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Your feedback is vital to us, as it informs everything we do. We always want to ensure we are serving our communities in a way that is both authentic and impactful. Take a look at what we've learnt from our community survey this year! We'd firstly like to thank every single person who took part in our community survey this year. As a team we'll be using this feedback to inform our work throughout this year, making We Create Space more impactful than ever! As an organisation, we're committed to continuous improvement, and it has been both heart-warming and insightful to hear your feedback. We have plenty planned for 2025, so make sure you stay up to date by subscribing to our newsletters. Check out our 2024 Community Impact Report. 2024/25 Survey Results: We’ve gathered invaluable feedback from our diverse LGBTQIA+ community to better understand your experiences, needs, and aspirations. This year, we saw continued growth, with a focus on queer leadership, inclusion and wellbeing. Here’s what we learned: 1. Community Identity and Demographics The identities reported by survey participants are diverse, with notable representation across multiple communities. Some of the most common identities are Lesbian , Gay , Bisexual , Queer and Transgender . There are also many unique, intersectional and specific identities represented. Ages of participants ranged from 20-60. The average age of the survey respondents is 40 years old . Survey respondents are spread across the globe. Some of the countries and cities mentioned include: United Kingdom (e.g., London, Glasgow, Manchester) United States (e.g., New York City, Chicago, Los Angeles) Canada (e.g., Toronto, Alberta, Montréal) Spain (e.g., Barcelona) India, Mexico, Philippines, and Argentina Ghana, Kenya , and various other regions "Being part of a community that represents such a diverse range of identities is powerful. I’m proud to be queer, and We Create Space is a place where I truly feel seen." – Survey Participant 2. Key Concerns for 2025 The biggest concerns for our community moving into 2025 revolve around mental health , wellbeing , equity , safety , and human rights during a time of increased political uncertainty . Specific concerns included access to healthcare , trans inclusion , marriage equality , and cost of living . "The cost of living and mental health are my two biggest concerns as I head into 2025. We need more resources focused on supporting queer mental health." – Survey Participant 3. Sense of Representation and Voice 96% of respondents felt that We Create Space represents their voice , and the diversity of intersecting identities across the LGBTQIA+ spectrum. "I feel like We Create Space truly represents me. It’s great to see an organisation that champions intersectionality across all queer identities." – Survey Participant 4. Value from We Create Space Participants acknowledged the value of We Create Space, particularly in the areas of community support , educational resources , and queer storytelling . Of the people we surveyed 98% described WCS a valuable learning platform for LGBTQ+ inclusion and 80% said we contributed positively to their mental health and wellbeing . Understanding myself better - 30% Finding purpose and a sense of direction - 21% Community, networking and meeting new people - 73% Creativity and/or inspiration - 45% Accessible tools for personal and professional growth - 41% Intersectional story-telling and hearing new perspectives - 62% Leadership development (of self, and others) - 30% Mental health and Wellbeing support - 25% More awareness of global LGBTQ+ issues - 60% Skills and resources for Activism & Allyship - 26% 53%  of respondents attended 1–3 events, with 26%  having yet to join any events. "The support I’ve received from WCS has been transformative for my queer leadership journey. I never realized how much I needed a community like this until now." – Survey Participant 5. Event Participation and Safety We were pleased to learn that 94% of respondents feel safe attending our events. Of the people we surveyed globaly, 89% felt that our events have provided them with a sense of community and a support network. "I’ve always felt safe at We Create Space events. It’s a welcoming environment, and that sense of security is so important." – Survey Participant 6. Likelihood to Recommend We Create Space A resounding 92% of respondents would recommend We Create Space to a family member, friend, or colleague. "I tell everyone about We Create Space ! It’s been a cornerstone for my personal growth and community building." – Survey Participant 7. Comparison with Workplace Offerings 89% of respondents feel that We Create Space offers something their workplace does not , highlighting the unique resources and support we provide for LGBTQIA+ individuals in professional settings. "WCS has created a space where I can be my true self—something that’s often lacking in my workplace." – Survey Participant 8. Areas for Improvement Respondents provided insightful suggestions for further improvement, including more focus on queer leadership , interactive online events , and increased wellbeing resources . "I’d love to see more workshops on queer leadership—it's something I’m passionate about, and I know others are too." – Community Member Conclusion This survey gives us a clearer direction for the year ahead. We'll continue to prioritise your concerns, and expand the resources that make We Create Space a valuable part of your learning journeys. Thank you for your ongoing support and feedback as we grow together. Do you have any more recommendations or suggestions for us? If so, it would be great to hear from you. You find us via email at hello@wecreatespace.co or through our social channels! While you're here... Did you know we consult with 100+ Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Guest writer Thea Bardot breaks down the importance of inclusive language in recruitment and hiring. Cultivating a sense of belonging and recognition through your communications is crucial in recruiting. The signals you send – however subtle – through the language you do and don’t use tell candidates everything they need to know about whether your business is an employer of choice. Will they feel welcome in your company? Will they be supported? Will they be safe? “Inclusive language proactively recognises differences and the diversity that makes us who we are and demonstrates that we respect, value and support individuals through the language we use. This in turn enhances and accelerates a workplace culture to be more inclusive and creates that sense of belonging as individuals hear themselves and see themselves in communications.” - Fiona Daniel , CEO and Founder of D&I consultancy FD2i In fact, the 2018 Deloitte Millennial Survey found candidates often turn down opportunities as a result of the impression formed by language that is used in interviews, stating they can often tell whether an organisation has clear policies just through the tone and phrasing recruitment panels use. With millennials expected to make up 43% of the global workforce , I say ignore at your peril. At its most basic, inclusive language means avoiding expressions or words that could exclude particular groups of people. But how does that look in practice? Here are the principles you should be implementing on your website, job descriptions and listings, social posts, ads, and recruiting conversations: 1. Remove coded language from job descriptions, moving towards more gender-neutral phrasing: Ambitious or Competitive → Forward-thinking / Growth mindset / (Has a) Vision Assertive → Ability to articulate vision and ideas clearly Driven → Motivated / Enthusiastic / Positive / Passionate Never presume a person’s gender in a job ad. The best solution would be to become used to referring to potential candidates as “they” instead of “he”/ “she.” 2. Make pronouns an integral part of communications and outreach: If you want to attract top talent, getting comfortable with pronouns is a surefire way to make many people feel more seen and welcome. Check all your recruitment forms to have the option to state pronouns, make sure your recruiting team includes theirs in their email signatures and on messaging platforms, and introduce yours at the interview to make candidates feel more at ease doing the same. 3. Avoid culturally-insensitive language: Some phrases that have crept into our everyday vocabulary have dark historical context and implications. “Slaving away,” ”cracking the whip,” “blacklist” and “whitelist,” “guru,” “minorities” (as opposed to “marginalised people”), “peanut gallery,” “pow wow” and “tribal knowledge” are all related to ethnicity, race, nationality, and culture , acting as an unconscious signal that alienates some candidates. Comb your copy for sneaky slip-ups and be prepared to (gently) correct colleagues who use them. 4. Be clear in your messaging: Using metaphors that are specific to just one culture or class – such as English idioms including “raining cats and dogs,” "ballpark figure" or "piece of cake" – can put non-native English speakers on the back foot. Phrases like “awfully good” can also be mind-boggling for anyone on the neurodivergent spectrum. You don’t have to lose all the personality from your copy; just consider if you’re giving all candidates a fair chance of understanding the messages you’re putting out into the world. 5. Do away with language that promotes ableism: Misused descriptors to describe behaviour that doesn’t relate to mental health in casual conversation can signify all the wrong things about a company’s culture of inclusivity. To avoid this, make these easy swaps : Blindspot → Missed opportunity Crazy or Psycho → Ridiculous, unbelievable, unheard of, outrageous OCD → Fastidious Lame → Uncool or cheesy Walkthrough → Review or guide through In addition to all of these different elements, the strength of an organisation’s internal Diversity, Equity and Inclusion (DEI) policies and working culture, as proven by the inclusive nature of a recruitment process will have an influence on top diverse candidates’ decision to accept an offer of employment: “Devising a comprehensive DEI strategy helps you to appeal to as wide an audience as possible, demonstrates that you are listening and that you care, provides access to the broadest pool of candidates when it comes to recruitment, creates loyalty among your existing employees – the list goes on!” - Aby Hawker, Founder and CEO of TransMission PR . But beware social-washing ! Committing to inclusive practices in your business should come from a genuine desire to better the organisation and support marginalised people - authenticity is key! Thea Bardot (they/she) Thea is the non-binary finery and ADHD babe behind the disruptive Lightning Travel Recruitment brand. With their powerful voice and captivating storytelling, Thea has emerged as a 'top voice' on LinkedIn , recognised as one of the top 10 LGBTIA Voices in the UK, and named one of 5 LinkedIn creators to follow by PinkNews in 2023. You can find more information about Thea here . While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Looking back and reflecting on what we've achieved, the projects we've delivered, the events we've held, and most importantly, the impact that we've had over the course of the last year as a team, collective, and organisation. At We Create Space ,  it's   Our Mission   to equip our clients and communities with new tools and practices for Inclusion, Leadership, and Wellbeing. As a queer-led social-enterprise, profits made from the work we do with corporations are reinvested   back into the community ;  providing free events, well-being solutions, resources and support to our wider global queer network. At the start of this year we set out our WCS 2024 Community Action Plan , based on our WCS 2023/24 Community Survey . We asked respondents what they wanted to see from We Create Space in 2024. We continued to survey our community throughout the year to monitor our progress but today we wanted to revisit how we’ve achieved those original goals. So much of the work we do is 'behind-the-scenes', so our team has put together this review highlighting just some of what we have all accomplished as a collective over the last 12 months. 1. We organised more FREE in-person and online events for the community than ever before. This year we again expanded our in-person programming, bringing We Create Space to venues in London, Brighton, Barcelona, Madrid, Sofia and Amsterdam for a total of: 108 free community events 83 in person & 25 online 96% felt their voice represented 98% felt safe attending our events 91% felt a sense of community 95% would recommend WCS “Every event I've joined has felt so welcoming, safe and powerful. They are really well planned and consider lots of different intersectional perspectives, which feels really valuable." - Feedback from our 2024 Half Year Community Survey. From insightful panel discussions on The Power of Queer Leadership to wellbeing classes, hikes and networking events, we've created meaningful opportunities for the international Queer Community to learn, forge new connections and pursue personal growth.  This year our programming has increasingly focused on the importance of creating space for different intersectional communities under the LGBTQIA+ umbrella to come together, discuss common challenges and share knowledge. We launched our Queer Women in Business meet-ups, which have provided a unique opportunity for Queer women to forge intergenerational support networks and source career advice. Our DEI Business Community Socials  brought DEI leaders in London together to enjoy inspirational talks from guest speakers, network and swap best practices. Throughout the year we’ve held The Mid-Life Queers  conversation series in collaboration with Dr Paul Taylor-Pitt, exploring a range of topics through the lens of the middle aged Queer experience. After great success in Barcelona, we expanded our Queer Speed Networking event series to London and even created an online version, allowing even more members of our community to connect with other likeminded LGBTQ+ people. We’ve also worked hard to support the mental health of LGBTQ+ people, both through Queer Wellbeing classes, Queer Hikes  and our A Space for Dialogue  online events series. The latter has allowed WCS community members across the world to connect with each other on pressing global issues like racial violence, war & genocide, trans rights and anxiety after the US election. If you would like to see what events we have coming up, check out our   Events Page .   Don't forget to sign up to   Our Newsletter  to stay up-to-date with the latest information. “This is the first time I’ve ever been to a business event exclusively for queer women. I really enjoyed the opportunity to come together and hear about other’s tactics for self-care." - Feedback from a Queer Women in Business Meet Up. 2. We launched our own FREE online community learning platform and social hub, WCS | Campus. This year we launched WCS | Campus , our new digital space where you can connect with other like-minded people from our community - engaging in meaningful discussions, workshops, and events - at a global and local level. Over the course of the year we’ve been working with our community to shape the platform, and we’re thrilled to announce that we’ve achieved our goal of reaching 1000 members in our first year of WCS | Campus ! “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, Omnicom OPEN Pride LGBTQ+ ERG Global Co-Chair   3. We hosted dozens of FREE learning and leadership development opportunities for our global community. This year we further explored online and in-person programming that aimed to expand our participant’s horizons and help them develop into the next generation of Queer Leaders. We held three in-person Queering Leadership masterclasses in Barcelona: Growing your Influence and Impact , Activism Through Creative Writing and Goal setting for Visionary Leadership . Off the back of these masterclasses we launched Become the Vision , a 10-week online programme facilitated by WCS Programme Director Ora Özer, designed to empower Queer Leaders at every level with the tools and insights needed to create their most daring and innovative visions of change. Throughout the programme participants were invited to apply a diverse range of holistic tools, drawing from Western psychology and science, ancient wisdom traditions, spirituality, philosophy, quantum physics, and ancestral knowledge.  "Become the Vision added some much-needed electric energy to my ongoing efforts at self-transformation. Ora is ordained in this work, and I blossomed under her gentle care. This course was accessible, intimate, vulnerable and still rigorous; and the community I built and lessons I learned will be with me as a journey forward." - Participant feedback from 'Become the Vision' Queer individuals and allies from across the globe also tuned in for our Queer Living Webinar Series, where we facilitated insightful conversation on a range of LGBTQ+ lifestyle topics. Average audience rating 9.3/10 We explored: Queerness & Polyamory. Queerness & Bodily Autonomy. Queerness, Finance & Mental Health. Queerness & Access to Healthcare. Queerness, Employment & Careers. Queerness & Nature. Queerness & Chosen Families. You can find recordings of each of these sessions and more on our   Youtube. “Really informative and educating content about a topic that is often misled in the media. Both Coda and Eva were subject matter experts and clearly knew what they were talking about.”  - Feedback from ' Queer Living' webinar series 4. We celebrated achievements of Queer Leaders with the first WCS Awards and WCS Pride Gala. This year's WCS | Awards   celebrated a diverse range of LGBTQ+ change-makers across Spain who use their platforms, profile and roles to drive change. At our WCS Pride Gala  we awarded these 39 Queer Leaders  working across the arts, activism, politics and the corporate sector to make the world a more inclusive place for all LGBTQ+ people, amplifying their achievements to a wider audience. I really enjoyed the opportunity to listen and reflect deeply about the things I can do as an individual to be a better ally rather than wait for my organisation to make institutional change. - Participant feedback from WCS x Unicef: Creating Safe Spaces & Cultivating Compassion 5. We developed our internal team and global speaker collective. 2024 has been another rollercoaster year for our team, as we have navigated the evolving DEI landscape and adapted to the evolving needs of the business. We built out a new WCS Global Advisory Board , improved internal processes, and provided better support to our growing   WCS Leadership Collective of 300+ speakers. This year we have onboarded over 60 new speakers, further diversifying the range of experiences and identities represented under the collective and allowing us to bring even more fresh and nuanced perspectives into our work with clients. We also launched our Queer Journeys film series, which follows the personal stories of members of our speaker collective, depicting the nuance and diversity that makes up the LGBTQ+ community, 6. We supported the inclusion, leadership and wellbeing journeys of our community members with FREE educational content. This year we launched our first FREE online course “LGBTQ+ Inclusion” via WCS | Courses ! This e-learning programme is designed to help you deepen your knowledge and understanding of LGBTQIA+ identities, experiences and allyship, through informative video lessons and interviews with WCS Community members. 65,000 views of our website content 18.6k followers on IG 7.5k on Linkedin 91% found our content valuable on their personal learning journey 93% said we offer something their workplace doesn't "My company offers generic DEI training but there is nothing this detailed or specific. The fact it's been created through an intersectional community lens makes this even more powerful. - Feedback from LGBTQ+ Inclusion Course We also expanded our educational offering by launching the WCS | Reports series, where we explore key issues related to diversity, equity and inclusion in greater depth. Our qualitative research study “DEI Insights & Trends in 2025”  shared first-hand insights from DEI practitioners on the industry’s most pressing issues heading into 2025. We created 54 new articles, bringing together members of our global collective and in-house team to share nuanced perspectives on everything from intra-community allyship and ERG collaboration to Queer migration, nonbinaryphobia and QTIPOC mental health. Here is some of our most popular content from 2023: Our Top 10 Workplace Training Programmes Supporting Women. The Business Case for DEI in 2024. Our Top 10 Transgender Training Programmes. Queer Mental Health & High Performance Cultures. How Do Gender Stereotypes Impact Queer Leadership? Creating Space for Queer Women. Rest & Resistance: Pursuing Radical Respite in Black History Month. Click here  to explore our full content library. 7. We expanded our global corporate partner networks and culture-change consultancy services. At WCS  we are passionate about provoking change in the corporate world so LGBTQ+ people can bring them full selves to work, enjoying fulfilling careers unencumbered by prejudice or discrimination. We do this by providing a range of services and product that support businesses with building and growing their own internal communities, including: DEI Workshops and Webinars Live Panels and Discussions Leadership Programmes Allyship Programmes Culture-Change Consultancy Bespoke Resources and Content All delivered through our bespoke   Event Packages   and   Annual Memberships . In 2024 we built trust with our growing client base representing industries from tech to law to manufacturing to advertising and many more. We’re proud to say that we received consistently high satisfaction based on results from our client feedback survey!  100 corporate events 94% in client satisfaction We’ve worked on a range of projects this year, such as partnering with Coventry City Council   to design and deliver a 6 month training programme for LGBTQ+ leaders, which gained a 100% satisfaction rate from participants.  We expanded our partnerships with companies like Google , where we delivered an events strategy targeting their large Latin American employee population living in EMEA. We've explored topics like Diversity in Latinidad, LGBTQ+ migration, mental health stigma and family dynamics - all through the lens of Latin experience. We conducted training programmes in German, French, Spanish for clients like Merck and JTI , including a Microaggression Training Programme for 1300 employees in one country. Our work included department specific consultancy and toolkit development on topics like Inclusive Marketing and Managing Mental Health of Social Media Managers. With our support Entain relaunched and grew their ERG. Our partnership with Omnicom continued to deepen as we expanded programming across multiple employee resource groups . “Since end of May when the WCS Pride Season comms plan was launched, the BeYou Network Members increase was 35% and the Allies 22.5%" - Feedback from Entain 8. We worked with a range of amazing partners to further our mission of creating a more inclusive world for LGBTQ+ people. This year we continued working with existing location partners like The Cover , Soho House , The Social Hub , WeWork  and Mama Shelter as well as fostering new relationships with LabTwentyTwo , The BoTree , Sarana Wellness Centre , Kitchen59 and EL7 . We had the pleasure of sharing our mission further at events like The Festival of Consciousness , Work in Barcelona! Job Fair  and Out in Tech ’s wellbeing event “Managing My Mental Health”. Working in partnership with Vistaprint , we were able to make our inaugural Pride Gala a premium experience, setting a new standard for inclusive and inspiring galas. "When we discovered We Create Space , we were impressed not only by the breadth of services they offered but also by the kindness, vulnerability, and genuine care they showed from the start. The team at We Create Space has consistently been knowledgeable, flexible, and a true partner in supporting our initiatives. - Kosta Christodoulou, President of Pride of WeWork ERG During our WCS | Awards Campaign and Pride Gala we were also able to raise money for two charities: ACATHI   and D octors Without Borders . At our Queer Speed Networking events in Barcelona we have partnered with a range of Spanish NGOs such as Barcelona Queer Squad , Les Girls , International Lesbians Barcelona  and Pride Toastmaster , inviting representatives for each organisation to speak and connect with our community to foster greater visibility for their own initiatives. 9. We invested back into the community through creating even more paid work opportunities for our global speaker collective. One of the most fulfilling parts of our work as a non-profit organisation is that we are able to provide members of our LGBTQ+ Community and WCS Leadership Collective paid work opportunities. This year we have created more work opportunities and employed more queer people than ever before. We also passed a major milestone - £1m of reinvestment in the LGBTQ+ community since 2020 . We want to extend a huge thank you to everyone who has worked with us this year, whether you're a client, team member or part of our wider community. We couldn't do what we do without your continued support and passion! 2024 has been a transformative year for We Create Space and we are so excited to continue this journey with you all into 2025. Have a restful festive period, and we will see you again in 2025! 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!

Dee Whitnell and Doug Graffeo discuss why bodily autonomy is so important to Queer people, how it is politicised and the impact of legal recognition. The relationships we have with our bodies can be complicated and as queer people, there are many added layers to consider. These include our own body image against society’s standards, often policing the way we move from a young age for fear of being deemed as not masculine or feminine enough, and for many trans and non-binary people, a sense of dysphoria. For intersex individuals, an overlooked part of the LGBTQI+ community, their bodily autonomy is very often removed at an early age with medical decisions & interventions which can have a huge impact on them as they navigate their identities. Watch this session to explore... The impact of non-binary folks not being legally recognised & how this impacts the wider community. Guidance on how to challenge in-fighting and be active allies for non-binary and gender-diverse folks. A holistic understanding of bodily autonomy, its many dimensions & the ways in which it's currently being politicised. Bridging the distance among social justice movements regarding bodily autonomy. Speakers: Dee Whitnell is a nonbinary and queer sex educator and content creator. They have collaborated with and created educational content for charities and companies such as Just Like Us, Brook, Durex, Lovehoney, Ohne and Urban Outfitters. Dee has an MA in Gender, Sexuality and Culture from Birkbeck University. Doug Graffeo is an accomplished activist, speaker, and researcher on LGBTQI+ and human rights issues, hails from Caracas, Venezuela. As a human geographer, Doug offers critical analysis of sociopolitical phenomena through an intersectional feminist and decolonial lens. They have collaborated with multilateral and international organizations such as IGLYO , ILGA World , and the Equal Rights Coalition , in addition to local and community groups across Europe, North and South America. 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!

Travers Johnson and Jamie Lowe discuss the financial barriers facing LGBTQ+ people and how to move towards a stronger sense of financial wellness. LGBTQ+ people face a range of unique economic challenges. This includes lower salaries, hiring and progression barriers, higher rates of poverty, more expensive family planning and exclusion from benefits and financial protections. Decision making around finances and earning potential are also impacted by the disproportionate risk of mental health problems within the community. All of which is further compounded when looked through a deeper intersectional lens. This session covers financial wellness vs unwellness, healthy practices and examines the notion of ‘the pink pound’. Watch this session to explore... Managing your debt Financial relationships & boundaries, wellness and unwellness Generational influences & role models Progression barriers facing the LGBTQ+ community How financial instability affects our mental health Speakers: Travers Johnson is an award-winning content strategist, editor, and digital marketer with 15 years of storytelling experience across multiple mediums. He is the founder and CEO of Queerency, a leading source for LGBTQ+ business news which covers awesome queer-owned brands, inspiring LGBTQ entrepreneurs, and serves the tea on the queer economy with dignity and depth. Jamie Lowe is a financial planner providing specialist help to the LGBTQ+ community. He is on a personal mission to encourage people to take charge of their money. He is the founder of a social enterprise, Trans Support Hub, which runs clothes swaps and has an app which helps people to choose a private gender clinic in the UK. 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!

Saba Ali and Neil Hudson-Basing discuss the importance of chosen families in Queer communities and how they challenge traditional family models. As queer people, we aren’t always fortunate enough to have the close family bonds we deserve or need. Whether that’s due to a lack of understanding or sheer rejection. That’s why for many in the LGBTQ+ community, chosen family is so important. This session looks at what Queer chosen families look like and seeks to address the roles of chosen families vs traditional family makeups. Speakers: Saba Ali is a distinguished advocate with extensive expertise in addressing intersectionality, cultural abuse, and the complexities marginalised communities face. As a queer South Asian compounded by challenges with lived experience of childhood trauma and discrimination from her past, this has shaped her understanding of the nuanced dynamics at the intersection of race, gender, and sexuality. Enabling her to work as a critical friend to institutions such as the Crown Prosecution Service and the Metropolitan Police Service, particularly focusing on issues like Hate Crime, Violence Against Women and Girls (VAWG), and the needs of the LGBT+ and Black/Brown communities. She serves as a trustee for Building Bridges for Peace, working toward conflict transformation, and as a Community Ambassador for The Vavengers, fighting to end female genital mutilation (FGM) and other forms of VAWG. Neil Hudson-Basing is We Create Space's Events Manager based in London. With over 18 years experience in the events industry, Neil has a real passion for bringing audiences together. An experienced emcee & public speaker, Neil prides himself on his warm confidence and authenticity that lets attendees know that they're in extremely capable hands! Neil has delivered and hosted events, as well as spoken and written about, a broad range of hard-hitting & sensitive topics including violence against women & girls, male allyship, racism, sustainability, LGTBQ+ inclusion, menopause and sobriety. In 2022, he co-launched London’s newest alcohol and drug-free clubbing event called The House of Happiness, a queer led & delivered venture, to help address the lack of LGBTQ+ sober spaces. 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!

Santo Tripodi and Michael Stephens discuss Queer ecology, our community's relationship with nature and embracing the outdoors. Enjoying nature is for everyone - or at least it should be. Most of us know the benefits of getting out in nature. The fresh air, movement and wonder. Yet as queer people, do we experience and see nature differently? Queer ecology examines this through the light of queer theory - urging us to look at the world through a nuanced lens, enlightened by various ideologies & theories and encourages us to embrace the fact that nature is queer! As more and more LGBTQ+ groups come together to get out there in nature through activities, this session explores the benefits of doing so, looks at why many queer people don’t and how nature is fundamentally queer. Speakers: Santo Tripodi is of Calabrian heritage and grew up in suburban Australia, facing the challenges of immigrant and queer identities. These experiences have strongly shaped their current research and work. As a PhD student in Positive Psychology, Santo studies how the emotion of ‘awe’ can change our understanding of wellbeing. They organise workshops, retreats, and talks focused on queer ecology, connecting with nature, and the intersectionality of mental health and wellbeing. Santo believes in a communal approach to rediscovering happiness and living well through storytelling, body awareness, connection, and emotional expression. Michael Stephens is the founder of We Create Space. He is a Creative Director, Story-Teller and Community Builder. He loves to bring people together on a common mission and create magic. He spent over 10 years working for some of the world’s most respected British brands - including i-D Magazine, Vice Media, Liberty London, Ted Baker and Virgin Atlantic - but diverted from his original career path after overcoming a series of life-changing mental health challenges. He now works with leaders, communities and organisations to help promote the importance of prioritising self-care and personal-growth alongside professional development, predominantly within the lgbtq+ communities. 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!

Ali Hendry and Jua O'Kane discuss the challenges and benefits of non-monogamy, building communication skills and disclosing your identity at work. Polyamory, whilst not inherently queer, is a common practice in the LGBTQ+ community. It is considered a form of ethical, or consensual, non-monogamy, that involves having romantic or sexual relationships with multiple partners at the same time. Polyamory is often viewed negatively, through a heteronormative & traditional lens, with a lot of judgement, misconceptions and stigma attached. Watch this session to explore... - The lexicon of polyamory - How to make non-monogamy work - The richness of Queer polyamorous history. Speakers: Ali Hendry is an Inclusion Consultant, Holistic Life Coach, TEDx speaker (Survivor's Guide to Jealousy) and relationship columnist at DIVA Magazine, using her platform to educate and empower others through her personal experiences as a queer woman. Jua O'Kane is an illustrator, graphic designer, creative researcher and speaker from Northern Ireland. Their artistic practice explores the intersections of queer identity, spirituality, intimacy and technology. Jua is the Marketing Manager at WE CREATE SPACE and the Communications Director of Trans Pride Plymouth. 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!

Neil Hudson-Basing shares why his festive season is better than ever now that he celebrates sober. For many people out there, the holiday season is considered a time to unwind, let loose, indulge and come together to celebrate and be jolly. Tis’ the season, right? Tra-la-la-la-la & all that. But in reality, it ends up being something quite different. For me, it was always an excuse for a full on boozefest. Time to relax and reflect, routine, boundaries and cash go flying out of the window, or our accounts. We’re bombarded by traditions, demands and obligations - many of which, as queer people, are often challenging and emotionally taxing. There's the relentless stream of advertising, Christmas songs in every shop, the pressure to buy, compromise and conform. Excess all around us, particularly when it comes to food & alcohol. We lean in and surrender to it — it’s easy to get swept up and drink our way through it. But then, it’s all over so quickly and we’re left wondering, often with a sore head , was it worth it? I don’t want to be pessimistic, or a Scrooge, about the holidays. I love throwing myself into festivities. However, until I went sober, Christmas and New Year was very much centred around alcohol. Every year, 1st January would roll around and I’d feel a combination of a) hungover and b) exhausted from all the visits/social events/parties. That’s not to say it wasn’t fun. It was - mostly. But it felt far, far, far from a holiday! I last drank on 31 December 2018. After a particularly heavy December I resolved to quit drinking for a few months. I work better with definitive dates so 1st January as a start date sat comfortably with me. I ended up extending my sober goal to a whole year as the time flew by so fast and I was enjoying the challenge - that was now almost six years ago!  I still remember how conflicted I felt as the prospect of my first sober Christmas approached - would I enjoy it as much? Well, I really did. I certainly didn’t expect it to be even better without alcohol. The holiday season these days looks and feels very different for me having adopted an alcohol-free lifestyle. I wish I’d known how amazing it could all be without booze being front and centre. Over the years, I’ve established why that’s the case. Here’s how… Less wasted, blurry days. The combination of boozy, hungover states accompanied by food comas with little routine meant the days during the holiday season tended to all roll into one which also meant it flew by too quickly. Being sober generally comes with the capacity to be more productive - with less time spent feeling rubbish, I now have more time to get out and do nice things during the festive season. Embracing intentionality. With a clearer head, I’m much more intentional about how I spent the holiday season - and who with! I now use this time to enjoy my home, switch off and grab moments to relax. Last year when suffering from burnout, I barely saw anyone and at a time when I needed to rest, this was a game changer for my mental health. While I’d previously rush around to make sure I see EVERYONE, I refuse to do this now. I don’t have to catch up with every single family member simply because it’s Christmas. Which brings me onto my next point… Time with chosen family. We really do get to choose who we spend our precious time with. For us queer folk, this might be our chosen family just as much, or more so, than our families of origin. The holiday season for many in the LGBTQ+ community can be a struggle. It’s not just about acceptance or a need to conform. Many of us, like me, have estranged relationships with some of our relatives, so it’s not always the big special family occasion it’s made out to be. There’s also the issue of misaligned beliefs, opinions and values which can make everyday conversations fraught and boundaries difficult to maintain - especially when in close proximity at the dinner table for example. At the end of the year, who has the spoons for that? No thanks! I do see some of my family but I opted out of family Christmases many years ago in favour of spending it with my chosen family. Spending time with those who accept, affirm & love us unconditionally should be accessible at all time, including the holidays.  Self care isn’t compromised - it’s prioritised. The holidays are a great time to rejuvenate and take a break from work, or a chance to relax any strict habits around diet and exercise. But it doesn’t have to be. This is your time, use it as you wish. Routine is important to me and whilst I’m more than happy to close my laptop for a while, exercise is a non-negotiable for my mental and physical health, as I’ve written about before , so I choose to maintain it during the festive season. I even go for a run every Christmas morning as that gives me a bit of me-time and sets me up for a day of company! It’s still fun! Being sober does not detract from the holiday spirits. The joy from giving and receiving presents, festive songs, tasty food and drinks and great company isn’t dependent on alcohol. You can still go to that party & have a fantastic time, or enjoy a sit down meal, without alcohol. There are so many brilliant alcohol-free alternatives out there. The trick to navigating these situations is being prepared, either with your own bottle of 0% goodness or a firm answer in mind should your choice to abstain get questions. Don’t let those things prevent you from enjoying yourself! Queering up the holidays As queer people, we naturally disrupt traditions & expectations. We’ve been doing it all along for centuries so don’t stop at the holidays!   You get to create new rituals that are just as special and work for you. With queerness going against the grain generally, what’s queerer than challenging social norms around excessive festive drinking?! Start the year as you mean to go on… For someone like me who loves self development, goal setting, vision boards & sussing out my word for the year, the holidays are a crucial time for me to reflect & scope out what I want to achieve next. Feeling fresh and rested with a clear head is how I choose to start the new year these days and it’s made a huge difference when it comes to working through my ambitions and goals as well as sticking to my intentions. In conclusion... When I think back to previous holiday seasons vs now, I’m so grateful to be where I am. This year marks my sixth sober holiday season and I wouldn’t go back now. I’d urge everyone to give it a try too - in a non-preachy or judgemental way of course. Give yourself the time you need to unwind from the busy, tumultuous year that 2024 has been. Enjoy quality time with friends/loved ones/pets, either at home or out and about, but in an environment you want to be in, rather than one you feel obliged to be in.  Reflect on what went well and even toast yourself with a tasty alcohol-free drink (there’s so many great choices out there)! The rhetoric around sobriety has shifted - you don’t have to have a problem to want to change your relationship with alcohol. You can simply want more out of life. I promise you, you aren’t missing out - there’s so much gay joy to tap into and fun to be had from sober living or moderation. Create space to consider your hopes & goals for 2025 with a clear head. You’ll be thankful when January rolls around! Neil Hudson-Basing (he/him) Neil is We Create Space's Events Manager based in London, with over 18 years experience in the events industry. Neil has delivered and hosted events, as well as spoken and written about, a broad range of hard-hitting & sensitive topics including violence against women & girls, male allyship, racism, sustainability, LGTBQ+ inclusion, menopause and sobriety. In 2022, he co-launched London’s newest alcohol and drug-free clubbing event called The House of Happiness, a queer led & delivered venture, to help address the lack of LGBTQ+ sober spaces. 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!

Sevi Koppe, Char Erskine, Cynthia Fortlage and Cécile Deprez share wisdom and strategies on disclosing your identity as a Queer woman at work. Being our authentic selves can be both empowering and challenging—especially for queer women. In professional spaces, disclosure can be a vulnerable act, even more so for those of us navigating complex intersectional identities. In fact, 75% of LGBTQIA+ women and non-binary people say they have hesitated to come out at work for fear of it affecting their career advancement . How do we decide when, how, and with whom to share our authentic selves? How can we build genuine relationships in environments that don’t always embrace diversity? And most importantly, how do we foster belonging in spaces where inclusivity is often still a work in progress? At We Create Space, we founded our Queer Women in Business meet-ups   to cultivate a space where queer women can discuss important questions like these in small focus groups, sharing their experiences to foster deeper connection and understanding. The diversity of ages and backgrounds enriches these conversations, providing the chance to see issues through multiple lenses shaped by different lived experiences. I had the privilege of reflecting on the theme of identity disclosure with Char Erskine , Cynthia Fortlage   and Cécile Deprez . Their collective insights laid the foundation for discussions that challenged us to rethink the meaning of authenticity and belonging in the workplace. Why do Queer Women choose not to disclose their identities? Deciding when and how to disclose our identities in professional settings is deeply personal, shaped by internal confidence and external factors. It’s not hard to see why people feel inclined to hide their identities: 79% of LGBTQIA+ women and non-binary people report greater difficulty breaking through the glass ceiling   compared to straight cisgender women, with the experience being even more difficult for individuals with intersecting marginalized identities, such as queer people of colour. RESOURCE: Being a Queer Woman of Colour in the Workplace. Six Queer women leaders share the challenges they have faced at work, how they deal with 'micro'-aggressions, and what true allyship means to them. For Char, the journey toward authenticity in the workplace was challenging. "There was a time when I didn’t consider any professional setting to be safe to show up as myself. The big change around being more authentic in the workplace was actually some of the negative experiences I encountered from not being myself." Hearing homophobic and transphobic comments, alongside culturally insensitive remarks during the Black Lives Matter movement, made Char re-evaluate the cost of staying silent. “I long for the day that being myself at work is not seen as an act of bravery. True belonging begins when we stop negotiating our identity for others' comfort.” Cynthia emphasizes the importance of the environment. "Deciding to disclose often depends on whether the workplace practices Acceptance without Understanding™ ," Cynthia explained. In these spaces, individuals don’t need to fully understand each other’s identities to show respect. "For me, a safe space is where individuals accept one another without needing every detail. That fosters an environment where we don’t just 'fit' but truly belong." For Cécile, disclosure decisions hinge on a complex interplay of privilege and circumstance. "Gender non-conforming folks usually have very little choice regarding coming out to their colleagues, whereas others might decide with whom they’ll be authentic," Cécile noted. They highlighted that external factors, like visible LGBTQIA+ leaders or supportive ERG groups, can provide reassurance. "However, the visibility tied to our professional role can be a barrier if we’re not out to friends or family." Ultimately, disclosure is a nuanced choice. As Char reflected, "The worst thing we can lose by hiding who we are is our sense of self." Whether it’s seeking safe spaces, finding allies, or weighing risks, the decision to disclose is deeply influenced by both our personal readiness and the environments we navigate. RESOURCE: Liberation, Learnings and Labels: Bisexuality and Me. Emily Horton shares how her relationship with labelling her sexuality has changed over time and discusses the importance of personal choice. How “professionalism” must change to accommodate Queer women. Our collective understanding of professionalism has undergone a significant shift as workplaces begin to embrace authenticity. Char   noted that traditional ideas of professionalism often reflect systemic biases. “The version of professionalism often spoken about in our workplaces is centred in whiteness, patriarchy, binary gender roles, ableism, and classism,” Char explained. In fact, a 2020 Duke University study found that Black women with natural hairstyles were perceived to be less professional and less competent , and were less likely to be recommended for job interviews than their white counterparts. By standing firm in their identity, Char aims to challenge these outdated norms and be a role model for a more inclusive definition of professionalism, but it’s not always easy. "Do I still find myself code-switching and masking? Unfortunately, yes," they admitted, highlighting the ongoing tension of balancing authenticity with societal expectations. Cynthia shared her perspective on how professionalism has shifted in her time working from “rigid expectations to a model where authenticity is valued.” She believes that authenticity not only fosters a sense of belonging but also enhances productivity and collaboration. “It’s not about ‘fitting in’ but feeling welcome as we are. A safe space is one where people respect and accept each other’s identities without needing every detail,” she emphasized, pointing to how inclusive environments benefit both individuals and organizations. RESOURCE: Woman to Woman: Learning from a Trans Activist. Lesbian executive Nancy Di Dia poses questions to transgender activist Eva Echo on workplace allyship, sexism and the common struggles cis and trans women share. For Cécile, the intersection of the personal and the political plays a crucial role in redefining professionalism. “Society does not stop once we have closed the doors of the office,” they pointed out, reminding us that workplaces are not isolated from broader societal dynamics.  Together, these perspectives highlight a collective push to reshape professionalism into a concept that doesn’t rehash gender stereotypes  and which values authenticity over conformity. By embracing diverse identities, workplaces not only evolve but also create environments where individuals can thrive. How does intersectionality impact experiences of disclosure? The workplace is a complex environment where multiple aspects of our identities—queer, gender, race, and more—intersect, often in spaces that don’t fully recognize or understand them. A 2023 study by Deloitte found that over a third of LGBT+ workers are considering job changes due to a lack of LGBT+ inclusive policies ​ , and while LGBT+ employees express a strong desire to openly discuss their sexual orientation at work, fewer than half of them feel comfortable doing so, particularly with senior leaders​. Cécile stresses the importance of embedding intersectionality   into workplace diversity initiatives. “While many companies have started their DEI journey by focusing on gender, it’s often done in a binary way, neglecting the broader concept of intersectionality,” they observed. They believe Employee Resource Groups (ERGs) play a crucial role in bridging these gaps. “Even if we have to join multiple ERGs to reflect our different identities, we can use them to create a more inclusive environment.” RESOURCE: Being both Non-Binary and a Black Woman. Zee Monteiro reflects on the influences of race, community and spirituality on their journey to understanding their gender identity. For Char, navigating these intersections begins with focusing on shared values rather than differences: “We can be so quick to worry about how we differ from others that we overlook the commonalities that brought us together in the first place.” Char advocates for cultivating relationships through curiosity rather than fear or judgment. “In fast-paced environments, it’s easy to gravitate towards those who are obviously like us. But sometimes the most valuable connections come from taking the time to understand someone new,” they explained. How do we encourage respectful curiosity?  Curiosity, when approached thoughtfully, is a powerful tool for fostering deeper connections and more inclusive workplaces. Cynthia explains, “When we embrace others’ experiences without demanding full explanations, we create space for genuine learning and connection.” This kind of curiosity, rooted in respect, allows teams to ask meaningful questions, helping relationships flourish beyond surface-level understanding. Char suggested we take this idea a step further, advocating for a reciprocal approach to curiosity. “We need to treat heteronormativity with the same level of curiosity often shown towards the queer community,” they argue. For example, when someone asks about a queer person’s coming-out experience, Char suggests responding with questions like, “How did you know you were straight?” or “How does my family dynamic compare to yours?” This mutual exchange encourages reflection on societal privileges and fosters empathy. “These conversations can open people’s eyes to their role in creating a more inclusive environment and inspire them to advocate for and mentor underrepresented colleagues,” Char adds. Cecile agrees, “Through storytelling, we can ignite essential discussions and drive the change needed for a more inclusive workplace.” Such dialogues, Char believes, also help dismantle stereotypes. “By sharing curiosity across all identities, not just focusing on the ‘minority,’ we foster an environment where everyone is open, honest, and vulnerable, which strengthens authentic relationships.” However, they caution that some workplace questions directed at LGBTQ+ individuals can still be invasive. “Reciprocating curiosity can make others more mindful about how personal their questions might be,” Char notes. Your Strategy for Navigating Disclosure. Assess your work environment. Your safety and comfort are the most important thing, and there is no pressure to disclose until you feel ready to do so. Evaluate your organisation's culture, policies, and diversity initiatives to assess whether the environment is likely to be supportive. Are there any visible leaders in the company? Are policies written to include your identity group? Consider your boundaries. Before deciding to disclose, consider your personal comfort levels when discussing your identity. You’re likely to get questions, so decide ahead of time what topics of discussion are off limits and prepare how you might shut down discussion beyond your comfort level. You might decide to be open about your identity in certain spaces but not others, or hide particular details for your safety. Do whatever feels right for you. Build a support network. Having allies in the office can make disclosing significantly easier. Employee Resource Groups (ERGs) or LGBTQ+ networks are a great place to start, but you can also seek out other employees who are open about their sexuality, gender, disability or other marginalised identity. Even if you don’t share a common identity, they are likely to have useful insight on the reality of disclosure at your company. Your office besties are also a useful resource of support - check out our “My Ally & Me” article series exploring allyship stories in the workplace. Practice Patience. Char advises that you “be patient with both yourself and others as you navigate disclosure and relationship building.” Building inclusive spaces takes time and consistent effort, so try not to be discouraged if you’re initially met with some ignorance or confusion. Remember that your disclosure paves the way for future employees to be openly themselves at work too!   Sevi Koppe (she/her) Sevi Koppe is Community Director at We Create Space , as well as an international creative director and producer. She's worked for films and music festivals around the world, as a creative director, booking agent and a production manager. Her vision is queer and she's been curating international events since 2000 to promote LGBTQ+ visibility to mainstream audiences. Sevi works with venues around the world to coordinate exclusive events. Char Erskine (they/them) Char is a Black, queer, non-binary and neurodivergent person of Antiguan and Jamaican heritage.  They live with late-diagnosed ADHD and long-term mental health battles and shares their lived experience at the intersection of all these things to drive conversation, curiosity, and authentic connection between people. Char works in DEI in the legal sector, channelling their special interest in all things inclusion, accessibility, and social justice into the corporate environment.  Cynthia Fortlage (she/her) Cynthia is a Belfast-born, Canadian-raised, and globally recognised gender diversity educator and consultant based in London, UK, and the founder of CAF Services. With over 30 years in technology, she specialises in building inclusive corporate cultures that champion human rights, gender diversity, and intersectionality. A white lesbian woman with a trans+ history, Cynthia has worked with nearly 500 organisations across over 30 countries since 2017. Cécile Deprez (they/them) Cécile is a researcher in the field of satellite positioning (GPS) at the German Space Centre (DLR) in Munich. At DLR, Cécile has developed a number of activities related to diversity and inclusion as the co-founder of networks for women & gender minorities, internationals and LGBTQIA+ folks. Since 2022, Cécile has been active as a speaker on topics such as sexism, allyship and the issues faced by underrepresented groups in STEM. 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!

A qualitative research study into DEI Insights & Trends in 2025 , providing actionable insights and strategies to equip DEI practitioners with tools to drive change effectively . This 48-page  DEI Insights & Trends in 2025 Report  shares practical knowledge gathered directly from those at the forefront of DEI work, forecasting how innovation, leadership engagement, global challenges, practitioner wellbeing, and external partners will shape DEI in the year ahead. Download the full report for free: Executive Summary This Insight Report marks a new chapter in the We Create Space series, offering a hands-on perspective on DEI practices. Moving beyond theoretical justifications, this report dives into the lived experiences of DEI practitioners who navigate complex and often polarised environments to foster inclusive workplaces. Informed by recent roundtable discussions with UK-based DEI experts from diverse industries—including law, finance, technology, entertainment, academia, and consumer goods—this report provides actionable insights and strategies to equip DEI practitioners with tools to drive change effectively. Against a backdrop of political resistance and heightened scrutiny, DEI has maintained momentum, with 57% of executives reporting increased organisational commitment over the past year. However, practitioners face pressing challenges: DEI work is often met with backlash, globalisation demands culturally sensitive approaches, and the emotional toll on practitioners is significant. This report centres on five core themes, providing a roadmap for sustaining and advancing DEI in 2025 and beyond: Innovation : Modern DEI efforts require data integration, technology adoption, and cross-functional collaboration to achieve measurable progress. Practitioners highlighted the need for real-time, sensitive data collection across employee demographics and sentiments. Transparency is key, as practitioners work to build trust and ensure informed consent. Leveraging AI and other tools, organisations can better understand and address inequities. Yet, careful strategy and robust communication are needed to prevent “dashboard fatigue” and ensure that data-driven insights translate into actionable steps. Leadership Engagement : Strong leadership commitment is the foundation of successful DEI initiatives. Practitioners underscored the importance of tying DEI success directly to organisational metrics and embedding DEI into performance reviews and accountability frameworks. By linking DEI goals to business objectives, leadership can drive authentic engagement. Regular updates on DEI progress, along with visible advocacy, help sustain leadership interest, making DEI integral to the organisation’s strategic goals. Global Challenges , Local Action : As organisations operate across diverse socio-political landscapes, DEI strategies must balance universal values with local cultural and legal contexts. Practitioners recommended the “embassy model,” creating safe spaces within local offices where employees feel protected despite restrictive environments. By co-creating DEI strategies with regional teams, organisations can respect local nuances while advancing global DEI standards, fostering a sense of belonging even in challenging regions. Practitioner Wellbeing : DEI practitioners often face high emotional demands, carrying the burden of advocating for inclusion and confronting organisational resistance. With burnout common, practitioners need structural support, clear boundaries, and career development pathways to sustain their roles effectively. Ensuring access to mental health resources, establishing role boundaries, and creating career pathways within DEI can help practitioners continue their work without compromising personal wellbeing. Organisational support is essential to retain and empower DEI professionals, ensuring they are set up for long-term success and impact. External Partnerships : Collaboration with external consultants and NGOs can provide organisations with objective insights and expanded capacity, helping navigate sensitive topics that internal teams may struggle to address. External partners bring fresh perspectives, industry expertise, and a level of neutrality that fosters greater accountability, often strengthening leadership buy-in for DEI initiatives. Especially in times of budget constraints, creative partnerships with external experts offer valuable resources to keep DEI efforts robust and impactful. In today’s complex landscape, a resilient DEI strategy relies on integrating DEI into core business functions, equipping leaders to be advocates, supporting practitioners holistically, and leveraging external partnerships for expertise and accountability. This report presents not only the critical insights shared by DEI practitioners but also a collective call to action to embed DEI across organisational practices, where inclusivity becomes foundational to resilience and growth. This We Create Space | Insight Report  guides DEI practitioners, leaders, and organisations toward an inclusive model that is responsive to change, adaptive to local needs, and unwavering in its commitment to equity and justice. We hope the reflections, strategies, and recommendations in this report inspire continued efforts to build a workplace culture that values every individual’s contribution, creating environments where everyone is empowered to thrive. Jon-Paul Vicari Managing Director, We Create Space Introduction We are excited to present a new chapter in the We Create Space | Insight Reports  series, DEI Insights & Trends in 2025. Building on our recent inaugural report, “ The Business Case for DEI in 2024 , ”  which drew on third-party data to underscore the strategic importance of Diversity, Equity, and Inclusion (DEI), this edition shifts to a practitioner-centric perspective. While our previous report highlighted the compelling need for DEI in today’s business landscape, this report focuses on practical insights gathered directly from those at the forefront of DEI work. In a June 2024 study, 57% of executives   reported that their organisations have expanded their DEI commitments over the past year, despite growing backlash against corporate diversity efforts including recent decisions on affirmative action in the US. Today, this momentum faces new challenges, as political shifts to the right and escalating polarisation threaten to undermine DEI progress. Yet, in this climate of complex social pressures, only 1% of organisations have significantly reduced their DEI efforts—a testament to the unyielding demand for inclusivity in today’s workplace. Recognising both the wealth of DEI data and the need for a hands-on, applied understanding, We Create Space  facilitated an exclusive series of discussions with DEI practitioners in the UK, representing diverse industries, organisational sizes, and identities. With our commitment to Learn, Connect, Grow,  we sought to move beyond the theoretical and support practitioners in navigating their daily challenges. These sessions provided a wide array of insights reflecting the lived realities, innovations, and resilience of DEI professionals. The insights you’ll find here focus on five crucial pillars: innovation  in data, technology, and cross-functional integration, leadership engagement , global challenges , practitioner wellbeing , and  external partners . By sharing actionable solutions and expert predictions for 2025, we aim to equip you, the practitioners, with the tools and strategies needed to navigate as well as shape the future of DEI in the face of adversity and uncertainty. We hope the knowledge and reflections in this report will inspire you to continue advancing inclusivity within your organisations, contributing to a more equitable and sustainable future for all. Download the full report for free: 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!

Building connections amongst LGBTQ+ community members and allies at the Work in Barcelona! Job Fair. This year We Create Space was invited to participate in the 10th edition of the Work in Barcelona! Job Fair by Mirjam Maarleveld , founder of Barcelona Expat Life , with the goal to bring more diversity and inclusion to the job fair event. The job fair welcomes over 1500 attendees each year and helps connect expats with leading companies, explore job opportunities, and get valuable advice on topics like relocation and professional development. This year it was held at The Social Hub Barcelona in Poblenou. This year, we wanted to go beyond simply talking about inclusion—we wanted to embody it. By inviting We Create Space to deliver their Queer Speed Networking event at Work in Barcelona! Job Fair, we aimed to offer a fresh perspective and create space for meaningful conversations around diversity. It was important to provide both our audience and the recruiters a chance to engage with inclusion in action. The energy, insights, and connections fostered during the event were a fantastic addition to our mission of supporting expats in their professional and personal journeys. - Mirjam Maarleveld, Founder of Barcelona Expat Life Aligned with our mission to Learn, Connect and Grow, we crafted a new unique version of our Queer Speed Networking event series, allowing LGBTQ+ professionals and allies to better connect with each other. We welcomed WCS Programme Director and wellbeing coach Ora Özer to open the session, where they taught participants about active listening and how to be open minded and attentive even in the fast pace of a speed networking session. Ora offered a grounding session and then participants had an hour of speed networking where they could exchange information and build new connections.   Photos by Kiana Maria While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

To celebrate Trans Awareness Week we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Elliot Theodor is a non-binary transgender man, a sports physical therapist, and a professionally trained circus artist. In 2018, Elliot immigrated to Barcelona from Israel in pursuit of freedom from the Middle East. He shares his story of finding community in Barcelona and how transitioning changed his life. 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!

Bringing Queer perspectives to an international audience at the Festival of Consciousness in Barcelona. This year We Create Space partnered with The Festival of Consciousness in Barcelona to deliver three events as part of the festival's annual programme. The Festival of Consciousness is a non-profit association made up of entities and people who promote the transformation of consciousness in the world through genuine collaboration. They aim to foster human evolution through transformation, knowledge, discernment, and self-exploration. Aligned with our mission to Learn, Connect and Grow, we crafted our events for FoC with the aim of exposing their audience to the new ideas and fresh perspectives that our Queer lens can provide - an approach we have honed through our events and consultancy work with over 180 businesses across the globe . WCS CEO and Founder Michael Stephens delivered an inspiringly candid and vulnerable talk, sharing his own story of burnout after years of climbing the corporate ladder and how this experience led to him changing career paths to champion wellbeing and self-leadership for the Queer Community. We also brought two WCS staples to FoC in the form of a Queer Speed Networking event and an invigorating panel discussion on the business of inclusion featuring speakers from our global speaker collective. We Create Space x Festival of Consciousness Conversation with  Michael Stephens   | Inspiring Dome Queer Speed Networking hosted by   Sevi Koppe  | Connection Dome Business Stage Panel: The business of Inclusion facilitated by  Sanjukta Moorthy . In conversation with  Lotus Smits ,  Shimar Guyo  and  Kevin Hawkins  | Smash Dome Photos by Emiliano Del Piccolo While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Intersex researcher and activist Awo Dufie shares her perspective on intersex inclusion, identity and advocacy in the Global South and beyond. How has being intersex shaped the way you move through the world? Being an intersex person makes you see the world very differently from a lot of people and that often impacts how you navigate it. Personally, I live in a society that largely understands gender and sex as a binary and automatically assumes you are either a cisheterosexual man or woman. If you are like me and do not fit into such neat binaries, you constantly face consequences which are not always positive.  "The only way I can describe it is like being an uninvited guest at a table for two (man and woman), except this table is everywhere you go. Government institutions? Table for 2. Hospital services? Table for 2. Public restrooms? You answer."  - Awo Dufie As a third party in a position like this you resist in ways you can and also employ conforming to the status quo if it guarantees your safety. For instance, as an intersex and trans woman, one of my major ways of resistance is in my self expression, my work, and my determination to curate and document queer lives as much as I can. On the other hand my need for safety and self preservation also requires that sometimes I compromise my self expression or pretend to be my assigned sex. My identity and experiences as an intersex person who has had to thread between masculinity, femininity and what constitutes and differentiate both has allowed me to critically interrogate and ask why society is shaped the way it is and demand for things to change.  How do the lived experiences of intersex people in the global south differ to those in the global north? The lived experiences of intersex people vary everywhere, but our dreams intersect. I believe at the core of it, all of us in the global south and north collectively dream and desire a world where intersex and other queer people are accepted and we thrive. This dream to see one another thrive is the reason for our fierce advocacy.  I also think we share a collective experience of resisting several gender binary expectations and norms in our own unique ways, and within these ways of resisting we identify common struggles such as our shared experiences with healthcare systems, intersex genital mutilation, intersex discrimination, and legal reforms that are inclusive of intersex people.  On another hand the experiences of intersex people in the global south may vary largely due to several factors, such as our cultural meaning-making of what the intersex body represents as well as the combined advocacy strategies we employ to mobilise. Intersex bodies, especially if they do not pass as masculine or feminine or are considered unconventional, are subjected to taboos as means through which people made meaning in the absence of scientific evidence. This has fuelled social stigma which has filtered into public discourses, policies, and even institutions such as healthcare and educational systems. "Until recently physicians in a lot of countries in Africa considered several unconscionable genital mutilation surgeries perfectly normal. They did everything they deemed necessary to force perfectly healthy intersex people into heteronormative boxes." - Awo Dufie People from the intersex community fiercely employ a bottom-up advocacy strategy which recognizes that true power to effect change comes from intersex people ourselves. Thus intersex people from the global south are empowered to share their own stories to actively engage allies, opinion leaders and policy makers. Intersex people also equally employ a top-down approach and engage directly with authorities in positions of power. This year, I have been privileged to attend a few of such meetings and what both approaches indicate is that intersex Africans are increasingly mobilising and taking back power by rejecting cisheteronormative norms.      How has intersex advocacy shaped your life? "The start of my advocacy was recognizing and internalising the idea that just because my body might have been different, did not mean it was abnormal and deserved to be treated like an abomination. It is a powerful realisation that comes from gradually understanding that you find yourself in a society that you really do not have any place in. It encourages you to resist in any way possible and put your body on the line - because why not if your body is already on the line anyway?" - Awo Dufie This recognition similarly binds a large community of intersex people in Ghana and West Africa who continue to grow every passing day, a community I deeply cherish and appreciate for its care and solidarity to intersex people with marginalised genders. The Intersex Movement Ghana (whose executive committee I am a part of), Intersex Kenya, and Intersex Nigeria have done a great job supporting intersex people to mobilise and make important demands such as demanding an end to intersex genital mutilation and discrimination against intersex people, and through this they have created such an amazing and empowered community of intersex people who support and cheer me on. That is a huge motivation and reminder to keep on doing the work I do.  What does the future of intersex inclusion look like to you? The intersex movement in the Global South, especially East and West Africa, continues to make immense progress that I am extremely proud of. In Ghana, the Intersex Movement Ghana and KeyWatch Ghana continue to work hard to mobilise the intersex community, advocate, and mobilise sympathisers and allies. They worked hard pushing back against the legalised medical intervention on intersex bodies and they continue to organise a large number of local authorities and opinion leaders as allies of the intersex community.  The Nigerian intersex community has similarly been mobilising and striving to advocate for the rights and well being of Intersex people in Nigeria. The Kenyan Intersex community of course continue to set the pace, as they have successfully lobbied the Kenyan government to recognize intersex as a third gender in Kenya. I continue to see monumental wins like these, especially observing how much intersex people continue to tirelessly mobilise and organise. The possibilities of this mobilising are endless, as it comes with several opportunities for legal reforms which will ban intersex genital mutilations, interventions, and discrimination against intersex people. Such mobilising also provides the opportunity for intersex people to be recognised as a third sex marker on official documents as has been done in Kenya. "It is my sincere hope that intersex advocacy in the global south will adopt a much more decolonial framework and approach which embodies and centres the entire experiences of intersex people, such as their everyday lives. It is important that we recognise the intersex living and experience as one that embodies all of our life experiences and not only what medical conditions we have and how much intersexphobia we experience."  - Awo Dufie It would be dystopian to suggest that these achievements will come easy or even stand to be accomplished at all. The anti-abortion rights and anti-trans movements have focused on patrolling especially women’s bodies by constantly gatekeeping what and who a woman is. These groups whose efforts and donations extend to Africa continue to rollback and undo years of hard work and advocacy for intersex rights. Beatrice Masilingi, Christine Mboma, and Caster Semenya are a few intersex women who have unfortunately been victims of this recent roll back in trans/intersex rights and visibility. This speaks to just how intersectional intersex human rights are with the rights of trans people and how much this fight continues to be a fight for all marginalised queer people.   Awo Dufie (she/her) Awo Dufie is a transgender and intersex researcher, writer and activist from Ghana. As a researcher, her works explore the history of the LGBTIQ community in Ghana and Africa. As an activist, she works to advocate for LGBTIQ elders through her project- Queer Elders Speak- a series where she interviews and documents the lived experiences of LGBTIQ elders in Africa. 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!

Sevi Koppe reflects on the story of Queer career woman Carol O'Keefe, a recent guest speaker at our Queer Women in Business event. In today's fast-paced corporate world, resilience is often framed as the ability to keep pushing forward, even in the face of adversity. Yet for many queer women, especially those navigating intersecting identities, resilience has a far more nuanced definition. This was the central theme at the launch of our meetup series for Queer Women in Business in London, where guest speaker Carol O'Keefe—an experienced banking professional and LGBTQ+ advocate—shared her journey, offering her refreshing take on the meaning of success, balancing self-care, and finding one’s place in the challenging corporate landscape. Redefining resilience. For Carol, resilience is not just about enduring hardship. It is about cultivating a mindset that embraces both personal well-being and professional ambition. Having spent 25 years in the banking industry, with 17 years at JPMorgan, Carol’s experience is a testament to the resilience required not just to survive, but to thrive as a queer woman in a male-dominated industry. When asked what resilience means to her, Carol’s response was striking: “Resilience, to me, is more than bouncing back from challenges. It’s about knowing when to step back, knowing when to prioritise your well-being, and understanding that success doesn’t always mean climbing the corporate ladder." - Carol O'Keefe Carol’s identity as a bisexual, autistic immigrant from Ireland has shaped this perspective. Like many queer women, she has faced the added pressure of proving herself in environments where she often felt she didn’t fully belong. "As a queer woman and an immigrant, I have often felt the need to work twice as hard to be seen as enough. But over time, I realised that resilience also means knowing when to say ‘no,’ when to focus on myself, and when to choose happiness over societal expectations." - Carol O'Keefe   Navigating Intersectionality. "I’ve always had to navigate the complexities of being an outsider in multiple ways. As an autistic woman, I’ve often been misunderstood. As a bisexual woman, there’s sometimes been a lack of acceptance, even within the LGBTQ+ community. And as an immigrant, I’ve had to prove my worth in ways that others don’t always have to." - Carol O'Keefe Carol's story reflects the experiences of many queer women who must navigate the weight of their intersectional identities—whether it's race, disability, gender, or sexual orientation—in an industry that isn't always welcoming. For her, the key to balancing this pressure with self-care lies in recognizing the importance of diversity. "Diversity of thought and experience is invaluable to any business," Carol said. "I bring something unique to the table, and I’ve learned to see that as a strength, rather than a burden." The Power of Lateral Moves When we redefine what success can look like, we open the door to more fulfilling and sustainable ways of working. "Success isn’t always about moving up the ladder, sometimes, it’s about moving laterally, finding roles that align with your passions, and staying in positions where you can make a real impact without sacrificing your well-being. People are often surprised when you choose not to pursue higher-level roles, but for me, staying in a role I love, where I can indulge my passion for data, is more fulfilling than constantly chasing promotions." - Carol O'Keefe Self-care is often framed as a practice that is totally separate from one’s professional life, but for Carol, it has been an integral shaping force in her career decisions. One of the most impactful moments in her career came when she chose self-care over advancement. After years of working long hours, managing offshore teams, and advocating for fair pay, she realised she needed to step back and reevaluate her priorities. "I wanted to find a team where I could still contribute meaningfully, but without the emotional and physical toll that came with leadership positions. It was a decision rooted in self-care, and it’s one of the best I’ve made." This decision came about after a long process of self-reflection and lifestyle changes: "For a long time, I was overworking, trying to prove myself in ways that were unsustainable, but about three years ago, I started seeing a therapist and practising yoga. It helped me understand that my value isn’t tied to how hard I work or how much I achieve professionally." Carol believes that the industry needs to adjust to this new way of thinking, as more and more professionals reject traditional notions of success in favour of better aligning with their own goals. "There’s so much value in lateral moves and finding fulfilment in roles that align with your values, rather than constantly pushing for more responsibility." - Carol O'Keefe   Identity, Belonging, and Career Challenges As an immigrant from Ireland, Carol has spent the majority of her career in the UK, and despite her professional success, she still grapples with questions of belonging. "Even though I’ve lived in the UK for nearly 30 years, when I talk about home, I still think of Ireland," she said. "But I’ve also learned that belonging doesn’t have to be tied to a physical place—it can be about finding your community, wherever you are." For queer women, that sense of community can be hard to find in traditional corporate environments. But Carol’s involvement in JPMorgan’s PRIDE Business Resource Group (BRG) helped her create a space where she could bring her whole self to work. "I started out as an ally because I wasn’t sure if being bi was enough to be part of the LGBTQ+ community at work, but over time, I became co-chair of the PRIDE EMEA network, and I realised that my identity as a bisexual woman is valid, and I deserve to take up space." - Carol O'Keefe   Conclusion As Carol’s journey demonstrates, resilience for queer women in business is about more than just overcoming adversity—it’s about knowing when to prioritise yourself, when to push back against traditional definitions of success, and when to stand up for change. "Somebody has to stand when other people are sitting," Carol quoted, reflecting on her favourite motto. "Somebody has to speak when others are quiet." For queer women navigating the complexities of career and self-care, Carol’s message is clear: success is personal, resilience is multifaceted, and sometimes, the bravest thing you can do is choose yourself.   Carol O'Keefe (she/her) Carol is a seasoned banking professional with 25 years of experience, including 17 years at JP Morgan. Currently, she serves as Control Manager in the Chief Data Office for Corporate Finance, TCIO, and ASI, where she channels her passion for data and continuous learning. Actively involved in JP Morgan’s PRIDE Business Resource Group, she served as EMEA Co-Chair and co-founded Women in Risk and Control, advancing inclusion across the industry. Her journey as a bi, immigrant, neurodiverse woman reflects her commitment to championing equality and inspiring future generations in banking. Sevi Koppe (she/her) Sevi Koppe is Community Director at We Create Space , as well as an international creative director and producer. She's worked for films and music festivals around the world, as a creative director, booking agent and a production manager. Her vision is queer and she's been curating international events since 2000 to promote LGBTQ+ visibility to mainstream audiences. Sevi works with venues around the world to coordinate exclusive events. Sevi studied queer media and spaces in Japan to understand what support is offered to minors inside and outside of the formal education system. 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!

Through strong symbolism, Dr. Paul Taylor-Pitt takes us gently through the emotions and effects on our mindsets we can experience as a result of enduring minority stress. by Dr. Paul Taylor-Pitt Take a moment to feel your heart beat. You might do it in the conventional ‘two fingers on the wrist’ way, or the cinematic ‘finger on neck’ method which personally has never worked for me but looks very cool. If you can, see if you might still yourself to the point where you can sense your heart beating in your chest. Notice its rhythm. Its movement. Become aware of your heart’s determination to keep you alive. Your heart is both a muscle and a mentor. It is a barometer of your internal landscape. We talk about it in so many different ways to give words to emotions that otherwise have no language: heart felt, heart racing, heart breaking. But why the attention on the heart I hear you ask. This is International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) not Valentine’s Day. Well my mission today is to encourage you to listen to the language your heart is speaking when you consider your relationship with and experiences of homophobia, biphobia, transphobia and other forms of aggression, pain or abuse that we may have been subjected to just for existing as ourselves. How is your heart feeling about this? When I ask my heart, it seems like it’s initially too busy to reply. It’s on a treadmill (wearing a cute headband btw), while on the phone, signing documents and watching something on tv all at the same time. My heart is working hard. If I offer it the chance to come off the treadmill, sit down and breathe it initially resists it. There’s too much to do just to keep us alive! Slowing down feels counterproductive to all the productivity that I need to produce. After a little coaxing, it settles into a comfy chair, breathless and sweaty but starting to calm down. I reassure my heart that it’s ok to slow down for a while so we can have a chat. I ask how it’s doing at the moment. It pauses, closes it’s little heart eyes and checks in with itself. It says “I’m tired”. The world we live in values speed and productivity and FOMO and saying yes to everything. It’s exhausting. Our attention spans get shorter which makes it more difficult to be truly curious about stuff that doesn’t need to be done right now. Often with so many competing demands, the small voice of our heart asking us to make time for ourselves, or to slow down, gets ignored in the various voices competing for our attention. This can be a path to burnout or compassion fatigue. To truly hear our heart we must show ourselves compassion by slowing down and offering ourselves the gift of quiet space. Only then can our heart be honest with us. I tell my heart that I hear how tired it is. It gives a little sigh of relief. It tells me how it has had to build itself up so it doesn’t get hurt. It reminds me of the times someone called me a poof in the street, or I read a headline in the press that made me want to make myself smaller, or less. My heart gets a bit emotional when it talks about those lonely, quiet evenings as a child when I felt so alien in my own home and wondered if I would ever be happy as a queer person in a hostile world. Once my heart has blown its nose and had a mouthful of tea, it starts to smile, remembering some of the adventures we’ve been on together - particularly the ones where I listened to it and followed it. When it puts the tea down, I notice that its arm has quite a bit of definition to it. Welcome to the gun show! I tell my heart that it’s looking pretty buff and it blushes a little. Then it notices that actually, it’s pretty beefy. It has stamina and strength. It could probably throw a car if it came to it. All of those moments of stress, panic, doubt, fear, risk, trauma…they were like dumbbells for the heart. It picked them up, grunted, lifted them and became stronger even when it shook. My heart has never shrunk itself even when my head wanted it to. My weird, gay, unconventional heart has helped me grow despite - and sometimes thanks to - all of the potential pain that comes with living our authentic lives as queer folks. Growth through adversity is not only possible, it’s our right. Claiming the power that comes with realising this can liberate parts of ourselves that have wanted to break. Our hearts are strong. Our hearts can take it. As my heart gets back on the treadmill, it looks over it’s (quite defined) shoulder and gives me a cheeky wink. “I’ve got you” it says, getting on with its job of keeping me alive, surviving, growing and thriving. I take a sly look at its peachy heart ass and it speeds up a little, not quite racing but definitely pounding harder. Take a moment to check in with your heart again now. Maybe give it a little thank you for making you who you are today. Tell it you’ll visit again soon and maybe compliment it on its power. It’ll heart that. Dr Paul Taylor-Pitt (he/him) Paul is an award-winning Organisation Development Specialist, Mentor, Coach and Facilitator with three decades of professional experience to draw from. He was named one of HR Magazine's Most Influential Thinkers in 2022. You can find more information about Paul's work here . If you would like to book Paul as a speaker for a workshop or panel event, please get in touch with us via email at hello@wecreatespace.co While you're here... Did you know we consult with 100+ Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Why we need to educate, inspire and empower more professionals to become LGBTQ+ Leaders. In today's rapidly evolving business landscape, the demand for diverse talent and inclusive leadership has never been greater. As organisations strive to innovate, adapt, and thrive in an increasingly competitive global market, the unique perspectives and experiences of LGBTQ+ professionals are becoming increasingly valuable. However, despite progress in recent years, LGBTQ+ individuals remain underrepresented in leadership roles across industries. This article explores the critical need to educate, inspire, and empower more LGBTQ+ professionals to step into leadership positions and shape the future of business. The Need for Diverse Talent. The ongoing "War for Talent" has highlighted the importance of diverse teams and inclusive leadership in driving business success. Companies are recognizing that diversity is not just a moral imperative but a strategic advantage. According to a BBC report , 82% of business executives now consider diversity initiatives critical to their business strategies. This shift in perspective is backed by compelling data: Diverse and inclusive businesses outperform their competitors by 35%, according to a study by McKinsey. Research by Boston Consulting Group (BCG) found that diverse leadership drives 19% higher innovation revenue. These statistics underscore the tangible benefits of diversity in the workplace, particularly in leadership roles. Diverse teams bring a wider range of perspectives, experiences, and problem-solving approaches, leading to increased creativity, innovation, and better decision-making. Furthermore, inclusive organisations are better positioned to attract and retain top talent, as employees increasingly seek workplaces that value and celebrate diversity. Where are our LGBTQ+ Leaders? Despite the growing recognition of the value of diversity, LGBTQ+ individuals continue to be underrepresented in the workplace, especially in leadership positions. This disparity is particularly striking when considering the global average of adults identifying as LGBTQ+: Approximately 9% of adults globally identify as LGBTQ+, with this percentage rising to as high as 30% among Gen Z. However, only 0.4% of board seats in Fortune 500 companies are held by openly LGBTQ+ directors. In the tech sector, a mere 2-3% of the workforce identifies as LGBTQ+. This underrepresentation is not only a matter of equity but also a missed opportunity for businesses. LGBTQ+ individuals bring unique perspectives and experiences that can contribute to more innovative and inclusive workplace cultures. Their insights can be particularly valuable in understanding and serving diverse customer bases, as well as in fostering inclusive policies and practices within organisations. The Barriers to Advancement. The path to leadership for LGBTQ+ professionals is often fraught with challenges. Despite progress in legal protections and societal acceptance, LGBTQ+ individuals continue to face various barriers in the workplace: Discrimination and bias: Many LGBTQ+ employees still experience discrimination, both overt and subtle, which can hinder their career progression. Lack of support and funding:   Less than 1% of over $2 trillion in venture capital has gone to LGBTQ+ entrepreneurs , limiting opportunities for business creation and growth. Limited visibility of role models: Nearly the entire LGBTQ+ workforce across generations grew up with a distinct lack of visible LGBTQ+ role models in business. Representation gap:   Only 50% of LGBTQ+ employees see people like themselves in management positions at their organisations . Leadership Prototypes: Our collective beliefs about what effective leaders look like are shaped by heteronormativity, so LGBTQ+ employees who do not conform to gender stereotypes may be penalised or seen as unfit to be leaders. These barriers not only impact individual careers but also perpetuate a cycle of underrepresentation. Without visible LGBTQ+ leaders, younger professionals may struggle to envision themselves in leadership roles, further exacerbating the representation gap. The Imperative for Change. Given the clear business case for diversity and the persistent underrepresentation of LGBTQ+ leaders, there is an urgent need to educate, inspire, and empower more LGBTQ+ professionals to pursue leadership roles. This effort requires a multi-faceted approach: Education and Training: Providing LGBTQ+ professionals with leadership development opportunities, mentorship programs, and skill-building workshops can help bridge the gap between talent and opportunity. Visibility and Representation : Celebrating and showcasing successful LGBTQ+ leaders can inspire the next generation and provide much-needed role models. Inclusive Workplace Cultures:  Organisations must actively work to create environments where LGBTQ+ employees feel safe, valued, and empowered to bring their full selves to work. Addressing Systemic Barriers:  This includes tackling discrimination, bias, and unequal access to funding and opportunities. Allyship and Support: Encouraging and educating allies to actively support and advocate for LGBTQ+ colleagues is crucial for creating inclusive workplaces. Organisations like We Create Space play a vital role in driving this change. By educating society on DEI, Leadership, and Allyship, and providing tools, resources, and knowledge to a global community of Queer Leaders and Corporate Partners, we are helping to bridge the gap and create more inclusive workplaces. Conclusion The business world is at a critical juncture. As we face unprecedented challenges and opportunities, the need for diverse perspectives and inclusive leadership has never been greater. LGBTQ+ professionals bring unique insights, experiences, and skills that can drive innovation, improve decision-making, and create more inclusive and successful organisations. By actively working to educate, inspire, and empower more LGBTQ+ professionals to step into leadership roles, we can create a future where businesses truly reflect the diversity of the societies they serve. This not only benefits LGBTQ+ individuals but also drives better business outcomes and contributes to a more equitable and inclusive world for all. The time for action is now. Let us commit to breaking down barriers, creating opportunities, and championing LGBTQ+ leadership. In doing so, we pave the way for new futures – futures that are more innovative, inclusive, and prosperous for everyone. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

To celebrate Hispanic and Latine Heritage Month we spoke with employees from Google's FLINTA and Latine ERGs about Queerness, identity in diaspora and the future of conversations around Latine identity. This year we've been working with Google on a number of events targeting their large Latin American employee population living in EMEA (Europe, Middle East & Africa), where there continues to be a lack of visibility for Latin immigrants. In partnership with Google's FLINTA ( Female, Lesbian, Intersex, Trans and Agender) ERG, we've covered topics like Diversity in Latinidad, LGBTQ+ migration, mental health stigma and family dynamics - all through the lens of Latin experience. We asked some of the Queer Latine employees who took part in this event series to sit down and share their own thoughts on how heritage, Queerness and living in diaspora interact. How does your cultural identity as a Latina/x/e person intersect with your Queerness?  Mercedes Jenkins: "For me, it's a reminder of how multi-faceted our communities are - how diverse in the truest sense of that word our communities are as well. I hear Audre Lorde saying in my head, “There is no such thing as a single-issue struggle because we do not live single-issue lives," and that feels so true across what makes up Latinidad and the queer community. It also is a reminder for me to actively consider and address who is missing in our communities, who isn't heard, or seen and how to do a better job of centering those on the periphery." Lucia Molinari: "My cultural identity as a Latina and my Queerness are deeply intertwined, shaping my experiences as an expat and a mother in Dublin. Raising my son, born in Mexico and now happily growing up in Europe, within a same-sex family has strengthened my connection to both my Latina heritage and my Queer identity. Building community with fellow Latina/x/e and Queer individuals has been crucial in navigating the unique challenges and joys of being an expat, providing a space to celebrate traditions, share experiences, and find strength in our shared identities. My journey involves embracing the complexities of these intersections, advocating for those with less privilege, and creating a fulfilling life for my family that honors both my cultural roots and my Queerness." Ivy Martinez: "Gloria Anzaldúa and Cherríe Moraga are two of the writers I was reading a lot of in the period of my life when I was coming out. I came out to a family where I didn't see a lot of queerness so those writers became really critical ancestors for me. I feel very fortunate that this was the case because coming out can be a really lonely process and it can feel especially lonely when you don't see representation. Having shaped my queerness with their voices in my head, the intersection between my Latinx and queer identities has always been clearly drawn. "This Bridge Called My Back" (edited by Moraga and Anzaldúa) particularly influenced the way I sought and built community with other queer women of colour whose friendship has been foundational to the ways I see myself and understand the world." As a Latina/x/e person living in the diaspora, what have you enjoyed most from Google’s events with We Create Space? Mercedes Jenkins: "The opportunity to reiterate that being Latina/o/e/x doesn't look, act, speak, experience life in one particular way. There is no one way, right way to be in this community and there's a great opportunity inside our community to continue to reiterate that idea and then take action on that idea through learning, inclusion, understanding our own internal histories, inequities and path towards being a community that can act in solidarity across the diaspora, across the myriad identities we hold." Lucia Molinari: "Google's events with We Create Space have provided a much-needed sense of belonging and connection. I've especially enjoyed the opportunity to engage with a community of fellow Latina/x/e individuals who share similar experiences and understand the unique challenges and joys of navigating our identities in a foreign context. Hearing the panelists' stories has been truly inspiring, and I've learned so much about the richness and diversity of our community. These events have also allowed me to embark on a journey of self-discovery, uncovering new facets of my identity and feeling empowered to embrace my heritage." In the US (where this month was originally introduced), the Latinx/Hispanic Heritage Month theme is “ Pioneers of Change: Shaping the Future Together. ” What change would you like to see in conversations surrounding Latina/x/e identity and community? Mercedes Jenkins: "I would love to see more visibility around indigeneity: language, cultural, connection and learning how others across our community are pulling those threads through, revitalising what once might have been lost.  I would also like to see conversations around solidarity and cross-racial and cross-ethnic lines. I'll speak from my experience sitting in DEI roles where sometimes the convo can be "what about us", "we focus on x group but not y group" and not to invalidate that feeling and reality for folks who feel that strongly (it's real and I honour that) but also to move from that deficit narrative to a narrative around the interconnectedness of our community to other marginalised communities - how the work we do to support all marginalised communities, across all lines of difference - support everyone.” Lucia Molinari: “I envision a future where conversations about Latina/x/e identity embrace our rich diversity, amplify marginalised voices, and actively challenge the existing power dynamics and systems that perpetuate inequality within our community. We must keep celebrating intersectionality, ensure greater representation in leadership, and foster open dialogue about colorism and internalised racism. Recognizing that we all have a role to play in dismantling these systems, let's actively work towards a more inclusive, empowering, and equitable future for all within our community.” How does your work at Google contribute to shaping the future?  Mercedes Jenkins: “I am really fortunate my personal purpose and goals align with my professional purpose and current role. My job is to help amplify the voices of those who aren't seen, heard or are often overlooked and marginalised. When I think about Google's scope and reach and I think about the global majority across our world - they are Black, they brown and in my role I get to do work that lifts those communities up, provides pathways totech, AI, tools that can better people's lives. As the global majority continue to grow - I hope the work I do helps to shape a more equitable and sustainable future.” Mercedes Jenkins (she/her) Global Strategist, People Operations - Google Mercedes is a Afro-Honduran queer, neurodivergent woman. She works to make Google a place that works for everybody by applying systems-thinking design and consultation. In her other lives she’s worked as a strategist at small tech start-ups, in the ed-tech sector, a director at a learning center centering education for autistic children and adults and was a former educator in the public and private sector. Find her procrastinating on her MSc dissertation and instead walking her two dogs Quetzalli and Xochitl, reading books, hiking across the UK or watching really bad-good horror and/or sci-fi movies. Lucia Molinari (she/her) Head of Mid Market Sales (Multichannel), Customer Solutions - Google Lucía, a Latina queer mom, is a sales leader and music enthusiast. She has lived in Buenos Aires, Mexico City and Dublin and currently helps SMBs in Spain and Portugal grow through Google products. A passionate advocate for Diversity, Equity, and Inclusion, Lucía actively contributes to the LGBTQ+ and Latina/x/e communities, championing representation and progression in every country she worked in. Beyond the corporate realm, she cherishes precious moments with her son & wife, finding joy in exploring his boundless imagination and the wonders of childhood. Ivy Martinez (she/her) Head of Workforce Diversity - Google EMEA Ivy is a seasoned DEI practitioner with over 10 years of experience in the field. She began her career in DEI at Teach for America as a DEI researcher. In 2015, she joined Google, where she is currently the Head of Workforce Diversity for EMEA. In her role, she is focused on enabling leadership accountability for DEI, enacting systems change for deep impact, focusing on differentiation across the region, and supporting her team to be sustainable DEI practitioners. At home, she likes to have dance parties with her wife and young son. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Guest writer Shannon O'Rourke breaks down the findings of her PhD research into the leadership experiences of Queer people and how 'authenticity' can manifest at work. My PhD research explores the leadership experiences of people who identify as LGBQ in the UK (primary study) and Italy (secondary study). While the focus of the research is on sexual minorities, it is inclusive of transgender and non-binary people who identify as LGBQ. This project includes a cross-cultural comparison between the UK, where there is greater support/protection for LGBQ people in the workplace and Italy, where workplace protections are more limited. My fieldwork consisted of 30 interviews with cisgender, trans, and non-binary people who identify as LGBQ in the UK and 9 interviews in Italy. Participants held leadership roles in a wide range of sectors (public and private), such as government, higher education, finance, medicine, the pharmaceutical industry, HR, communications, tech, and the prison services. I’ve explored how other identities/circumstances (gender identity, age, ethnicity, geographic location, among others) intersect with sexual identity and impact leadership experiences.  How do you view coming out relating to authenticity and being a leader? In the literature on LGBQ workplace and leadership experiences, authenticity is often linked with being visible and there is a notion that ideally, an LGBQ person will be very open about their sexuality, and that this may make them a better leader (see Lindsey et al., 2019; Mohr et al., 2019; Sawyer et al., 2017).   Often, my research participants assessed their workplace environments and made pragmatic decisions about how and whether to be open about their sexualities. While all participants felt that it was important not to hide who they are, the degree to which people wanted to be open about their sexualities in their leadership roles varied greatly. Levels of openness were also shaped, and sometimes constrained, by the workplace context.  WCS Glossary | Masking Masking in psychology and sociology is the process in which an individual "masks" or camouflages their natural personality or behaviour to conform to social pressures, abuse or harassment. When I started this project, I had my own tensions around what it meant to be visible and authentic. In the early days of the research, I felt an imperative to come out whenever possible. Coming out as bisexual often felt like a confession, as I had some hang ups around not being “queer enough” to be doing this research. This need to make people aware of my identity and my sense of privilege was driven by impostor syndrome, a sense of not quite fitting.  Over time, I started to feel more agency around how and when I would speak about my own sexual identity when discussing this research. I began to feel less compelled to define myself for others. I’ve learned the importance of taking ownership over how, when, and where I choose to speak about my sexuality. Interestingly, after nearly four years of being immersed in a study about LGBQ experiences, I feel less defined by being bisexual. It’s a part of me that I will always want to be free to share when I choose to, but I don’t need this to be the first thing that people know about me. I don’t need everyone to see it, because in the spaces where it matters most, I feel seen.  What challenges did you encounter around defining authenticity in the context of LGBQ leadership? The participants in my research shared a wide range of views on what it meant for them to be authentic in their leadership roles. Describing what authenticity feels like, one participant said, “it honestly feels like I was holding my breath for a really long time, and now I can just breathe normally.” Individual definitions of authenticity had a lot to do with participants’ feelings around the personal/professional divide. Several wanted to feel like they were the same person in their personal lives and their professional lives; these people often spoke more openly about their sexualities and felt that being LGBQ had a significant impact on their leadership. However, many participants preferred to have more of a divide between their personal and professional worlds. While almost all these participants were open about their sexualities in their leadership roles to some degree, they did not want it to be a major point of focus. Some expressed frustrations that being openly LGBQ led to an emphasis on this aspect of who they are in their leadership roles. With these experiences in mind, I find it important to resist any overarching definition of what it means to be authentic in the context of LGBQ leadership. Everyone has the right to decide what being authentic means for them. What is the invisible labour of authenticity for LGBQ leaders? Participants articulated how being authentic involved a process of navigating how much of themselves they can bring into their leadership roles. Several described some degree of self-editing, and one participant described this as “being gay for a straight audience”. For many, being authentic is not simply about “being your true self”; it is also about the dilemma of whether, when, and how to refute notions of who people assume you truly are or should be. Several ethnic minority leaders in the UK emphasised how their ethnicity increased this gap between how they identify and how others perceive them. For example, a Chinese-British leader in her early sixties described challenges of being visible as a lesbian in her leadership role when people often assume that Chinese women are straight. Many others described such challenges to be authentic when heteronormative   assumptions are part of their workplace contexts. WCS Glossary | Minority Stress Minority stress describes high levels of stress faced by members of stigmatised minority or marginalised groups. It may be caused by a number of factors, including poor social support, low socioeconomic status, social stigma, prejudice and discrimination. What complexities did your research capture in the relationship between LGBQ leaders and organisational DEI functions? We need to question what we are asking of people when we ask them to be authentic, particularly people who are coming from socio-demographic disadvantage and underrepresented social categories. Many participants in my research were asked, or even expected to be involved in diversity groups and initiatives at their organisations. While some were willing to contribute to these efforts, several criticised DEI initiatives as they can feel “tokenistic”, and resisted the idea that their sexuality should mark them as “other”. Several participants described how after coming out in their leadership roles, they faced expectations to speak for their sexualities, placing an obligation on them to speak on behalf of other people and explain others’ identities and experiences by standing on the ground of their own. A lesbian woman in her late fifties emphasised this point as she said, “I would be viewed as some kind of expert, you know, and my experience is specific to my own multifaceted identity. I can't claim to speak for gay men or bisexuals or trans women or trans men.” Promoting corporate diversity can create an obligation for individuals with minority characteristics to both reveal their own struggles and speak for others’ experiences. Expectations to “be authentic” can become coercive by compelling people to speak about matters that they would prefer to keep private. Authenticity should be approached as something that is often complex and unique to everyone rather than an imperative for LGBQ people. Conclusion Conducting this research has led me to take a more critical approach to the idea that authenticity is synonymous with visibility. There needs to be greater acknowledgment of how LGBQ people navigate complexities around coming out at work. What it means to be authentic may vary greatly from one person to the next, and therefore it’s important to avoid imposing some norm of authenticity. I believe that focusing on psychological safety, which is broadly defined as a climate in which people are comfortable expressing and being themselves, can shift the focus from the role of the individual to the role of the organisation (see Edmonson 2018). An organisational commitment to psychological safety can create the conditions that allow for people to express themselves authentically, on their own terms. References Edmondson, A.C. 2018. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth . Hoboken: John Wiley and Sons. Lindsey, A., King, E., Gilmer, D., Sabat, I. and Ahmad, A., 2019. The Benefits of Identity Integration across Life Domains. Journal of Homosexuality , 67(8), pp.1164-1172. Mohr, J., Markell, H., King, E., Jones, K., Peddie, C. and Kendra, M., 2019. Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity. Journal of Applied Psychology , 104(10), pp.1266-1282. Sawyer, K., Thoroughgood, C. and Ladge, J., 2017. Invisible families, invisible conflicts: Examining the added layer of work-family conflict for employees with LGB families. Journal of Vocational Behavior , 103, pp.23-39. Shannon O’Rourke (she/her) Shannon O'Rourke is a PhD candidate in Social Psychology. She’s been working in qualitative social research in the areas of maternal and child health, women’s health, HIV prevention, and LGBTQ issues for ten years. After living in the USA, Brazil, Canada, South Africa, and Germany, she came to the UK in early 2021 to pursue her PhD.  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!