Jenny Garrett OBE, one of the panellists at the third Roundtable for Race Equity in Coaching webinar on 17 September shares her reflections and tips for harnessing the untapped power of creativity in coaching to advance DEIB
The pursuit of Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace, particularly within the rarified air of the boardroom, is an ongoing and complex challenge.
While progress has been made, the path forward is fraught with obstacles, from unconscious bias to systemic inequities. As a coach who has worked with numerous individuals aspiring to or already occupying boardroom positions, I believe that one of the most potent, yet underused, tools at our disposal is creativity.
This emerged as a theme in the Coaching at Work-hosted Roundtable for Race Equity in Coaching discussion led by Liz Hall on advancing DEIB in the boardroom, in which I was a panellist alongside Robert Stephenson.
Current challenges and opportunities
The UK, like many other countries, has witnessed a gradual shift from a focus on equality to equity, recognising that individuals from diverse backgrounds often require varying levels of support to reach their full potential. Despite this shift, racial inequity persists, manifesting in under-representation at senior levels, pay gaps and micro-aggressions that create a sense of ‘surviving, not thriving’ for many individuals from minority backgrounds.
While there have been positive developments, such as increased representation in certain sectors and at government level, the overall picture remains mixed. Private companies, in particular, lag behind in DEIB efforts, and there’s a constant risk of backsliding if we become complacent.
In this challenging landscape, coaching has a crucial role to play. However, to truly leverage its potential, we must move beyond traditional approaches and embrace the transformative power of creativity.
The power of creativity in coaching
Coaching, at its core, is a creative process. It involves asking powerful questions, challenging assumptions, and co-creating new possibilities with clients. When applied to the realm of DEIB, this creative potential can be harnessed as follows:
1. Uncover and challenge unconscious bias Through creative exercises and thought experiments, coaches can help clients identify and address their own biases, fostering a more inclusive mindset.
2. Reimagine systems and structures By encouraging clients to think outside the box, coaches can facilitate the development of innovative solutions to systemic inequities.
3. Foster a sense of belonging Creative interventions can help individuals from diverse backgrounds feel seen, heard, and valued, enhancing their sense of belonging within the organisation.
4. Empower authentic leadership By tapping into their creativity, leaders can develop a more authentic and inclusive leadership style that resonates with a diverse workforce.
Practical applications
The possibilities for integrating creativity into coaching conversations are endless. Here are a few examples:
- Visualisations and metaphors Encourage clients to visualise their ideal boardroom or use metaphors to explore their experiences and challenges.
- Role-playing and simulations Create scenarios that allow clients to practice navigating difficult conversations or challenging situations related to DEIB.
- Storytelling and narrative coaching Help clients reframe their narratives and develop empowering stories that support their DEIB goals.
- Creative problem-solving techniques Utilise brainstorming, mind mapping, and other creative problem-solving tools to generate innovative solutions to DEIB challenges.
- Embodied practices Incorporate movement, mindfulness, somatic practice and other embodied practices to help clients connect with their intuition and access deeper levels of creativity.
- Barriers and possibilities Despite its potential, the creative power of coaching remains largely untapped in the context of DEIB. This is due to several factors, including:
- Fear of the unknown Many coaches and clients alike may be hesitant to step outside their comfort zones and embrace new approaches.
- Lack of training and resources Coaches may not have received adequate training in creative coaching techniques or may lack access to relevant resources.
- Time constraints The pressure to achieve quick results may lead coaches to rely on more traditional, less time-consuming methods.
To overcome these barriers, we must:
- Cultivate a growth mindset Embrace experimentation and view setbacks as opportunities for learning.
- Invest in training and development Seek out training programmes and resources that focus on creative coaching approaches.
- Advocate for change Encourage organisations to prioritise DEIB and create space for coaches to utilise creative methods.
Conclusion
The Roundtable discussion was rich with ideas and insights. The journey towards a truly inclusive workplace is a long and winding one, but it’s a journey worth taking. By embracing the creative potential of coaching, we can unlock new possibilities, challenge the status quo, and co-create a future where everyone feels they belong and can thrive.
As coaches, we have a unique opportunity to be catalysts for change, and by harnessing our creativity, we can help build a more equitable and just world for all.
About the author
- Jenny Garrett OBE is speaking at the Coaching at Work annual conference on 14 November, exploring the difference between race equity and equality in coaching.
- https://caw.nwsvirtualevents.com
Get involved
- The Roundtable for Race Equity in Coaching was launched in 2021 by Coaching at Work, gathering professional coaching body representatives to explore best practice and together help shift the needle on race equity. The Roundtable launched its Moving Race Equity from the Margins to the Mainstream series earlier in 2024. You can catch the recordings of the three dialogues to date here: https://www.coachingroundtable.info/events
Join the next dialogue: 19 November
- No. 4. Let’s Talk About…the role of coaching and DEIB, including around race, to develop the workplaces of the future – 19 November, 9:30-11:00 (UK time)