Everyone benefits from a work environment where their voices are heard, respected and valued. Harriet Jones explains how a coaching culture can help organisations achieve their inclusion and diversity goals.

It’s well-documented that organisations with greater diversity in leadership perform better across all kinds of metrics, from employee wellbeing to commercial success – Mckinsey’s research over the last decade on investigating the business case for diversity has shown that to be increasingly true. The challenge then comes from not just creating but maintaining a culture where diverse talent can progress and thrive. One solution is incorporating coaching into it.

Coaching can be transformative in breaking down barriers to progression and success in an organisation. Everyone can benefit from these programmes, but they’re especially valuable for senior leaders, people who show potential to step up to these roles, and anyone new to people management. There’s also an indirect positive impact on their colleagues and wider teams.

Krisztina Wighardt
What is coaching?
Krisztina Wighardt Certified coach and BPP Coach Mentor

If you’re unfamiliar with this type of support, as a coach or coachee, it can be difficult to appreciate how it can help people succeed. Krisztina Wighardt, a certified coach and BPP Coach Mentor, shared her experiences of it.

“As a leadership coach and mentor, I empower neurodivergent women to lead with confidence. My coaching journey began 20 years ago, fuelled by a passion for unlocking human potential. As a Professional Certified Coach (PCC) and an ICF UK Board Member, I also lead initiatives that support coaches in education.”

“Coaching fosters inclusivity by addressing stress, which often narrows perspectives and limits self-belief. By creating a safe space for self-discovery, individuals recognise their uniqueness, embrace their strengths, and take responsibility for their growth. Coaching encourages individuals to challenge biases, reflect on different perspectives, and develop empathy. By fostering psychological safety, coachees feel empowered to voice ideas and support colleagues authentically.”

“True inclusion isn’t just about diversity – it’s about understanding ourselves and others. Coaching promotes curiosity, deep listening, and open questions, helping teams build an environment where everyone thrives. When organisations embrace coaching skills, differences are not just accepted but truly valued.”

What are the wider benefits of a coaching culture?

Coaching is usually talked about in terms of how it empowers the people receiving it, but, as Krisztina explained, the impact can be felt across an organisation.

Improved performance

Coaching training builds communication skills and enables employees to better support and develop their colleagues, leading to enhanced overall performance and productivity.

Enhanced leadership 

Employees with coaching qualifications often become more effective leaders, enabling a positive and motivating work environment.

Talent development and retention

Organisations can more effectively identify and nurture talent, helping employees reach their full potential and preparing them for future leadership roles. Investing in employee development also supports retention through increased job satisfaction and loyalty, reducing turnover rates. 

Cultural transformation

Coaching promotes continuous learning, collaboration, and a growth mindset, contributing to a more dynamic and innovative organisational culture. This is the kind of environment which encourages diversity of perspective, experience, and background. 

How can you align a coaching programme to your culture?

If you’re looking to specifically align your coaching or mentorship programmes with your inclusion and diversity agenda, there are a number of approaches to consider, depending on any targets or goals you may be looking to achieve. 

  • Offering coaching specifically to demographics who are underrepresented in leadership can help bridge the gap and break down barriers to progression
  • Characteristic or experience-aligned coaching / mentorship programmes can ensure a ‘safe space’ for vulnerability and personal growth – for example, pairing junior women with female managers/leadership, or pairing school leavers with mentors who also didn't attend university 
  • Use your employee-affinity groups or diversity networks you have in place to spread the word about opportunities to access specific and tailored support
  • Monitor the diversity characteristics of those accessing your coaching/mentorship programmes, and take action if the demographics don't align with any targets you have for your future management and leadership groups
  • Don't just rely on 'self-selection' to find your cohorts – target specific demographics by asking line managers to nominate people in their teams, or liaise with employee affinity groups

Bringing coaching into your organisation

A cohort of professional coaches can be deployed internally to support and develop your future management and leadership pipeline, either indirectly through their role as leaders, or through targeted coaching relationships. Coaching is an investment in an organisation’s development as well as the coachees’. Training in-house coaches is more cost-effective than engaging them externally.

The return on investment and wide-spread impact which can be achieved through coaching programmes are clear. If set up correctly and thoughtfully, these programmes can be transformative to the culture of an organisation and its employees, including the people delivering the coaching. 

Coaching programme

The latest coaching theories and best practices

To support new ways of working, demand is growing for professional coaching skills. Learn more about how to launch a programme like this in your organisation.

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