The CIPD, the professional body for human resources and learning & development professionals, sets out that promoting and delivering equality, diversity and inclusion in the workplace is an essential aspect of good people management. It’s about creating working environments and cultures where every individual can feel safe, experience a sense of belonging, and is empowered to achieve their full potential. 

In addition, studies have shown that workplaces with diverse and inclusive cultures have better business outcomes. A Deloitte study found that when team members feel represented, innovation improves by a staggering 83%.  Whilst McKinsey & Company's "Diversity Wins" report found that companies with more diverse executive teams outperformed their industry peers in profitability by 33%. 

So how can coaching support equality, diversity and inclusion?

Coaching is a powerful tool for personal and professional development.  It can help the coachee develop their self-awareness, emotional intelligence and communication skills necessary to work effectively in diverse teams.  It can also help the coachee recognise their biases, prejudices and misconceptions, fostering personal growth and empathy. 

However, for this to be successful, the coach themself needs to be in tune with equality, diversity and inclusion.  The coach needs the following:

•            Ability to recognise biases – in themselves, as well as in the coachees.

•            Cultural competence – they need to understand the nuances and challenges individuals from diverse backgrounds may face.

•            Inclusive language – they need to use inclusive language and ensure that coaching processes are welcoming to all coachees.

For a coach to recognise their own biases, they need to undertake structured self-reflection, where they regularly examine their attitudes and behaviours to ensure that they are based on objective criteria rather than unconscious assumptions.  However, it can be hard to reflect objectively on our own behaviours, so the coach may like to actively ask their coachees and colleagues for feedback on their coaching style and interactions.  The coach should also make a conscious effort to question their first impressions of others, ensuring they are looking beyond surface-level assumptions of people.  In addition, the coach may want to consider engaging in continuous learning, such as workshops or reading books that focus on different cultures and perspectives to ensure they are broadening their understanding and to develop their cultural competence.

Language is powerful and inclusive language can help to promote and embed equality, diversity and inclusion. We all need to consider the impact of our words and phrases on others. We need to ensure that we do not use language that reinforces stereotypes or derogatory terms, patronises or trivialises groups of people, excludes groups of people, or causes discomfort or offence.  Inclusive language acknowledges diversity and conveys respect to all people, includes welcoming words, phrases and expressions and challenges conscious and unconscious biases.

As with everything in life, how we communicate within a coaching relationship is important. Coaches and coachees need to recognise that cultural, racial and gender sensitivity is essential. Practising communication skills in a cross-cultural context, as well as recognising and understanding cultural and gender biases is essential.

NAHT's Mentoring Scheme

The NAHT Mentoring Platform is a free online service for NAHT members, designed to connect school leaders across the UK for mutual support and professional growth. Mentees can gain independent advice, develop leadership skills, and access guidance to navigate challenges. Mentors can enhance their coaching abilities, share experience, and contribute to the future of education. The platform fosters networking, personal development, and a collaborative community of educational leaders.

Find out more and register for the scheme