in art to depict movements, beliefs, or ideas. I remember being 23 years old and coming across the term and various symbols for ‘Two-spirited,’ which really resonated with me. The symbol was a visual representation of the Two-spirit Indigenous identities across Native America. It was a term used to explain how one person could have two spirits, one male and one female. The term as I have understood has now been recognized as an umbrella term to describe the fluidity of an individual, depending on the tribe and personal/spiritual relationship to themselves that sits outside of the understanding of the western and colonial understanding of the gender binary. There were different types of symbols I came across; one was shown in the form of two arrows pointing in opposite directions, the other the symbol of a double headed figure, with one head representing the female and the other the male spirit. I remember this clearly as it was not only a term that related to how I felt, but it showed that my feelings, my energies existed. I remember continuing my research to find specific West African symbols that represented the similar but no luck. I do not identify with the term ‘two-spirited’ as a way to define myself as it is not my heritage or history, but it became a way for me to unravel more about my gender and opened a door to further curiosity and understanding. In the following years I became focused on finding more about the history of queer culture and it led me to America. I learned about the internationally famous rainbow flag designed by Gilbert Baker in 1978. It served as a symbol of resistance against discrimination and a demand for change, as well as the pink triangle, used originally by the Nazi Regime to identify homosexual men but reclaimed by the LGBTQ+ community and transformed into a symbol of resistance and pride. Although these symbols impacted me in understanding the strength that ran within the LGBTQ+ community. The identity that I was sitting in, which during 2016, was still that of a Black Masculine presenting woman, I could not find the symbols that represented my intersections of race and gender. In 2018 I set out to create a Black Queer Library, Qingsland became a website focused on Black and Brown LGBTQ+ people and their experiences, with a focus on Masculine presented identities. I came across an amazing archive called Lesbian Herstory, Black Lesbians in the 70’s and before ’. It showed the diversity of gender nonconformity within the lesbian community. It became clear that, even though scattered on the internet, the archives still existed and they became a place where I was able to find myself. Within the recent years I have seen the changes of what I found in these archives becoming mainstream. The international sensation of RuPaul's drag show, and the creativity around Lil Nas X music videos allowed for conversations around self-expression through the context of entertainment. Drag shows on-and-off television showed a form of political activism and resistance surrounding the gender binary. Shortly after, the rise of the Black Lives Matter Movement, created space for change where conversations and actions about the treatment of not only Black people, but Black and Brown LGBTQ+ and specifically Trans people became mainstream. The marches in the UK, EU and US were filled with the original pride flag made by Baker, but joined with two adapted flags, one being the flag introducing the Black and Brown stripes, created by Amber Hikes and the other the progressive Pride flag made by Daniel Quasar. It sparked the global LGBTQ+ community to stand up, with unfortunately losses of people within the global LGBTQ+ community. Sarah Hegasi’s powerful photo sparked the hashtag #RaisetheflagforSarah on social media which extended the understanding of LGBTQ+ lives under threat in the Middle East and continued to steer the debate on LGBTQ+ rights and the freedom to live. Social media quickly became the tool to see and understand the conditions of people and how to support the global movement of LGBTQ+ lives. In hindsight it is surprising that in the midst of all of this, I felt ready to come out as non-binary, I accessed private Trans care and started my journey with Testosterone; or maybe it wasn’t. The push for the freedom and existence of LGBTQIA+ lives around the world, allowed me to push myself out of the fear and step into the existence of my transness. It gave the understanding that I should not wait or be weighed down by the expectations of the gender binary and move with the understanding of my energies and trusted that the people who understood my energy would simply come along. I wonder if without the uproar and fight of the global movement, and the use of social media, there would have been no change for me. Today we are still seeing the continued fight for liberation for the LGBTQ+ community, with more and more allies in our corner, learning how to use their privilege to engage in the movement and utilize their power, showing various athletes like Chris Eubank, Harry Kane and Hamilton showing their support through armbands and their social media. With the impact of the internet and social media with the use of symbolism and iconography, the understanding of how cultures around the world includes transgender, gender fluid and non-conforming individuals in their history and their present, means that there has always been and will always be a place for us in the future. Zee Monteiro (they/them) Zee is a writer, host, facilitator, and consultant with a focus on LGBTQ+ rights, anti-racism, Intersectionality and Neurodiversity. Zee is dedicated to promoting inclusion and equity, and is well-regarded for their ability to engage and educate diverse audiences on important social and cultural topics. You can find more information about Zee's work here. If you would like to book Zee 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 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!

Living with multiple identities that challenge the norms of a cisgender straight heteronormative society can present a labyrinth of emotional and behavioural conflicts. Our guest writer Zee Monteiro reflects on the influences of race, gender and spirituality on their journey to a deeper sense of self. I identify as non-binary, but I will always be a Black woman. by Zee Monteiro It's been a year and a month since I have been on low dose HRT (Hormone Replacement Therapy). Six months into my journey when the changes became more apparent, I noticed a worry, a concern in my body. Don’t get me wrong, I was enjoying the lowering of my voice and the muscle growth - but I was worried that I was losing something. Yet I couldn’t really place my emotions with the language to work out what that something actually was. Around the same time, a friend sent over a link to the Black Trans Foundation as they opened up therapy services for Black trans and non-binary individuals. This came perfectly timed, as I was needing to hash out the feelings I was experiencing, and knew that I wanted to do it with a Black Trans therapist who could support me in understanding my emotions holistically - on a personal, spiritual and professional level. A couple of sessions in, during one of our conversations around how my family raised me and the ideas of gender, Blackness, and spirituality, I mentioned something along the lines of “I am non-binary, but I am a Black woman, it's a spirit I cannot and do not want to lose.” My therapist, a Black trans man, nodded. I took a deep breath and realized that this was that something that I was afraid of losing - the spirituality that I received through my Black female body and the womanhood I was brought up in. ''Womanhood has always been denied to Black women, therefore they had to carve their own space.'' I was raised as a Black woman, and my family is filled with Black women who are open, loud and very much present. I remember, as a child, the Sunday morning ritual of being sat between the legs of Black women whilst they braided my hair. Even though I hated it and could never sit still, it was at the same time my most sacred place. I remember being welcomed within the warm hands of Black women. As they held my small face between their hands and looked at me with joy as I grew year by year, I felt their pride through the warmth of their hands. By holding my face, they would let me know that I was safe with them, and that I could see myself in them. There is no other group of people or race that could make me feel as safe as a Black woman would. The older I got the more I understood why, and a lot of it changed around the time that I myself became ‘a young Black woman.’ During puberty I dealt with being adultified by non-white and white women. Men, both Black, white and all in between hypersexualized me and I was a subject of misogynoir. Simultaneously, I felt that I didn’t fully understand what I had been thrown into, and my brain did not grasp the full scope of growing up - but still I pretended as best as I could. I did understand that my experiences were different from women and that I only felt safe in spaces with Black women, yet the way I expressed myself even within Black spaces was not quite ‘the right way.’ I had assumed this was because I was brought up in specifically white spaces during my adolescent years, but in hindsight this conflict around expression was in fact often because of feelings rooted in gender. ''Living in this Black female body and having been subjected to racism, misogynoir, sexism and homophobia, I have performed and conformed my way into femininity and the heteronormative ideas of gender as a means of survival, to fit in and belong. This meant code switching not only in white hetero places, but also Black hetero spaces.'' The reason why I use women, Black women and the notion of womanhood as separate is because they are. Womanhood has always been denied to Black women, therefore they had to carve their own space. You do not have to go as far back as colonialism to see this. In fact you don’t need to look back at all - it is a very current, very visceral reality. Even very recently, shocking videos have surfaced from the Ukrainian borders of Black women and children being denied access on buses attempting to flee a live war zone . While Ukrainian soldiers made sure women and children had access to safety first, Black women and children were left behind. Amidst war and the aftermath of the Black Lives Matter movement, the dehumanization of Black bodies still very much exists. Before I continue, I need to state that when speaking on the self-identification of non-binary, I am referring to the unlearning of European societal standards on gender that has been internalized, and I also believe that there is a difference between race and spirituality in relation to this. There is a lot of debate and theories on what gender is, from theories stating that gender is created through interactions and performances, to other theories that dive into gender as feelings. On theories written on gender, I must constantly be aware that I live within the intersectionality of multiple identities and most theories are written through a white Eurocentric lens, where often spirituality and ancestral memories are yet to be included. On one hand, yes, gender is external and focused on performance and on the other hand gender is a feeling. Both can be true, and even more theories can exist. ''The marginalization and traumas that I have faced and still feel to this day, through the bodies of other Black women, is felt in my body. I feel what they feel, I stand where they stand, I laugh and cry with them. Yet some of them deny me my queerness, some deny me my gender-fluidity. Even though their erasure of my identity hurts me, Black womanhood is my spiritual and cultural safe haven.'' Living in this Black female body and having been subjected to racism, misogynoir, sexism and homophobia, I have performed and conformed my way into femininity and the heteronormative ideas of gender as a means of survival, to fit in and belong. This meant code switching not only in white hetero places, but also Black hetero spaces. I am not alone in this dynamic or the discussion about it. Popular TikTok creators @oujib ug and @annikaizora have mentioned that identifying as non-binary and a Black Woman is indeed possible as they are not mutually exclusive identities - a sentiment I feel aligns and resonates with my own feelings. There is an assumption that I must choose the binary and because I cannot fully align with my Black female body and its energy, I must therefore hate my current body. I do not. I am merely adapting it to align with the multitude of energies I feel. Black trans author, poet and educator J Mase III articulates it well: ''I was not born in the wrong body, I was born in a society that refused to see the capacity of this body.'' I identify as non-binary, but I will always be Black woman, as my experiences that I have are that of Black women. I was raised to be a Black woman and I cannot separate myself from these experiences. The marginalization and traumas that I have faced and still feel to this day, through the bodies of other Black women, is felt in my body. I feel what they feel, I stand where they stand, I laugh and cry with them. Yet some of them deny me my queerness, some deny me my gender-fluidity. Even though their erasure of my identity hurts me, Black womanhood is my spiritual and cultural safe haven. It's not all of me, but a very crucial part of how I make sense of my being and move through the world. ''With the multiple energies I have, as I came to explore and understand my identity, I knew I needed to live within and respect the energies I had been given.'' Again, it isn’t all of me. See, even when they held my small face in their hands as a child and made sure I saw myself in them, I wonder, looking back, if they were able to see all of me? They themselves had the experiences of being a Black woman and I understood the struggles that I was about to face, without yet fully yet understanding the full scope of them. I was raised with the understanding of the Eve Gene, the start of civilization through the African female body. The Ankh, creating a unity amongst Black women and tying their spiritual roots of the female body and femininity to Africa. Yet in understanding and co-existing in these spaces, my masculinity felt as powerful, it was an energy that was separate. Not one that overpowers the other but to co-exist with it, similar to the functions of our muscles and bones. Where bones shape and help us stand straight, whilst muscles, which are attached to our bones, help us walk, smile and run. One cannot function without the other, they must work in unity to move. ''Psychological, emotional and psychosocial warfare has, and still is being waged amongst Black bodies and specifically Black women. I cannot conform to this reality - as it will not save me, nor do I want it.'' The masculinity I speak about here should be seen as separate to the ideas of masculinity that society puts on Black women. This type of masculinity is described through the White supremacy lens and set towards the hatred of Black women. The energy I speak about exceeds the patriarchy, as energy itself is older than it. Our bodies hold onto energies that are older than we might be aware of, epigenetic research has shown that intergenetics and ancestral memories have more of an impact on our bodies than we realize. With the multiple energies I have, as I came to explore and understand my identity, I knew I needed to live within and respect the energies I had been given. The article The splendor of Gender non-conformity in Africa states: Shaman Malidoma Somé of the Dagaaba Tribe of Ghana says that that gender to the tribe is not dependent upon sexual anatomy.“It is purely energetic. In that context, one who is physically male can vibrate female energy, and vice versa. That is where the real gender is.” Often in villages it was not your sex that determined your role, but your skills, your energy and ultimately what you were able to contribute to the village that determined who you were. ''Each part has a role to play in my existence in this body. One cannot exist without the other, just like the sun cannot live without the moon.'' Psychological, emotional and psychosocial warfare has, and still is being waged amongst Black bodies and specifically Black women. I cannot conform to this reality - as it will not save me, nor do I want it. I cannot let the western societal norms, which have also been taken over by many Black individuals, tell me how to move within my own body. Especially the norms which deem women as lesser than, are centered around anti-blackness, or where there is hatred towards LGBTQ+ individuals. My spiritual and emotional experiences with Black womanhood and with my gender nonconformity fuels one another. Each part has a role to play in my existence in this body. One cannot exist without the other, just like the sun cannot live without the moon. References: Butler J (1990) Gender Trouble: Feminism and the Subversion of Identity. (Abingdon: Routledge) Langer S.J (2018) Theorizing Transgender Identity for Clinical Practice: A new model for understanding gender. (JKP) Wolynn M (2017) It didn’t start with you. (Penguin Books) Photography by Ayahtah Ayahtah About Zee Monteiro: Zee (they/she) is a writer and poet. Both in their writing and poems they challenge the reader to reflect and engage on topics relating to Blackness, Spirituality, Transness & Female Masculinity. Explore Zee's work: qingsland.com alignedpurpose.co Connect with Zee: @qingsland

Insights on optimising leadership engagement in DEI from our latest WCS Insights Report. Co-authored by Coda Nicolaeff This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025 . In this instalment, we explore how leadership engagement is pivotal to advancing diversity, equity, and inclusion (DEI) efforts. Leadership engagement is the foundation of successful DEI initiatives. Leaders, from C-suite executives to line managers, influence the strategic direction of DEI and its perceived importance within the organisation. With 82% of business executives identifying diversity initiatives as critical to their strategies, leadership’s role in embedding DEI into performance metrics and decision-making has never been more vital. Practitioners agree: without active and accountable leadership, DEI efforts risk being perceived as superficial and ineffective. Securing Buy-In: Balancing External and Internal Pressures Practitioners noted that securing leadership buy-in often requires leveraging both external client expectations and internal organisational needs. External pressures, such as diversity metrics in RFPs, have become powerful motivators for leadership investment in DEI. “ In most organisations, there is no one way to approach securing buy-in… Sometimes it’s about doing what’s right from a social perspective, other times it’s making the economic argument… And often, it’s the client perspective that drives it.” - Practitioner in law Internally, linking DEI to tangible outcomes like employee retention and engagement strengthens leadership commitment. Practitioners emphasised that DEI must align with long-term organisational goals rather than reacting solely to external demands. “Traditionally, DEI is seen as non-revenue generating. So when it comes to leadership, I try to hit them where it hurts—their P&L. I focus on metrics, like retention… Metrics like these have really made a difference for us as a business.” - Practitioner in entertainment Partnering with Leadership: Accountability and Continuous Communication Embedding DEI into leadership accountability measures is essential for sustained engagement. Tying DEI outcomes to performance evaluations ensures that leaders at all levels remain committed and responsible for their contributions. “How do we actually hold leaders to account? A lot of us still haven’t reached that stage… Getting that balance right is really tricky.” - Practitioner in travel Continuous communication between DEI teams and leadership was identified as a key strategy for maintaining momentum. Practitioners recommended providing regular updates—even when leadership is not actively seeking them—to keep DEI on the agenda. “We need to communicate our impact as much as possible… Structurally and for leadership, it’s crucial to receive feedback on what employees like, not just what frustrates or disappoints them.” - Practitioner in private membership Moulding Leaders into Advocates: Leveraging Strengths and Visibility Practitioners acknowledged that not all leaders are natural DEI advocates but emphasised the importance of leveraging their existing strengths. By aligning DEI with leaders’ skills—whether in marketing, sales, or operations—practitioners can drive engagement and advocacy. “There will always be people whose minds you can’t change… So how do I tie it to something they do care about? That’s been a challenge for me, but I’ve started to focus on leveraging leaders’ strengths… It’s less about filling gaps and more about utilising strengths to get leadership more engaged in DEI.” - Practitioner in technology Visible and proactive leadership also sets the tone for organisational culture. Examples such as “real talk” sessions, where leaders discuss personal challenges like mental health or substance recovery, create safe spaces for dialogue and demonstrate genuine commitment to inclusion. “What’s been quite powerful is this series of real talks… Leaders talking about vulnerable topics… That really creates space for others to say, 'Okay, if this individual can get up and share, maybe I can too.'” - Practitioner in finance The Path Forward To strengthen leadership engagement and foster meaningful DEI progress, organisations should focus on both strategic alignment and cultural transformation: Integrate DEI into Leadership Metrics:   Tie DEI progress to KPIs and performance reviews, ensuring accountability for diversity, inclusion, and talent retention at all leadership levels. Leverage External Pressures:   Use client and industry demands for diversity to drive leadership buy-in, linking DEI initiatives to business outcomes like securing bids and enhancing reputation. Offer Ongoing Support:   Provide leaders with continuous development opportunities, such as workshops, mentoring, and peer learning, to strengthen inclusive leadership and accountability. Ensure Regular Updates:   Share consistent DEI progress updates with leadership, highlighting successes and areas for improvement to maintain engagement and urgency. By embedding these practices, organisations can ensure that leadership engagement transitions from a strategic imperative to an intrinsic part of organisational culture, driving sustainable and impactful DEI outcomes. This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025  series. To learn more, check out the full report here . Stay tuned for further instalments that explore practitioner insights on leadership, global challenges, and wellbeing in DEI work. 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!

Facilitator Ora Özer shares why LGBTQ+ wellness experiences like Queer Retreats are so important. Ora is a community strategist at Omek, and a founding member of Periferia Cimarronas, an Afrocentric creative space and theater in Barcelona. She is a certified meditation teacher and coach, a seasoned D&I consultant with over a decade of experience in the film industry, and has extensive experience as a mentor and facilitator. Ora supports creatives, leaders, and changemakers in crafting bolder and bigger visions for the future and walk the steps to reach them. Her mission is to restore agency to those who've lost it and to foster and nurture communities where we learn, support each other, and collectively craft a shared vision of a thriving world that embraces us all. As a Queer Retreats facilitator, Ora was kind enough to share with us their perspectives on why wellness spaces like Queer Retreats are so important for the LGBTQ+ community. [Retreats] are a time where you can walk away from the world, work on something and then come back to the world with something changed within you. It's a very unique opportunity. - Ora Özer I remember as a teenager in a fast-paced world, dealing with studies and exams, I felt like life was like a train and I wish it stopped at some point, just so I could catch a breath. And then I found meditation and it was the first time that I felt, this is stopping the train. I stop the train... Retreats are the next level, this is really stopping time. It's enough to go back to the world and feel recharged. - Ora Özer Ora reflected on how important it is for LGBTQ+ individuals to feel able to show up as their full selves. In a holistic wellness space especially, feeling the need to compartmentalise aspects of our self will limit our ability to recharge and connect with ourselves and others. While our participants come from all different walks of life, their shared queerness creates commonality across life experiences and as Ora explains, this often creates a sense of instant safety. The tendency with minorities is that our struggle tends to overpower the conversation. There's such a focus on what's painful, what needs to change, what needs to move forward. And that is very important, I'm not saying it's not. What I'm saying is we need spaces to recalibrate, to rebalance, to show ourselves that beauty also belongs to us. Queerness is not just fight and survival. - Ora Özer If you’re a queer professional or leader feeling the weight of burnout, isolation, or the need to reconnect to your purpose—our wellness experiences are built with you in mind. Find your retreat. 📌 Stay connected: Follow us on Instagram: @ queer.retreats Explore more: www.queertretreats.com Sign up to our newsletter While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!