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

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

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

To celebrate Black History Month we're sharing another edition in our series of stories about Queer migration and the unexpected journeys we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro A Queer Journey can often take us far from the places we once called home, but it's in the nature of LGBTQIA+ existence that we seek out and build new family wherever we go. Cindy Nasenya is a Queer African content creator and digital marketer who grew up in Kenya, moved to Poland and now lives in Barcelona. She shares her story, how Queer and Afro diaspora community have helped her grow and find confidence while living in a new part of the world. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters  so you can stay up to date!

Ready to level up LGBTQ+ talent in your workforce? Here are some of our favourite training programmes designed for Queer Leaders looking to develop their skills. At We Create Space we're passionate about empowering Queer people to take up space as authentic, compassionate leaders of the future, harnessing the unique strengths born from their experiences as LGBTQIA+ people. Queer people may not fit the traditional mould of what a leader looks like , and so are often passed over for experiences and opportunities where they would thrive if given the chance. This is why leadership development and training programmes are so essential to bring about the next generation of Queer Leaders. The following is a list of our top ten training programmes to develop upcoming LGBTQIA+ leaders in the workplace, providing education on inclusive and authentic leadership as well as cultivating courage, self-compassion and resilience. All of our events, training programmes and corporate solutions are fully bespoke, delivered by our global team of experts, and tailored to the needs of our clients . Don't be afraid to get in touch if you're looking for something not on this list! 1) My Intersectionality, Power & Privilege. Webinar or Workshop. Everyone has intersecting identities, but for many people, their sexual orientation or gender identity overlaps with other aspects of their identity (e.g. their race, religion or social status), compounding in increased levels of marginalisation and discrimination. This session explores the origins of intersectionality and how navigating these intersections can present unique challenges and opportunities. We’ll help participants identify their own power and privilege and how to utilise it in service of others. Request more info. 2) Having Courageous Conversations. Webinar or Workshop. Whether we’re leading companies, building our career, raising a family or fighting for justice, we need to be able to communicate when it’s uncomfortable, confusing or difficult. This session will empower leaders to cultivate courage and overcome the barriers that are stopping them from moving forward. Participants will grow their active listening skills, learn how to set healthy boundaries, practice calling others in and challenging with compassion. Request more info. 3) Developing Compassion and Emotional Intelligence Webinar or Workshop. A session supporting participants with looking inwards to create greater self awareness and identify areas of growth potential. Enhanced understanding of ourselves unlocks the ability to be a more compassionate leader. This session will consider how corporate cultures of perfectionism and a lack of compassionate role modelling in the workplace affects how we think of leadership, as we set out to challenge the status quo and inspire employees to feel more connected to one another.  Request more info. 4) Building Queer Resilience Webinar or Workshop. Whether we recognise resilience as a strength or not, we have each developed unique qualities from growing up LGBTQ+ and navigating a heteronormative world. This session brings participants through a process of self-inquiry, exploring the gifts of Queer resilience. We’ll discuss burnout, battle fatigue and the invisible cost and responsibility of being a visible Queer Leader. Individuals will be supported with identifying new tools for self-care, healthy boundary setting and developing self-compassion. Request more info. 5) Having Influence & Impact. Webinar or Workshop. A self-empowerment programme for those wanting to make more of an impact in their community, organisation or in the world. We’ll be introducing new processes and tools for putting your purpose into practice and remaining true to your values. We look at how story-telling can help unlock new opportunities for reflection, self-care and personal growth. Through courageous conversations we can foster brave spaces and bring allies with us. As leaders, we need to be able to communicate when it’s uncomfortable, confusing, and difficult, and do it in a way that actually builds trust and strengthens our relationships. Request more info. 6) Authentic Leadership. Talk or Panel Discussion. Being true to ourselves as leaders calls us to draw on the very essence of our values, beliefs, principles, unique expression of our identities (and lived experience). When we show up in the world more fully, we open ourselves up to exciting new possibilities as leaders within our organisations, but also as members of our communities. Request more info. 7) Nurturing Future Leaders. Webinar or Workshop. This session focuses on developing and nurturing leadership skills in individuals to prepare them for future leadership roles. The need for Queer Leadership development has never been more urgent. As the emphasis on recruiting 'diverse' talent increases, how do we ensure that we are attracting, nurturing, and empowering future LGBTQIA+ leaders. This covers fostering spaces, systems, and cultures where future Queer Leaders are inspired to challenge the status-quo, think critically, and take up the mantle on the path to driving change and creating a better working world for all of us. Request more info. 8) Shaping My Purpose. Webinar, Workshop or Panel Discussion. Only when we dare to show up authentically can we craft our path to more purposeful living. This session supports individuals with re-calibrating their personal and professional ambitions, identifying what drives them and the barriers standing in the way of their goals. Participants will be provided with the tools to challenge self-limiting beliefs, cultivate creativity and discover possible ways forward. Request more info. 9) Shifting Systems, People and Mindsets. Webinar, Workshop or Panel Discussion. This is an interactive webinar exploring how people, mindsets and systems can be shifted to challenge policies and practices to create a more inclusive workplace. Participants will learn how to navigate difficult conversations and educate others, address microaggressions, advocate for themselves and empower others in service of creating cultures of belonging. Request more info. 10) Leaving a Legacy Talk or Panel Discussion. A session exploring how we can shape history through our own personal allyship and activism. Hear from inspiring individuals on a mission to improve the lives of LGBTQ+ people around the world, and leave with actionable steps to create a more-inclusive organization. Request more info. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

The continued importance of building diversity, equity and inclusion principles into the foundations of any company’s business strategy - creating space for greater organisational learning, connection and growth. For a long time humans thought the Earth was the centre of our solar system. Until Copernicus theorised in 1543 through mathematical models the Sun was in fact the centre. This discovery profoundly changed the way people viewed themselves and the world around them. We’ve seen these paradigm shifts throughout history and recent years have been no exception. 2020 represented a similar shift in our understanding of the world. Through a global pandemic, the murder of George Floyd, a rise in hate against the AAPI community, and far right rhetoric, millions of people rose up to challenge what has been, and work towards a brighter future of what could be.   “More than eight in 10 (83%) of the responding organizations say they have been taking action on DEI initiatives in 2021, a 13 percentage-point increase from 2020.” Now try to imagine a solar system where diversity, equity, and inclusion is embedded in the sun, bringing light to people and issues often left in the dark. With this kind of power we can address systemic inequities across race, religion, disability, education, sexual orientation, gender and many more intersecting marginalised identities. What would that mean for wellbeing, for improving the employee experience, for the global economy, for innovation, and for your business growth?  In this study , 62% of employees believed that employers should dedicate more effort to DEI given the current period of economic uncertainty. Like Copernicus, challenging ideas and discovering improved ways of living is fundamental to our advancement of humanity. Now is the time to reflect on your values vs your actions, to leverage data and research in order to make our legacy. We Create Space believes now is the time for organisations to recommit to DEI and ask: What could we accomplish if we centred DEI in this manner?  As with anything meant to change our world, we know there is bound to be pushback. The current discourse about whether DEI is being deprioritised across the board is based on the recent actions of a few global brands, despite plenty of evidence proving otherwise.  In a June 2024 study, Littler found that “the majority of the executives surveyed (57%) say their organisations have expanded their IE&D commitments and level of activity over the past year, even while nearly the same proportion (59%) believe backlash toward corporate diversity programs has increased since the U.S. Supreme Court’s decisions to roll back affirmative action college admissions policies in June 2023. More than a third of organisations (36%) have maintained their IE&D efforts, while just 1% reported a significant decrease.” ( source ) “A Morning Consult survey released in January showed 82% of business executives think diversity initiatives are critical to their business strategies , and 67% said they expect these efforts to become more important in the coming years ” ( source ) Addressing DEI Doubt. At We Create Space, we spend a lot of time speaking with global organisations about the challenges they face in creating, sustaining, and embedding DEI work throughout their business. We work both with brands who have been investing in DEI for 20+ years and those just starting the journey, regardless of industry or company size.  Some of the challenges we often hear are things like: How do we measure the impact of DEI?  We fear the consequences of having an open dialogue. We’re short staffed/had layoffs, we need employees to be focused on their role first We have a lack of leadership support People are tired of talking about this “stuff”  Our budgets were cut Employee engagement is low  DEI is too political/polarising A generic response to these challenges could be: “ Organisations that prioritise DEI foster a culture of belonging, enabling diverse perspectives that enhance problem-solving and adaptability, ultimately leading to greater innovation and market share in an increasingly diverse marketplace. ” While this sort of statement is true, it provides a limited context on how and why the continued focus on DEI is people and business critical globally.  While many companies are facing similar issues, the context of their situations is different and we know there isn’t a one size fits all approach to solving these challenges. Our ways of working through consultancy, learning and development, training programmes, and coaching  are all custom tailored to each organisation.  To further understand how to overcome challenges, we’re going to frame DEI discussion points around the We Create Space values of ‘Learn, Connect, Grow’ - using research, data, and case studies. We would encourage you to do the same with your company values, if they are truly what the company believes, then any obstacle to bringing those values to life should be removed. 1. Space to Learn. How can we expect things to change if we don’t provide people psychologically safe environments to learn and unlearn? DEI and psychological safety go hand in hand. Psychological safety creates new pathways for people to be curious and open minded, leading to better job satisfaction and engagement.  Line managers especially have a direct impact on engagement with employees: “Gallup estimates that managers are responsible for 70% of the variance in employee engagement, but only 40% of managers feel confident in having discussions about DEI and related topics. ( Source )”. Line managers and other leaders play a key role in creating a   psychologically safe  environment, so providing leadership training and mentorship opportunities for this group is crucial. Deloitte  reports that “Seventy-three percent of business executives expect to continue to experience talent shortages over the next three years.” Alongside job-specific training, training programs must also focus on skills like vulnerability,   active allyship , creating cultures of belonging, removing unconscious bias and practising compassion. To truly foster an inclusive high-performance culture, upskilling employees must incorporate mental health support and a holistic approach to well-being.  There is compelling data to prove the effectiveness of offering these types of learning opportunities across all levels, including senior leaders and executives.  " 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) In a training programme to be delivered in late 2023 and into 2024 Coventry City Council’s Workforce Diversity & Inclusion Strategy , tasked WCS to commission, design, deliver and evaluate a bespoke Talent Development programme for their LGBTQIA+ employees. This 6 part programme included the below courses to provide a well rounded training across both personal and professional development. We incorporated coaching sessions, as well as participatory learning opportunities for line managers and mentors to provide holistic support across the organisation. 1. Shifting Systems, People and Mindsets   2. Having Courageous Conversations  3. Developing Compassion and Emotional Intelligence  4. My Intersectionality, Power, and Privilege   5. Building Queer Resilience 6. Shaping My Purpose. At the end of the programme LGBTQIA+ employee participants scored the entire programme with 100% satisfaction as a professional learning curriculum and 97% of the participants responded the content was very to extremely relevant to their role as a leader.  Fostering psychological safety is not just a beneficial addition to workplace culture; it is a fundamental pillar that underpins effective learning. When employees feel safe to express their ideas, take risks, and share their perspectives without fear of judgement, organisations unlock a wealth of creativity and innovation. This environment not only enhances individual and collective learning but also drives a more inclusive workplace where diverse voices contribute to strategic goals. Ultimately, prioritising psychological safety empowers teams to align their efforts with business objectives, creating a resilient and adaptive organisation poised for sustainable success in an ever-evolving landscape. 2. Space to Connect. DEI is not a single person task. It requires our collective effort to put our principles into practice. There is plenty of evidence that a majority of people connect with DEI initiatives as seen in the 2024 Edelman Trust Barometer , which highlights 76% of people in the US said “when organisations have diverse workforces, they better connect with the public” through three key areas: 1. Build trust with community and customers 2. Products appeal to diverse customers 3. Less likely to make decisions that worsen racial injustice Connections can form in a multitude of ways and one very effective strategy is creating and leveraging employee resource groups. Through an annual partnership with JTI, We Create Space developed a strategic global plan that accounted for remote working, intersectionality training inclusive of topics like microaggressions, racism, sexism, and disability, consulting on systems, processes, policies and leadership training.  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 in. WCS 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. Benefits of this partnership from year one include:  More local chapters of PRIDE ERG were created 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 was named a Top 10 LGBT+ Employee Network. Won Gold from the Internal Communications and Engagement Awards for Best Internal Communications Campaign.  JTI Germany 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. Connections between companies and consumers should not be overlooked either when it comes to DEI. The Human Rights Campaign published this report   in September 2024 which shows 75.7% of LGBTQ+ people would have a less favourable opinion about a company that rolls back DEI programmes. The perception and reputation of any organisation can change very quickly in the court of public opinion. This gives way to another important connection that can only exist when we provide psychological safety and learning opportunities internally, between departments and policies.  This is an area where using consultants can bring even more value to your organisation. We regularly partner with marketing departments to build toolkits, provide training, and help develop relationships internally. A multidisciplinary team can be the difference between a campaign driving authentic connections with consumers or it having a damaging effect on the organisation. Procter & Gamble's "The Talk" campaign is a prime example of using inclusive marketing frameworks. By addressing racial bias head-on, they not only improved brand perception but also   saw a 10% increase in brand favorability among diverse audiences ( Ad Age, 2019 ) . There is a wealth of evidence to support how centering DEI in your business strategy benefits overall performance: Diverse Companies Earn 2.5 Times Higher Cash Flow Per Employee and Inclusive Teams Are More Productive by Over 35% Workday published their 2024 global survey on DEI  this year with findings that show  “ 67% of respondents say their organisation measures the business impacts of DEI, which includes employee engagement, employee diversity, and performance.” In another McKinsey study on employee resource groups   (ERG’s) 66% of employees believe that their ERG is effective at fostering a sense of community. Research confirms “ for a majority of employed U.S. adults (56%), focusing on increasing DEI at work is a good thing.” ( source ) A 2018 global study  showed diverse management teams increased revenue by 19%. The path to sustainable growth and the successful advancement of DEI objectives lies in fostering strong connections and coalitions among employees, departments, consumers, and organisations. Compelling evidence from McKinsey  underscores that companies with diverse and inclusive workforces not only thrive but outperform their competitors by a remarkable 35%. This correlation highlights the undeniable truth: prioritising DEI is not merely a moral imperative but a strategic advantage.  3. Space to Grow.  When businesses talk about growth, what’s the first thing you think of? For most people it’s not the growth of skills and humanity in their employees. But if we root ourselves in strong DEI principles and practices and emphasise putting people first, we can shift our mindsets to understand that the growth of a business should be tied into upskilling of the employees.  PWC  found that “more than a third (37%) of candidates said they’d be willing to take a pay cut for a chance to learn new skills” and within the same study “found 62% of job seekers said they’re more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce”.  In a study by Deloitte, they found skills based organisations  are 47% more likely to provide an inclusive workplace and 98% more likely to have a reputation as a great place to grow and develop.  If organisations want to grow, they need to upskill their workforce across technical skills and emotional intelligence, with a foundation built of diversity, equity, and inclusion. Companies like Chipotle have been investing in upskilling their workforce to support minimum wage workers getting into high paying management positions within 3 years as highlighted here  by their Chief DEI & People Officer Marissa Andrada.  “This broader workforce to manager pipeline is important to Chipotle,” Andrada said, “because 70% of the company’s workforce is diverse and 70% of the company’s managers come from its broader workforce.” After working with We Create Space across our consulting service and training programmes, Garnier’s Pride product launch campaign in 2023  reached 60 million people, one of their highest audience reach to date. This project was divided into two distinct pathways to ensure we provided opportunities to learn and connect across internal and external stakeholders. Not only did the campaign contribute to overall company goals, we increased Emotional Intelligence and empowered teams to make inclusive decisions which encourage allyship across the company. 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) Upskilling can also help increase employee retention, lead to greater engagement, work life balance, and aid in employee mobility. Specifically on the point of retention, the cost to recruit and hire new staff is only growing. For example, some report the average costs to replace an employee are: One to two times an employee's yearly salary ( source ) $1,500 for an hourly worker 100% to 150% of an employee's annual salary for technical positions Up to 213% of an employee's annual salary for C-suite positions ( source ) On top of the cost of attrition, remaining employees are often overworked and their productivity reduces, it’s estimated this loss of productivity costs $1.8 trillion  in the US alone. This devastating effect of not upskilling employees, high turnover, low engagement, and lack of inclusivity can be reduced by diversifying your workforce across all identities. Especially when we know the overall diversity of talent also contributes to revenue growth as McKinsey  has seen in a multiyear examination of organisations.  “Our 2019 analysis finds that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile—up from 21 percent in 2017 and 15 percent in 2014” Everything from accessible job applications, using gender neutral language, removing coded language, offering remote work, flexible schedules, and ensuring equity in policies are some of the areas where utilising an external partner like We Create Space can benefit your business. What’s listed here are all symptoms of DEI not being built into the growth strategy of your organisation. Another survey  conducted in Dec 2023 on Chief HR Officers outlook for 2024, shows “63% plan to focus on attracting a more diverse workforce.” If you have a growth mindset for your organisation, you need to have it for your employees as well. Giving employees access to grow themselves, their skills, and become champions of DEI affords you many more opportunities for increasing your internal mobility rate, decreasing your attrition rate, and improving the overall wellbeing of staff. A business without people focused growth, will constantly find itself running behind in the race. Investing in your own growth and the growth of others is an act of compassion and inclusion in its purest form.  Conclusion. The journey toward fostering diversity, equity, and inclusion within organisations is not merely a trend but a necessity for sustainable growth and success. As we have explored, historical shifts in societal perspectives underscore the importance of adapting to new realities. Organisations that prioritise DEI are not only enhancing their internal culture but are also positioning themselves to resonate more deeply with their communities and customers. The evidence is clear: a diverse workforce is a powerful driver of innovation and profitability. Moreover, the commitment to upskilling employees plays a critical role in mitigating the adverse effects of high turnover and disengagement. By investing in training that emphasises vulnerability, allyship, and emotional intelligence, companies can create an environment where all employees feel valued and empowered. This, in turn, leads to improved productivity and retention rates, ultimately benefiting the organisation's bottom line. The statistics reveal a compelling narrative; organisations that embrace inclusivity see tangible improvements in performance and employee satisfaction. As we move forward, it is essential for leaders to champion DEI initiatives actively and transparently. This requires not only a strategic approach but also a genuine commitment to listening and responding to the needs of diverse voices within the organisation. By fostering a culture of psychological safety, leaders can encourage open dialogue and collaboration, paving the way for innovative solutions that reflect the richness of diverse perspectives. In essence, the path toward effective DEI implementation is ongoing and requires dedication from every level of the organisation. As we look to the future, let us embrace the transformative power of diversity and inclusion, recognizing that it is not just a moral imperative but a strategic advantage. Together, we can build a more equitable and inclusive world that benefits not only our organisations but society as a whole. This We Create Space | Insights Report is one of the ways we are supporting communities to Learn, Connect, and Grow through shared research and data. Our upcoming November report will feature discoveries from a series of roundtable discussions with DEI leaders being conducted in September. This report will be a forward looking, action focused guide for practitioners as we approach 2025.  Stay in the know and subscribe   to our biweekly corporate newsletter. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletter so you can stay up to date!

We sat down with writer, presenter, researcher and award winning intersex activist, Anick Soni, an attendee of our Who Am I? TQ+ leadership programme, to hear about their retreat experience and how they've used our teachings to drive change in their own life. Who are you? I am a lot of things – fundamentally, I am someone who likes to share knowledge, create content, and help others. I am a writer, researcher, and presenter. I am intersex, I am disabled, I am bisexual, I am queer, I am a Person of Colour, and a bunch of other labels I may not even know yet. I am lots of things – all at once. How did you find yourself doing what you're doing? For as long as I can remember, I’ve taken part in a variety of community groups and volunteered my time to various causes. Through this, I began to speak about the issues, share knowledge, and engage in conversations. What started as a way for me to learn and develop, or to find a community, became a wonderful way for me to feel a sense of belonging. From planning events, conducting research, delivering workshops, and creating content, to sitting on funding panels deciding how to distribute funding to projects – I’ve been involved in various forms of activism for a long time. But I was called an activist by other people, long before I even considered myself as one. It’s a label that I primarily found useful when I had something to say that was different, or rarely mentioned – but not one I comfortably used. It added a lot of pressure to be ‘the’ voice of my various identities – for outsiders, rather than giving me the freedom to exist within it for myself or within my communities. What have you learnt throughout your journey? Firstly, being a leader comes in lots of different ways. There are times in life where you decide to become one – and in other times, people see you as one without you making a specific choice. What I’ve learned in both of those times is to balance the desire to be of service and knowing how to look after yourself. One of the biggest issues I see often are people who constantly re-live their traumas publicly by sharing them, without doing the internal work that can help them to heal. What that means for the person is that they are quick to experience ‘burnout’. Moving forward does not mean that you forget the past. Some people spend a significant amount of their time sharing intimate details about what they’ve gone through, in an effort to help others and perhaps even to feel some solace. For me, I would speak out about hiding my intersex story, the kind of childhood I had and what I wished was different. However, there will be a point where you want to outgrow your past. I learn that moment during the ‘Who Am I?’ retreat. I learned that in my situation, whilst sharing my story was powerful – it was not contributing to the change that I wanted to achieve. Why did you get involved in the "Who Am I?" programme? I don’t entirely have an answer for this. It came at the right time. I don’t think I was ready for it before – I can’t say I knew what I wanted to achieve beforehand. I was very comfortable but deeply unhappy – yet I thought I was okay. I now describe that as survival mode – and post-retreat, I’m attempting to be in some form of ‘thriving mode’. Have you used anything from our retreat in your life? What was pivotal to me was listening to other people and their experiences. I found that not only was my situation not much different – but there were discernible patterns in ‘activism’ and ‘leadership’. Having check-ins with people I met through the retreat has been incredibly useful. Learning how to reflect on my experience has enabled me to facilitate my own growth and development. What relationship do you have to the LGBTQ+ community? A very complicated one to be honest. I describe myself as Queer online – but it’s not necessarily how I identify in person. I don’t tend to verbally share my sexuality the way I share my intersex story. That’s something I learned about myself during the retreat. I have a wonderful group of friends who are all queer – and so I rarely feel the need to describe myself as such. However, outside of specifically queer spaces, I don’t always like to bring it up my queerness because I have experienced situations where I am expected to be ‘the voice’ rather than myself. It’s a conflict within – I want to be able to be all of me and not just part of me. At the moment, I believe I can only do that in queer spaces. Over the lockdown, I felt so disconnected outside of my regular volunteering and access to queer spaces – that I no longer felt part of the community. Being LGBTQIA+ and being part of the community (or communities) are not the same thing for me. Oftentimes, I see people speaking ‘on behalf of the LGBTQ+’ community and I wonder what they think that means. I think it’s very important for me that I continue to meet people across the acronym and learn from them. Whilst I believe strongly in unity, I think we need to be better allies for each other within; and that means knowing when it’s not my place to ‘represent’ or ‘speak’ on a particular issue. What's the biggest challenge you're currently working through? “I have to constantly re-identify myself to myself, reactivate my own standards, my own convictions about what I’m doing and why” – Nina Simone. The biggest challenge I’m currently working through is trying to discover who I am outside of service. It’s actually ‘doing the work’ on myself – and thinking about me instead of just what I can do for others. Who am I, when I’m not living to please other people or to achieve a particular goal… At one of my lowest points, I decided that I would live for people who wanted to live, even if I didn’t want to myself. I told myself that it was being selfish was the issue. My real issue was a lack of purpose. Have you learnt anything new about yourself since the retreat? The retreat taught me that I do not need to have a back-up plan in place to make the next step. I felt very trapped before because of things like financial needs; it meant that I did not pursue particular avenues because I worried about survival. I carried on doing a job that I found unfulfilling all to pay bills. Meanwhile, I avoided finding a job that I would be able to feel more empowered. As silly as this may sound, it was more comfortable and easier for me to stay where I was than to try something new and fail. I was so scared of failure. During the retreat, I learned all those cliches are true, if I don’t try something then that’s a failure in itself. I learned that I surviving and thriving are very different beasts. How do you continue to "Create Space"? These are the ways I create space: 1. Therapy - SouthAsianTherapists, Kalda and Bloom – these are the spaces that I use to create time for myself to be able to reflect, understand, and explore feelings. 2. Books - reading and writing are big parts of my life and I like to create space for characters (fictional or living) to teach me about communities, experiences, and lives outside of my own. 3. Spaces – I use a variety of spaces to meet new people and expand my connections or harness them. I find that being part of a community is really helpful for me to have that sense of belonging and also to have fun. Want to connect with Anick? Follow him on LinkedIn , I nstagram Are you interested in joining one of our retreats? Our 'Who Am I?' retreats take place throughout the year. We have tailored iterations of the programme to suit the needs of differing identity groups. Each person can attend the group that feels right for them. To stay updated about upcoming workshop and retreat dates, please subscribe to our mailing list here .

We share key take-aways and findings from our recent support session for QTIPOC affected by far-right violence. Earlier this month, WE CREATE SPACE hosted an open community conversation dedicated to supporting and uplifting Queer Black, Brown, and POC communities and individuals. In response to the recent far-right unrest targeting immigrants and BIPOC (Black, Indigenous, People of Colour) communities in the UK, this ‘space for dialogue’ was designed to create an opportunity to come together for reflection, mutual support, and collective healing in our continued effort to create spaces to Learn, Connect and Grow. White and non-POC LGBTQ+ individuals were invited to attend as allies and listen to the lived experiences shared. As we grapple with the profound and ongoing impact of these recent events, we knew that QTIPOC individuals would need a safe space to seek connection and support - one which recognised the intersectional challenges and range of emotions QTIPOC are facing at this time. The 90 minute session began in-conversation with two well-known & respected community role models, both of whom are also valued WCS Collective members: coach Char Bailey (she/her) and activist and psychotherapist Sabah Choudrey (they/he). Each shared their personal experiences & thoughts around recent political unrest and the conversation explored feelings of personal safety, the impact on their families and community, relentless targeting of Muslim people and the importance of collective action. The conversation was hosted by Ora Özer , Programme Director for WCS. Following the conversation, attendees took part in a short grounding exercise led by Ora before going into breakout rooms for open conversation and sharing. In order to create a safe space where everyone felt able to share their earnest feelings, these breakout rooms were split between those for BIPOC attendees, led by Ora & Char, and one for allies to explore & share collective allyship, led by Jon-Paul Vicari , Managing Director at WCS. Reflections from our breakout spaces. Attendees expressed a level of uncertainty as they went about their days following the riots and wondering whether the person walking past them in the street, or those around them, held racist views, was a common thought Many shared how they felt they needed to numb themselves in order to get through it All emphasises a greater need for understanding when it comes to the impact of these events and for safe spaces where they can share their concern & pain and be heard Those who shared their experiences felt they had community or friends to reach out to support - nobody seems to feel alone or not having anyone to speak to Those in the allies group communicated wanting to help but were concerned about taking up space in the conversation. They were recognised the need to acknowledge and leverage their power & privilege to support BIPOC individuals & communities. After questions & comments Char, Sabah and Ora shared takeaways and tips with attendees on moving forward from these events, followed by a guided meditation from Ora to close the session. The goal of this space for dialogue was to cultivate an environment of understanding and empowerment where we can share experiences, explore coping strategies, and strengthen community bonds; all of which was certainly achieved. The feedback following the session has been incredibly positive and the main take-away is the need for more ongoing dialogue around the Queer BIPOC experience and opportunities to come together.  Cultivating spaces for courageous conversations can allow us to transcend barriers that are preventing us from stepping into the unknown. Whether we’re leading companies, building our career, raising a family, or fighting for justice, we need to be able to communicate when it’s uncomfortable, confusing, and difficult, and do it in a way that actually builds trust and strengthens our relationships. We Create Space is proud to bring brave spaces into organisations globally through expert training, coaching, and facilitation . Get in touch with our team at hello@wecreatespace.co to discover your pathway to a more inclusive and courageous workplace.  Take-aways and tips from our facilitators. Sabah’s take-aways ✓   Use your faith to ground yourself. Return to the reasons why you believe, or seek out comfort in religious scripts or in your faith communities. Find meaning for yourself, as your faith is your strength. ✓ For each moment of heaviness or darkness, seek out light. Whether that is laughter, playfulness, quietness, or movement, ensure you have the option to express yourself in ways that feel light and nourishing. It's not always easy to lean into the light, but give yourself the option. ✓   The revolution needs you to be well. So taking care of yourself is necessary. Stepping back is necessary if it means you stay well, because the revolution and your community will need you again. Char’s take-aways ✓ Connect with nature, remind yourself that you are part of something bigger than yourself and allow yourself to step out of the chaos and into your own calm, out of the mind and into the body . ✓ Know your history, connect to your ancestors, remember that we come from a long line of people who have overcome so much and be empowered by their stories, we shall overcome . ✓ Remember two things can be true at once, and don't guilt yourself into not letting the joy in when it's around. Existing can be hard enough, we don't deserve to suffer, don't block your blessings . Ora’s take-aways ✓   Remind yourself that your nervous system is designed to move from an alert state to a calmer one with certain efficiency. Seek moments in your day to consciously move back into a calm state. The more you practise it, the easier it will become. ✓ In moments of crisis and urgency, give yourself permission to remember your long term plans and commitments towards change. Be it through the work you are involved in or the support you give to others. Change is a long term journey. Our daily efforts towards a bigger plan are still valid in moments of crisis. ✓   When everything feels like too much, ground yourself in familiarity and trust. Put your attention on something bigger than yourself, and bigger than the current situation that you can trust will prevail (be it your faith, your values or a big principle in your life). Seek those things that you have control over, even if only your breath, and the routines, people or places that make you feel safe. 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!

Our allyship toolkit teaches you key terms, approaches and strategies for being a better ally to women whether you're at work, in a social setting or wider society. Celebrating Women’s Equality Day in the face of a rising tide of dangerous and extremist misogyny across the globe may leave us feeling somewhat disillusioned. In the UK, it is estimated that a woman is killed by a man every three days ; the Femicide Census 2021   found that around 60% of women killed by men were killed by a current or former partner. We can’t expect to dismantle misogynistic violence without first dismantling the pervasive attitudes which allow this kind of abuse to proliferate. If you’re ready to do your bit then you’re in the perfect place. This is the first edition of our Allyship Tool Kit series, where we’ll be exploring in depth how you can be a better ally to a variety of different marginalised communities. Fundamental Concepts To understand how to be an effective ally to the women around you, it is important to familiarise yourself with the following terms. Check out these definitions from our  Queer Allyship Lexicon . Misogyny: A dislike of, contempt for, or ingrained prejudice against women. Misogynoir: Discrimination that falls at the intersection of misogyny and anti-black racism, as experienced by Black women. The term was coined by Black feminist writer Moya Bailey. Transmisogyny:  Discrimination that falls at the intersection of transphobia and misogyny, as experienced by trans women and trans feminine people. The term was coined by writer and transgender activist Julia Serano in her book “Whipping Girl”.  Transmisogynoir:  Discrimination that falls at the intersection of transphobia, misogyny and anti-black racism, as experienced by Black trans women and trans feminine people. Intersectionality : Coined by Kimberlé Crenshaw, intersectionality is an analytical framework for understanding how aspects of a person's social and political identities compound to create different layers of discrimination and privilege. Intersectionality identifies multiple factors of advantage and disadvantage across different characteristics such as Race, Class, Sexuality, Marital Status, Disability, Gender, Faith etc. RESOURCE: Intersectionality 101: Unpacking Intersecting LGBTQ+ Identities. Our essential guide to what intersectionality is and how to put it into practice, featuring perspectives from the WCS Global Speaker Collective. Bodily Autonomy: Bodily autonomy is the right to make decisions about your own body. The bodily autonomy of women and trans people is often targeted politically through legislation that targets abortion rights and gender transition. It is essential that we have the final say on decisions about our bodies. VAWG: Acronym for "Violence Against Women and Girls". This umbrella term covers domestic violence, homicide, sexual assault and harassment, honour-based abuse, stalking, coercion and controlling behaviour inflicted upon women and girls. VAWG is not limited to physical violence and has been shown to have long term impacts on the mental health of victims. TERF: Acronym for Trans-Exclusionary Radical Feminist. TERFs are radical feminists who exclude the rights of transgender women from their advocacy of women's rights. TERFs often actively contribute to bigotry towards transgender people. SWERF: Acronym for Sex Worker Exclusionary Radical Feminist. SWERFs are Radical feminists who exclude the rights of sex workers from their advocacy for women's rights. SWERFs often campaign to criminalise sex work. Misogyny & Intersectionality We cannot approach allyship towards women with a “one size fits all” mindset. Women across various identity groups may be treated entirely differently from one another as the misogyny they experience is altered by additional marginalised identities they hold.  For example, while a white woman in a misogynistic work setting may be belittled, spoken over or sexualised, a Black woman may instead find herself being treated as incompetent, aggressive or confrontational. Latina and East Asian women may face being hypersexualised as a result of crass stereotypes, while disabled women are desexualised and disallowed sexual autonomy. For some individuals, their womanhood itself is not always a given; butch, gender non-conforming, intersex and transgender women increasingly find themselves ideologically and physically excluded from other women. What’s essential to realise is that all of these manifestations of discrimination stem from the same core misogynistic impulse: to control and subjugate women . How a woman’s identities impact her desirability in society often impacts the way this control manifests.  Intersectionality also plays a huge role in issues like the gender pay gap. While women across the board continue to be paid less than their male counterparts, this gap widens further when we take race into account. According to a 2022 survey by the Ethnicity Pay Gap Campaign, 52% of Black women had experienced being paid less than white colleagues in the same role . RESOURCE: Being a Queer Woman of Colour in the Workplace. Speakers from the We Create Space Global Speaker Collective discuss microaggressions and discrimination they have faced at work. In Practise Physical safety:  Whether you’re planning a trip with friends or going out for after work drinks, prioritise the physical safety of the women around you.  Consider the safety of the area or venue you are going to. Are the streets well lit? Is it accessible by public transport? Check in about how everyone is getting home and offer to make the journey together if it would make them feel safer.  Ensure it is clear that these gestures are out of a care for safety, as opposed to any kind of sexual advance.  At work: Misogyny in workplaces is less likely to be explicitly violent, but that doesn’t mean it isn’t damaging. Misogynistic attitudes across employment continue to hold women back in their careers, devalue their contributions and exclude them from leadership roles. Point out if a woman colleague is spoken over, or if someone else takes credit for her idea.  Try utilising tips from our microaggressions guide! “I wanted to hear the rest of what X was saying, can we please let her finish?” “Thanks for your contribution, I believe X mentioned that earlier in the meeting…” Consider what you can offer junior women colleagues in terms of industry connections, mentorship or advice. Offer these things out of a genuine desire to empower their progression, not out of a sense of guilt or being a male saviour.  Don’t cover for the bad behaviour of others. Encourage accountability, report sexual harassment and dismantle ‘boy’s club’ vibes. Celebrate the accomplishments of the women around you. Your voice carries weight and may result in others recognising that which they have previously overlooked. RESOURCE: How Do Gender Stereotypes Impact Queer Leadership? Sayantani Chakravarty shows how our image of an effective leader is limited by regressive gender stereotypes. Behind closed doors: As a true ally, you must challenge misogyny when it occurs, regardless of whether a woman is around to witness it. A lot of extreme misogynistic rhetoric occurs in men-only spaces, and those attitudes will continue to thrive unless challenged. Denormalise ‘locker room talk’.  “ I don’t think it is ever appropriate to talk about women like that. You wouldn’t say that in public, so don’t say it here.” Call out misogyny even when it is aimed at someone you don’t like. A woman’s age, opinions or attitude is never a free pass to weaponise misogyny against her. ‘Ironic’ misogyny, whether aimed at celebrities, politicians or regular people, validates the misogynistic behaviour of others.  “I may not agree with X’s opinions, but you undermine your own point of view when you make jokes about how she looks.” Instead of chastising someone for not being politically correct when they make a misogynistic comment, try appealing to their sense of humanity and inclusion. Let them know you found their comment weird, inappropriate or uncomfortable. “That’s a really odd thing to say, why did you think it was funny? I wouldn’t want women in my life to hear things like that.” Internalised misogyny: Misogyny can be perpetrated by anyone, including women. Internalised misogyny often develops out of a desire to protect oneself by attacking other women, but this behaviour harms all women in the long run and does little to protect those who leverage it. Solidarity is key. There are no ‘bad’ women who are deserving of misogynistic behaviour.  “All women deserve to live free of misogyny, regardless of how they act or present themselves.” Educate yourself on the intersectional challenges faced by women across a variety of identities.  RESOURCE: Woman to Woman: Lessons from a Lesbian Executive & Woman to Woman: Learning from a Trans Activist. Lesbian Executive Nancy Di Dia and transgender activist Eva Echo discuss their careers and the future of LBTQ+ solidarity. Addressing Discomfort If you are perceived as a man, it may feel uncomfortable to function under the assumption that a large portion of the population may view you as a threat. Being perceived this way can affect your self esteem and make it more difficult to be emotionally vulnerable, but the only way to change this perception is to create a world where women and girls are safer. At the same time, certain demographics of men are more vulnerable to being unfairly profiled as ‘dangerous’. As men move to create a world that is safer for women, women should also be critical of their own biases and consider how racism, colourism and islamophobia may play into the perceived threat wielded by the men they encounter. Look at the Intersectional Wheel of Power and Privilege  and consider where you sit on it. For example, the racist stereotype of the “ Black Brute ”   emerged in the US after the abolishment of slavery as a means to depict Black men as a danger towards white women. White women leveraging their privilege over Black men resulted in countless lynchings, including that of 14 year old Emmett Till .  In Conclusion We all have a role to play in making the world a safer place for women, and it’s one we should take up enthusiastically. Even the smallest acts of misogyny feed into the bigger picture of violence, abuse and discrimination that women face, so it’s essential that we treat those acts as being as unacceptable as they are. Allyship is never stagnant, and we should always be committed to learning and bettering ourselves. Continuing to educate and surround yourself with the perspectives of women from a variety of different backgrounds is key. Check out some of our recommendations from the WCS Collective below! Tash Koster-Thomas Instagram  | LinkedIn Tash is a leading Inclusion and Diversity Consultant, presenter, speaker, and LGBTQ+ Activist who is driving the conversation forward. Eva Echo Instagram   | LinkedIn Eva is a highly respected activist, writer, and public speaker with a passionate focus on transgender rights and mental health.  Taylor Lianne Chandler LinkedIn Taylor is an advocate who has dedicated her platform and privilege to elevating the voices of Black and brown trans and intersex individuals, fighting for social justice in Washington, DC and beyond.  Nancy Di Dia LinkedIn Nancy is a highly accomplished corporate executive with over 25 years of experience in the field of Diversity, Equity, Inclusion, Justice, and Belonging (DEIJB).  Ruby Rare Instagram Ruby Rare is sex educator, author, broadcaster, and public speaker on a mission to get people talking more confidently and inclusively about sex. 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 spoke to six LGBTQ+ leaders about the challenges they have faced at work, how they deal with 'micro'-aggressions, and what true allyship means to them. Although much progress has been made for women’s and LGBTQ+ rights around the world, it still takes a lot of courage for women to be open about their sexual identity and the truth of its complexity - especially in the workplace. Many still face, and fear, discrimination for simply being a woman. It’s one of the reasons around 73 percent of LGBTQ+ women are not fully ‘out’ to colleagues in the UK. This lack of representation only worsens when it comes to queer women of colour, and those in leadership positions. According to a recent study by BWIL (Black Women in Leadership Network), 68% of black women reported experiencing racial bias at work. This figure rose to 84% of Black women in senior management positions. We spoke to six LGBTQ+ leaders about their experiences of being queer women of colour in the workplace; the challenges they've faced, the common 'micro'-aggressions they've encountered, and the examples of meaningful allyship they would like to see more of. We're so grateful to these individuals for sharing their personal anecdotes, experiences and stories. We believe in the power of story-telling and role-modelling to engage communities, encourage action and drive change. After all, we can't be what we can’t see. Stories can help shift that; bringing people together to learn, celebrate and empower each other to become better allies in and out of the workplace. Our contributors: Char Bailey (she/her) Tash Thomas ( she/her) Eva Echo (she/they) Coco (they/she) Yassine Senghor (she/her) Alex D'Sa (she/her) Please note that our non-binary contributors have each agreed to be included in this content. We believe that part of exploring womanhood is about expanding our understanding of what it means to be a 'queer woman' and including the perspectives of non-binary individuals. We encourage you to check-out our article 'Being both Non-Binary and a Black Woman.' With special thanks to Liberty London , for being our location partner for this film. Other credits include: Filming and edit: producedby.kiran Music by @divincent_ @anaalogue @lukrembo WE CREATE SPACE have developed a tailored set of programmes dedicated to helping organisations become more inclusive for all their employees. To learn more, check out our corporate DEI solutions or contact us through email: hello@wecreatesp ace.co

Take a peek into our fabulous Pride Gala at The Social Hub in Barcelona, where we celebrated the winners the 2024 WCS LGBTQ+ Awards. Video by Stefan Chavarriaga / Swami Pro This year we celebrated the first ever WCS LGBTQ+ Awards in Barcelona, where we recognised Queer Leaders from across Spain who are serving the LGBTQ+ community. Our Hosts Barry Brandon (any pronouns) Kari Serrano (she/her) Our Panel Kei Yoshida (they/them) David Velduque (he/him) Jossy Jaycoff (she/they) Our Performers Live Music | Barcelona Gay Men's Chorus | Sergio Del Boccio (he/him) with Fer Valdivia (he/him) Ballroom | Panda Waack 劉倩兒 (she/her) and Jayce (they/she/he) Cabaret | il-Monstro (they/she/he/ze) , Santa Catalina (she/they) and Sara Brown (she/they) DJ Set | Josh Harrison 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. Learn more about the 2024 WCS LGBTQ+ Award Winners. Photos by Joyce V. Newrzella 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 brought our award winners together for an intimate evening to connect, network and inspire each other at LabTwentyTwo in Barcelona. Video by Stefan Chavarriaga / Swami Pro On the eve of our Pride Gala and awards ceremony, we invited our 2024 WCS LGBTQ+ Awards Winners for an intimate evening gathering to socialise and celebrate their achievements, all while enjoying a beautiful rooftop view of Barcelona! With winners working across DEI, activism, politics, the arts and many more industries, this was a powerful moment to bring together LGBTQ+ Leaders from across Spain and support them in their individual and collective missions to better the world for LGBTQ+ people. We'd like to extend a special thanks to LabTwentyTwo for their support and allowing us to use their space in Barcelona for this event. Learn more about the 2024 WCS LGBTQ+ Award Winners. 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!

We're back with another edition in our series of stories about the unexpected journeys Queer people we follow in search of ourselves, and community. Video by Stefan Chavarriaga / Swami Pro Queer Journeys can often be challenging, but navigating our struggles can lead us to build better, more fulfilling lives. It's in the nature of LGBTQIA+ existence that we seek out community and build new family wherever we go. Scott Sallée is an accomplished diversity and inclusion leader, neurodiversity advocate and a member of the We Create Space advisory board. Having been subject to abuse in his childhood, Scott candidly shares the story of his healing journey and how his experiences have driven him passion for community and supporting others. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here . We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here . New ones are added all the time, so make sure you sign up to our newsletters  so you can stay up to date!

Check out these photos of our glamourous pink carpet guests at the inaugural WCS LGBTQ+ Awards at The Social Hub in Barcelona. This year we celebrated the first ever WCS LGBTQ+ Awards in Barcelona, where we were joined by a range of amazing guests from across the community! From our award winners and their loved ones to local friends of We Create Space , everyone was dressed to impress and ready to celebrate Queer excellence! We'd like to extend a special thanks to The Social Hub for their allowing us to use their space in Barcelona for this event, and to Vistaprint for supporting us with printing merchandise and our beautiful pink carpet backdrop! Photos by David S. Cardona 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!

For International Non-Binary Day, guest writer Dee Whitnell explores how nonbinaryphobia manifests across society and within the LGBTQ+ community itself, as well as what we can do to combat it. This year's International Nonbinary Day (IND) feels different to me. Not only on a personal level but a global and legal one. In recent months I have been bombarded with Nonbinaryphobic comments on my social media. I have had my identity erased from people outside and also within the community. I have had to educate others on my identity daily. Legally in the UK, I have zero recognition or protection. As IND falls in Pride season, you would think we would be celebrating our community, but this year I am struggling to celebrate when my identity is being attacked from all angles. As Nonbinary identities continue to be neglected, I am on a mission to ensure that future generations of Nonbinary folks don’t feel this way. If you want to join me in this mission, you must be an active ally. Nonbinaryphobia within the LGBTQ+ community. Nonbinaryphobia, or enbyphobia, is discrimination or prejudice towards Nonbinary individuals. Since coming out I have experienced a lot of hate from within the LGBTQIA+ community itself, particularly from Binary Trans individuals. As a rather fluid individual, my identity is frequently questioned, mocked or erased... ‘You’re mocking the entire Trans+ community’, ‘Nonbinary isn’t real, you’re a trans-trender’ are just two examples of real comments I have received from fellow Trans+ people.  So why are Trans+ people attacking Nonbinary folks? One belief is that it is coming from a place of self-protection, validating their own identities through attacking other community members that our cisheteronormative society is still trying to get its head around. Generally, I believe it comes from a place of misunderstanding and/or a lack of Nonbinary people in that individual person’s life. Nonbinaryphobia in the wider world. I’ve also faced Nonbinaryphobia and erasure within the health system, when accessing reproductive care or mental health support. Sadly I’ve felt as if I have had to leave my identity at the door to ensure I receive the care and support I need from professionals. Enduring misgendering just to receive the medication I need because explaining my identity isn’t worth their time. And even though I end up receiving the care I need, I have to then unpack the misgendering and deadnaming, which takes a huge toll on my mental and physical health. I’ve left many doctors appointments sobbing from the intense misgendering or use of language which doesn’t affirm me. With many Nonbinary people also identify as Trans, we are fighting the same fight. Barriers that Trans+ people face are similar or often the same as Nonbinary people. Toilet access, health and gender-affirming care, the pressure of passing, legal recognition, are a few areas where Trans+ and Nonbinary people's lives crossover. The infighting is taking energy away from what we should be prioritising: fighting for the rights of our entire community. While much of the discrimination that Trans+ and Nonbinary folks face is the same or similar, there are some differences. One of the most common Nonbinaryphobic comments I have received is ‘you can’t be Nonbinary because you don’t look androgynous 24/7’ - and that’s true, I don’t look androgynous all the time and that doesn’t invalidate my enbyness. I am extremely fluid in my expression. I find on days when I am more fem presenting I am on the receiving end of more erasure. Since the term “Nonbinary” was coined many have developed the misconception that the only way to be truly Nonbinary is to be androgynous, to fit neatly in between how society views men and women but there isn’t one way to be or look Nonbinary. I may be fluid in my expression but other Nonbinary folks may be masc, fem or androgynous presenting, all ways of being Nonbinary are valid and we get to decide how we present ourselves. Legally Nonbinary. In the UK, Nonbinary isn’t a legally recognised identity. This means I can’t have ‘Nonbinary’ as my gender identifier on any legal documents, so what do I have to put? My assigned sex/gender at birth, which leads to unnecessary and harmful misgendering whenever I need to provide ID or complete documents.  The lack of legal recognition for Nonbinary individuals means we are not only misgendered in life, but in death too. Many Nonbinary folks are dead named and misgendered on their death certificates. I fear that my gravestone will say ‘Daughter, wife, mother’ one day, alongside my deadname. I also cannot marry as a Nonbinary individual. I would have to marry either as a woman/wife, or as a same-sex or different-sex civil partnership, which still misgenders me. This is something that previously didn’t bother me as someone who didn’t care about tying the knot. Since turning 25, the idea of marriage has become more appealing, but not if I would have to marry as something I am not. We too deserve marriage equality like other members of our community. What can we do? While many of the issues I have raised are legal ones which demands government input, there are things allies can do on an everyday basis for their Nonbinary peers or coworkers: 1) Challenge Nonbinaryphobia when you see it just as you would challenge Transphobia or Homophobia. Just as we have seen a wave of EDI training and awareness around supporting our Trans coworkers and peers, we need to ensure that we are doing the same for Nonbinary individuals. Whether it’s a casual conversation where someone misgenders your peer, or someone actively discriminating against Nonbinary identities, it’s vital to challenge it when you see or hear it. Nonbinaryphobia is real and we need to tackle it just as we tackle other discrimination. 2) Call it what it is: Nonbinaryphobia. There is power in naming something and I think it’s vital to call this what it is. By giving the discrimination that Nonbinary people face a name, we challenge it head on. If you see someone making a joke about gender neutral pronouns, call it out as Nonbinaryphobia, not just a tasteless joke. If you hear a ‘I identify as’ joke, call it out. If you hear someone purposely misgendering someone or making up pronouns to poke fun at those who use they/them or neopronouns, call it out. On an organisation level, it’s important to address Nonbinaryphobia in your code of conduct, to hold employees accountable and to show true solidarity to Nonbinary and Gender-nonconforming folks. 3) Educate yourself. I cannot tell you how many times I have been the only Nonbinary person in a workplace, and therefore have had to educate my employer/fellow employees, or even adapt inclusion policies because they did not cover my identity. Please do not rely on a Nonbinary person to come into your workplace and educate you or create policies, and please do not wait until you have a Nonbinary employee to do so. Check over your policies, processes, and systems to reduce bias and binary options. Things like using gender neutral language in documents, ensuring gender selection on forms allows for more than just man or woman, gender neutral toilets on site, and incorporating pronoun sharing in your company profiles before a Nonbinary person steps into your office go a long way. To my Nonbinary siblings, know that you are valued, valid and loved - and I do hope you celebrate IND, even in times like this, we need moments of celebration and Trans+ joy. Dee Whitnell (they/he/she) Dee Whitnell is a nonbinary and queer sex educator and content creator. They are a qualified RSHE Educator through Acet Esteem and were previously a content creator and on-site sexpert for Pink News. They have collaborated with and created educational content for charities and companies such as Just Like Us, Brook, Durex, Lovehoney, Ohne and Urban Outfitters. Dee has an MA in Gender, Sexuality and Culture from Birkbeck University. 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 Queer Perspective on Disability Inclusion. My name is Ryan Zaman. I am a bi, cis man, and I was born with a neurological condition called Cerebral Palsy, which affects the way my brain communicates with my muscles. This means I sometimes struggle with my energy levels, balance, flexibility and hand-eye coordination. Through my work in corporate D&I, focussing on disability inclusion, I have gained great insight into how individuals and organisations can more meaningfully consider the needs of disabled people - both day-to-day and long term. I am now a disabilities advocate, using my position as a model and a writer to raise awareness around disability-related issues and techniques we can use to improve inclusion of disabled people in our work and social lives. Even the smallest act of allyship from another person in social or professional situations can make a world of difference. Whilst July might be Disability Pride Month, it’s important to think about how we can make our disabled colleagues and friends feel seen, heard and supported all year round, in the workplace and beyond. Here are some simple but effective tips that I have found on my journey to becoming a better advocate. NB: There are of course nuances within each community, and how some people feel about what it means to be a good ally can vary. However much of this guidance can also be applied in support of people who are neurodivergent or who have long-term health conditions, and it can be used interchangeably. We also need to keep in mind that non-visible disabilities need to be treated with the same sensibility as any other disability. 1. The most important learning has to come from within: changing our mindset when thinking about disability is pivotal to becoming a more effective ally. Know the differences between the Medical and Social Models of Disability. Whilst a lot of how we can make disabled friends and colleagues feel supported is to do with how we interact with them and others, arguably, the most important learning has to come from within ourselves. The most important mechanism of change is moving your mindset from The Medical Model of Disability ( which is most commonly used in our society) to The Social Model of Disability . T he more you are aware of the differences between these schools of thought, and when it is most appropriate to use one or the other, the more effective you will be as an ally. The Medical Model of Disability dictates that someone’s condition comes first before the person, and having a disability means there is something wrong with them . Whilst this may be appropriate in medical settings, in wider society, being constantly fed this message in every part of their lives can be incredibly damaging to someone’s state of mind, and heavily contributes to one’s sense of Internalised Ableism. Internalised Ableism (noun): when disabled people are so heavily influenced by the stereotypes, misconceptions, and discrimination against people with disabilities, that they start to believe that disabilities really do make them inferior. The Social Model of Disability on the other hand, moves the burden of being labelled as a ‘problem’ or ‘difficult’ away from the person with the disability, and places the impetus to make positive change on society and highlights the need to eliminate barriers . 2. Familiarise yourself with the different types of barriers we should look out for - keen observation can make all the difference. The more we familiarise ourselves with the kind of barriers that neurodivergent/disabled people face day-to-day, the more we can support our friends and colleagues in small ways to make what we do more inclusive. Please see the general examples of barriers below and consider how these might apply in work or social settings you may find yourself in: Environmental Barriers If a building isn’t accessible (i.e if there are no ramps or lifts for wheelchair users), it means limited access to services. Social Barriers Societal Attitudes/Prejudice/Discrimination faced by those who are neurodivergent, as well as those with physical, mental and long-term health conditions. Language and communication barrier (i.e if someone uses Sign Language or Braille, or is non-verbal). Organisational Barriers Shows that an organisation is inflexible, unwilling to change, and seriously needs to address procedures and practices in order to make sure disabled people are considered. Organisational changes should not be considered as acts of charity. Everyone should be given equal opportunity to succeed and everyone deserves a level playing field. 3. Prioritise the importance of intersectional thinking when considering how someone might think or feel. Some people may face barriers in other parts of their lives. As we know, our life experiences have the most significant influence on our world view and society. Whilst the examples of barriers I’ve given above are specific to neurodivergent/disabled people, Social Barriers in a wider sense can be experienced by anyone who is a member of a marginalised community. If a neurodivergent/disabled person is also a member of another marginalised community, Social Barriers can take on a whole new significance. Using myself as an example of a disabled person within the Queer community, I have experienced negative social attitudes, prejudice and discrimination in different ways - some linked to my disability, some linked to my queerness. As a result, these layered social barriers which touch different parts of my identity can sometimes have an effect on my emotional capital. They can control how open and vulnerable I am willing to be - usually around people asking me questions about my disability. 4. When speaking to others about their disability, neurodivergence or long-term health condition, it is crucial to remember that they know themselves best. Give them the agency they deserve. If you are not sure of someone’s access requirements or if they might need Reasonable Adjustments (a neurodivergent person may talk to you about ‘sensitivities’ and ‘triggers’) please just ask. It is better to know than trying to figure out what that person may need by yourself - the person themselves knows best. Remember to give a valid reason why you would like to know more, e.g.: so you can work with them more closely/improve your understanding of their working style/better understand how you can support them. However, please respect someone’s space and boundaries if they do not have the capacity to open up at a specific time, especially if you don’t have a reason other than curiosity to learn more. If they do want to talk to you about it, just not there and then, give them an opportunity to arrange a time to discuss with you. Be aware that access requirements and Reasonable Adjustments should be reviewed periodically, as disabilities/long-term health conditions or how they can affect an individual are rarely unchanging. This especially applies to physical conditions. If you manage someone with a condition for example, be open to your team member(s) perhaps arranging to speak to you if there has been a change. Always ask before helping someone who might be struggling. Disabled people value their independence - even if it takes a little longer, there is a lot of satisfaction in doing something yourself, even if it is something small like tying shoelaces. Always ask if it is OK to touch someone or their mobility aid. Personal space is important to everybody, and those who use mobility aids most likely see them as an extension of their person. 5. Be tactful, emotionally-aware and act only with permission: how we onward share information about another person should be treated as carefully as when that person discloses sensitive, personal information to us. Always ask if the person is happy for you to share their requirements further - it is their choice to disclose their disability or not, and this choice should not be taken away from them. Also, if the person themselves wants to tell others, that’s fine too. If you have permission to discuss someone’s disability to others on their behalf, it is always best to take someone aside to a quiet space and discuss with them one-on-one and see if they have any questions. This promotes a sense of safety, sensitivity and trust, both between you and the person you are speaking about, but also the person you’re notifying. 6. Everyone’s capability and capacity can vary day-to-day depending on energy levels. This is especially the case for disabled/neurodivergent people and individuals with long-term health conditions. For us, fluctuations in capacity/capability due to outside factors can be a lot more significant than a neurotypical/non-disabled person. Checking in regularly with our friends and colleagues helps us manage our workload and expectations. Ask your friend/colleague if they would like to use The Spoon Theory to talk about capacity: Using spoons as units of energy, Christine Miserandino originally explained that non-disabled people have more ‘spoons’ than disabled people to complete tasks throughout the week, with every task requiring a different number of ‘spoons’ (amounts of energy) to complete in any given day. On a good day, you may have enough spoons to do everything. However, if you don’t get much sleep for example, you will have less spoons to use the next day. In the same vein, if someone does something that requires a lot of energy - they might have to use more spoons here and sacrifice energy that is normally used for another task. Similarly, disabled/neurodivergent people might ‘save spoons’ during a quieter period, knowing that they will need to use that energy for an event/task later in the day, or later on in the week. Remember: it is not helpful to make direct comparisons with the capability/capacity of others - everyone and every body is different! 7. Reflect on your own experience. Thinking about both social and professional environments, how would you like to be supported in order to feel truly included, and how would you like your words to feel like they carry weight when decisions are being made? Think about a time when you may have been injured and your capability has been reduced. What changes could you make to make others feel more mentally and physically safe? Odds are, a lot of the kinds of things you are thinking about, are similar to what those who are neurodivergent/are disabled/have a long-term health condition think too. And, it’s useful to remember that if we are lucky to grow old, everyone eventually becomes disabled one way or another. Therefore, it is in everyone’s interest to make sure our workplaces and our world is accessible to all - a sentiment which is at the very heart of both community and allyship. 8. Make changes within your organisation to make it more accessible. Attract great talent. What changes could you start making today to make how you work more accessible for others? If you are based in the UK, the government runs the Access to Work Scheme (link) , to help both organisations be more accessible, providing financial support for employees’ Reasonable Adjustments. If this is something that your organisation is aware of/utilises well, this is a great way to attract talent from the disabled community. 9. Consider how you can better support and empower your colleagues, educate your business and inspire your queer, disabled leaders. WE CREATE SPACE has a selection of webinars and panel sessions where disability is considered as a central theme, or within the context of intersectionality. Please get in touch with the team at hello@wecreatespace.co if you would like to discuss in more detail. 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!

Recognising Queer Leaders serving their community. This year's  WCS | Awards  are celebrating Queer Leaders across Spain - LGBTQ+ change-makers who are using their platforms, profile and roles to drive change, making the world a more inclusive place for all LGBTQ+ people. This might be by 'creating space' for others in their workplace, community or on a wider scale nationally or globally. Our 2024 Award Winners: Jossy Jaycoff Angulo ,  Hadi Moussally ,  Judith Solanas Sánchez ,   David Pineiro ,  David Velduque ,  Aleyda Andreo ,  Jono Kitchens ,  Barry Brandon ,  Kevin Hawkins ,  Cindy Nehme ,  Laura Jones ,  Javier Meneses ,  Luca Magagni ,  Alberto Antón Benítez ,  Mar C. Llop ,  Cindy Nasenya ,  Romana Russello ,  Lidiane Castro ,  Rubén Antón ,  Ignacio Labayen de Inza ,  Roberta Marrero ,  José Luis Espinosa ,  Ana Navio ,  Maia Jenkinson ,  Verushka Sirit ,  Ángel Hurtado ,  Edu Rojo ,  Toni Ponce ,  Elliot Theodor ,  Iris Serbanescu ,  Oriol Pàmies ,  Kei Yoshida ,  Belén Kay McCarthy ,  Ada Colau ,  Sevi Koppe ,  Eryk Glowacki ,  Diego Lazaro ,  Silvia Reyes ,  and Alessandro Dell'Aglio . Award winners and community members are invited to an evening of celebration and entertainment at our inaugural LGBTQ+ Awards & Pride Gala held in Barcelona. Jossy Jaycoff Angulo. (she/they) Jossy is a Visual Artist and LGBTQ+ Rights Activist with a special focus on Non-Binary Trans Identities. She is also a Communicator, Model, Writer, Actress and International Host promoting Queer culture from platforms such as Boiler Room, British Fashion Council, Resident Advisor, Primavera Sound and Soho House. She has worked with the Ministry of Equality of the Spanish Government to help development “La Ley Trans Estatal” (the Trans Law), one of only a few activists involved in this historic legislative change. Jossy is committed to taking spaces that are not created for gender variant people, along with the promotion and development of new legislatures. Hadi Moussally. (all pronouns) Hadi is a Lebanese-French filmmaker, photographer, and performer with master's degrees in fiction cinema and documentary and anthropological cinema. He's the co-founder of "h7o7," a production company focusing on fashion, experimental, documentary, and fiction films and photos. Hadi's latest project, "Hybrid Wave," showcases 30+ global hybrid artists. As an 'artivist,' Hadi uses his work to address social injustices like homophobia, racism, sexism, and transphobia. He has won over 50 awards and selections in 350 festivals for his films. Passionate and impactful, Hadi is a prominent figure in the art and activism world. Judith Solanas Sánchez . (she/her) Judith is a queer leader dedicated to creating space for others in the realm of sports and beyond. She is a PhD student at INEFC, focusing on sexual diversity in sport, and is currently in her final year of research centred on the experiences of lesbian coaches in Spain. Alongside her doctoral studies, she teaches and supervises at EU Business School. As a Board Member of the Federation of Gay Games (FGG) and Agrupación Deportiva Ibérica (ADI LGTBI+), Judith is deeply involved in promoting inclusivity in sports. Her background includes over a decade of experience in the sport for all, competitive sport, and sport for development sectors across Europe and Africa. Judith expresses her commitment to advocacy and education is through her workshops and trainings at prestigious institutions such as Institut Barcelona Esports (IBE) and Diputació de Barcelona as well as with five publications on sexual diversity in sport to her credit. David Pineiro. (he/him) TBA David Velduque . (he/him) David is a film director and queer creator. He has developed projects such as ‘Estigma’ (2018), a short film that garnered him recognition from Austin's Fantastic Fest; ‘Animal’ (2019), a thriller that tackles gender-based violence from an unconventional perspective; and ‘Transición’ (2023), where he experiments with body horror to address the loneliness faced by elderly trans people. In his role as a communicator, Velduque directs and hosts the podcast ‘Sabor a queer’, a space where LGTBQ+ individuals come together to discuss friendship, racism, success, childhood, and insecurity. ‘Sabor a queer’ was nominated for Best Video Podcast at the latest edition of the Ondas Awards. Aleyda Andreo . (she/her) Aleyda is a Senior Data Product Owner at Nestlé, involved with the company's Employee Resource Group (ERG). Aleyda, who is in a same-sex marriage, uses her personal experiences to encourage individuals to become strong advocates for LGBTQ+ rights. She actively participates in conferences such as REDI as well as workshops and seminars exploring the latest advancements and challenges within the LGBTQ+ community and her industry. At Nestlé, Aleyda's leadership is characterised by authenticity, empathy, and resilience, making her a queer leader who leads by example both personally and professionally. Jono Kitchens. (he/him) Jono, also known as Joan Oh, is the founder of the inclusive and diverse party PLUMA. As the “mother” of a multitude of drag performers in the city, Jono provides a platform for artists of diverse backgrounds to grow and flourish. An international drag figure, Jono has performed with superstars like Mel C, Anastacia, and Jake Shears. In addition to their drag artistry, Jono has shaped the commercial dance scene in both the UK and Spain as a dancer, choreographer, and teacher. Many of today's well-known commercial dancers credit Jono with influencing their careers. Through PLUMA and their broader work, Jono continues to uplift and celebrate the talents of others while fostering a spirit of inclusivity and support in the community. Barry Brandon. (he/she/they) Barry is a lifestyle curator, digital content creator, and social media influencer whose mission is to create safer spaces for all individuals to express themselves through strategic and insightful community building and marketing. He is often sought out for his understanding and sensitivity towards the queer experience. His expertise includes speaking engagements, corporate training, and education on LGBTQIA+ culture and identity. As a dual citizen of the United States and Europe, Barry is committed to building global relationships and creating a movement of authenticity and enlightenment. He envisions a world where we enrich each other by being ourselves. Kevin Hawkins. (he/him) Kevin is an award-winning, multi-disciplinary design leader. He’s been a serial startup founder, product designer, and is a seasoned instructor at GrowthTribe, General Assembly, and Georgetown University for UX and Data Visualization. He is a gay, Liberian-American with 15 years of experience building communities and launching products. He also does interior design. Previously, he’s been lucky to work for companies such as Booking.com , PwC, EY, Gap Inc, and more. At the start of his career, he was a self-taught front-end developer and then a design contractor for small businesses and science NGOs in Washington, DC. He transitioned into user research and user experience management as he worked with national clients with high accessibility requirements. He now resides in Barcelona, Spain. In his free time, he travels the world (52 countries, 46 U.S. states) to learn from how others dance, cook, and solve problems from different perspectives. Cindy Nehme. (she/her) Cindy is an award winning digital communication consultant with more than 10 years of experience in the social and digital communication field, developing strategies in MENA for brands such as New Suez Canal, Qi, Kimberly Clark, British American Tobacco, Coca Cola, The Cheesecake Factory, GROHE, Unilever, Roche, UNICEF, LG, Volkswagen and Nissan. She is an advocate for volunteer work with cultural and tourism sustainability NGO’s such as Anna Lindh foundation, the cultural center in Zouk Mikael, WHL and Souk el Tayeb. She’s also a community leader and the co-founder of Barcelona-based Lebanese restaurant, Bērytī. Laura Jones. (she/her) Laura is the Global Head of Health & Wellbeing at Save the Children International, overseeing health initiatives across 56 countries. Her extensive background includes roles with the WHO’s Emergency Medical Team in Gaza, and as an International Health Advisor for various NGOs in countries like Bangladesh and Uganda. Laura’s work in crisis and disaster response, infectious diseases, and global mental health showcases her commitment to making a difference. Laura is the founder of Almas Libres, an NGO dedicated to empowering marginalised women and girls through urban sport, culture, and technology, reaching over 3,000 participants in Barcelona in 2023. A faculty member at World Extreme Medicine and a European Equality Ambassador, she continues to inspire through her dedication to education and advocacy. Javier Meneses. (he/him) Javier Meneses is a Chilean entrepreneur who has lived in Barcelona for 22 years. With a bachelor's degree in Business Administration and a master's degree in Business Communication from the University of Barcelona, ​​he has dedicated his career to creating innovative projects in the hospitality industry. With 20 years of experience, he is one of the founders of renowned music bar Manchester Bar. He is also the creative leader and co-founder of the successful CANDY DARLING project, a queer bar in the heart of Barcelona which is ​​a meeting space and refuge for the LGBTQ+ community, where free expression and the celebration of diversity are the fundamental pillars. “Candy Darling Bar has become a platform for visibility of different groups, a space for the development of various cultural activities and a creative meeting point for many local queer artists.” Luca Magagni. (he/him) Luca is a strategic consultant, business coach, and a key contributor to the BCN Pride Toastmasters club, where he's served in numerous leadership roles for close to a decade. Currently on the Strategy Board, Luca continues to shape the club’s mission of fostering communication and leadership skills within a diverse, bilingual environment. Throughout his tenure, Luca has navigated the challenges of leading a volunteer team with empathy and flexibility, ensuring a supportive atmosphere for personal and professional growth. His involvement has not only strengthened the club but also enriched his own journey as a cisgender gay man, illustrating the profound impact of community and shared values. Alberto Antón Benítez. (all pronouns) Alberto is an advertising professional and volunteer dedicating his time over the last few years to a wide range of LGBTQ+ initiatives and efforts in Barcelona. Alberto is driven by the idea that the happiness and growth of the community is rooted in the establishment of a solid and healthy social fabric. Mar C. Llop. (she/her) Mar C. Llop (1967 – 25 February 2022) was a Barcelona-born photographer and activist, co-founder of the trans association "Generem!" Known for her "Work in Progress: Construcciones Identitarias," highlighting diverse experiences of transition through imagery. One of her self-portraits, where she stands naked with stickers on her body that read 'fragile', symbolises the vulnerability of hiding one's identity. Her activism and art stressed the importance of visibility, showing trans people leading ordinary, happy lives. Mar also contributed to Daniel Mariblanca's project "71 Bodies 1 Dance," promoting positive representation of the trans community through artistic collaboration. They have been awarded a posthumous  recognition as part of the WCS | Awards 2024. Cindy Nasenya. (she/they) Cindy is a versatile professional with a background in digital marketing, social media management, customer service, and content creation. Drawing on her expertise in digital marketing, Cindy crafts strategic campaigns that drive engagement and enhance brand visibility using data-driven insights. As a podcast host and editor of "Three Girls & a Mic", she captivates global audiences with compelling storytelling and immersive content. Beyond her professional pursuits, Cindy is an advocate for social justice and activism, leveraging her skills to amplify voices and foster inclusivity within her community. As a content creator with a diverse portfolio, Cindy fosters a supportive and engaged community online. They have been awarded an 'Emerging Leader' recognition as part of the WCS | Awards 2024. Romana Russello. (she/her) Romana is the co-founder and event organiser of LesGirls, a pioneering association created by and for LBTQI+ women, which bring an array of cultural, sporting, and culinary events to the community. In just over a year, the community has grown to several dozen WhatsApp groups, over 1,500 registered members, and a vibrant social media presence. Via LesGirls, Romana has collaborated with major LGBTQI+ entities across the city, Catalonia, and Spain. Her work has not only fostered community, friendship, and support but has also been a catalyst for personal growth for many. Lidiane Castro. (she/her) Lidiane is a lecturer with a Doctorate in Audiovisual Communication and Advertising, specialising in Communication and Gender Studies. Lidiane teaches business, marketing, and communication at both bachelor's and master's levels with a commitment to student-centred learning. Her academic journey including research, curriculum development, and numerous publications and conference presentations has a significant and evolving impact in the field. As Co-organiser and Cultural Director of International Lesbians Barcelona (ILB), Lidiane has harnessed her academic expertise to shape community initiatives that celebrate LGBTQ+ culture and foster a sense of belonging. She organises events, conducts educational workshops, and creates support networks aimed at promoting inclusivity and understanding. Rubén Antón. (all pronouns) Ruben is queer artist and researcher of newspaper archives. They have been called "the first archaeologist of Iberian crossdressers and travesti". Through their work and historical memory project 'Drag is Burning', Ruben recovers the historia del travestismo (history of cross dressing) in Spain, from the 15th century until now, with a unique historical journey through more than five centuries of silenced and forgotten characters. With over 100 art exhibitions and over 50 podcast shows made since 2020, Ruben has visited venues ranging from Barcelona to Dubai. Currently, in addition to working on their collections, Ruben collaborates with betevé, Barcelona's public television, on its queer culture section and actively participates in LGBTQ+ festivals, talks and projects. Ignacio Labayen de Inza. (he/him) Ignacio is a chemsex specialist advisor, supporting men dealing with issues such as isolation, trauma, homophobia, low self-esteem, intimacy challenges, and HIV-related concerns. Providing structured support to over a dozen men weekly for over a decade and a half, he has helped thousands regain control over their lives. In 2020, Ignacio founded Controlling Chemsex, a charity employing a team of experienced advisors, many of whom have personal experience with chemsex. The charity leverages new technologies to offer accessible and confidential support. Ignacio's work addresses a critical public health crisis within the MSM community, offering hope and recovery to those who once believed it impossible. Ignacio exemplifies the individual journey from struggling with addiction to becoming a beacon of hope for the community. Roberta Marrero. (she/her) Roberta Lucía Marrero Gutiérrez (1972 – 17 May 2024) was a Spanish artist, performer, and illustrator known for blending pop culture with political commentary. Her book Dictadores transformed images of totalitarian icons with whimsical pop elements, while her graphic novel El bebé verde explored her childhood and trans identity. Marrero's work was exhibited in Spanish galleries like "La Fiambrera" in Madrid and prestigious venues such as the Victoria and Albert Museum in London and the Bibliothèque nationale de France. Marrero cited Andy Warhol as her primary influence, sampling from Fauvism, expressionism, surrealism, Catholic religious painting, classical Hollywood, and punk. She also released two electropop albums and DJed in Spanish clubs. They have been awarded a posthumous recognition as part of the WCS | Awards 2024. José Luis Espinosa. (he/him) José Luis sits on the Council at the International Educational Exchange (CIEE) Barcelona. At the institution, he has delivered reviews and policy enhancements on body, gender, and ethnicity. José leads training sessions on gender, raising awareness and developing actionable plans to support faculty and students. Using the "World Café" methodology, José Luis's team created a list of safe spaces for LGBTQ+ students, integrated DEI-focused content into syllabi, and developed an inclusive language glossary. In his Literature and Filmmaking courses, José Luis features pioneers like Pedro Almodóvar, engaging students in critical analyses of diversity in Spanish society. By integrating his passions for music, cinema, and theatre into his leadership, José Luis creates opportunities for learning informed by inclusivity and diverse cultural perspectives. Ana Navio. (all pronouns) Ana is the founder of La Prole, a meeting space and bookstore in Barcelona for literary and cultural initiatives within the intersectional fields of feminism, LGTBQ+ issues and anti-racism. La Prole also serves as an exhibition area and space for cultural initiatives highlighting unconventional and underrepresented perspectives. Video credit: Corte del documental Joyas Queer de Elio Cohen Me Siento Extraña. Maia Jenkinson (she/her) Verushka Sirit (she/her) Maia and Verushka are the co-founders of Me Siento Extraña, a space for celebratory encounters, artistic exploration, and identity expression that gives voice to women, lesbians, bisexuals, non-binary individuals, trans people, dissenting identities, cyborgs, and others (*FLINTA). MSE emerged to address the lack of cultural spaces for this part of the collective, with the purpose of building community. The collective organises weekly events focusing on showcasing projects, art, music, poetry, creation, and dissemination of topics of interest. MSE has collaborated with festivals, other collectives, curators, and during the night, with clubs centring diverse programming and emphasising the creation of safer spaces. To that end, MSE has also contributed to the formation of an awareness team called Safe Amorx, a joint research effort to continue improving the spaces where the collective exists. Barcelona Gay Men's Chorus. Ángel Hurtado (he/him) Edu Rojo (he/him) Toni Ponce (he/him Inspired by a long-standing tradition of LGBTI+ choruses in English-speaking countries, Barcelona Gay MEn's Chorus (BGMC) strives to provide as many people from the gay community as possible with the chance to participate in a musical and cultural activity. The chorus shines a light on homosexuality and normalises the LGBTQ+ community through their concerts, which star openly gay men performing not only for members of the community, but for a wide-ranging, diverse audience. BGMC is recognised not only for their high-quality artistic performances, both visually and vocally, but also for their charitable and social contributions to the LGBTQ+ and D/deaf communities. Currently, the BGMC is working to lay the foundations for a bright future for the chorus beyond the city of Barcelona, both within Spain and internationally. Elliot Theodor. (he/him) Elliot is a non-binary transgender man, a sports physical therapist, and a professionally trained circus artist. In 2018, Elliot immigrated to Barcelona from Israel in pursuit of freedom from the Middle East. His activism includes running a donation-based training group called Drama y Biceps exclusively for transgender and non-binary individuals, providing accessible physical therapy services to trans individuals, co-authoring the first academic study on the rehabilitation of masculinizing top surgery, and giving talks about trans issues such as non-binary biology, trans experiences in the workplace, and personal lived experiences. In addition, Elliot is passionate about promoting intersectionality and educating people on the importance of creating safe spaces for marginalized communities. He is also interested in the history of LGBTQ+ rights movements and combating discrimination against the LGBTQ+ community, particularly in healthcare settings. Additionally, Elliot advocates for the importance of physical activity and its benefits for mental health, and discusses the unique challenges faced by trans individuals in accessing appropriate healthcare. Iris Serbanescu. (she/her) Iris is the founder and CEO of wmnsWORK, an accelerator designed for women and non-binary entrepreneurs in the tourism industry. Launched in January 2022, wmnsWORK offers a comprehensive 12-week program that covers topics such as financial projections and regenerative tourism principles, all through engaging weekly workshops. Iris, a queer-identifying advocate for gender equity, built wmnsWORK on her extensive experience in the travel industry and her commitment to creating supportive and inclusive spaces. Her leadership has guided over 40 entrepreneurs to success, including impactful businesses like The Traveling Wakili, Dive n Ride Adventures, and Good Trip Adventures. Over one third of each cohort's spots are funded through scholarships from sponsors, making the program accessible to racialised, disabled, and LGBTQ+ individuals. Iris’s dedication to addressing systemic oppression and fostering economic ownership within the queer community empowers participants to both thrive in their ventures and bring their full selves to their work. Oriol Pàmies. (he/him) Oriol is a Spanish serial entrepreneur, public figure, LGBTQ+ activist, public speaker and internationally published author. In 2019, he founded Queer Destinations the leading LGBTQ+ consulting company focused on the creation of safe spaces, working with governments and companies around the world with presence in over 10 countries. He is the author of the book "Now That You Already Know", an LGBTQ+ guide for the coming out process and on how to navigate the world being part of the community, published in Spain and Mexico. In 2023 he launched Qroud Agency, a global queer creative collective that connects global brands with consumers always with diversity and inclusion in mind. Oriol is currently the CEO of Queer Holdings a conglomerate of business built with the purpose of improving the life of the queer community and generate employment, always looking for the intersection between business and activism. Kei Yoshida. (he/they) Kei is an international human rights lawyer. They work as a Senior Legal Adviser at the Center for Reproductive Rights and is an associate barrister at Doughty Street Chambers. They are the co-editor of Feminist Conversations on Peace (Bristol University Press, 2022), co-author with Jennifer Robinson of Silenced Women (Octopus, 2024). They have a daughter and live in Madrid, Spain. Belén Kay McCarthy. (she/they) Belén Kay is a multifaceted professional and artist, serving as a Community Lead at WeWork and as International Vice President for Pride of WeWork, with a strong commitment to LGBTQIA+ issues. She combines her corporate expertise with her creative talents as a folk rock singer-songwriter and producer. Ada Colau. (she/her) Ada Colau Ballano has been the first female mayor in Barcelona’s history (2015-2023). She has dedicated much of her life to social and human-rights activism. She helped to launch the Platform for People Affected by Mortgages (PAH) in 2009. In 2014, she founded Guanyem Barcelona (later known as Barcelona en Comú), the citizens’ political party that won the municipal elections in 2015. In 2019 she was re-elected Mayor of Barcelona. At the City Council, she has given priority to public policies focusing on the fight against inequalities, the right to decent housing, the launch of a more sustainable city model, and the strengthening of citizen participation. She has also shown her commitment to regulating the impact of tourism, fostering a more diverse, inclusive, and green economy and improving public services. Feminism, solidarity, and the promotion of diversity also play a central role in municipal policies. As well as being Mayor and President of the Barcelona Metropolitan Area (AMB), she has been the United Cities and Local Governments (UCLG) special envoy for relations between cities and the United Nations, and Vice Chair of the C40 Steering Committee, the governing body providing strategic direction for the global network of 97 cities committed to addressing the climate crisis. Sevi Koppe. (she/her) Sevi is Community Director at We Create Space, as well as an international creative director and producer. She's worked for films and music festivals around the world, as a creative director, booking agent and a production manager. Her vision is queer and she's been curating international events since 2000 to promote LGBTQ+ visibility to mainstream audiences. Sevi works with venues around the world to coordinate exclusive events. Sevi studied queer media and spaces in Japan to understand what support is offered to minors inside and outside of the formal education system. Eryk Glowacki. (he/him) Eryk is the founder of Yoten, a multifunctional atelier space offering professional styling, makeup, clothing, and photography. Originally from Poland, Eryk has been working in the hair and fashion industry for nearly 20 years across Ireland, the UK, Vietnam, and Poland. He founded Yoten to create a welcoming space where everyone is free to express themselves without judgment, regardless of colour, gender, or status. Diego Lazaro. (he/him) Diego is a diversity and inclusion consultant with experience in multinational companies, implementing strategy and employee well-being initiatives. He aims to create work environments where everyone feels respected and can reach their full potential. Featured in Forbes as a visible LGBTQ+ entrepreneur, Diego holds a Bachelor's in Business & Hospitality Management and a Master's in HR Management. After roles in talent acquisition and as a People Business Partner, he supported COGAM in building their corporate relations department. As the founder of Be Diverse, he collaborates with various organisations, providing consulting services in HR and D&I, including workshops, surveys, and strategy reports. Silvia Reyes. (she/her) Silvia Reyes Plata (1949 – 22 May 2024) was a Spanish transgender activist and a key figure in Barcelona's LGBTQ+ movement. She participated in the historic 1977 Barcelona pride parade, Spain's first major LGBTQ+ visibility event, which turned violent when police opened fire with rubber bullets. Due to her activist work, she was imprisoned nearly 50 times under the Social Danger and Rehabilitation Act for defending LGBTQ+ rights as well as for promoting the recognition and dignity of LGBTQ+ people. Upon her exile from Catalonia in 1975, she worked in cabarets and shows across Europe before returning to Barcelona in 1977. Silvia's enduring legacy highlights both the significant progress made and the ongoing challenges in the fight against discrimination and inequality for transgender people. They have been awarded a posthumous  recognition as part of the WCS | Awards 2024. Alessandro Dell'Aglio . (he/him) Alessandro is a vibrant community maker in Barcelona, who, about a year ago, founded the fully inclusive BCN Queer Squad for LGBTQ+ and LGBTQ+ friendly individuals. Driven by a vision to foster real connections and beautiful relationships through shared interests, Alessandro has cultivated a space where respect and tolerance are paramount. The group's diverse events range from cultural and physical activities to social gatherings, offering something for everyone. Under Alessandro’s leadership, BCN Queer Squad has grown into a thriving community, with a strong grassroots presence on social media. Barcelona's often fragmented LGBTQ+ scene inspired Alessandro to create a space where anyone, regardless of orientation, age, or appearance, could feel accepted. This inclusive approach has led to the formation of numerous friendships and deep connections within the BCN Queer Squad community. Alessandro also organises cultural activities, such as language exchanges and excursions, to enrich members' understanding of local heritage and LGBTQ+ culture. Through his passionate leadership and countless hours of organisational work, Alessandro continues to build a welcoming and dynamic community in Barcelona. We hope that these stories and projects inspire you and empower you to create space as a Queer Leader and LGBTQ+ change-maker. Want to take part next year? Be sure to sign up to our newsletter here . We hope to see you there! 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 global fight to end LGBTQ+ discrimination is far from over. Learn how We Create Space is improving the lives of LGBTQ+ people across the globe in this new film. Video by Stefan Chavarriaga / Swami Pro As the rights of LGBTQ+ people across the world increasingly come under attack, the need for vocal Queer leadership to end LGBTQ+ discrimination has never been greater. We must urgently examine and respond to the ways that societal and media narratives are challenging our notions of intra-community care and allyship. In recognition of our 4th birthday, we wanted to share a message, reflecting on our achievements and reinforcing the relevancy of our mission: creating a world that is accessible, inclusive and safe for LGBTQ+ people and other under-represented or marginalised identities to heal, develop and grow. "Community has been such a key element on my own healing journey - and I believe it to be fundamental to healing on a personal level and societal level." Michael Stephens, Founder and CEO of We Create Space We continue to connect thousands of LGBTQ+ people and allies with tools, knowledge and a support network to encourage their personal growth. We're proud that in the last four years... - Our global community and learning platform has acquired over 30,000+ members. - Through our consultive work we service 180+ corporate clients and have trained over 100,000 employees on topics related to diversity, equity and inclusion. - Our speaker collective is constantly growing, with over 300 members representing intersectional identities and experiences across the globe. - Since 2020 we've invested £1m+ back into the LGBTQ+ community through paid work opportunities alone. Join us as we build a brighter, more inclusive and sustainable Queer Future. While you're here... Did you know we consult with Businesses, ERGs and Change-Leaders providing bespoke corporate solutions? Through consultancy we design shared learning experiences, produce DEI insights and craft bespoke content that support individuals with strengthening their roles as change-agents within their communities and organisations. Find out more here. We also organise FREE community events throughout the year! We offer a variety of ways to get involved - both online and in person. This is a great way to network and learn more about others' experiences, through in-depth discussion on an array of topics. You can find out what events we have coming up here. New ones are added all the time, so make sure you sign up to our newsletters so you can stay up to date!

Guest writer Sayantani Chakravarty examines how rigid ideas around gender hold back LGBTQIA+ people in the workplace and impact their ability to thrive as leaders. It amazes me how often most of us struggle to introduce ourselves when asked to tell a little about ourselves. Yet our friends and colleagues are rarely as lost for words to describe us when asked to do so. In queer spaces, I would probably be described as the brown lesbian researcher of Indian origin. And there, those five words are usually enough for people to assign me a category with a certain look and a personality in their heads. The fact that we make such associations in our heads is not necessarily the problem, it’s something we cannot help as humans. The problem is how often we insist people mould themselves to fit our perception of them, rather than change our perception according to their being. Explicit biases are usually easier to deal with. If someone specifically tells me they hate me or my community, it is unlikely I will be able to change their mind. Implicit biases are harder to deal with, because implicit biases are not hate, yet they can hurt people quite the same. They require painstaking effort to be brought into awareness and a willingness to unlearn past conditioning. I used to think I was comfortable in my gender and sexuality until I took Harvard’s Implicit Association Test in my first year of PhD, where to my dismay I discovered how much easier it was for me to imagine a male CEO to a female CEO, even as I myself wanted to pursue an entrepreneurial journey. As a queer brown immigrant woman, living off my PhD stipend, I never really truly believed I had the risk appetite or the fortitude required to build something of my own. A simple fact such as in 2023, 37 of the top 50 Fortune 500 companies were white men and not one of them was a South Asian woman or a queer woman means that no matter how bold our dreams, our imaginations are often bound by the representation we see. Since then, I offer the test to anyone willing to take it, just to get a sense of how we find it easier to make certain associations more than others based on the conditioning and representation we have had access to. I have spent the past few years studying leadership and gender stereotypes and there are three things which make queer leadership particularly challenging. 1) At birth, we are not merely assigned a sex, but also gender roles we are expected to abide by to fulfill our responsibility as a member of a social category. (Eagly and Wood 2012; Eagly and Stefen 2000) 2) We tend to have leadership prototypes, i.e. beliefs about attributes we think a leader should possess (Xiao et. al 2020; Nye and Forsyth 1991), which narrow our vision of what an ‘effective’ leader may look like. 3) Individuals get penalised whenever they do not conform to societal expectations  (Eagly and Karau, 2002) This results in a host of problems. If you lead as a competent woman, you are unlikely to be liked. If you lead as an empathetic man, you are unlikely to be seen as confident. If you lead as a non-binary person with a nuanced worldview, you will be perceived as confused. Struggles of A Queer Leader Legitimacy: The appearance or behaviour of LGBTQIA+ individuals may not conform to people’s beliefs about what constitutes professionalism. Trans and non-binary people are more likely to be misgendered by their colleagues and subordinates which often serves to undermine their authority and legitimacy. Thus, queer folx must often spend a substantial amount of time establishing their own legitimacy as leaders. Intersectionality: While navigating intersectional identities is difficult for most individuals it can be particularly challenging for queer leaders, as for queer folx their queer identity is often perceived to be in direct confrontation with their other identities. Most salient among them being one’s religious and cultural identity. Queer leaders often have a harder time convincing their peers and employees that they might have a shared identity or sense of belonging whenever the shared identity seems to be in conflict with being queer. Furthermore, the layers of marginalised identities make traversing intersectionality even more difficult. Tokenism & Role Model Pressure: LGBTQIA+ folx are sometimes viewed as being promoted or hired only to fulfil diversity quotas. What is worse, even policies designed with affirmative action in mind to promote diverse leadership often fail as queer folx refuse to step up or participate in leadership due to the stigma attached to being seen as a ‘token’. Additionally, queer individuals who do go on to become leaders are then faced with the additional pressure of representing entire communities, with their every action being scrutinised, their every mistake more costly. "Being the 'token' queer leader often means carrying the weight of representation on my shoulders. The pressure to be a role model while striving to be authentically myself requires a delicate balance of vulnerability and strength." - Nancy Di Dia Queerness as one’s solo identity: Queer leaders often find themselves having to prove queerness is not the only identity they have. LGBTQIA+ leaders are often assumed to focus excessively on gender issues, potentially neglecting other important aspects of leadership. So often, one’s mere existence becomes a political statement. Queer leaders are quick to recognise and point out gender equity related problems. Unfortunately, when one points out a problem, one is often seen as the problem. At the same time there is an expectation from queer leaders to constantly take on the role of activists, advocating for LGBTQIA+ issues, which can be both a burden and a distraction from their primary leadership responsibilities. Too often queer leaders and executives find themselves exhausted by tight rope walking the double edged sword that is their identity and their advocacy. Many of us in leadership positions choose to show up in the spaces we occupy being the representation we never saw during our careers. The responsibility to consider, represent, and advocate for the voices and rights of all marginalized communities is the baseline definition of being a leader. It's not an addendum to the job description reserved for only those with lived-in experiences with marginalization. - MK Getler Mental Health Strain & Perceived Emotional Instability: The cumulative effect of all these challenges tends to put queer leaders under significant stress, leading to mental health issues. Constantly having to navigate non-inclusive environments can also take a significant emotional toll. The greater prevalence of mental health issues in LGBTQIA+ leaders is often perceived as lack of emotional stability. "The mental health strain of navigating corporate environments as a queer leader is immense, often compounded by the unjust perception of emotional instability that comes with being open about my struggles. My vulnerability, however, is a source of strength, teaching others that true leadership is rooted in empathy and resilience." - Nancy Di Dia Mental, social and cultural dysphoria: Queer individuals are often intimately familiar with dysphoria in a way cis heterosexual individuals might find hard to access. Nonetheless, most individuals have at certain points in their life experienced mental, social or cultural dysphoria if not physical dysphoria. Queer leaders can often invoke dysphoria among their peers and subordinates eliciting unexpected reactions or resistance from people. The discomfort stirred in one’s own being due to the apparent encounter with dysphoria is often seen as the queer leader’s agenda. What can we do? Creation of inclusive environments: Inclusive dress codes, gender-neutral restrooms, and non-binary options on forms and official documents can go a long way in making individuals feel they belong. Biases manifest in subtle ways, such as exclusion from social events which could eventually translate to being overlooked for a promotion. Provide access to queer vocabulary and emotions: So often the inadvertent hurt inflicted on queer leaders is due to a lack of access to the right vocabulary and an understanding of their journey. Hence, the more stories we hear and the more access people have to the queer lived experience, the easier it becomes to empathise. Build support systems, mental health provision and Queer mentorship opportunities: Given the lack of representation at the top and lack of access to welcoming environments, organisations and communal spaces which create a sense of belonging for queer individuals can prove to be crucial in their career advancement. Invite open dialogue on mental, social and cultural dysphoria: Whenever individuals encounter mental, social or cultural dysphoria, it is important to invite open dialogue and allow for self exploration. When we embrace ourselves in the entirety of our being, we often inspire others to do the same. Queer leaders are often uniquely positioned in this regard to offer help and value to an organization due to their experience. Fair Evaluation Mechanisms - Organizations need to ensure that leadership evaluations are based on performance and skills rather than one’s gender, race or sexual identity. References Eagly, A. H., & Karau, S. J. (2002). “Role congruity theory of prejudice toward female leaders.” Psychological review, 109(3), 573. Eagly, A. H., Wood, W., Van Lange, P., Kruglanski, A. W., & Higgins, E. T. (2012). Handbook of theories of social psychology. Handbook of Theories of Social Psychology, 2, 458-476. Eagly, Alice H, and Valerie J Steffen. 2000. “Gender stereotypes stem from the distribution of women and men into social roles.” Nye, J. L., & Forsyth, D. R. (1991). The effects of prototype-based biases on leadership appraisals: A test of leadership categorization theory. Small Group Research, 22(3), 360-379. Xiao, H., Wang, D., Liu, X., & Liu, Y. (2020). Effect of implicit prototype theory on employees' proactive behavior. Social Behavior and Personality: an international journal, 48(5), 1-12. Sayantani Chakravarty (she/her) A behavioral economist by training, Sayantani is co-founding a healthcare platform in India. As a brown queer woman with a PhD in management she uses her academic background and lived experience to consult on a range of topics from behavioural biases in the workplace to gender pay gap and other inequities in outcomes arising due to a person's gender, sexuality or race and queer leadership. In her spare time, she enjoys spoken word poetry and photography. 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 speak to Employee Resource Group members at Omnicom about workplace allyship and how ERG membership has shaped their careers. As we enter Pride month many companies will be eager to show off their commitment to LGBTQ+ inclusion, but fostering real inclusion can’t start or end during Pride season - shifting cultures and creating spaces where LGBTQ+ employees can thrive is a year round effort. It’s for this reason that we are thrilled to spotlight the partnership we have cultivated with Omnicom over the last 3 years, working closely with their LGBTQ+ employee resource group ‘OPEN Pride’, as well as their wider ERG network. Through working with Omnicom on a range of projects, we have witnessed how OPEN Pride continues to nurture genuine personal growth, connection and success for its members. We are only as strong as our support networks, and we believe this extends to ERGs too, which is why across our partnership with Omnicom we have encouraged and facilitated collaboration across ERGs, allowing for more intersectional conversations and discoveries to be made. In this interview between two members of ERG’s within Omnicon, we get to hear first hand how these groups are playing an active role in shaping allyship at the company. Omnicom is a global leader in marketing communications, providing services to over 5000 clients in over 100 countries. They believe that meaningful and mutually respectful relationships with and between their employees, clients and communities are central to the success of their agencies and the brands they represent. Diversity, Equity & Inclusion and Employee Resource Groups like OPEN Pride are essential tools for delivering on this promise. OPEN Pride’s mission fuels the personal growth, organisational inclusion and business success of Omnicom Group’s Lesbian, Gay, Bisexual and Transgender (LGBT+) employees and allies. Omnicom’s OPEN Pride ERG is one of the largest and most historied resource groups at the company, fuelling the personal growth, organisational inclusion and business success of Omnicom’s Lesbian, Gay, Bisexual and Transgender (LGBT+) employees and allies. Part of the Omnicom People Engagement Network (OPEN) - committed to inclusion and diversity across Omnicom and its agencies - OPEN Pride is dedicated to promoting acceptance and advocacy; creating opportunities for leadership, visibility, community involvement, networking and business. OPEN Pride aims to create alliances with other Omnicom ERGs and foster an inclusive and engaging work environment for Omnicom’s LGBT+ community. OPEN Pride facts – what OPEN Pride gives to the community and its allies and why it matters: OPEN Pride boasts 15+ chapters globally, representing in over a dozen cities and across seven countries with three agency-based chapters, as well. OPEN Pride holds partnerships with various LGBTQ+ organisations worldwide, including WE CREATE SPACE, to develop programs, education, volunteer opportunities. OPEN Pride has helped Omnicom score 100% on HRC's Corporate Equality Index for seven consecutive years. OPEN Pride facilitates relationships with local LGBTQ+ community centres and identifies opportunities for members to volunteer  and interact locally. OPEN Pride engages with LGBTQ+ talent organisations, like ROMBA, and initiatives to bring more diverse talent to Omnicom. Omnicom also offers global ERGs for Asian, Black and Latine communities, as well as for women and the disability community. OPEN Pride collaborates with these other Omnicom ERGs to develop intersectional programming, educational pieces, and social events, fostering community and bridging the gap for employees from all walks of life. Donna Bellamy (she/her) Group Account Director, Head of Diversity, BLQ Leadership Team KERN Agency dbellamy@kernagency.com How has being a member of your ERG impacted your professional growth and career journey? Being a member of an ERG has been an inspirational spark for my career journey. Most importantly, our ERG has provided a platform to connect with a broad cross section of people within the Omnicom network. From sharing emerging trends, to identifying new business opportunities, to having a conversation with someone who understands the environment, ERGs have provided connections and access.  Those connections tend to be more meaningful and enduring because of the foundational roles ERGs play in creating a nurturing and collaborative culture. Can you tell us about a time when a coworker at Omnicom has been an ally to you? Allies have been especially important over the past few years as women, and specifically Black women, continue to strive to have our voices heard in leadership conversations. Following a recent meeting where I felt my perspective was overlooked, I reached out to my trusted ally. This individual offered perspective and advice regarding the situation. Their counsel provided me with a sense of security and encouragement that allows me to persist in my efforts to express my viewpoints with confidence. How does the culture of belonging at Omnicom shape the work that you do? Omnicom's culture of belonging includes efforts to foster an environment where all can bring their true selves to work and are valued for their unique contributions. This focus on authenticity and appreciation allows us to discard the mask of perfection, encouraging a more open exchange of ideas. As a result, we benefit from a wealth of diverse perspectives, sparking innovation and fresh thinking across assignments and projects. Will Donnelly (he/him) Executive Assistant and Co-Chair of OPEN Pride SoCal OPMG will.donnelly@omcpmg.com How has being a member of your ERG impacted your professional growth and career journey? Omnicom is the first larger sized company I’ve worked for and being a member of an ERG has allowed me to find community within an overwhelming space. Starting a job from home during the pandemic was difficult but OPEN Pride introduced me to people that I would have never met or worked with. Being Co-Chair of OPEN Pride SoCal and working with the global board has impacted my professional growth by expanding my network across the entire global landscape of Omnicom. The connections I’ve made from OPEN Pride have yielded many opportunities for my career journey. Can you tell us about a time when a coworker at Omnicom has been an ally to you? Many coworkers have been allies to me. When faced with career uncertainty I was able to connect with many colleagues I met through OPEN Pride for guidance and further networking. I think the personal connections built through ERGs are so strong because they allow us to humanise our work and build bridges outside of the networking we do within our day jobs. How does the culture of belonging at Omnicom shape the work that you do? The culture of belonging at Omnicom has brought so much fulfilment to the work that I do. Being able to form and facilitate a local community in Los Angeles as well as getting on a huge virtual meeting with OPEN Pride members from around the globe makes everything feel more connected and personal. Click here for more information about Omnicom and OPEN Pride! 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!