3 Reasons Why There’s Not Enough Diversity in Coaching

Coaching is so important when it comes to career success but there’s a massive diversity and inclusion problem that needs to be addressed if coaches are going to make the impact that they should

Get your pen and paper ready because I’m going to explain why coaching has got an interesting problem with Diversity and Inclusion and why fixing it is so important to people leaders everywhere

In todays show we discuss several things including:

  • Why People Leaders Are Concerned About Coaching
  • Why Coaches Tend To Work With People Like Themselves
  • The Unusual Circumstances of Coaching, Diversity & Inclusion and much more

Here’s some of what I share in the show:

There Is A Lack Of Diversity In The People Getting Coached

“the people who could benefit the most from coaching aren’t at the top of the organisation, the people who could benefit the most from coaching are the ones that coaches may find it difficult to connect with OR the people that coaches may not be motivated to connect with”

 There Is A Lack Of Diversity In The People Doing The Coaching

“I was invited by members of the UK board because they realized that there was a issue with inclusion, they wanted to know how they could support diversity; they recognised that the coaching industry was in their words “mainly white, middle class and female””

There Is A Lack Of Research About Diversity, Inclusion & Coaching

There is very little research that talks about diversity, inclusion and coaching in a meaningful way. Most of the literature I’ve seen deals with it quite predictably and employs the Diversity equals Gender view of the world. This may reflect what we discussed earlier about who the coaches are”

SHOWNOTES

ICF

Working With Diversity in Coaching

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences