To effectively bridge the gap in DEI (Diversity, Equity, and Inclusion) awareness among executives, start by assessing their current understanding and attitudes through surveys or one-on-one discussions. Tailor your coaching approach to meet them where they are, providing foundational knowledge for those less familiar with DEI concepts while offering advanced insights for those more experienced. Facilitate open dialogues that encourage sharing of personal experiences and perspectives, fostering a safe space for learning and growth. Incorporate real-world case studies and best practices to illustrate the tangible benefits of DEI initiatives in driving organizational success.

Coaching executives with different levels of DEI awareness is all about meeting them where they are and moving forward together. I start by creating a safe space for honest conversations, where they can share their understanding and concerns without judgment. From there, I tailor my approach—introducing foundational concepts for those just starting and offering deeper strategies for those further along. I like to use real-world examples and data to highlight the business and cultural impact of DEI. Encouraging open dialogue and shared learning helps bridge the gap, showing that DEI isn’t just a box to tick—it’s a mindset to build.

Trabajé con un equipo ejecutivo donde unos veían la DEI como crucial, mientras otros la consideraban “opcional”. Para cerrar la brecha, comencé por unificar el lenguaje: “¿Qué significa inclusión para cada uno de ustedes?”. Esa pregunta inicial nos permitió identificar puntos comunes y construir desde ahí. ¿Cómo cerrar la brecha en conocimientos de DEI? - Crea un espacio seguro: Fomenta el diálogo abierto sin juicios. - Empieza con lo básico: Define términos clave como diversidad, equidad e inclusión. - Conecta con el negocio: “¿Cómo impacta la DEI en los resultados de tu equipo y empresa?” La clave está en escuchar, educar y mostrar cómo la DEI impulsa tanto la cultura como el desempeño.

Pour ce sujet une fresque de la diversité qui permet au groupe d'acquérir un vocabulaire commun pour nouer un dialogue constructif et faire émerger une société plus inclusive et plus apaisée. Cette fresque peut être un point de départ avant un échange individuel plus spécifique.

Along with DEI, there is another letter added which is B. So it is DEIB that is Diversity Equality Inclusion Belongingness We need to certainly bring in the common ground & make people understand its importance in today's corporate space. By having one-on-one conversation we can understand their level of acceptance & understanding towards this subject & based on that i would decide whether to go for individual Coaching or Group Coaching. Before that, we need to bring in the targeted goals & values egich is very important

Definiendo un punto de partida en el que todos esten de acuerdo y sea comun para todos, luego analizando casos construyendo el aprendizaje en conjunto. Muy importante permitir la aportacion de cada uno, promoviendo la participación, la escucha empática y escuchando los distintos puntos de vista

Primero vería, evaluaría los conocimientos y las actitudes que tiene el equipo sobre DEI. Dependiendo del nivel organizaría actividades, talleres, dinámicas grupales y conceptos adaptados al contexto de la organización para fomentar la colaboración y reforzar el compromiso con DEI

Una de las acciones que auguran mayor éxito en lo que a DEI respecta, es trabajar con equipos multidisciplinarios. Donde cada miembro, sea enaltecido por la competencia sobresaliente que lo destaca y cuya contribución lo convierte en un elemento esencial para el éxito del proyecto. En mi experiencia, esta es la mejor manera de que todos se sientan y sean tratados con la misma importancia y respeto profesional.

I have found you have to take the position you are not to try and change their personal opinion on DEI and all that relate to that. In the workplace, the responsibility is to share the business case for embracing DEI. Then be sure to set the standards for behavior and compliance with expectations clearly. Stay focused on the workplace and the goals to be met. An effective executive will do the right thing. And if they don't, intervention and consequences may need to be addressed

To bridge the gap regarding DEI, I think it is important to establish the next sequenced stages: 1. Build a common meaning for the whole organization. Suppose the organization doesn't have it already. In that case, it is an extraordinary exercise for the coach to have a perspective about how big the gap is. For the people, it is a matter in which everyone takes responsibility for the meaning and brings it into action through the behavior. 2. Define the behaviors expected from the org members aligned with the meaning built with the intent to become part of the org culture. 3. Connect with the business. As more different ideas we have as better products or services, we have because that means that we could connect with more consumers.