Valen Calanche: Building Collaborative Communities

Background & Identity

Can you introduce yourself and share how you describe the work you do today?

I’m Valentina Calanche, a Diversity, Equity, Inclusion & Belonging Consultant, Neuroinclusion Lead, Professional Coach, and Facilitator – yes, I am more than one thing, thanks to my super neurodiverse brain.
I try my best to design and lead spaces where people feel genuinely seen, valued, and empowered to be their best selves. My work and passion are to educate and inspire people to be more inclusive by accepting others as they are, not as we want them to be.

Where did you grow up, and how did your early experiences shape your empathy, confidence, or understanding of inclusion?

I grew up in Caracas, Venezuela, in a family full of contrasts – resilience, love, conflict, joy, unity, and happiness, even in the most challenging times. My older sister, la Flaca, was born with physical and learning disabilities, and watching her navigate a world – an underdeveloped country – that wasn’t built for her shaped everything I understand about inclusion. She made me normalise differences from a very early age.

Growing up with her and also joining mixed “special” schools, where each week we had an assigned day to play with someone with a severe disability as a way to include them, taught me a lot. I remember Andrew, my first friend, whose parents were deaf. To arrange a stay and play, my mother had to use a fax to communicate with them. When she picked me up, instead of a ringing bell, they had a red light to let them know someone was at the front door. I also remember that one of the happiest kids in the room was Adriana, who was quadriplegic; yet, her laugh was the sweetest.

Those early experiences built my empathy and my voice. They made me someone who doesn’t look away from difference, but instead leans toward it with curiosity and respect.

Which parts of your identity—personal, cultural, or lived—feel most central to the story you’re telling through your work?

Well, besides my diverse professional background, I also identify as queer – or bisexual, polyamorous, neurodivergent, an immigrant, and a solo mother. Each part of that identity gives me a different lens on what belonging feels like – or doesn’t. I’ve lived what it means to start over, to be constantly “the foreigner,” and to create safety where none exists. My work is both professional and personal – a way of transforming those experiences into spaces where others don’t have to fight so hard to be understood or accepted.

Personal Journey

What first drew you toward inclusion and social impact as a calling?

After several years as a successful audiovisual and events producer, I decided to migrate to Barcelona, Spain, where, even though some lovely professional women welcomed me, I had to start all over – from being a senior producer in Venezuela to being hired only as an assistant producer because my experience in Latin America “was not valid here.”

Due to the rough immigration journey, I decided to find something more stable – freelancing in another country, where your experience is not yet recognised, can be challenging when you don’t have family to support you economically. I tried working at an advertising agency for some months, but I lasted only six months because it involved 18 to 20-hour working days at a low rate. Then I tried the fashion world… to summarise this experience, I just have to say that I started hating the world there, because sadly, I ended up in a very toxic and, sadly, real environment where I had to hear my boss and clients refer to our Chinese and Indian suppliers in very offensive and denigrating ways – amazing people who were hardworking and suffered the consequences of our unbalanced economic system.

There, I crashed. After a severe depression, I realised I wanted to be part of the solution and not part of the problem any more – so since COVID, here I am 🙂

You’ve trained in Gender Equality and Prevention of Gender Violence; how have those studies shaped the way you approach inclusion at work?

Studying gender equality taught me to see how systems shape opportunity – how invisible structures decide who gets heard, promoted, or protected. It also taught me that if you have a room full of men, and you want to be heard, you have to learn to speak their language; otherwise, the message will hardly change their perspective. Today, I bring that awareness into every workshop, coaching session, and conversation – because real inclusion starts with awareness and understanding and then moves into action.

Who or what has influenced your values around empathy, justice, and equity?

My sister is my first teacher of empathy. Later, my experiences living and teaching in Zanzibar deepened that – seeing how education and access can change lives or ruin them, so my sense of justice grew. The people I’ve met along the way – colleagues, learners, and communities – continually remind me that equity is key to helping others succeed. And motherhood is teaching me the most powerful lesson: that every act of care is a form of activism.

Neurodiversity & Inclusive Workplaces

How did you first become interested in neurodiversity and inclusive employment?

To be fair, I wasn’t looking – it found me, and almost four years later, here I am.

What do you wish more people understood about the lived experience of neurodivergent individuals and those with learning disabilities?

That “difference” doesn’t mean “deficit”. Many neurodivergent individuals simply experience the world through a unique filter – and that perspective is a gift to the world. What they need is understanding, flexibility, and trust, not fixing. Inclusion begins when we stop assuming there is only one “right” way to learn, work, or communicate.

How do you define “true inclusion” in a hospitality context – not just policy, but practice?

True inclusion in hospitality means that both guests and employees feel welcome as they are. It’s not a policy pinned on a wall – it’s the everyday act of empathy in action. It’s the tone of a greeting, the patience in training, the language we use, and the dignity we give every role. When inclusion is real, it’s felt before it’s seen.

Professional Path

What led you to join Fair Shot Café, and what does the organisation mean to you personally?

Fair Shot found me, and it has shown me that what anyone, including my sister, actually needs is someone who believes they can – and they will. So, quoting Oli, one of our graduates, “we are proving them wrong”.

What have you learned from working alongside young adults with learning disabilities every day?

They’ve taught me patience, honesty, and the art of enjoying small things in life. They remind me that confidence is built through trust, and that every success story begins with someone being given a chance. Working with them has redefined what I think leadership really means – it’s about creating space for others to shine, to trust they can, and they will.

What have been your proudest moments seeing graduates move into meaningful work?

Every placement is emotional. Seeing someone who once doubted their abilities walk into a new role with pride and be welcomed by such lovely teams – that’s the impact we work for. Those moments reaffirm that inclusion changes lives not through slogans but through real, measurable transformation.

The Systemic Challenge

What are the biggest barriers still preventing neurodivergent individuals from entering or thriving in hospitality?

Stereotypes, fear of the unknown, and lack of training keep many employers from seeing potential. The system isn’t broken because people don’t care; it’s broken because they don’t yet know how to act differently. That’s why education and awareness are key.

How can leaders move from awareness to action when it comes to inclusive hiring and training?

Start small, but start now. Invite lived experience into the conversation, simplify your processes, adapt materials, educate your teams, and rethink what “skills” really mean. Inclusion doesn’t need perfection – it needs commitment. Leaders and teams can’t outsource empathy; they must model it.

What simple but transformative changes could every café, hotel, or restaurant make tomorrow?

Review recruitment processes and language, simplify onboarding, use visuals, and offer mentorship. Encourage flexibility instead of conformity. These are not costly changes, but they are transformative – because they tell people: you belong here.

Culture, Community & Representation

How does Fair Shot, and your own work, challenge stereotypes about who belongs in hospitality?

We challenge the idea that hospitality is about uniformity. Our café is proof that diversity makes service warmer, richer, and more human. Each learner and team member brings a unique story – and our guests can feel it.

What impact does visibility and representation have on young people exploring work for the first time?

It can bring them hope.

How do you balance advocacy with optimism – especially when change can feel slow?

It can be frustrating – I’m not going to lie, but I try to focus on what’s within reach. Each time someone rethinks a policy, hires a graduate, or changes a mindset – that’s progress. Advocacy rooted in hope and small actions is sustainable, and that makes me feel optimistic.

Education, Training & Empowerment

What teaching or mentoring moments have most shaped you as a leader?

Mentoring social entrepreneurs around the world taught me that empowerment happens when we step back, not when we step in. Watching others discover their own voice and capacity is the greatest reward.

How do you design environments that encourage confidence and dignity for trainees?

By creating psychological safety – where mistakes are learning, not failure. We use positive reinforcement, clear structures, and empathy-led communication. When people feel safe, they thrive and grow.

What does success look like beyond employment numbers?

For me, it’s when a graduate finally sees their value by saying, “I feel proud of myself,” or when they express, “I love my job, my team”. It gives me goosebumps. Employment is the beginning, but recognition and belonging are the outcome.

Emotional & Human Dimensions

What have the people you work with taught you about patience, humour, and perspective?

We deal with complex emotions, so humour keeps us grounded – and also hugs, in my case. Patience is a must – if you are not patient, you will struggle to work with a diverse group because every single person has their own rhythm. There is magic in this, as it allows us to be in the present and avoid the automatic pilot.

How do you stay energised when working in spaces that demand emotional labour?

To be completely honest, after becoming a mother, I have struggled with this a lot. But what keeps me energised is our learners and graduates – in many cases, sadly, their shot is only through us, so if we stop, they lose.

What brings you joy in your day-to-day work?

The success stories and knowing what our employer partners are achieving are also important to me. Community is everything, and I feel joy when someone else achieves something – big or small.

The Industry Lens

How do you see the hospitality sector evolving—and where is it still behind?

Hospitality is rediscovering its heart – people are demanding meaning, not just service. Many brands are beginning to link inclusion with excellence, but there’s still a long way to go in terms of representation and accessibility.

What trends or values among younger generations make you hopeful for the future?

Their courage. They speak truth to power, challenge bias, and expect inclusivity to be the standard. They are teaching us that business can be ethical, flexible, and ambitious.

What message would you send to hospitality leaders who think inclusion is “someone else’s responsibility”?

Inclusion is hospitality. It’s the essence of how we welcome others – if you serve people, inclusion is your business.

Future Vision

What’s next for you; projects, ambitions, or causes you want to amplify?

I’m completing my ICF coaching accreditation, which will deepen my work in team dynamics and inclusive leadership. My next step is ideally to design programs that merge my experience, helping organisations not only talk about inclusion, but live it daily. For that, I aim to join a company whose positive culture, values, and mission are solid enough to learn from – so I can then help others follow their example.

What do you hope the future of inclusive hospitality looks like in five years?

That we’re not talking about this, hehe… All companies already have everything they need to welcome anyone, regardless of their condition, and based on their strengths.

When you imagine your legacy, what do you hope people feel—not just know—because of your work?

I dream of a world where everyone understands and feels that every single human being matters, that we are not better than others – but also that they value and recognise that differences are what make us unique, and that is a wonderful thing to witness.

Human Details (TILT voice!)

What’s something people would be surprised to learn about you?

I am more introverted than people think – so after being very extroverted or sociable, I need some alone time to recharge my battery.

Which cultural moment—book, exhibition, film, or conversation is inspiring you right now?

I recently watched an interview with Anna Machin, a British evolutionary anthropologist, on The Diary of a CEO, and I was fascinated by everything she shared. I’m now reading her book Why We Love: The New Science Behind Our Closest Relationships, which explains what happens in our brain when we love – I find it amazingly intriguing how complex and wonderful our brain is.

Describe a recent moment of connection or laughter that reminded you why this work matters.

My sister is travelling to Menorca for possibly the fifth time with two friends – a neurotypical ex-boss and her best friend, who also used to work at her company. They both have left the company, and they remain very close to La Flaca, which makes me feel not only so proud of her but so grateful that she finally feels part of something and loved beyond our family.

Quick-Fire

Favourite café ritual: Drinking a guayoyo (a very light Americano) in a Venezuelan home.
A hospitality detail you always notice: Eye contact and a genuine smile make a huge difference.
A piece of advice that stuck with you: “What’s the worst that can happen if you do it?”
Your definition of quiet luxury: Presence and connection.
Most underrated skill in hospitality: Active listening.
Song or quote that motivates you: The song Caminante No Hay Camino by Joan Manuel Serrat, inspired by a poem by Antonio Machado.

Closing

What’s one question you wish people asked about neurodiversity but rarely do?

I wish more people asked, “How can I adapt, so others don’t have to hide who they are?” Because that’s where inclusion really begins – in self-reflection.

What would you tell your younger self about voice, purpose, and belonging?

Follow your kind heart and keep speaking up – you’re going to create a huge impact on many lives!