What is Diversity Equity, Inclusion and Accessibility Coaching?
When someone dives into DEIA consulting with me, you’re hiring someone with 15+ years experience working within this space to support you. I come to sessions ready to ask important questions, identify potential hurdles and solutions to moving your DEIA work foward, and help you address current gaps. Each client is unique, and the structure of what I offer allows for flexibility within each session.
Our coaching relationship is one rooted in collaboration: meaning both of us are equals in the coaching process.
A collaborative process means it can change as we go. If there’s something new on a client's mind they want to dive into because it feels more relevant than the topics discussed in our initial call, then we go to where this work is needed most. We aren’t confined by the initial issues that were brought up (though, often the themes from the initial call will be addressed through the routes of addressing what is most present).
As a coach I support the client through the following three step process:
Determine the priorities (current concerns, needs, interests, areas where they are facing challenges).
Set up dates to meet about the priorities identified.
Offer what is needed in each session. This can look likeasking questions, sharing back themes, offeringapplicable resources, helping hold you accountable, acting as a sounding board, and using evidence-based practices to support you in making progress towards the priorities identified.
Prior to each session, we co-create the session agenda. As the coach, I include the agenda in the meeting invite with the themes identified on the introductory phone call to support agenda topic building. You can choose what is more salient from the initial brainstormed list or bring up a topic outside of those brainstormed in the initial session.
I coach both 1:1 and offer it for small groups. I’ve coached small groups made up on C-suite members, founders, and ERG leaders among others. Both 1:1 and group coaching have their place, and I work with you to identify which format makes most sense given the priorities.
Here’s a list of just a few of the coaching themes that have been identified from past sessions. Do any of these resonate for you? Or is there something else you could use support, accountability, and feedback on? Let’s chat.
Diversity, Equity, Inclusion & Justice (DEIJ):
Addressing imposter syndrome and knowledge gaps
Building an IDEA council/working group
Creating protocols for addressing harm
Data collection on race and ethnicity
Identifying and dismantling white supremacy culture
Inclusive leadership and management (non-profit)
Inclusive team management
Incremental DEI improvements across roles
Managing bias in performance reviews
Ongoing DEI education
Preparing for pushback on DEI initiatives
Social identity and power dynamics
Supporting white anti-racist specialists
Troubleshooting DEI scenarios
Organizational Development:
Assessment and feedback for training
Client/user retention strategies
Communication for managers
Content co-creation for training modules
Healing and cultural integration
Navigating "nice" cultures and toxic positivity
Recruitment and hiring practices
Strategic planning
Team building
Values-based decision making
Leadership:
Challenging "diversity hire" narratives
Increasing client engagement with DEIJ
Inclusive leadership and nonprofit management
Supporting BIPOC staff management
Employee Resource Groups :
Creating ERG priorities
ERG (Employee Resource Group) formation and troubleshooting
How to run an inclusive mentoring program
How to create meaningful mentorship in the workplace
Supporting women of color
Personal Development:
Supporting healing from (and preventing) burnout
Processing events and navigating change
Managing imposter syndrome and knowledge gaps
Navigating cross-generational communication and feedback
I hope you’ll see these and feel less alone in the topics you might need support around. And consider scheduling time to meet with me if this brings up ideas for support!
