Traditional diversity, equity and inclusion (DE&I) efforts have sometimes focused too much on specific groups, placing people into ‘boxes’ and then putting the work of inclusion uniquely onto the shoulders of the people in those boxes. As a result, the experience has sometimes been alienating rather than integrating.

There is a one-word answer to this: coaching.

Supporting underrepresented groups to rise equitably is key, but it has to be done hand in hand with interventions that support everyone.​ Thinking outside boxes – recognising and valuing individuality – is crucial for creating a workplace where everyone feels like they belong.

However, there is undeniable tension between a need to focus on the individual and a business’ need to operate efficiently day-to-day. Especially for larger corporations, the leaders of which may be wondering how it can be practical to have an individual focus with thousands of employees spread across multiple locations.

So, how can you ensure that everyone in your organisation feels like they belong?

Fixing the system

This is where fixing the system comes in. To build belonging, you need to look at your organisation as a whole, not just your challenges. You can’t simply focus on keeping the fish healthy, you need to make the fish tank a lovely environment for them to swim in. ​

However, paying attention to the whole does not mean that you forget about individuality. In fact, another major part of fixing the system involves paying attention to the individual.​

The key to building belonging within this reality is to work toward understanding who each person is – from the most senior board member to the most junior trainee. What do they need to feel they belong? Once that’s understood, what can they do to help others feel that they belong. It’s not easy – in fact it’s incredibly hard – but the rewards are worth it.​

The coaching-led approach

So, how can organisations implement DE&I policies that truly prioritise the individual?

Research and experience have proven that a coaching-led approach is vital in transforming belief systems and workplaces. It’s personal. It’s focused. It works.

The coaching approach is a powerful tool for unlocking individual potential and fostering inclusivity. Coaching enables leaders to ask powerful questions that delve into what matters most to each individual – what obstacles they face, and what belonging means to them.

Rather than attempting to homogenise diverse experiences, coaching celebrates individuality and encourages employees to embrace their unique strengths and perspectives. This approach not only promotes a culture of respect and empathy but also drives organisational performance by harnessing the full spectrum of human potential.

Adopting a coaching-based culture 

Coaching should be a part of your leadership DNA. This might involve simple practices like scheduling one-to-one meetings and regularly checking in with your team members. This gives you valuable insight, allowing you to recognise diversity more effectively and to start considering more personalised company policies. 

A DE&I program that offers one-to-one sessions with a coach or internal sponsor, along with initiatives that unite individuals with common circumstances, can be incredibly powerful, particularly for underrepresented groups. 

An individual-focused DE&I strategy acknowledges the interconnectedness of various identity factors, such as race, gender, sexuality, and ability. By recognising and addressing the connectedness of these identities, organisations can better understand and support individuals who may face compounded barriers to inclusion.

Creating true belonging

Achieving belonging for everyone in your organization requires a departure from the old one-size-fits-all approaches to DE&I. True belonging goes beyond mere representation or tokenism. It’s about creating an environment where every individual feels seen, heard, valued, and understood for who they are. 

Being ‘seen’ and understood is essential for fostering a sense of belonging and accountability among employees, and feeling recognised for one’s authentic self brings both benefits and responsibilities.

And authenticity shouldn’t be treated as just another buzzword. Instead, it should be viewed as a fundamental aspect of understanding and supporting the diverse individuals within a team or organisation. It is essential for fostering collaboration, innovation, and employee engagement. 

When people feel like they belong, they’re happier, more engaged, and more productive – plenty of statistics support this. For example, a 2022 Ipsos poll found that a formidable 88% of workers “strongly or somewhat agree that a sense of belonging leads to higher productivity.”

Throw away your boxes

By definition, having a diverse, equitable, and inclusive environment to work in means having a wide range of different individuals. So, at the heart of any DE&I endeavor lies the acknowledgment that each person is unique.

It’s essential to remember this in the face of the very human tendency to simplify complex information. We naturally seek to group information into easy-to-remember chunks. In other words, we have a tendency to place people in boxes, to see groups or types rather than individuals. This is how biases are formed – conscious and unconscious. When one is the subject of those biases, they will struggle to progress in the workplace.

So, it’s important to keep in mind that everyone – yes, everyone – is unique. We are not checkboxes to be ticked or statistics to be counted. 

Recognising and celebrating the uniqueness of each and every person should be at the heart of any successful DE&I initiative, and coaching serves as the ideal avenue to achieve this effectively.

Through delivering DE&I with a focus on prioritising personalised support, fostering true belonging, and acknowledging intersectionality, businesses can create inclusive cultures where every individual thrives.