Coaching for Inclusion

Some of the claims for diversity, equity and inclusion (DE&I) benefits can sound too good to be true - but they aren't. Striving to get varied ethnicities, races, sexes, genders, ages, sexualities, religions, marital statuses and disabilities into the workplace and boardroom has tangible benefits.

Today, according to Harvard Business Review, 60% of companies set goals to get diverse talent into top positions. But to get the most out of a diverse workforce, inclusion must go beyond workplace policies.

This doesn't have to be a mountain to move. Everyone has a role to play and through honest conversations, acknowledgment of potential shortcomings, confident vulnerability and shared engagement, we can collectively build an inclusive culture.

But none of this can happen without well trained, empathetic leaders coaching workers and mentoring change at every level. Coaching bridges the gap between DE&I policies and day-to-day experience.

Diversity breeds innovation

The very concept of diversity has evolved since it first entered the world of work. Now, diversity is less about including "different groups" and more about creating the right connections and culture. Actively bringing people together nurtures a more inclusive environment, with a greater diversity of thinking resulting in profoundly positive effects.

This is due, in part, to greater diverse perspectives, but also to lower perception of risk. Employers who crack the culture code to make their workplaces truly inclusive also build trust, allowing workers to experiment with confidence, make mistakes, and admit to a need for upskilling and support. In a repressive environment, minority workers in particular may be more reluctant to take risks or show vulnerability.

Krysta Cadden, Director of Opportunity Management, North America at LHH, recalls the first time she experienced the impact of an inclusive environment. "When my dad first came out, I didn’t understand why his outward persona would change based on where he worked," Krysta described.

"As I grew up, though, I began to understand it. His favourite jobs – and those companies he stayed with the longest – were the ones that embraced him as he was and valued the lived experience he brought to his role and, in turn, to the leadership of his teams."

Let's get coaching

For Krysta, inclusion "always comes back to leading by example." By creating a culture of inclusivity within the workplace, exemplary leaders automatically encourage employees to carry that mindset with them when they clock out. Data from Ezra tells us managers report a 33% rise in performance following DE&I coaching and its subsequent effects. What's more, 31% of workers who quit their jobs do so mainly because of a lack of progression and re-skilling opportunities. So, coaching not only has a tangible impact on performance, but also on talent retention. Despite this, our own research shows that only 50% of global workers say their company regularly assesses their skills and helps them devise a development plan.  

This is an opportunity. Now is the time to start coaching for DE&I, and create safe spaces where coachees can explore and analyse their biases, identity and questions. Coaches can then work with their coachees to overcome these points so that they can be more self-aware, authentic and empathetic at work. DE&I coaching can re-sculpt leaders to be not just dynamic and inspirational but inclusive, collaborative and even courageously vulnerable.

Emotional intelligence (EQ) is key in this equation. Not only do coaches and coachees need a high EQ to effectively communicate and benefit from the relationship, but coaching can significantly build up EQ as a result in a positive spiral. 

But DE&I coaching also means equipping workers from underrepresented groups to be better leaders so that they can be a strong voice in the upper echelons of their company. Corus, a leading Canadian media and entertainment company, sought out coaching support to do exactly that. The women who adopted the programme learned to lead with context, define their personal brand and develop key skills such as networking and confidence thanks to Ezra. 

"Coaching has helped me to be more influential," says Jackie Moss, National Director of Marketing & Promotions at Corus Radio. "I really feel that it’s helped me guide decision making.” 

Sezin a Ninik, Head of Talent EEMENA & Head of HR Turkey, MENA at the Adecco Group, echoes this, noting the "internal promotion and acceleration of female talent" as a result of coaching. For those belonging to a minority community, there is a distinct benefit to being coached by someone from that same community. Sharing experiences and learnings can help overcome common barriers and challenges unique to them. It can also help bridge cultural divides and help further integration. 

This is because coaching allows leaders to understand their strengths and weaknesses and identify gaps in the skills arsenal of their team, fostering an environment where all workers - regardless of ethnicity, age, gender, sexual orientation, disability or faith - feel empowered. 

These ‘soft skills’ are going to become increasingly valuable in the world of work. As it continues to journey on with changing work models and technological evolution, coaching for inclusion will be as commonplace as digital skills training.

And every bit as valuable.