BLACK QUEER WOMEN C.I.C.

Company limited by guarantee

Company Registration Number:
15060887 (England and Wales)

Unaudited statutory accounts for the year ended 31 August 2024

Period of accounts

Start date: 9 August 2023

End date: 31 August 2024

BLACK QUEER WOMEN C.I.C.

Contents of the Financial Statements

for the Period Ended 31 August 2024

Directors report
Balance sheet
Additional notes
Balance sheet notes
Community Interest Report

BLACK QUEER WOMEN C.I.C.

Directors' report period ended 31 August 2024

The directors present their report with the financial statements of the company for the period ended 31 August 2024

Principal activities of the company

The principal activity of Black Queer Women UK is to advocate for and support Black queer women in the UK, promoting inclusivity, social justice, and access to resources. Our organization is committed to addressing the unique and intersectional challenges faced by Black queer women, providing a platform for their voices, and working towards systemic change in the areas of healthcare, mental health, education, employment, and community safety. We collaborate with a diverse range of stakeholders, including LGBTQI individuals of color, healthcare providers, religious institutions, academic researchers, policymakers (such as local government representatives), and advocacy groups such as Black community organizations and LGBTQ+ groups. Through these partnerships, we aim to elevate the needs and concerns of Black queer women in the UK and create a supportive environment that fosters equality and empowerment. During the year, Black Queer Women UK undertook an extensive consultation process with key stakeholders. This included: Focus Groups: Conducted with Black queer women from various backgrounds, ages, and geographical locations to gather in-depth insights into their experiences and needs. Surveys: Distributed via social media platforms and local community forums to reach a broader audience and collect quantitative data on key issues affecting Black queer women, including healthcare barriers, social isolation, and employment discrimination.We also attended community Forums and organized local and virtual forums to discuss systemic challenges and identify strategies to foster safer, more inclusive spaces for Black queer women. These consultations focused on key issues such as: Community Service Gaps: Identifying where existing services fail to meet the needs of Black queer women. Barriers to Healthcare Access: Discussing challenges related to accessing culturally competent healthcare and mental health support. Safety and Inclusivity: Exploring ways to create safer, more open spaces for Black queer women within both LGBTQ+ and Black communities. Discrimination and Social Isolation: Addressing the systemic racism, homophobia, and sexism that Black queer women face in various spaces. Key Outcomes As a result of these consultations, several key outcomes were achieved: Actionable Steps for Community Collaboration: We identified concrete actions that community organizations can take to better support Black queer women, with a focus on mental health resources, career development, and advocacy for inclusive policies. Resource Development: We began the process of creating comprehensive guides and resource toolkits specifically tailored to the needs of Black queer women. These resources are designed to address issues such as: Social isolation Homelessness Access to healthcare services Discrimination and systemic barriers Increased Awareness and Advocacy: The consultation process helped to raise awareness about the unique challenges Black queer women face, both within the broader LGBTQ plus community and society at large. This advocacy has already led to increased conversations around policy reform and community support initiatives. Future Initiatives Looking ahead, Black Queer Women UK is committed to continuing its work to address the needs of Black queer women in the UK. We will focus on: Expanding our partnership network to include more stakeholders from diverse sectors, including education, employment, and public health. Strengthening mental health support services, including providing resources and guidance for mental well-being tailored specifically to Black queer women. Increasing our advocacy efforts at both local and national levels to push for legislative and policy changes that promote equity and inclusivity for Black queer women. Continuing to enhance community-building efforts to provide safe spaces for Black queer women to connect, share experiences, and access vital services. Acknowledgments We would like to extend our deepest gratitude to the many stakeholders, individuals, and organizations who have supported Black Queer Women UK throughout the year. Your contributions whether through direct consultation, partnership, or advocacy are invaluable to our mission. We are excited to continue working together to create a more equitable and inclusive society for Black queer women in the UK.

Political and charitable donations

In this tax year the CIC did not receive. any political or charitable donations

Company policy on disabled employees

1. Purpose Black Queer Women UK is committed to fostering a diverse, inclusive, and accessible workplace where all employees, including those with disabilities, are treated fairly and given equal opportunities. This policy ensures that employees with disabilities are supported, valued, and able to contribute fully to the organization's mission of empowering and uplifting Black queer women and non-binary people in the UK. 2. Scope This policy applies to all employees, applicants, and contractors of Black Queer Women UK. It covers all stages of employment, including recruitment, training, promotion, and the provision of reasonable accommodations to ensure an equitable and supportive work environment for all. 3. Commitment to Equality Black Queer Women UK is committed to providing a work environment that is free from discrimination, harassment, or unfair treatment based on disability. We will comply with the Equality Act 2010, ensuring that disabled employees have equal access to opportunities and are not disadvantaged due to their disability. 4. Definitions A disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on an individual’s ability to carry out normal day-to-day activities. This includes, but is not limited to, mobility impairments, sensory impairments, mental health conditions, and neurological disorders. 5. Recruitment and Selection We are dedicated to ensuring that our recruitment process is inclusive and accessible. We encourage applicants with disabilities to apply for positions within Black Queer Women UK and will ensure: Our job descriptions, advertisements, and application forms are clear, straightforward, and accessible. Reasonable adjustments are offered during the recruitment process, such as alternative formats for application forms or adjustments to interview arrangements. 6. Reasonable Adjustments Black Queer Women UK will make reasonable adjustments to support employees with disabilities in performing their job functions. These adjustments may include: Modifications to workstations or providing specialized equipment. Offering flexible working hours, remote working, or alternative working arrangements. Providing additional training or support as necessary. Adjusting work procedures or policies to accommodate employees' needs. Employees who require adjustments are encouraged to discuss their needs with their line manager or the HR department. We will work with the individual to identify and implement reasonable adjustments that will enable them to perform their duties effectively. 7. Training and Awareness We are committed to providing ongoing training for all staff, including managers, on disability awareness, equality, and inclusion. This training will help create a supportive and inclusive workplace culture that recognizes and values the contributions of all employees. 8. Health and Safety We recognize that employees with disabilities may have specific health and safety needs. We will carry out individual risk assessments, where necessary, to ensure that our disabled employees can work safely. We will take all reasonable steps to minimize any risks in the workplace, ensuring an environment that promotes safety and well-being. 9. Support and Assistance Employees with disabilities who require additional support or assistance are encouraged to contact HR or their line manager. Black Queer Women UK will work with external agencies, where appropriate, to ensure that the employee receives the support they need to succeed in their role. 10. Grievance Procedures If an employee feels they have been unfairly treated or discriminated against due to their disability, they are encouraged to raise the issue through Black Queer Women UK's grievance procedure. We take all concerns seriously and will take prompt action to address any issues raised in a fair and impartial manner. 11. Confidentiality We will ensure that any information disclosed by an employee regarding their disability will be treated with the highest level of confidentiality. Such information will only be shared with relevant parties where necessary to implement reasonable adjustments or comply with health and safety requirements. 12. Monitoring and Review Black Queer Women UK will regularly review this policy to ensure that it remains relevant and effective. We will seek feedback from employees with disabilities to continuously improve our practices and policies. This policy will also be updated to reflect any changes in legislation, best practices, or organizational needs. 13. Responsibilities Managers and Supervisors are responsible for implementing this policy within their teams and ensuring that reasonable adjustments are made where required. Human Resources is responsible for providing guidance, support, and ensuring that the necessary adjustments are implemented effectively. Employees are responsible for informing their managers or HR department if they require adjustments or have concerns related to their disability. 14. Conclusion At Black Queer Women UK, we value the unique contributions of all employees, including those with disabilities. We are committed to providing a work environment that is accessible, inclusive, and supportive, ensuring that all employees are empowered to succeed and thrive. We believe that embracing diversity and inclusion, particularly within the context of supporting Black queer women and non-binary people, strengthens our organization and allows us to make a greater impact in the community.



Directors

The directors shown below have held office during the whole of the period from
9 August 2023 to 31 August 2024

Ire Bademosi
Annabel Frimpong
Vanessa Nwosu
Gbemisola Ogundowole


The above report has been prepared in accordance with the special provisions in part 15 of the Companies Act 2006

This report was approved by the board of directors on
10 June 2025

And signed on behalf of the board by:
Name: Ire Bademosi
Status: Director

BLACK QUEER WOMEN C.I.C.

Balance sheet

As at 31 August 2024

Notes 13 months to 31 August 2024


£
Fixed assets
Intangible assets:   0
Tangible assets: 3 500
Investments:   0
Total fixed assets: 500
Current assets
Stocks:   0
Debtors:   0
Cash at bank and in hand: 308
Investments:   0
Total current assets: 308
Prepayments and accrued income: 1,503
Creditors: amounts falling due within one year: 4 ( 1,410 )
Net current assets (liabilities): 401
Total assets less current liabilities: 901
Creditors: amounts falling due after more than one year:   0
Provision for liabilities: ( 200 )
Accruals and deferred income: 0
Total net assets (liabilities): 701
Members' funds
Profit and loss account: 701
Total members' funds: 701

The notes form part of these financial statements

BLACK QUEER WOMEN C.I.C.

Balance sheet statements

For the year ending 31 August 2024 the company was entitled to exemption under section 477 of the Companies Act 2006 relating to small companies.

The members have not required the company to obtain an audit in accordance with section 476 of the Companies Act 2006.

The directors acknowledge their responsibilities for complying with the requirements of the Act with respect to accounting records and the preparation of accounts.

These accounts have been prepared and delivered in accordance with the provisions applicable to companies subject to the small companies regime.

The directors have chosen not to file a copy of the company's profit and loss account.

This report was approved by the board of directors on 10 June 2025
and signed on behalf of the board by:

Name: Ire Bademosi
Status: Director

The notes form part of these financial statements

BLACK QUEER WOMEN C.I.C.

Notes to the Financial Statements

for the Period Ended 31 August 2024

  • 1. Accounting policies

    Basis of measurement and preparation

    These financial statements have been prepared in accordance with the provisions of Section 1A (Small Entities) of Financial Reporting Standard 102

    Turnover policy

    BQW Income includes unrestricted and restricted grants, donations, event income, and any other funds received to support the CIC's community-based activities. All income received flow to the CIC; The income can be measured reliably; and any performance conditions attached to the income have been met. Grants or funding with specific conditions (e.g. tied to future activities or reporting requirements) are deferred and only recognised as income when those conditions are fulfilled. Unrestricted grants and donations are recognised as income when received or when the CIC has an unconditional right to the funds.This includes income from event ticket sales Income from services provided (e.g. speaking engagements) is recognised when the service is delivered.

    Tangible fixed assets depreciation policy

    1.Recognition of Tangible Fixed Assets Tangible fixed assets are physical assets held for use in the operations of the CIC and expected to be used for more than one financial year. Examples of items owned by BQW that we use to operate are: Food warmers Event decoration Banner The expense for these items are spread via a portion each year for the items expected life span 2. Cost of Tangible Fixed Assets Tangible fixed assets are initially recorded at cost, including any directly attributable costs necessary to bring the asset to working condition for its intended use. 3. Depreciation Method Depreciation is charged to the profit and loss account on a straight-line basis over the estimated useful life of each asset, to allocate the cost evenly over its expected period of use. 4. Estimated Useful Lives The estimated useful lives for categories of tangible fixed assets are as follows: Office equipment-5 years Cookery : 2 years Other equipment: 3-5 years (depending on nature and frequency of use) 5. Residual Value No residual value is assumed for tangible fixed assets unless there is a reliable estimate that indicates otherwise. 6. Review of Useful Lives and Depreciation Method The useful lives and depreciation methods are reviewed periodically and adjusted if necessary to reflect changes in expected usage or condition. 7. Impairment If there is any indication that an asset may be impaired (i.e., its carrying value is no longer recoverable), an impairment review will be carried out, and any necessary write-down will be recognised in the accounts.

    Valuation information and policy

    Valuation Information Policy, Black Queer Women UK CIC. Purpose This policy sets out the principles used by Black Queer Women UK CIC to value its assets and liabilities in accordance with the applicable financial reporting framework, FRS 102 Section 1A Small Entities. The aim is to ensure that all valuations are consistent, transparent, and provide a true and fair view of the company’s financial position. Tangible Fixed Assets Tangible fixed assets e.g. equipment, furniture are initially recorded at cost, including any directly attributable expenses required to bring the asset into use. These assets are not revalued but are carried at cost less accumulated depreciation and impairment losses, if applicable. Intangible Fixed Assets Intangible assets e.g. software, website development are valued at cost less accumulated amortisation and any impairment losses. The CIC does not revalue intangible assets. Inventory and Stock Inventory is valued at the lower of cost and net realisable value. Cost includes all direct costs incurred to bring the inventory to its present condition. Investments when applicable Investments held by the CIC are valued at cost or fair value, depending on the nature and purpose of the investment. Any changes in fair value are assessed annually and reported accordingly. Impairment Review All assets are reviewed for indicators of impairment at each year-end. If an asset’s recoverable amount is lower than its carrying amount, an impairment loss is recognised in the accounts. Valuation Frequency Valuations are performed: At the time of acquisition, Annually at the reporting date Whenever a material change in value is suspected Documentation and Transparency All valuation methods and assumptions are documented and available for inspection as part of the financial reporting process. The CIC maintains transparency and consistency in applying valuation methods over time. Compliance This policy aligns with the Financial Reporting Standard 102 Section 1A and the requirements of the CIC Regulator for small entities.

BLACK QUEER WOMEN C.I.C.

Notes to the Financial Statements

for the Period Ended 31 August 2024

  • 2. Employees

    13 months to 31 August 2024
    Average number of employees during the period 0

BLACK QUEER WOMEN C.I.C.

Notes to the Financial Statements

for the Period Ended 31 August 2024

3. Tangible assets

Land & buildings Plant & machinery Fixtures & fittings Office equipment Motor vehicles Total
Cost £ £ £ £ £ £
Additions 0 0 0 500 0 500
Disposals 0 0 0 0 0 0
Revaluations 0 0 0 0 0 0
Transfers 0 0 0 0 0 0
At 31 August 2024 0 0 0 500 0 500
Depreciation
Charge for year 0 0 0 0 0 0
On disposals 0 0 0 0 0 0
Other adjustments 0 0 0 0 0 0
At 31 August 2024 0 0 0 0 0 0
Net book value
At 31 August 2024 0 0 0 500 0 500

BLACK QUEER WOMEN C.I.C.

Notes to the Financial Statements

for the Period Ended 31 August 2024

4. Creditors: amounts falling due within one year note

13 months to 31 August 2024
£
Bank loans and overdrafts 0
Amounts due under finance leases and hire purchase contracts 0
Trade creditors 0
Taxation and social security 0
Accruals and deferred income 0
Other creditors 1,410
Total 1,410

COMMUNITY INTEREST ANNUAL REPORT

BLACK QUEER WOMEN C.I.C.

Company Number: 15060887 (England and Wales)

Year Ending: 31 August 2024

Company activities and impact

Black queer women uk continues to serve as a vital platform for black queer women across the afro-caribbean diaspora. Through a range of community-focused initiatives-including film screenings, community picnics and open discussions on mental and sexual health, BQW UK fosters a supportive and affirming space where members can connect over shared experiences. Our work extends through strong partnerships with other organisations such as UK Black pride, a. cornerstone event that celebrates the resilience and unity of LGBTQI people of colour.BQW UK has consistently contributed to the success of this event, offering both visibility and advocacy for black queer women within wider queer spaces Over the past year, we have organised and chaired intersectional panel discussions, hosted workshops. that promote leadership and personal development, and created events designed to empower individuals while fostering community solidarity. These efforts have strengthened networks of support and offered meaningful opportunities for engagement, dialogue and growth. Through all these contributions, BQW UK continues to enrich cultural life, challenge systems of exclusion and advocate for greater inclusivity, representation. and empowerment of black queer women across the uk

Consultation with stakeholders

The company’s stakeholders include LGBTQI individuals of color, healthcare providers, religious institutions, academic researchers, policymakers (such as local government representatives), advocacy groups (e.g., Black community organizations, LGBTQ+ groups), and other relevant organizations. The consultation process involved conducting focus groups, surveys through social media platforms, and hosting local community forums. Key topics discussed included the gaps in current community services for marginalized groups, the unique challenges faced by Black queer women, strategies for creating safer and more inclusive spaces, identifying barriers to healthcare, and addressing broader systemic issues affecting the community. As a result of the consultation, we identified actionable steps for community organizations to collaborate more effectively in supporting Black queer women. This includes developing initiatives focused on mental health resources, career development, and advocacy. We also began working on creating comprehensive guides and resources tailored specifically to Black queer women, addressing

Directors' remuneration

No remuneration was received

Transfer of assets

No transfer of assets other than for full consideration

This report was approved by the board of directors on
10 June 2025

And signed on behalf of the board by:
Name: Ire BADEMOSI
Status: Director