Context
I am a sole trader working as a coach and coach supervisor. I work with many different individuals and organisations and aim to help each to develop their full potential, to be their best selves.
My clients are individuals and groups coming for coaching, coach supervision or reflective practice. They may be employed, self-employed or running their own businesses.
I primarily work in the UK and adhere to the requirements of the Equality Act 2010 which aims to protect people against discrimination.
I acknowledge that, although I aim to be neutral in my work, I will have conscious and unconscious personal bias and, as a white woman, also acknowledge my privilege and accountability.
Definitions
Equality
Equality is treating everyone equally well. Treating everyone equally well requires us to respond to people, having regard to their differences; not regardless of their differences.
Diversity
Diversity is difference. Our differences include, but are not limited to, abilities, age, appearance, career, colour, clothes, culture, disability, education, ethnicity, experience, gender, health, interests, marital status, nationality, parental status, philosophy, political views, religion, sexual identity, socio-economic background, thought processes, tribes and work experience. Our differences are what make us unique.
Inclusion
Inclusion is an emotion, influenced by our mindsets. Inclusion is affected when people feel respected, valued, trusted, safe, have a sense of belonging and are able to be their best selves.
Accessibility
Accessibility is making services, information or environments usable for as many people as possible.
Statement
Promoting equality
I aim to work with my clients in such a way that they are treated equally well during our work together.
I also aim to enable my clients, peers and other stakeholders to promote equal opportunity within their own work practices and organisations. Calling out, if necessary, practices which do not enhance equality.
Valuing diversity
I aim to value difference in my work, being flexible in my approach so that each client can be their true self during our work together.
I aim to raise the understanding of the value of diversity with my clients and their organisations by having open conversations, offering co-coaching and challenging assumptions and bias where necessary.
I strive to see and experience the richness of diversity by widening my learning networks, communities of practice and friendship groups and encourage my clients to do likewise.
Challenging discrimination
I aim to recognise and call out bias, micro-aggressions, prejudice and stereotyping when I see and hear it.
I am open to and seek feedback, from my clients, supervisors, peers and other stakeholders on my own services, processes and ways of working with particular reference to discrimination and any assumptions or bias my behaviour may be revealing.
I encourage those I work with to also seek feedback with particular reference to discrimination and any assumptions or bias their behaviour may be revealing and will support them in acting on this.
Facilitating accessibility
My clients can choose to work with me face-to-face or via a variety of virtual platforms to suit their preferences and access needs. When working in inspiring spaces, accessibility is considered in terms of travel, environment, sensory aspects and cost.
I have a sliding scale of fees and consider each client and project individually in terms of their available budget. A small number of pro-bono spaces are offered each year.
All clients are asked how and when they would like to receive information and I provide alternatives to written information when requested.
Managing inclusion
I strive to create individual and group environments in which clients feel respected, valued, trusted, and safe enough to be themselves during our work together. This is achieved through spending time contracting and agreeing ways of working together.
Agreement forms and event joining information offer space to provide information about history, identity, beliefs and support needs that might impact a client’s ability to fully engage in coaching, supervision or group events. Where ever possible these needs are addressed.
Commitments
I commit to monitoring how well I integrate EDI within all aspects of my practice.
I commit to asking for and acting on feedback on my own services, processes and ways of working with particular reference to discrimination and any assumptions or bias my behaviour may be revealing.
I commit to reflect on how I continue to meet the diverse needs of my current and future clients.
I commit to identifying and addressing my learning and development needs in order to practice in a way that enhances EDI and promotes an inclusive society.
February 2024