(THE REDEFINED FIVE) Core equity Coaching Practices

Effective equity coaching recognizes we are not just consultants but also coaches! 

Effective equity coaching recognizes that traditional "DEI" programs often fail at improving collaboratively set organizational outcomes because they do not explicitly call out the core issues of inequitable access and opportunities to high-quality education, support, mentorship, and resources for all.

Effective equity coaching recognizes that collaborative partnerships should begin strategically and systematically by identifying organizational practices, policies, and employee mindsets that- over time, if unaddressed-  produce inequitable pipelines toward deficit outcomes for certain diverse subgroups.

83% of millennials report being actively engaged when they believe their organization fosters an inclusive workplace culture. 

That percentage drops to 60% when their organization does not foster an inclusive culture.  

A Gallup study has assessed the cost of disengaged employees at up to $350 billion per year in lost productivity.

Effective equity coaching recognizes effective professional learning, centered around the principles of adult learning, is critical to see a return on any equity investment. 

Effective equity coaching recognizes measurable goal-setting as strategic and meticulous and a critical part of equity reform.