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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 would like to thank every single person who took part in our community survey this year. We'll be using this feedback to inform our work throughout this year, making We Create Space bigger and better than ever! As an organisation, we are committed to continuous improvement, and it has been both heart-warming and insightful to hear your feedback. We have plenty planned for 2024, so make sure you stay up to date by subscribing to our newsletter. Check out our 2024 Community Action Plan. 2023/24 Survey Results: "Personal and collective wellbeing, having enough energy to advocate and protest." "How queer and trans people's existence will be used to influence the general election, and the hate that will come out of that and the impact on mental health that will have." "I think it's hard to see yourself represented regularly when you tick a lot of boxes (I'm queer, Black, non-binary and neurodivergent) but WCS does amazing work to represent different identities in all the events that I see." "I think WCS events are mindful of different identities and experience and try to make sure everybody feels comfortable." "Sometimes my viewpoints or my privilege are challenged, but that's a good thing. So I think it's natural to not feel 100% calm or relaxed when that's happening, it's worth it of course and in general the community is very compassionate and kind." "I actually do recommend you regularly to friends and colleagues!" "My workplace is not very supportive of queer people specifically or of our staff led group's general EDI work - so you are a useful resource and I try to use some of your content as examples." "Actual in person queer community and events that are actually joyful and interesting!" "(My) workplace is rather performative when it comes to DEI... You folx are serious about DEI, committed, smart and beautiful." Do you have any more recommendations or suggestions for us? If so, it would be great to hear from you. You find us via email at hello@wecreatespace.co or through our social channels! While you're here... Did you know we consult with 100+ Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Discover how to foster a psychologically safe workplace for LGBTQ+ employees, prioritizing queer mental health in high-performance cultures. High-performance cultures are known for their relentless pursuit of goals, tight deadlines, and competitive environments. While these traits can drive innovation and productivity, they can also contribute to mental health issues among employees. From our recent Community Check-In, where we surveyed our global network of 30k LGBTQ+ professionals, Mental Health emerged for another year running as the number one concern expressed by queer people going into 2024. We’ve outlined three practices you can start today to make a difference in the mental health of your LGBTQ+ employees and maintain cultures of high performance. Tip #1: Create Spaces for Barriers to be Discovered. Whether it’s conducting an anonymous survey, hosting a roundtable discussion with a neutral party, a fireside chat with a senior leader, or workshops, discovering what obstacles your employees face is crucial so you can meet them where they are. For example, making virtual events centred on mental health anonymous to attend may invite more people to join without the risk of feeling shame or auditing your health benefits to check for LGBTQ+ inclusive policies/options and reducing the Trans Tax. Common barriers can include but are not limited to: Not having role models who prioritise mental well-being. Work cultures/policies not allowing for flexibility to schedule appointments either in person or remote during work hours. Benefits that are not inclusive of digital/remote healthcare. Fear of judgement or weaponization of mental health disclosure by managers. Long wait lists from a provider. Scarcity of therapists who have training in LGBTQ+ topics or are part of the LGBTQ+ community themselves. Moving states or countries and having to find new providers. As a clinician and therapist, I show up to my clients struggles more effectively when I show up to my own struggles with the same level of intention. As I become more aware of the barriers to my own wellness, it allows me to more intentionally listen to and appropriately empathize with the struggles of my clients while remaining cognizant of the differing contexts to our identities. That, therein, gives me the capacity to think critically about the care I offer them and what kind of skills, knowledge, structural changes, and/or intentional conversations may need to be had, made, learned, or employed to empower them toward their growth. As an organization, your job is to do the same. Those who have power to impact policy and practice within the organization should be utilizing their wellness services and prioritizing their own care to model and make the culture of the organization for those with less influence; and to make themselves aware of barriers that anyone seeking access to those resources might find. They should also make space to be present, listen, and be receptive to the voices of those members of the workplace community with less influence when they are brave enough to dialogue with them about those services and their perceived barriers." - Obella Obbo Tip #2: Be Humble and Intersectional Creating a supportive workplace culture that prioritises mental well-being involves several important elements. Firstly, it's crucial to acknowledge that we may not always have all the answers and that asking for help is perfectly okay, especially when developing programs to support others' mental well-being. Continual learning is also essential in high-performance cultures. Raising awareness of intersectional identities is essential to avoid a one-size-fits-all approach, recognizing that people have different lived experiences and may have experienced prior trauma. “For as much as ‘intersectionality’ has become a HR buzzword, very few people outside of these lived experiences curate a space where it is safe to be intersectional… As an openly trans and gay man, I’ve embraced the responsibility of representing and educating others through my company's only employee resource group. However, the decision to disclose other aspects of my identity, particularly my disabilities and neurodivergence, remains challenging and one I’m still hesitant to take… Creating a truly inclusive and safe work environment that embraces authenticity remains a significant challenge that can only be solved with our continued collective commitment.” - Yujx Smith “Mental Health America’s annual work health survey helps determine the current state of worker mental health and well-being in the U.S. and workers who do not feel that leadership values their identities perceive their organisation as either complicit or harmful in cultivating a psychologically safe workplace.” (Source) By prioritising mental well-being, we can foster a culture of allyship and increase our awareness of others' needs and intersecting identities and stories. To build rapport between employees, activities such as team-building exercises, support groups, and learning techniques like EFT tapping that can be done at your desk or home can be implemented. Social events can also create a sense of camaraderie, leading to a more supportive workplace culture. It's crucial to emphasise that seeking help for mental health concerns is a sign of strength, not weakness. Tip #3: Make High Performance Results the Outcome of Psychological Safety Leadership plays a key role in creating a psychologically safe environment, and providing leadership training and mentorship opportunities is crucial. These programs should focus on skills like vulnerability, active allyship, and compassion, alongside job-specific training. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and well-being. And there is compelling data to prove the effectiveness of making these types of changes. "Research in recent years from Gartner, Gallup and Harvard Business Review found that the benefits of a high psychological safety at work include: 27% reduction in turnover 50% more productivity 74% less stress 26% greater skills preparedness since workers learn at a faster rate when they feel psychologically safe 67% higher probability that workers will apply a newly learned skill on the job.” (Source) It is clear that pushing for high performance while not prioritising the mental wellness of employees is likely to result in costly employee turnover and reduced productivity. By building robust support systems into the workplace, we can create high performance organically and in a sustainable manner. “In my experience of workplaces that were not psychologically safe, energy has been wasted on hiding, editing, pretending instead of using that energy to perform at your best in a role. In larger companies or organisations, the approach could be that ‘you should’ feel safe and secure to share, however this may not always be felt in specific areas/teams within a business or organisation. Different teams within the one business/organisation can have very different experiences because of their specific line manager. In my experience there have been few line managers able to listen comfortably and support if required, so in the past I have chosen colleagues, friends and family over most line managers.” - Erica Rose Final Thoughts: If leaders aren’t trained in how to have these types of conversations and/or if you’d prefer to have trauma-informed facilitators/consultants lead them, using an external partner like We Create Space to support all levels of employees and develop an action plan for you can kick start making positive long term impact. When organisations model behaviours like ones we have outlined to create psychologically safe workplaces within high performance cultures, we are able to place more value on our complexities as humans than our productivity as workers while still achieving our personal and professional goals. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Download our free cultural calendar resource to keep you right when planning DEI events across the year. Looking to fill out the dates in your DEI diary? Look no further that the We Create Space Cultural Calendar, which highlights key events throughout 2024 for the LGBTQIA+ Community, People of Colour, Disabled and Neurodivergent Communities and more! Click below to download it for free! Are you looking to supercharge your DEI strategy in 2024? We Create Space is here to help! To enquire about our consulting services, annual membership and event packages, email us at hello@wecreatespace. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

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

The We Create Space Team share their top tips and strategies for managing their mental health during the tumult of the holiday season. The holiday season is supposed to be a joyous time of year, but for some of us it can also be a difficult and stressful period, especially in the Queer Community. Whether it's the density of social commitments, complicated relationships with our family or discomfort with food, alcohol and other excesses, there are plenty of reasons why the holiday season can put a strain on our mental health. We spoke to members of the We Create Space team and Global Speaker Collective to hear how they manage this tricky time of year and have compiled their advice into some helpful tips! 1. Be attentive to your feelings and create space to reflect. While it can be tempting to simply suppress negative emotions, this will be a disservice to yourself in the long run. Understanding why you're having an emotional reaction to something and being compassionate with yourself about it will go a long way to making the situation more tolerable. "Pay close attention to your mind, body and emotions. Create space to understand your thoughts, actions and behaviours. Intentional moments of self-reflection can help us all approach the holidays with a little more self-compassion and kindness." - Michael Stephens Recognise that you are human and have your limits - there is nothing wrong with withdrawing when you need to! "It can be overwhelming or tiring to have to engage constantly, especially in environments or conversations that can be triggering. Recognise when it becomes too much, and it's okay to remove yourself from a specific situation or conversation." - Gurchaten Sandhu 2. Embrace kindness. Consider your internal monologue: how are you talking to yourself during this time? Let go of self-criticism and try to speak to yourself as though you are your best friend. Embracing positive self-talk will have a big influence on your mindset. "We put so much energy into the year, it makes sense that by the end we can be tired or less enthused. My top tip is kindness. Being gentle with myself, talking nicely to myself. And sometimes just a little mantra like 'you deserve rest'." - Char Bailey 3. Carve out time for yourself and honour your needs. The holidays disrupt our normal routine and while this can provide much needed time to unwind and rest, it can also throw us off and stop us from engaging in constructive behaviours and grounding habits we use throughout the rest of the year. "I journal every night, particularly during the holidays as a way to carve out time to process any sense of overwhelm. As an introvert, I make sure to have quiet moments on my own to recharge, away from family and festivities." - David Kam Try and make time to do something by yourself every day that brings you joy or grounds you, whether it's journaling, meditation, listening to music or moving your body: "The festive break doesn’t always give us the rest we need after a busy year. It’s important to respect & honour our own needs, boundaries & enjoyment during the season of giving & sharing. So I try to create moments where I can do that. Even on Christmas morning, I’ll take myself out for a run before everyone wakes up. That way, I get a bit of personal headspace - & physical space - and I’m charged up ready to enjoy the day with loved ones!" - Neil Hudson-Basing 4. Embrace your chosen family. As queer people, our chosen family may be just as important to us as our biological family. If you have a difficult relationship with your biological family or feel like you can't be your true self in front of them, remember to lean on the queer connections that keep you centred. "My very existence goes against the typical binary narrative and therefore I'm not looking to fit in with society's 'normal'. I am surrounded by chosen family and that's what makes me happy. Knowing that I am surrounded by acceptance and love really helps to drown out anything that would otherwise disrupt or de-rail my mental health." - Eva Echo If you can't be with them in person, organising regular time to call and debrief can be a great way to get the support you need in a challenging home environment. 5. Choose your battles. Spending time with family or old friends who don't fully understand or embrace your identity can bring up a host of difficult emotions. How you decide to manage moments of conflict is up to you and should be based on what will best serve you. You have every right to confront microaggressions and prejudice, but it is also okay to simply remove yourself from the situation if you are not in the place to deal with it. "Finding the balance between standing up for myself and knowing when I need to let things go for my own mental health has been crucial for me. For example, I don't have the energy to correct people every time they misgender me, but if someone says something that truly upsets me, I know I need to pull them aside and attempt to remedy that situation rather than stew in it." - Jua O'Kane 6. Affirm and remind yourself of who you are. As queer people, being in our hometown or surrounded by extended family can make us feel like the odd one out. Ground yourself and be confident in who you are, perhaps recalling your favourite moments of queer joy. "Remind yourself that you are comfortable in your own body, that other people's opinions or negativity take nothing away from you. Your strength is not threatened by other people's dominance or assertion of validity. It can be tough but affirming your own sense of self works for a reason." - Ben Pechey While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

Discover how to overcome budgeting challenges & unlock the full potential of your Employee Resource Group. At We Create Space we work closely with Employee Resource Group (ERG) leaders across the globe, helping them foster greater inclusion within their organisations. However, with many executive leaders taking their foot off the pedal and shrinking budgets for diversity, equity and inclusion (DEI) initiatives, we understand that ERG Leaders are facing significant hurdles providing the programming employees desire. In this article we’re providing insights on how you can overcome budgeting challenges in your ERG, as well as how to maximise your impact by engaging in intersectional collaborations with other groups, bringing together different employee communities for powerful moments of learning and connection. Strategic Budgeting. Getting the most out of a limited budget starts with identifying how your ERG’s activities will align with your organisation’s wider DEI goals. Not every project is going to be feasible, so prioritise the initiatives you believe will have the most demonstrable impact on employees and show off the collective value of your ERG. Looking at the year ahead as a whole, plan out your key activations. Programming designed around cultural calendar dates may be some of your biggest events of the year, but ensure that you allocate funding for activities outside of relevant awareness months and days. Leaving some flexibility in your budget will allow you to respond to emerging needs and opportunities throughout the year and capitalise on unexpected chances for impact. Resource: Download our free 2024 Cultural Calendar below to help you plan your 2024 activations. You can also explore the possibilities of external funding sources, diversity and inclusion grants and partnerships with external organisations to help supplement internal budgets. Making use of free resources from organisations like We Create Space is also a great way to ease financial pressures on your ERG and provide employees with insightful learning opportunities. Our podcast, video archive, glossary and library have a wealth of resources covering topics like active allyship, LGBTQ+ inclusion at work, intersectionality and more. Effective advocacy. To secure support from organisational leads and potential collaborators it is essential that ERG leaders effectively communicate and advocate for their ERG’s needs. Establish a series of long and short term goals that take into account your current financial situation and desires for the future. Resource: Check out our Queer Leadership 101 webinar “How to Healthily Challenge Executive Leadership” for more tips on effectively communicating with your higher-ups. Craft a compelling narrative when talking about your ERG’s initiatives, illustrating how the work you are doing feeds into company goals and positively impacts the organisation’s overall culture. Presenting a clear vision of what your ERG has accomplished is essential to secure increased investment, and this vision can be made all the more powerful when it is backed up with data, so if you’re not already collecting data from participants, now is the time to start! Whether it is employee engagement and satisfaction, retention rates or surveys conducted before and after learning sessions, being able to measure your success with tangible data will go a long way to illustrate your return on investment and strengthen the case for increased funding. Resource: Check out our DEI 101 Webinar “Navigating Data & Intersectionality” for more tips on integrating data collection into your DEI initiatives. Building strategic alliances with key organisational leads is also paramount. Invest time in building your relationships with individuals in HR, DEI and executive leadership. These are connections you can call upon when you need an ally or support when securing funding. The further up the organisational ladder, the more weight their support will hold in negotiations, so aim for the stars! Harnessing the power of collaboration. Joining forces with other ERGs is a sure fire way to make your budget stretch further. By utilising intersectionality, a conceptual framework that recognises the interconnected nature of social identities and systems of oppression, ERGs can increase their impact. Harnessing intersectionality will create more inclusive initiatives which address the diverse experiences of ERG members, promoting cross-community learning and active allyship. Resource: Read our beginner's guide to the framework of Intersectionality. As an ERG leader, you are unlikely to have first hand experience with all of the intersecting identities represented within your ERG, so working with other ERG leaders is an excellent way to broaden your understanding of issues facing other identity groups and create truly inclusive programming. When running panel discussions or talks, remember to uplift and champion voices from within your own employees. The next generation of queer corporate leaders may be right under your nose, you just need to give them an opportunity to shine! This should always be voluntary - employees of marginalised identities should never feel pressured to share their personal stories for the sake of others. Instead, empower them to embrace the power of storytelling of their own accord by investing in leadership programmes to enhance their confidence and storytelling abilities. Resource: Check out our Queer Leadership 101 webinar “Nurturing Future Queer Leaders” for more tips to support the growth of your ERG members. While utilising internal speakers can have powerful results, it’s advisable to set aside budgeting for external speakers and facilitators too. They can provide expertise and intersectional perspectives otherwise not represented within your workforce and ensure that your ERG does not begin to suffer from an echo chamber effect. Conclusion ERGs can be a powerful force for change within organisations, even when the landscape of diversity and inclusion is evolving and funding is tight. As an ERG leader, being adaptable and open to collaboration are essential to the success of your initiatives. By crafting a flexible and strategic budget and leveraging the power of intersectional collaborations, you can continue to grow and strengthen your ERG even when facing financial challenges. At We Create Space we are passionate about supporting ERG Leaders with their goals, whether that is increasing ERG engagement or providing insightful programming and learning opportunities to members. Check out our case study with JTI to learn how we have supported them with scaling their PRIDE ERG. For even more insights on this topic, watch our conversation with David Azulay, an ERG lead at Omnicom: To learn more about our consulting services and how we can help you achieve your ERG ambitions, email us at hello@wecreatespace. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We delve into our partnership with JTI, where through their WCS Annual Membership we've provided content production, event delivery and consultancy to support the growth of their global PRIDE Employee Resource Group. Overview As part of the LGBTIQ+ Inclusion pillar at JTI, they were looking to develop strategies, professional development opportunities and LGBTIQ+ inclusive policies in order to create workplaces which are inclusive of all sexual orientations, gender identities, and gender expressions - embodying their values of being a people-centric organisation where employees can be themselves everyday. Core Challenges As a large international company, JTI recognised the need to distil a key priority for their PRIDE ERG and build a growth strategy that would encourage global awareness and participation. Creating a sustainable and ongoing safe space for ERG members was paramount, as well as finding fresh ways to drive engagement and create new PRIDE ERG chapters across the 127 countries they operate within. We Create Space developed a four-pronged strategy to address JTI's goals, focusing on Wellbeing & Community Building, Regional Development & Chapter Growth, Diversity within Diversity and Expertise & Thought Partnership. “We reached the conclusion that the well-being of the LGBTQ+ community was the number one priority... We are employees for employees, we are not the corporation. And sometimes members of the LGBTQ+ community can be protected by the corporate policies. Saying there is no discrimination here and having it very beautifully written in a document is nice. But then when you actually live it, in the day-to-day work, it's it's completely different. So what we wanted to create was this safe space for the employees to be to be able to approach us in a different way.” - Edgar Martinez (he/him), Senior Legal Director and Global PRIDE ERG Co-Chair at JTI Solutions: Wellbeing & Community Building Full event programming covering intersectional topics like LGBTQ+ Parenting, Trans Allyship, Living as HIV+, Intersex Awareness and Hidden Disabilities. Showcasing internal Queer Leaders as part of our My Ally & Me content series. Sponsorship and attendance at our Pride & Beyond Queer Leadership Retreats in 2021 and 2022. Regional Development & Chapter Growth International Pride ERG Summits in person to build community and provide upskilling. Regular global virtual events to encourage the development of new ERG chapters. Who Am I? Leadership training to encourage and enable ERG succession planning. Diversity within Diversity Supported with the creation of PRIDE ERG's "Women of Pride" sub-group to encourage more women to join the ERG and engage with events. Sponsorship of our intersectional glossary to encourage continued learning and development amongst members. Showcasing internal Queer Leaders as part of our Through My Lens content series exploring the intersection of LGBTQ+ and Disability. Expertise and Thought Partnership/Leadership WCS consultancy and strategy development to long-term goals and action plan. Bespoke content creation covering topics like being trans in the workplace. Regular consultancy sessions to track the progress of initiatives. Outcomes: More local chapters of PRIDE ERG have been created each year across the globe. Increased participation by women employees across PRIDE's chapters. Continued Senior Leadership involvement and public support, including a new commitment to ensuring Pride is celebrated 365 days a year. Higher levels of ERG community engagement and participation. JTI's PRIDE ERG placed on the 2023 Global Diversity List and has been named a Top 10 LGBT+ Employee Network. Won Gold from the Internal Communications and Engagement Awards for Best Internal Communications Campaign. JTI Germany has received the Global Equality Standard (GES) certification from Ernst & Young, one of the first global DEI awards allowing companies to assess the extent to which DEI is embedded throughout their global operations. Jen Polzin (Board Assistant Germany & Global PRIDE Co-Chair) and Rene Staebe (Corporate Communications Manager) both placed on the 2023 Top 100 LGBTQ+ Future Leaders List. "I think of my role as making sure that the company lives by the promises they made. We are trying to expand our ERG presence globally to know what the markets need, you can imagine the type of challenges as an international company operating in 127 countries, which is why we have been a partner with We Create Space since 2021 " - Edgar Martinez (he/him), Senior Legal Director and Global PRIDE ERG Co-Chair at JTI While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We investigate the financial burdens affecting the transgender community and lay out best practices for how organisations can step up their support for trans employees. Across the globe the transgender community is facing discriminatory laws and rising levels of hate crimes while fighting for equal rights, healthcare access and legal recognition. This Trans Awareness Week, we want to shed a light on a lesser discussed issue plaguing the trans community: the financial burden of being trans. In this article we are providing best practices on how organisations can step up to support their trans employees by listening, auditing, and working within internal teams and external consultants to ensure benefits and healthcare packages are inclusive and equitable for trans employees. In fact, from our most recent client survey 70% of organisations said “Creating and/or adapting benefits for marginalised groups, especially the trans community” was a top priority in the next 12 months. What is the "Trans Tax"? The “Pink Tax” refers to the phenomenon that products targeted specifically towards women are more expensive than their equivalents which are targeted towards men. In recent years this terminology has been borrowed to describe the unique financial disadvantages faced by other minority groups, such as the “ADHD Tax”. Trans people are facing a heavy financial burden across the world, for example the cost of transitioning in the US regularly costs upwards of $100,000 even with health insurance. What makes up the Trans Tax varies person to person based on individual needs, gender identity, location and accessibility. Below is a non-exhaustive list of costs that trans people may face while transitioning. Updating your name and gender on legal documents and identification. Buying new clothes, make-up, binders or prosthetics so you can express your gender identity. Counselling and talk therapies to help process the emotional upheaval of transitioning. Monthly hormone prescriptions and blood tests every three to six months. Gender affirmative cosmetic procedures such as laser hair removal and fillers. Surgical procedures to ease gender dysphoria (see: Top Surgery, Bottom Surgery, Phalloplasty, Vaginoplasty) can be extremely costly, often requiring a gender dysphoria diagnosis from a psychiatrist, surgical referral letters, hospital and surgeon fees, supplies for recovery, as well as a loss of income from taking time off work. Ongoing costs to freeze eggs or sperm in order to preserve fertility which may be affected by hormone replacement therapy. The sad reality is that in the face of these exorbitant costs many trans people cannot afford to access the care they so desperately need, especially when the community is already facing inequalities across employment. Research by McKinsey shows that trans people are twice as likely to be unemployed as cis people and even when they are in employment cisgender people make 32% more than their transgender coworkers, even when the latter have a similar or higher level of education. The compounding impact of facing discrimination in employment, combined with the financial burden of healthcare and the rising cost of living, means that many trans people struggle to cover basic necessities like housing and transportation. It took a while before I could financially face the idea of spending a large sum of money on top surgery. I also set up my own business at the same time as starting my medical transition and was definitely more cautious with investing in my business because my bills were higher as a result of spending money on private prescriptions. I think finances have been a huge reason why I didn’t transition until later in life. When I started transitioning it was during lockdown and for the first time, I wasn’t spending money on keeping busy to distract myself from being trans so I had a relatively high amount of savings. - Jamie Lowe Addressing Financial Realities. Avenues to access trans healthcare vary widely across the globe, so attempting to address the financial burden on transgender people is a complex issue and highly contextual to different countries. In this article we are primarily focusing on the US, UK, and EU. In the US. 91.2% of adults in the US have health insurance, but only 78% of transgender adults do. This number drops to 68% when we look at transgender adults of colour specifically. When we consider that most Americans have health insurance through their employer and that many in the trans community are struggling with unemployment, it becomes clear how for many trans Americans, transitioning is simply out of reach. Even with health insurance, many transgender people still report being denied coverage for gender affirming care or struggling to cover their deductibles and copays - a 2020 study found that the out of pocket costs for transgender individuals accessing hormone replacement therapy through Medicare ranged from $72 to $3792. In the UK. While trans people in the UK should be able to receive access to gender affirming care for free through the National Health Service, waiting lists for a first appointment at the country’s gender identity clinics are currently up to 87 months long (that's over seven years). While some trans people are resorting to private healthcare in order to transition, the associated costs are out of reach for many - the last National LGBT Survey found that 60% of trans people in the UK make less than £20,000 annually, which isn’t so surprising considering that that 1 in 3 UK employers admit they wouldn’t hire a trans person. Coming out later in life, I felt I had a lot of catching up to do, and so I felt going private was my only option – especially given the toll it was taking on my mental health. To date, I’ve spent thousands on my medical transition, and I’m at the point where I can no longer fund any more personally. I’ve had to put buying a house on hold to fund what I have so far. It’s also impacted my ability to go out, go on holiday etc. All I’ve done is work non-stop to get to where I am. Now, I have no choice but to wait for the NHS service to get to me in the queue. It’s because of these waiting lists that I took NHS England to the High Court, to challenge the long waiting times. - Eva Echo In the EU. Access to trans healthcare varies widely across the EU in line with individual countries' public health insurance systems. Malta and Spain are currently leading the way for trans healthcare in the EU by depathologizing the process, allowing trans people to access care without needing to be diagnosed with gender dysphoria. The Maltese Prime Minister has also announced plans to pay for gender affirmative surgeries. Some countries like France and The Netherlands are in a similar situation to the UK, where gender affirming care should be provided under public health insurance but trans people are being forced into private healthcare by lengthy waiting lists. Countries like Georgia, Russia and Slovakia provide virtually no coverage for gender affirming care. Whether using public or private health insurance there are often arbitrary (and transmisogynistic) distinctions drawn about whether procedures are medically necessary or “cosmetic” - a trans man in Belgium can access a mastectomy through public insurance but a trans woman wanting to augment her breasts would have to pay for her surgery out of pocket. For a broader oversight into the accessibility of trans healthcare in different European countries check out Transgender Europe’s Trans Health Map. How do we lessen the financial burden on trans people? Employers are in a powerful position to support transgender staff by doing their part to understand and help alleviate the Trans Tax. We Create Space is proud to partner with organisations in developing these strategies through our trauma informed, intersectional programmes and experts. In the absence of state-funded trans healthcare, it’s so important for employers to show they value their employees – especially given that we spend so much of our lives at work. Gender-affirming care allows employees to bring their full selves to work, meaning they will be more productive and confident. From taking time off for appointments (in the way they’d allow time off for other employees for other matters) to anti-discrimination policies, the protection of trans+ employees is vital in creating a more progressive and inclusive workplace culture, which will only attract more future employees. - Eva Echo 1. Survey your trans employees and listen to their feedback No one is better informed about the needs of your transgender employees than themselves! The field of transgender healthcare can be incredibly complicated, so surveying your employees about what they really need is an essential first step. Using an external consultant like We Create Space to develop, implement, and report back survey findings gives trans employees the opportunity to speak with neutral experts who can influence the organisation. This removes the burden on trans employees to educate leaders about the discrimination they experience. If you currently don’t have any transgender employees but would like to attract more diverse talent, an external consultant can gather relevant data from trans professionals in your country to inform changes to your benefits package. It is essential that surveying is done mindfully and with the creation of psychologically safe environments as transgender adults report lifetime depression at twice the rate of cisgender adults. 2. Build allyship into every decision. Empowering and training all leaders and decision makers to be better trans allies is vital to ensuring trans people are considered and heard. Allyship Activation programmes support the leaders who are supporting others through skill building, continuing education, and practise woven into their daily jobs. Overtime, more organisations have become inclusive allies, in 2002, 0% of Fortune 500 companies offered trans-inclusive healthcare coverage, but this figure has increased to almost two-thirds by 2019. 3. Close the trans pay gap. Ensuring that your trans employees are being paid fairly is essential but in order to collect relevant data to identify any pay gaps, your organisation will first have to make trans employees feel safe enough that they are happy to self-report their gender identity. Setting up an LGBTQ+ ERG, hosting trans centred webinars and workshops and celebrating events like Trans Awareness Week help foster a sense of belonging for trans employees. Psychological safety has to be built into the business holistically, especially when it comes to trans employee self identification and understanding how their data is helping make real change. We know bringing cultural principles to life for employees can be difficult when you are trying to grow your impact and business. It’s why we recommend having a strategic annual plan custom built to support action over idleness to ease the burden for teams of all sizes. 4. Build a benefits action plan. Using your survey results and feedback as guidance, identify areas of weakness or inequality in your existing company benefits. Working with an external consultancy of experts like We Create Space will ensure your new benefits are following industry best practices and creating meaningful impact for your employees. It’s important to consider how employees can access these benefits through both in person and digital methods. If you offer private health insurance to employees, you should be auditing your provider for trans-friendliness, competency and inclusion. In places like the UK, offering private health coverage is not common, so having a plan that covers gender affirming care is a major opportunity for employers to stand out and exercise their support of the trans community. If offering health coverage is outside the capacity of your organisation there are still plenty of other ways you can improve benefits for trans people navigating their transitions, such as egg and sperm freezing, fully paid medical leave and flexibility around working hours. 5. Ensure staff and potential employees are educated about your benefits. There’s no use having a trans-inclusive benefits package if the information isn’t readily accessible to employees. According to research by McKinsey transgender employees are 1.5 times more likely to find it difficult to understand a company’s culture and benefits. During recruitment a transgender candidate may not want to out themselves by asking about whether health coverage is trans-inclusive, so offering this information up front ensures you’re putting your best foot forward. Having members of a LGBTQ+ ERG to help disseminate this information and inform new staff members is a great way to increase engagement for both new and existing employees. If you need help starting, growing, and/or empowering ERGs at your organisation, we’ve developed programmes like Queer 365 to drive change and elevate marginalised groups all year long. With Gen Z being reported as the “queerest generation ever”, there will be more and more demand for trans-inclusive benefits as they continue to enter the workforce. By offering trans-affirmative benefits organisations have the opportunity to become hugely attractive to transgender employees, leaders in their industry, and foster a diverse, fulfilled workforce. We Create Space is on a mission to improve the lives of LGBTQ+ people around the world and want to help your organisation do the same, get in touch with us today at hello@wecreatespace.co. Continue your intersectional allyship education with more free WCS resources: Our Archive Queer Leadership 101: Psychological Safety Queer Perspectives: Bodily Autonomy DEI 101: Navigating Data and Intersectionality Our Library Inclusive Recruitment: Attracting LGBTQ+ Talent Managing Our Money as LGBTQIA+ People Through My Lens: Imagining the Future of Accessible Workplaces Our Podcast Pride & Beyond Podcast: Queer Financial Wellbeing Pride & Beyond Podcast: Leadership Beyond the Binary Pride & Beyond Podcast: Non-Binary Leadership While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We delve into our partnership with global beauty brand Garnier, and share some of the consultancy we gave on their UK Pride Campaign - from community up-skilling, education and awareness training to supporting with an inclusive campaign and advocacy strategy. Overview As part of their mission to celebrate ALL skin (inclusive of ALL races, genders, ages and sexual orientations) for their Micellar product re-launch during Pride Month, Garnier was looking for a partner to help educate, safeguard, and advocate for LGBTQ+ people and allies both internally and externally. Core Challenges Underneath the rainbows and glitter, Pride is an inherently political event. And politics is messy, confusing and difficult. With consideration for navigating a polarised world and avoiding ‘rainbow washing’, Garnier recognised a knowledge-gap and urgency to develop and implement inclusivity at every step of the campaign. New product launch connected to the LGBTQ+ community require a holistic approach to support stakeholders at all levels through two key components: Community Upskilling, Education and Awareness as well as Inclusive Campaign and Advocacy Strategy. "It was the first time that we’ve spoken outwardly for the LGBTQIA+ community. Something we were really conscious of is that we didn’t want this to be a one off - flash in the pan campaign - that we know attract a lot of criticism for very good reasons. We wanted to join an existing conversation in a meaningful way." - Maddy Lewis (she/her), Senior Advocacy Brand Manager at Garnier Solutions: Community Upskilling, Education & Awareness WCS consultancy on build up with core campaign team, and strategy for navigating internal setbacks Wider inclusion training of Garnier team and cross functional partners ‘LGBTQ+ Intersectional Allyship’ panel discussion for L'Oréal UKI Inclusion and safeguarding workshop and recommendations for ambassadors Upskilling Community and Comms teams (e.g. Cheat Sheet/Best Practices for Managing Campaign Feedback) Inclusive Campaign & Advocacy Strategy Critical guidance and grass-roots insights for selecting charity partnership Expert talent curation and content development to spotlight diverse representation PR and Communications review (e.g. press releases, campaign video edits) Inclusive production guidelines and toolkit (e.g. pronoun badges on set) Customer education resources (e.g. Allyship guide creation) Outcomes: Highest ever engagement and campaign reach (to 60M people) New process defined for inclusive community management and safeguarding for Garnier advocates Authentic expression of values brought to new and existing audiences globally (more feedback affirming brand’s allyship) Increased Emotional Intelligence and empowerment for teams to make inclusive decisions (new allies converted internally) Learnings used to inform L’Oreal’s wider inclusive brand guidelines and communications "Our purpose was to lead this campaign globally for Garnier, but we also wanted to activate it in right way, here in the UK, and lead by example. We Create Space helped us do that. It is one of the highest engagement we’ve had on a campaign to date and enabled us to reinvent a conversation on a well-established product." - Maddy Lewis (she/her), Senior Advocacy Brand Manager, at Garnier 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!

Unapologetically Visible: An evening of queer performances, conversation and community in Barcelona. We closed out October in Barcelona with a powerful panel discussion and performance showcase! Our speakers discussed the topic of being "Unapologetically Visible" as queer people, a salient topic as we transition into Trans Awareness Month. Our identities don’t disappear when the Pride flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Speakers: Barry Brandon (any pronouns) - Host Sagittaria (he/she) Kari Serrano (she/her) La Rodri (she/they) We'd like to extend a special thanks to The Social Hub for their support and allowing us to use their space in Barcelona for this event. 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!

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!

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

Art, Activism and Queer Conversation in Barcelona. Our in-person event in Barcelona on the 21st September was a night full of connection, intimate conversation and learning! Our panel of speakers lead a discussion on "Art, Creativity and Activism", exploring the power of Queer artistic expression to connect our communities, world build and facilitate activism. Our Speakers: Jess Brough (they/them) - Host Sevi Koppe (she/her) Ashtar Alahmad (she/her) Jossy Jaycoff (she/they) Special thanks to The Cover Club for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo. Did you know... We 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! 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 discuss LGBTQ+ inclusion in the workplace and the impacts of intersectionality on career advancement. A live panel on "Queering Your Career", exploring how we can navigate new paths forward as LGBTQ+ people in both our personal and our professional lives. Our Speakers: Sanjukta Moorthy (she/her) Kevin Hawkins (he/him) Jen Keawphaisan (she/her) Gonzalo Parra (he/him) In this session we discuss... - Building and fostering community as Queer people. - Intersectionality in professional environments. - Navigating migration and changing career. - Barriers to LGBTQ+ inclusion in workplaces. - Challenging organisational leaders to address issues facing the LGBTQ+ community. - Developing leadership skills. Special thanks to The Hoxton Hotel for their support and allowing us to use their space in Barcelona for this event. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

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

A wonderful evening of queer conversation and community in Barcelona. Video by Raymon Rivera Our in-person event in Barcelona on the 24th August was a night full of conversation, connection, dancing and queer joy! Our panel of speakers lead a discussion on "Queering Your Career", exploring how we can navigate new paths forward in both our personal and our professional lives. Our Speakers: Sanjukta Moorthy (she/her) - Host Kevin Hawkins (he/him) Jen Keawphaisan (she/her) Gonzalo Parra (he/him) Special thanks to The Hoxton Hotel for their support and allowing us to use their space in Barcelona for this event. Photos by Emiliano Del Piccolo. Did you know... We 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! 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.

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

We closed out Pride Month in London with an evening of queer performances, conversation and community in collaboration with Locke Hotels and Effevescent Sounds. Video by Kiran SKG Our Pride month closing party in London was a night of beautiful performances by queer singer-songwriters, highlighting the importance of spaces for genuine queer expression and creativity. Our identities don’t disappear when the rainbow flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Performers: Akin Soul (he/they) Leo Lore (he/him) Queen Kaltoum (she/they) Bestley (they/she/he) We'd like to extend a special thanks to our partner for this event Effervescent Sounds, to Locke Hotels for providing the space and Luv Jus for providing drinks! 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!

Microaggressions negatively impact our workplaces every day, but we can all contribute to eradicating them. We've come up with five powerful steps for allies to take action. Microaggressions are defined as ‘subtle, often unconscious acts, words or behaviours that can communicate negative messages’ - often directed towards minority or marginalised groups. While they may seem like small, throwaway comments or innocuous statements, microaggressions can have a big impact when you are on the receiving end of them. These individual prejudiced comments accumulate over time and contribute to minority stress, where being part of a marginalised group impacts a person’s mental health and well-being. Left unchecked, microaggressions will negatively impact a workplace’s culture, creating an environment where employees from marginalised groups don’t feel psychologically safe or able to bring their full selves to work. In this guide, we’ll discuss some tangible advice on how to spot, interrupt, and speak up against microaggressions - as we strive towards creating a more inclusive, respectful and welcoming workplace for everyone. “I’m trying to be open and honest about the micro-aggressions and barriers that I may face within the workplace… If we don’t have these conversations in the workplace, then I can’t show up for myself, which then will allow me to show up for others. So I have to bring [all of my intersectional life experiences with me, as much as I possibly can.” - Chloë Davies 1. Spotting Microaggressions Microaggressions can come in various forms, such as jokes or comments that rely on stereotypes, exclusion from group activities or discussions, or using language that makes assumptions about someone’s identity. These can be directed towards individuals or groups, and are often said by people who are ignorant to the fact that what they are saying is harmful or discriminatory. “[My allies at work always remind to do this] work of explaining, patiently teaching, and transforming unconscious biases into conscious inclusion – or at least into consciousness.” - Jen Polzin 2. Self-Reflection Creating a better work environment starts with ourselves: we must reflect on our own conscious and unconscious prejudices. Take some time to think about your past actions and language and identify times where you may have been insensitive to a colleague or contributed to a negative working culture. Having noted these instances, you can mindfully correct your own behaviour in the future and notice when others make the same mistakes. Let your experience shifting your own mindset inform how you address inappropriate behaviour in colleagues. “No one is perfect, and we all have a duty to continuously learn and educate ourselves by considering how others may feel in specific scenarios. While we may not get it right every time, instances where have got it wrong present incredibly important learning opportunities.” - Ryan Zaman 3. Upstander Strategies Interrupting microaggressions can be challenging, but there are several upstander strategies that you can use to speak up effectively: Try being direct by speaking up and addressing the issue head-on. When using this strategy you should be mindful of your tone and delivery. If the person saying the microaggression feels judged or called out, they are more likely to react defensively and not take on board what you have to say. You can reference our calling in examples to ensure that being direct results in a teachable moment. Distracting involves changing the topic or using humour to redirect the conversation. While this can be a useful method to stop harmful conversations in the moment, it is important that some further action is taken to address the behaviour afterwards, whether it’s calling in the person yourself or asking the victim if they would like to report the situation to HR. Discussing invites others to engage in the conversation to share their perspectives. Inviting in additional external perspectives will also lend credibility to your criticism of a microaggression. You can also delegate the responsibility of addressing the issue to someone else. This strategy may be necessary if you don’t feel well enough educated on an issue to speak about it or if the comment has personally affected you on a personal level. Having allies you can rely on in your workplace allows you to spread the weight of responsibility for addressing bigoted behaviour. Sometimes you may want to delay and take time to reflect on the situation, before addressing it later when you feel ready to do so. 4. Using a catchphrase Having a catchphrase prepared can make it easier to jump in and neutralise a harmful conversation quickly. There are several different approaches to catchphrases you can try: Ask for clarification. e.g. “What leads you to that conclusion?” Create a learning opportunity. e.g. “Let me offer some perspective on why that language can be harmful…” Refer to company values. e.g. “That type of behaviour doesn't align with our company culture.” 5. Deescalating While upstander strategies can be effective, they may not always work, and people may react negatively to being called out for their behaviour. In such instances, try to respond thoughtfully and with compassion. Stay Calm: Remain calm and professional when someone reacts negatively to your intervention. Getting angry or defensive may escalate the situation and make it more challenging to resolve. Refusing to meet their anger may also help to diffuse their emotional reaction more quickly. Validate Their Feelings: Listen to what they have to say and acknowledge their feelings. Even if you don't agree with their perspective, making them feel heard will encourage them to take on board what you have to say. “No matter how we ourselves feel about a situation, there are always the feelings of others involved too. In the same way that you want to be heard, it’s important to show them that you’re making an effort to see their side, and not responding purely from a place of emotion.” - Tolu Osinubi Circle Back Later: Offer to discuss the issue further at a later time. This allows them to reflect on their behaviour and may lead to a more productive conversation. Seek Support: If the situation becomes too tense or the person continues to react negatively, seek support from a manager, HR representative, or another colleague. Conclusion Everyone has the power to shape and influence the dynamics and culture of their workplace. While it may require some practice, interrupting microaggressions is a valuable skill that allows you to support your colleagues from marginalised communities and ensure they feel safe and respected at work. If you’re looking for more ways to create an inclusive workplace why not check out our guide on how to better your pronoun skills or 7 steps you can take to become an active ally? Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We celebrated Pride Month in Barcelona with an evening of queer performances, conversation and community. Video by Raymon Rivera We closed out Pride Month in Barcelona with a powerful panel discussion and performance showcase! Our speakers discussed the topic of being "Unapologetically Visible" as queer people, a salient topic as we transition through and out of Pride Season. Our identities don’t disappear when the rainbow flag comes down, and neither do the needs of our community. As an organisation WE CREATE SPACE are committed to championing the importance of queer spaces and queer voices 365 days a year - it’s the essence of who we are! Our Speakers: Barry Brandon (any pronouns) - Host Lupe Guerra Garcia (she/her) Jayce (they/he/she) Diwata (she/her) We'd like to extend a special thanks to The Social Hub for their support and allowing us to use their space in Barcelona for this event. 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!