Braver Spaces: Moving Beyond Performance Toward Real Change in the DEI Movement

I’ve worked in many places that proudly called themselves positive spaces. The rainbow flag sticker in the window, the mandatory diversity training, the inclusion statements etched into mission documents—all hallmarks of well-intentioned inclusion efforts. And yet, I often found myself shrinking in these spaces, careful about what I said, hesitant to share fully, and always mindful of the unspoken rules. These spaces were safe in appearance, but they felt sanitized—controlled environments where discomfort was seen as failure, not growth.

What I longed for—what many of us long for—were braver spaces.

Braver spaces ask more of us. They move us beyond symbolic gestures and into the realm of authentic, sometimes difficult dialogue. In a braver space, the goal is not just to make people comfortable, but to make people conscious—to confront power, bias, history, and harm with honesty, care, and accountability. As someone who lives and breathes equity work, I know firsthand how essential these spaces are, especially in the work of Diversity, Equity, and Inclusion (DEI).

From “Positive” to “Brave”: Understanding the Shift

The term positive space originated as a well-meaning approach to ensuring 2SLGBTQ+ people felt welcomed and included in schools, workplaces, and public institutions. The concept gave rise to visual markers—pride flags, “Safe Zone” stickers, ally training—as symbols of solidarity. These were important first steps in building visibility and reducing overt harm.

But over time, these spaces often became performative. Institutions could be labeled “safe” without doing the deep, ongoing work of dismantling systemic oppression. The safety promised by these spaces was too often conditional—offered to those who didn’t challenge the status quo too loudly or too persistently. In this way, positive spaces sometimes created environments that were safe for those in power, but not necessarily for those at the margins.

In response, scholars and activists, particularly within the 2SLGBTQ+ and racial justice movements, began advocating for brave spaces. The concept was popularized in higher education through the work of Brian Arao and Kristi Clemens in their 2013 piece, From Safe Spaces to Brave Spaces: A New Way to Frame Dialogue Around Diversity and Social Justice. Their work emphasized the importance of engaging in difficult conversations where discomfort is expected—and even embraced—as part of learning and transformation.

Brave spaces are not perfect spaces. They’re not always comfortable. But they are honest, accountable, and rooted in a commitment to growth.

Applying Braver Spaces Beyond the 2SLGBTQ+ Movement

While the brave space concept originated in queer and trans advocacy, its application is far broader. Racialized communities, Indigenous peoples, people with disabilities, survivors of gender-based violence, and many others navigating systemic oppression also need environments where hard truths can be shared and heard.

For Black and racialized folks, braver spaces might mean being able to talk about microaggressions or institutional racism without fear of reprisal. For Indigenous communities, it could look like challenging colonial practices within an organization, or naming land acknowledgments that feel hollow. For people with disabilities, it might mean confronting ableist language or inaccessible systems.

Braver spaces don’t just support individual expression—they challenge entire systems. They are essential for collective liberation.

How to Build a Braver Space

Creating a brave space is not a checklist—it’s a commitment to culture change. But there are key steps that organizations, communities, and leaders can take:

1. Acknowledge Power and PrivilegeRecognize the dynamics at play in every room. Who holds power? Who is listened to? Who is silent?

2. Encourage Discomfort as Part of GrowthNormalize the idea that difficult conversations are part of equity work—not signs of failure, but signs of engagement.

3. Establish Community AgreementsCo-create guidelines that foster accountability, care, and open dialogue. Agreements like “speak your truth,” “take space, make space,” and “expect and accept non-closure” are foundational.

4. Invest in Facilitation and TrainingSkilled facilitators can help navigate complex conversations with care. Training should go beyond awareness and focus on building capacity for action.

5. Center Impact Over IntentCreate a culture where harm can be named and addressed without centering the discomfort of the person who caused it.

6. Be Willing to ChangeThe goal isn’t just dialogue—it’s transformation. What policies, practices, or norms need to shift based on what you’ve learned?

   
   

Join Us in Building the Future of Braver Spaces

At HEDR, we believe the future of DEI lies in courage—not comfort. That’s why we’re launching a Braver Spaces Certification Program to support organizations ready to move beyond performative inclusion and toward real, systemic change.

This program will provide in-depth training, resources, and support for institutions committed to creating environments where truth-telling is welcomed, equity is prioritized, and transformation is possible.

But we can’t do it alone. We invite you to join us at our upcoming Gala for Braver Spaces, where we’ll gather community leaders, equity advocates, and changemakers to raise the funds needed to bring this vision to life. Your presence—and your investment—will help us equip schools, nonprofits, and businesses to build cultures of courage.

Final Thoughts

Positive spaces were a beginning. But brave spaces are the future.

We need spaces that don't just look inclusive, but act inclusive. Spaces that don’t shy away from the hard stuff, but lean into it—together. As we continue the work of equity, diversity, and inclusion, let’s remember: safety is not the absence of conflict—it’s the presence of trust, accountability, and a shared commitment to justice.

Join us. Let’s build braver spaces, one conversation—and one institution—at a time.