Inclusive Leadership: Why DEI Coaching Should Be a Priority for White Leaders

What if CEOs were given 'The Talk"?

As a former diversity, equity, and inclusion (DEI) professional at Apple, I can say with confidence that the decision to leave my job was not an easy one. But it did allow me to prioritize my own well-being, so I could launch my own workplace equity firm SocialEDG.

Having personally witnessed the pervasive challenges faced by Black, Indigenous, and People of Color (BIPOC) throughout my career, I had grown weary of repeatedly delivering ‘The Talk’ to my colleagues.

In Black American culture, ‘The Talk’ is a rite of passage. It's a parental-led conversation that warns and instructs Black youth on how to de-escalate encounters with the police, navigate racism, and most importantly, stay alive.

Upon entering the workforce, this talk morphs into a survivalist course, unofficially named: "How NOT to become a Black casualty in white corporate spaces".

While working in DEI, I repeatedly saw the negative effects this had on BIPOC employees, and I came to the realization that simply helping them cope with psychological unsafety was not enough.

Having to deliver 'The Talk' to my colleagues, especially new hires who were less familiar with workplace culture, was also becoming emotionally taxing, as it reinforced the reality of systemic racism and the need to constantly navigate and mitigate its effects in their daily lives, including in the workplace.

It became clear that the real need was for leadership to receive 'A Talk' - one that taught and integrated cultural competence and intelligence, along with racial literacy and sensitivity.

Inclusive Coaching-In Action

One of my executive clients, learned this the hard way.

He considered himself to be an ally, liberal, and a strong inclusive leader. But when a racial crisis erupted within his organization, he sat silent. He didn’t have enough historical literacy, lived experience, or cultural awareness to effectively and competently lead his team through— to put it frankly, a DEI disaster.

But he was willing to learn.

Now, I’d love to say that upon being hired, I instantly put into place a radical, organizational, change management process that alleviated all racial angst overnight. But I didn’t.

Instead, through a series of 1:1 sessions, I coached him on 3 key behaviors: reflection, self-education, and courage

Reflection

Being an Inclusive Leadership Coach requires that I ask powerful questions; questions that others in his life may not ask him.

I encourage him to be self-reflective and introspective highlighting blind spots where he may be inadvertently excluding or marginalizing certain team members or groups.

• For white leaders to feel (and show) empathy and compassion to others, they must first gain a deeper understanding of their own biases, attitudes, and behaviors, and how these might impact their leadership style and decision-making processes.
• It's worth noting that white leaders can also benefit from a supportive and confidential setting to address their own biases and areas of improvement, often best facilitated by someone with lived experience and strong racial literacy.

Self-Education

My client is also learning how to educate himself on topics of diversity, equity, and inclusion. Yes, I could easily, create history lessons, slideshows, and infographics, but that's not my role.

I'm an Inclusive Leadership Coach.

Have you ever seen a track coach run the 50-yard dash for a world-class sprinter at the Olympics? No? Me neither.

• Learning to fight racism is like any other sport or exercise. Just as you need to regularly work out your muscles to get stronger, white leaders must stay informed on current affairs and proactively research polarizing issues that affect historically marginalized employees, customers, and communities.
• By frequently flexing this muscle, you'll be able to engage in intentional and informed discussions without relying on others to do the heavy lifting for you.
• Not only will you become more equipped to navigate complex conversations, but you'll also learn to take responsibility for your own growth and development in this area.

Courage

Inclusive leadership demands more than just good intentions. It requires bold actions that challenge systemic barriers and drive real change. It means stepping out of your comfort zone, challenging your own beliefs, and taking risks in standing up for what is right. Without courage, progress toward equity and inclusion will never be achieved.

So, I constantly encourage my client to be brave by speaking up in meetings, asking questions, and actively listening to the experiences of others. We work on developing a sense of confidence in their ability to navigate difficult conversations and situations.

And while there is still much work to be done, I am proud to see him taking responsibility for his own journey.

Because, when you choose to call yourself a leader or have accepted a role as CEO, VP, or some other executive and managerial title, you're also accepting full accountability.

Leading with Cultural Competence

As a society, we must make it clear that inclusive leadership, cultural competence, and racial literacy are non-negotiable qualities for all leaders. By doing so, we can build organizations where everyone feels valued and empowered to bring their unique perspectives and talents to the table."

Are you ready to take on this challenge?

The time to act is now.

If you or your executive team is committed to developing inclusive leadership skills and need "A Talk", send me a DM or email to [email protected] with the subject line 'Inclusive Leadership Coaching' and take the first step towards transforming your leadership style.

- Yvonne Jackson, SocialEDG CEO