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Diversity, Justice, and

Belonging Statement

Our Commitment

Our mission is to actively promote diverse voices within the coaching and coaching research ecosystem.

Our commitment to Diversity, Equality, Equity, Inclusion, and Belonging (DEEIB) is not simply a statement; it’s the foundational principle guiding every aspect of our work, from our speaker selection to our venue accessibility and the content we platform.

We recognise that innovation in coaching research can emerge when the richness of all global perspectives is intentionally centred, respected, celebrated, and the profound wisdom they represent honoured.

We aim to create an equitable and transformative space for every delegate, partner, and contributor.

Diversity, Justice, and Belonging Statement

Who are we

Who are we

Our website address is: https://conferences.blackcoachers.com

Diversity, Justice, and Belonging Statement

Effective Date: 1st January 2025
Purpose

Purpose

This document serves as a foundation of our commitment to nurturing an environment that values and celebrates individuals from diverse backgrounds.

We aim to inspire a culture that recognises the pressing need for equality, equity, mutual respect, and a tangible sense of belonging within the framework of Diversity, Justice, and Belonging while acknowledging the failure of traditional Diversity, Equality, Equity, Inclusion, and Belonging (DEEIB) initiatives, which are inherently biased.

1. Definition of Terms

 - Black, People of Colour, African Descendants, African Diaspora

These terms serve as examples of terms used globally by individuals who identify with various cultural, ethnic, and racial backgrounds, including, but not limited to, African and African Diaspora.

We acknowledge that different regions and countries may have imposed terms with the intention of “othering” communities and individuals within them to identify and describe individuals who are not of white or European descent.

We acknowledge that terminology varies and that individuals may use very different terms to self-identify.

We respect an individual’s right to self-identify and their preference to do so.

Africa
  • Sub-Saharan African
  • Afro-Caribbean
  • Afro-Latin
  • Ethnic and National Identities, based on ethnic or national backgrounds, for example, Arabs.
  • Minority Communities, distinct identities
  • Cross-Cultural, for areas with historical and cultural mixing, such as Afro-Arabs or Afro-Berbers.
Asia
  • South Asian
  • East Asian
  • South-East Asian
  • West Asian or Middle Eastern
Australia and Oceania
  • First Nations, First Peoples, Aboriginal, and Torres Strait Islander, Indigenous Australians.
  • South Asian or East Asian
  • Pacific Islanders are individuals with ancestry from the Pacific Islands.
Canada
  • First Nations, First Peoples, Aboriginal, Indigenous individuals of the continent of North America, e.g. Métis or Inuit.
  • South Asian or East Asian
  • Black Canadians
Caribbean
  • First Nations, First Peoples, and Indigenous individuals of the Caribbean.
Central America
  • First Nations, First Peoples, and Indigenous individuals of Central America.
  • Afro Latinx
  • Black Mexicans
Europe
  • People from various European countries may identify as a minority based on race, ethnicity, or cultural background.
North America – United States
  • First Nations, First Peoples, Aboriginal, Native American, and Indigenous individuals of the continent of North America.
  • African American or Black
  • Hispanic or Latino/Latina
  • Asian American
  • Middle Eastern or Arab American
South Africa
  • Black South African
  • Coloured
  • Indian or Asian South African
South America
  • First Nations, First Peoples, Indigenous, individuals indigenous South American
  • Afro-Latinx
United Kingdom
  • Black British
  • Asian British
  • Mixed Race

 - Equity

Emphasises fairness, impartiality, and the just and balanced distribution of resources and is distinguishable from equality. Whereas equality means providing the same to all, equity means recognising that everyone does not start from the same place. Therefore, equity acknowledges this reality and makes adjustments to address the imbalances. The process is continuous and requires the real task of identifying intentional and unintentional barriers that are inherent and historical consequences of bias or systemic structures.

 - Unbiased

Signifies the lack of prejudice or preferential treatment, ensuring impartiality and fair treatment of all individuals. Unconscious bias is inherent to systemic structures. The process is continuous and requires the real task of identifying intentional and unintentional barriers that are inherent and historical consequences of bias or systemic structures and being actively unbiased.

 - Impartial

Treating all individuals and groups equally, without bias or preference. The process is continuous and requires the real task of identifying intentional and unintentional barriers that are inherent and historical consequences of bias or systemic structures and being actively impartial.

 - Non-discriminatory

The action of ensuring that everyone is treated fairly and without prejudice. Discrimination is against the law in the UK and is covered by the Equality Act 2010. The process is continuous and requires the real task of identifying intentional and unintentional barriers that are inherent and historical consequences of bias or systemic structures and being actively non-discriminatory.

 - Objective

Indicates a neutral and unbiased approach, focusing on facts and fairness for all. The process is continuous and requires the real task of identifying intentional and unintentional barriers that are inherent and historical consequences of bias or systemic structures and being actively aware of taking positions that are not in alignment.
2. Inclusivity in Events and Initiatives

2. Inclusivity in Events and Initiatives

We are dedicated to ensuring our conferences and initiatives reflect our global community.  We will prioritise speakers, workshop facilitators, panellists, and delegates from diverse backgrounds, ensuring that different perspectives are represented. By doing so, we strive to address historical disparities and create platforms for underrepresented voices.

We will model our commitment in all that we do.

3. Compliance

3. Compliance

Our commitment to DJB aligns with the Equality Act 2010 in the UK. This legislation ensures that individuals are protected from discrimination based on characteristics such as culture, race, ethnicity, and nationality. Under the Equality Act 2010, all individuals must be given the same opportunities regardless of age, gender, disability, sexual orientation, culture, race, ethnicity, nationality, or any other protected characteristic. We emphasise our dedication to promoting an inclusive environment by adhering to these legal standards.
4. Terminology

4. Terminology

In recognising the diverse identities of individuals, we emphasise the use of respectful and inclusive language and terminology. We understand that inclusive language promotes an environment where everyone feels acknowledged and valued, e.g. African, African Diaspora, POC, and BIPOC aim to recognise the broad spectrum of identities within communities. We will do everything in our power to ensure that language and terminology are chosen in a way that promotes inclusion and eliminates potential biases and othering.
5. International Considerations

5. International Considerations

Given the global nature of the Black Voices in Coaching Research Conference, our commitment to DJB extends beyond national borders. We actively seek to include perspectives from different continents and cultural and ethnic backgrounds in our decision-making processes.  Cultural exchange and appreciation are at the heart of the vision and mission of the Black Voices in Coaching Research Conference. We acknowledge that understanding diverse cultures is important and that there is a clear distinction between cultural appreciation and cultural appropriation. While one seeks to explore connection, the other seeks to exploit aspects of diverse cultures without a genuine understanding. We encourage genuine connection, understanding, and the acknowledgement of source cultures and the impact of disrespectful practices. We invite our delegates to fully explore and participate in an appreciation of diverse cultures and cultural perspectives without exploitation. We aim to cultivate an unbiased and enriched culture that resonates with individuals from diverse global contexts.
6. Respect for Self-Identification

6. Respect for Self-Identification

We respect and value the diverse nature of identity and an individual's right to choose to identify themselves. We encourage open dialogue and respect individuals' self-identifications regarding racial and ethnic categorisations. We recognise the personal and evolving nature of identity and will adopt an environment in which identity is acknowledged and celebrated.
7. Implementation and Review

7. Implementation and Review

The implementation of this document will be evident across all our activities, from recruitment and leadership development to event planning and communication strategies. Regular reviews will be conducted to assess the effectiveness of our initiatives, and adjustments will be made as required to keep abreast of the evolving nature of our global reality.
8. Commitment

8. Commitment

This document underpins our unwavering commitment to cultivating a diverse and inclusive environment. By prioritising specific communities, adhering to legal standards, using inclusive terminology, considering international perspectives, and respecting self-identifications, we aim to create a conference community that values and celebrates the richness of human diversity.
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