Being inclusive is a bit of a double edged sword in coaching. There aren't many successful coaches that can help everyone with everything. Most tend to find a niche which significantly narrows down the target market. If you are just marketing to divorced women over 50, or 20 something gamers, it's generally not what people consider inclusive. But then farmers are not likely to go to Victoria's Secret looking for work cloths. When it comes to coaching, try to be as inclusive as you can within the niche you define for yourself. You can't help everyone, no matter what. But be open to opportunities that may present themselves outside your core audience.

Educate yourself: Continuously learn about diverse cultures, identities, and perspectives. Adapt your approach: Tailor coaching techniques to align with individual client needs and backgrounds. Create a safe space: Foster an environment where clients feel valued and respected. Seek feedback: Regularly ask clients for input to improve inclusivity in your practice. True inclusivity is built through understanding, adaptability, and intentional action.

While I believe that promoting diversity, equity, and inclusion (DEI) contributes to a more just and harmonious workplace, I do not believe that a coach and their client must be of the same race or gender to be effective. In fact, thinking and acting otherwise does little more than further perpetuate historical injustices and systemic inequalities while limiting one's ability to learn through exposure to diverse thinking and experience. After all, if your policy is “like coaches like,” you’re simply keeping people segregated. A coach's effectiveness depends on their competence, experience, and understanding of the individual's unique needs. Race only comes into play as it relates to a client's unique needs.

Creating an inclusive coaching practice starts with recognizing and addressing unconscious biases. Those automatic, often unintentional judgments shaped by our experiences and early conditioning. Start by reflecting on your own biases. Tools like implicit bias tests or journaling can help you identify areas where unconscious preferences might influence your coaching. Ask yourself, “Do I unconsciously hold assumptions about certain cultural backgrounds, genders, or abilities?” When offering guidance or interpreting client challenges, pause to question your assumptions. For example, consider whether your advice is influenced by cultural norms that may not align with your client’s reality.