TCFS Sets Out Comprehensive DEI Goals

In late June 2021 we held our first TCFS Diversity, Equity and Inclusion (DEI) All Hands meetings. The calls were open to all members of our community: fellows, alumnae, coaches, donors and our wider community. During the two 90 minute virtual sessions, we shared DEI progress made since beginning our DEI initiatives in 2018, and we discussed ideas and perspectives to help us learn and design how we move forward.

Importantly, the TCFS bi-annual DEI All Hands calls were held not only to work together on identifying and growing DEI initiatives, but also to hold ourselves publicly accountable for the actions we will take. We are grateful to Dino Andersen, our DEI Board Advisor, for his support and guidance in helping us do this important work, and we are thankful to be co-creating with you a more diverse and inclusive community.

We have created a public and accessible DEI All Hands Repository. Here you can watch a recording of the sessions, view the presentation deck we shared, and find all the ideas and comments shared.

The next step was to come together as a team to define our DEI goals and initiatives for the 2nd half of 2021. Those goals have now been finalized. You can read and review our 2H 2021 DEI Goals here and below.

Our goals cover the core areas of The Coaching Fellowship, our fellows and alumnae, our coaches and our team, and the organization as a whole.

We will continue to share our progress and look forward to our next All Hands meeting to be held in December 2021.

At TCFS, we remain committed to building a diverse and inclusive community, and we are honored to build it together with you.

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TCFS 2H 2021 Diversity Equity and Inclusion Goals

The Coaching Fellowship is committed to growing and supporting a culturally, ethnically, diverse global network of young women social change leaders. We deeply believe in order to create a new world, women from all backgrounds and experiences must be represented, and we are dedicated to enable their potential and path to the leadership table.

Goals to be completed by December 31st 2021

Coaches

• Coaching Recruiting- Working towards 40% of all new coaches to be self-identified BIPOC
• Host a minimum of (2) brave space DEI sessions for TCFS Coach Community to come together for dialogue, sharing and learning
• Coach resources — add 15 targeted, themed resources starting in Q4 (e.g. Bias, Allyship) 5 resources per month — October, November, December
• Review coaches application form for bias
• Update coach website pages and integrate DEI and FAQs

Fellows + Alumnae

• Host a minimum of 4 brave space DEI sessions (Diversity Dialogues) for TCFS community to come together for sharing and learning
• TCFS led sessions — minimum of 50% of session to be held by a person of color (e.g. Open Fellows calls / TCFS Team led speaker series)
• Ensure 100% of new fellows have their BIPOC coach preferences met
• Review Fellow Application and define at least two areas of refinement to be explored and executed for TCFS 2022 programs
• Increase resources created by BIPIOC people in the Fellows CORE Program weekly emails to ⅓ (e.g. If there are 6 resources in an email, at least 2 must be by a BIPOC author)
• Offer one of the weekly emails dedicated to the topic of Leading Inclusively

TCFS Organization

• TCFS DEI Team meetings to be held consistently every 6 weeks
• One internal Team DEI training every 6 months
• Publicly blog about goals and quarterly progress
• Host public community DEI All Hands in December and share results
• Review TCFS DEI Statements/Definitions every 6 months to see if we need to adjust/add