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

We explore the importance of integrated wellbeing when building communities. At We Create Space, we see the transformative power of community every single day. When it comes to championing inclusion & creating space in which everyone can thrive, we believe community-building isn’t just a solution. It’s the foundation. We were thrilled to invite Panteres Grogues to join us for the fifth edition of Community Building 101. Hosted by WCS Community & Events Director Neil Hudson-Basing in conversation with Beltran Horisberger and Judith Solanas Sanchez from Panteres Grogues, this instalment focused on the key pillar of ‘Wellbeing’ as a fundamental factor in creating impactful & sustainable communities that provide both a sense of belonging & purpose.  In previous Community Building 101 sessions we have spoken with the teams behind Trans+ History Week , Voda: The LGBTQIA+ Mental Wellbeing App , UK Black Pride and Oogachaga . The objective of Community Building 101 is to provide actionable strategies & tools to promote effective change, collective learning, workplace culture & shared values. It also serves as a talking point for how grassroots principles can be applied in corporate settings and vice versa. We asked our speakers to share their main takeaways from the event: Neil Hudson-Basing Give yourself time, patience & self kindness to start with. Anything physical can be a struggle at first. You don’t have to be the best at something, or even need to improve at all, to enjoy it! Celebrate your wins - whether a small milestone or an epic achievement - with those who are cheering you on! Judith Solanas-Sanchez There is no single way to participate - showing up socially is just as valuable as training or competing. Sport can be an entry point, but relationships, shared moments, and feeling safe are often what keep people coming back. Create spaces where people can connect beyond the activity - community grows in the moments in between. Beltran Horisberger Reclaim play as an end in itself: Movement is a right to enjoy—not an obligation to perform. Inclusive sports clubs act as protective factors for mental health: Safe, affirming sporting environments provide social support, visibility, and community connection that counter the mental health impacts of discrimination. Celebrate everyday victories to build resilience: Recognizing these individual and collective successes strengthens sustainable cultures of care around physical and mental wellbeing. If you would like to discuss booking one of these speakers for your own session, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter  so you can stay up to date!

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

Queer, disabled and navigating intimate relationships. Any intimate relationship can be complicated. And being in an intimate relationship as a queer person often presents additional, nuanced challenges and considerations. This becomes even more complex when we introduce the topic of disability into our thoughts around relationships too. In celebration of Disability Pride Month as we explore identities and stories at the intersection of queerness and disability with added depth, Tatum Swithenbank , who has Muscular Dystrophy and Ryan Zaman , who has Cerebral Palsy, reflect on their lived experiences of being queer and disabled in the context of navigating a relationship - and how the dynamic between a disabled partner and a non-disabled partner can sometimes be different than a more conventional queer relationship. It is important to note that this topic is something that neither Tatum nor Ryan have spoken about publicly before, and have never really heard of anyone else talking about either. With this in mind, they hope their insight not only helps others gain a better understanding of this intersection, but that their stories can also resonate with others who share similar circumstances and lived experiences. NB : the term disability can be interchanged with neurodivergence/long-term health condition in this context NB : every situation/relationship is different, and we don’t have a defined answer for everything - please use the content of this article as prompts to consider how things may apply to you/your relationship/your partner(s). Bust the common misconception that disabled people are inherently non-sexual. “As a disabled person, I definitely feel there’s a societal view that disabled people are less sexual than non-disabled people. As a result, a lot of my internalised thinking around sex and relationships growing up was undoubtedly influenced by this perception. This, coupled with the internalised homophobia before coming out, was a cause of a lot of emotion when I was a teenager.” - Ryan “Society’s views of marginalised communities, especially the disabled community, has a massive effect on how we view ourselves. Through constant implications we see in our everyday lives, we are taught that disabled people are worth less , and therefore not as worthy of love.” - Tatum While we all know this view exists, we must consider where it comes from, and what we can do to combat it (not just disabled people, allies too): > Physical ability and appearance has always been at the core of how we view relationships, sex and their viability, since the very beginning of humankind, as we can see with the school of thought around ‘Survival of the Fittest.’ This is only intensified in the technology-led world we live in, and the demand for fast connection through the use of dating apps etc. that is based overwhelmingly on appearance and physicality. For non-disabled people out there: How do we combat this view? > Whilst some people might not be able to do some things the same way (for example, be physically intimate), it doesn’t mean that they don’t want to do them at all. Disabled people are very self-aware, and some of the most adaptive people out there. They problem-solve everyday, navigating a world that is not designed with them in mind. Therefore, if they want to do something, they will find a way (perhaps with the help of others). > The best way to combat the perception that disabled people are not sexual/less worthy of love, ask yourself: ‘If I was disabled, how would I like to be treated?’ The answer is: ‘With the same respect as everyone else!’ Our Leaders also wanted to add, not everything has to be about a deeper connection: disabled people can look for more casual relationships, too. When looking at the people that make up the We Create Space Queer Leadership Collective , a considerable number of people are disabled and/or neurodiverse - a nod to the fact that more than a third of the queer community are disabled - a significantly higher percentage than the straight community (around 22 percent). Recent studies have also found that between 70-80 percent of neurodiverse people identify as part of the queer community. This highlights that discussion on relationships is especially important, as part of the wider conversation on inclusion and accessibility within queer spaces. It takes a lot for disabled people to open their heart up to someone in order to start a relationship. Just like everyone else, disabled people make a lot of their decisions when making new connections based on past experience. The strong prevalence of ableist attitudes in our spaces quite often means that disabled people experience a negative reaction if they choose to disclose their disability to someone they are interested in getting to know intimately. “Because of my bad experiences, I always feel like I’m waiting for someone to let me down, and that stops me from opening up. In the past, I often hesitated to tell people because I didn't want them to make assumptions. My disability is a massive part of my life, and will continue to be, as I have a progressive disease - but I had a fear that’s all people would think about when they saw me. Now, at the age of 29, I don’t have time to hide any aspects of my person. But I am careful about how I communicate with people and picking my moment when I’m getting to know someone new. It’s hard to find that moment though, because society tells us not to give people with disabilities a chance - it takes a lot to open yourself up like that - it never gets easier.” - Tatum “Before I was in a long-term relationship, that fear of rejection from others because of my disability was very real for me. I’m sure a lot of people can relate to that, but the feeling was really strong for me. When I was younger, for the longest time, along with questioning my worthiness of a relationship, this was definitely something that stopped me pursuing any romantic connections at all.” - Ryan One of the most significant obstacles for disabled people is getting to the point where you can freely accept help when you know you need it, and it takes a long time to get to that place: “Even now we probably don’t do it 100% of the time when we probably should. Showing your vulnerabilities is a very hard thing to do for anyone, especially if you don’t know a person that well yet.” - Ryan Reframing mindsets: Disabled partners have as much to ‘give’ to a relationship as non-disabled partners. Again, because of ableist views, and the common depictions of disabled people in mainstream media, a lot of the narrative we see around disability and relationships (and disability in general) is centred around the idea that people with disabilities need a ‘caregiver.’ Of course, this can be the case for some people, however as everything exists on a spectrum, it’s not a case of ‘one size fits all’. Having the mindset that everyone with a disability encounters the same struggles out there can be damaging. There are so many different types of disability, and even when you focus on one condition, people’s experience and how they are affected varies massively. “I have worked so hard on taming my internalised ableism* to tell myself I am worthy of love. Just because I can’t do some things doesn’t mean I don’t contribute to a relationship in other ways. I think we need to move away from this preconception that it is really hard for a non-disabled partner in an inter-able relationship, and they carry a heavier burden - there’s difficulty for everyone involved, just in different ways. If we imagine a relationship as like the sky: sometimes it is clear and sunny - other times there can be a rainstorm. Deep, romantic psychological and sexual connections are complicated and ever-changing.” - Tatum *you can find a definition in our article on 'Helping our disabled friends feel seen, heard and supported' Disabled partners can teach non-disabled partners (and people outside of their relationship) so much over and above simple physical chemistry. Some examples of this are: > How to slow down (both in a physical sense such as when walking, but also in terms of more considered decision-making and forward planning). > The power of empathy in the everyday, and how this facilitates deeper connection. “As disabled people we know what it’s like not to be listened to, so we don’t want to put anyone else through that. In turn, we are great at showing others how to truly be a good listener, be compassionate, and holding space - just as we would like others to do for us.” - Tatum “Pulling your ‘weight’ looks different for each partner and a sense of equality could look different - just because one person does more things around the house, the other could show up differently, by arranging exciting activities etc. This is especially the case when a relationship is more established and you fall into a comfortable rhythm. This is when partners should use their intuition to tell what the other person needs.” - Ryan What are the qualities disabled people look for in their partners? The qualities disabled people might look for in potential partners can be considered as quite similar to what everyone looks for in relationships in general. From a disability perspective though, there is often emphasis on emotional intelligence as a first priority: > A partner who understands the emotional significance of a disabled person being able to open up, when society tells them to keep their struggles to themselves. > "When you have a disability it’s like a full time job - fighting for your rights, paperwork to get support, medical appointments - I need a partner who understands that sometimes I won't have the capacity to spend as much time with them as I want.” - Tatum > A partner who offers the same grace and space that is offered to them. For example, when a disabled partner is in pain, they might snap: “What we need is someone to say, it’s ‘OK, it’s fine - I won’t take it to heart, let’s take a breather.’” - Tatum > A partner who understands that the help goes both ways: “My partners in the past may have helped me carry my bags when I’m on my feet, but when I’m using my wheelchair and we’d go to the supermarket, we put all the bags on my chair, and they sit on my lap and get a ride in the chair if they’re tired.” - Tatum ‘Buffers’: How disabled people can protect their emotional capital when making new romantic connections - especially when using dating apps (we’re sure lots of non-disabled people do this too!). Everyone has different signifiers they use to determine their compatibility with a potential new partner. This could be something as simple as paying attention to how someone treats a waiter, or similarities/differences in political views. First impressions mean a lot and help determine whether we want to open up further to another person. Disabled people consider this when thinking about whether they feel comfortable disclosing their disability (if it’s not immediately visible), or if they want to discuss it further. “I don’t know why, but when you’re dating, especially for men, there’s a weird preoccupation with height - maybe it goes back to all of the physical aspects we’ve talked about. But, I would be open about my height (or lack of it). For people who were not OK with that, it meant I already knew that they probably wouldn’t be that accepting of my disability - something else that’s out of my control. This technique probably saved me a lot of hurt as I didn’t open up to many people who had a negative reaction. Even so, I was dating my boyfriend for a month before I told him about my disability. I also think that it’s worth mentioning for people out there that being short and having a disability doesn’t make me any less of a man.” - Ryan “I always use pictures where you can see my body hair. If someone isn’t into that, they can go ahead and swipe left. I rarely use dating apps - because of the areas that I work in I am privileged enough to be able to make a lot of new connections in-person - but if I do use dating apps, I use a picture of me holding my walking stick, and mention I work in accessibility and inclusion so people can perhaps come to their own conclusion that I have a disability. This way, if I do meet with them, hopefully they have an interest in that too. Yes, it makes them a better ally from the beginning, but you would hope that there would be more of an awareness and understanding from day one.” - Tatum “One of the best ways I would judge how viable a relationship would be or not was to pay attention to how someone I was dating would react if ableist behaviour pointed towards me in public. As disabled people, we are very strong at advocating for ourselves and trusting our judgement when we don’t feel something is right. We’re probably more self-aware than most other people. I also think we can apply this to how we conduct ourselves in our intimate relationships, too - to know when something isn’t how it should be and to be confident in our decision-making process as a result, whether this be breaking up with someone, or encouraging a reframing of boundaries within a relationship.” - Ryan How can non-disabled people show up for their disabled partners? When we are in relationships with a partner, a grand gesture every now and then can be great, but it is often the small things that mean the most. Learning about the little things that can really help your partner (if you are disabled or not) will make a relationship stronger and more meaningful. > Whether it’s paying more attention to the kinds of things to do on dates or the tasks you choose to do around the house, non disabled partners can make a massive difference to a disabled partner’s day to day through small choices/changes. A collaborative approach to things which considers abilities more mindfully is also a win-win! E.g.: “When me and my partner are doing laundry, I’m not that great at standing up and bending down for long periods of time, so I tend to load and unload the machine and hang it up to dry, but he will fold everything and put it away.” - Ryan > “[As a disabled person,] I’m not looking for pity, I’m not looking to be someone’s inspiration - all I’m looking for is some simple acknowledgement that some things are different for me - it doesn’t have to be a big thing. Normalisation is key.” - Tatum > Understand there is nothing sinister around someone cancelling plans if their capacity is limited. > Understand that a disabled partner may experience internalised ableism: “On bad days internalised ableism can overpower my headspace - this can make me think negatively (however non-valid) about if I am a burden on my partner/family. This is where small verbal reassurances are really the most important in a relationship, and understanding the role internalised ableism, either on a simple or more complex level, can play in the thought process of someone with a disability.” - Ryan How do their queerness/disabled identities interact differently with one another depending on who a disabled person is dating/spending time with? “ When I’m dating a cis man, I have these very deep-rooted expectations of how I should behave. I don’t abide my gender norms, and I think this is why my relationships with cis men have fallen apart because they struggle with the fact that I dont live in these binaries. When I’m with queer people, all of those expectations already don’t really apply.” - Tatum “ My attachment to prescribed gender roles have been stronger when I have dated cis-women. What that means for my disability is that I have noticed I am less willing to accept help from a woman (as that’s not “manly” to do). I know this is bad, but everyone is influenced by what society tells us to think. In my relationship with my boyfriend I am a lot more willing to accept help.” - Ryan Communication is key: Tips for those in inter-able relationships. ”One of the biggest causes of a relationship breaking down - no matter who you are - is lack of communication. I mean, we’re always learning and no-one’s perfect. But there’s something about being disabled (or being in a relationship with a disabled person): you’ve got to be forthcoming about your needs. You have to be radical in your communication and I think that’s a gift.” - Tatum When you are new to a relationship > If you want to know more details after someone has disclosed their disability to you, DON’T GOOGLE IT. They know themselves best. > If you would like to know more you could always send them a message a few days later - gives people room to reply in their own time. Ask out of interest without intrusion - give them a reason and say "I care about you and I want to know how best to support you." > Be patient - building a meaningful connection takes time - you don’t have to know everything straight away. > It is important to have a common understanding that severity of physical symptoms and state of mind are very interlinked. > Allow your partner to fully voice their feelings without interrupting or interjecting, even if they're saying something that is difficult to hear. > All partners need to recognise their privilege in different areas. > Acknowledge the difference between sympathy and empathy. > [For non-disabled partners] It’s good to understand external factors have a lot more of an influence on the mood/capacity of someone who is disabled/neurodivergent, so it’s always worth planning ahead where possible. Use The Spoon Theory to talk to your partner about fluctuating energy levels/capacity. When a relationship is perhaps more established > All partners need the emotional intelligence of knowing when to pick up a conversation about something, but also knowing when to drop it. > Nonverbal communication for support is key (if you’re a survivor or if you have a disability - someone could be non-verbal if they are neurodivergent for example) - not everything has to be spoken or heard. There is a lot of power in simply giving someone a look or a nod. > When you or your partner is stressed or struggling with pressure, understand the importance of framing things as ‘support or solution?’ - check-ins are important to see what that person needs. Sometimes people just want a hug (i.e. support), and need a second to process before they start thinking about what comes next (i.e. a solution). > [If you are a non-disabled partner] you need to intuitively switch between supporting someone where they need help, and just simply being their partner. Don’t lose sight of what should be at the core of your relationship, which is love and chemistry - if you lose sight of that, then that isn’t good for your relationship in the long run. So what does all of this mean? The most poignant discovery as a result of these conversations, is that most discussion, whilst centred around queerness and disability, are actually applicable to any relationship - no matter who you or your partner might be. If we see disability as a ‘layer,’ you could replace it with another element such as ‘long-distance;’ ‘difference in financial status between partners’ or ‘polyamory,’ for example. This shows that while we might have different life experiences, we are all human, and more similar than we might think at first glance…

Learn how to adapt and thrive through transition periods in our latest masterclass. Change is inevitable, but transformation is intentional. In this masterclass, Daniel (UNLOCK Queer Leadership Network) shares how every transition in life: moving to a new city, starting a new job, shifting careers, or letting go of an old chapter — can become a powerful catalyst for leadership. Whether you're navigating uncertainty, reinventing yourself, or stepping into a new version of who you want to be, this session gives you tools to adapt, align, and grow with purpose. What you’ll learn in this masterclass: ✔ How to recognise the emotional stages of transition ✔ What alignment really means in leadership ✔ How to turn uncertainty into clarity ✔ How to build confidence when everything around you changes ✔ Why queer leadership has unique wisdom for transitions ✔ Practical tools to ground yourself and lead from authenticity This session is part of UNLOCK, a global initiative empowering the next generation of values-driven leaders. No matter your background or identity, this masterclass shows how change can become the doorway to your next breakthrough. 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!

A new global event to recognise, celebrate and amplify Queer Leadership. Challenge the Norm. Lead Differently. Queer leadership has shaped culture, communities, and movements throughout history. But too often, it’s been overlooked, undervalued, or erased. Queer Leadership Week creates a moment in the global calendar to change that. For one week every November, we celebrate, amplify, and develop queer leadership — past, present, and future. We shine a light on voices and ideas that challenge the status quo and reimagine what leadership can be. Now more than ever — in a world facing inequality, crisis, and rapid change — we need leaders who bring courage, creativity, and compassion. Queer leadership shows us how to lead differently. But this week isn’t just for queer people. It’s for everyone. Because leadership, at its best, is about difference — embracing it, learning from it, and letting it transform the way we work, create, and live together. Queer Leadership Week is a rallying call. To queer leaders: keep leading differently. To allies and organisations: learn from us, stand with us, and change with us. To the world: leadership must evolve — and it starts here. Together, we can challenge the norm. Together, we can lead differently. The Vision. Our aim is for Queer Leadership Week to be a globally recognised activation that: 🌍 Celebrates the achievements of queer leaders past and present. 💡 Develops the next generation of leaders through education, events, and campaigns. 🤝 Connects individuals, communities, and businesses through shared programming. 📣 Amplifies queer voices and ideas to inspire systemic change. Core anchors of Queer Leadership Week. Global Activation Campaign: We will provide a toolkit for organisations, allies, and communities to run their own activities such as panels, workshops and social storytelling. Queer Leadership Stories: We will deliver daily spotlights on inspirational Queer Leaders across social media, platforming and celebrating the work they are doing. Collective Commitments: Companies and institutions will be encouraged to announce investments or pledges to support and develop queer leadership. Open Source Learning: Resources, masterclasses, and events led by partners, will be streamed globally, allowing Queer Leaders all over the world to develop their skills. How organisations can get involved. Host a panel, workshop, or storytelling event. Share stories of queer leaders within their organisation. Sponsor scholarships or training for emerging queer leaders. Join the global campaign with aligned comms. Partner with us on flagship programming. 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!

Somatic therapist Sandra Ljubinkovic 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 Sandra Ljubinkovic (she/they). Sandra is a somatic therapist, movement witch, feminist troublemaker, and lifelong learner of how we heal and resist. She works at the juicy intersection of healing systems change, embodied liberation, and political organizing. Think breath work meets decolonization, trauma healing meets dance floor, ancestral wisdom meets queer futurism. She works where systems crack and healing begins — in the messy, magical space between personal transformation and collective uprising. Her practice? A mix of somatics, trauma healing, breath-work, food as resistance, ancestral remembering, and a whole lot of unlearning. 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!

Members of the WCS team share how to practise trans+ solidarity in your personal and professional life. As a global DEI consultancy, community & learning platform, we understand the importance of trans+ solidarity in 2025. Our allyship and support for our trans, non-binary and gender-diverse audiences and clients are embedded throughout our work. We strive to ensure that paid opportunities, representation and visibility are at the forefront of our operations. Standing with our trans+ siblings, particularly at this time, is part of the ethos of what we do, which is brought to life by the commitment, expertise and passion of the We Create Space team. Here they share how they’re showing up for the trans+ community in their day to day professional roles and beyond… Neil Hudson-Basing (he/him) Community & Events Director I’ve harnessed my energy and enthusiasm alongside my professional experience and skillset when it comes to my activism and allyship to trans+ Community.  Through my role as Community & Events Director for We Create Space, I’m dedicated to showcasing the expertise of trans+ folk just as much as asking them to talk about their lived experience. When curating offerings for both our corporate clients and our community, I ensure that trans+ and non-binary representation is factored in to ensure people see themselves in the stories we’re trying to tell through our events and experiences. But my Trans+ solidarity isn’t just limited to my 9-5 day… Outside of work, I’m a huge advocate for volunteering which has seen me undertake the role of Events Director for Trans+ History Week.  Over a third of the 60+ guests on my podcast, Pause. And Rewind…, have been trans+ or non-binary. I consistently platform and provide paid opportunities for trans+ talent at The House of Happiness, the sober rave I co-founded three years ago. I’ve talked on stages and written for publications on the importance of Trans+ inclusive practices & guidance in the events industry. I’ll go out of my way to support numerous trans+ friends, creatives, innovators and organisations, like the Trans+ Solidarity Alliance, in their ventures.  I’ve been in the events industry for almost 20 years and through my lengthy events career, I’ve come to know that the power of impactful storytelling along with a solid grounding in effective logistics and planning can help to create a sense of belonging. As well as making sure that trans+ folk feel seen and celebrated. Tapping into my skillset and strengths has enabled me to demonstrate I’m in this with them. This is my style of allyship. Action and advocacy rooted in love for trans+ community combined with rage at the current landscape they’re experiencing. Jon-Paul Vicari (he/him) Managing Director  In April 2024, I wrote this article “Prioritising Trans Allyship in our Queer Future”   as a call to action for cis queer specifically to elevate their efforts to supporting trans and non-binary people. It’s now November 2025 and there is an even more urgent need to show up as allies. For me, writing is one way to display allyship as it allows me to express my thoughts and create conversations with friends, family, and strangers. Because words have impact, they can change the way we behave, think, and feel about ourselves and the world around us.  Over the last year here are other ways I’ve shown up to support trans+ individuals  in my life:  Reviewed resumes and CV’s to provide feedback and support to trans friends looking for work Referred trans people into roles I saw posted on Linkedin with direct introductions to hiring managers in my network  Donated to trans+ causes when I have had the financial means to do so and shared them on social media  Marched in London Trans+ Pride Educated myself by using the Trans+ History Week workbook and reading books and articles by trans+ authors Prior to We Create Space, I spent over 8 years in the Talent Acquisition, Recruitment Marketing, and Employer Branding space and being able to use that knowledge to be an ally is wonderful. Sharing your expertise to help someone is allyship. Platforming someone's event or fundraiser is allyship. Big and small actions are allyship. My path to inclusion is paved by actions of all measures. Jua O'Kane (they/he) Marketing Manager Through my work at We Create Space I aid in platforming trans+ voices, overseeing the production of content which platforms trans+ perspectives and diversifies how trans_ experiences are represented. From trans+ professionals in the corporate world to grassroots activists and legal advocates, it is essential that we celebrate and platform the work of the trans+ community. Within my personal art practice I also do my best to challenge how trans people are commonly represented in media and depict the scale of diversity within the trans+ community. Outside of my role at We Create Space I am also the Communications Director of my local trans pride, where I am utilising my professional skills and design background to create a strong local base for our community. As a core committee member of the organisation, we work hard to create paid opportunities for local trans creatives, whether that is through designing merch for us, performing or selling their work at our events. As a white, able-bodied transmasculine person, practising trans+ solidarity for me is often about doing what I can to support and centre the experiences of trans+ people who are more intersectionally marginalised than myself: Working to make Trans Pride Plymouth's events as accessible as possible. Donating to trans healthcare fundraisers. Educating myself on the perspectives of trans+ people who are racialised, disabled, neurodivergent or otherwise marginalised. Challenge bigotry as it occurs in our communities, especially transmisogyny. Sharing job opportunities and resources with other trans+ people. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

The 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!