Over the past several years we have seen a number of high profile people get chastised for what many considered anti-diversity / inclusion comments. Journalist Juan Williams was fired by NPR in 2010 when he said that he gets...
Read MoreThis is a guest post written by Susan McCuistion. Susan is founder of Inclusion Works, LLC, a diversity & inclusion consulting, coaching and training organization, and a senior consultant for The Winters Group, Inc. ...
Read MoreI have heard my colleague Steve Pemberton, who is the author of A Chance in the World, and Chief Diversity Officer at Walgreen’s say that he does not like the term “cultural competence” because it implies that there are those...
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In the evolving landscape of executive and leadership coaching, a critical gap has become increasingly apparent — a gap that neglects the rich diversity of cultural backgrounds. Traditional coaching models, anchored in dominant cultural norms, frequently fail to address the nuanced needs of leaders from diverse cultural identities, particularly leaders of color. This oversight not only diminishes the effectiveness of coaching but can also result in adverse outcomes for those being coached and can affect leaders’ willingness and ability to meet the expanding needs of their businesses.
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Until a few years ago “stay woke” meant being alert to racial injustice and discrimination. Yet in today’s fierce culture wars, the phrase is now more likely to be used as a weapon. Is it because “woke” is associated with Black people that people are quick to use it as a useful club?
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