Inclusion statement

Last updated: 19 November, 2024

We will not solve the world’s challenges without the wisdom of all people, regardless of race, ethnicity, class, gender, sexuality, nationality, age, physical ability, neurodivergence or any other point of difference. And until all people feel safe, respected and equally able to thrive in society, the work of changemakers will not be done.

This may sound like a utopia, and as a society we are a long way from achieving it. But I believe it’s possible and I strive to model it in my work.

I value diversity, inclusion, equity and justice highly, and I’m committed to making my work anti-oppressive, in particular through continual learning and listening to those with lived experience and expertise. 

Terminology

What do I mean by the terms used in this statement? I work with the below definitions:

• Diversity: People of all backgrounds and life experiences being represented.
• Inclusion: People of all backgrounds and life experiences feeling that they belong. 
• (In)Equity: Specific disadvantages and obstacles that certain groups or individuals may experience on the path to obtaining the same outcome. 
• Justice: How systems and systemic structures are designed to deliver equitable (or inequitable) outcomes.

These definitions are adapted from the Finance Innovation Lab whose work on this topic I respect and admire (you can read more about it here).

Taking action

A few of the things I do to make my work inclusive are:

As a facilitator: I actively seek to understand participants’ needs and co-create spaces with input and agreement from a whole group. I invite contributions in a range of ways, ensure that tech doesn’t create barriers to participation, pay attention to power dynamics, and use facilitation tools that promote inclusion and equality (such as ‘Liberating Structures’). 

As a coach: I’m aware that my identity and life experiences shape my beliefs, values and biases. I engage in regular reflective practice and coach mentoring to reflect on how this might impact my coaching, and recognise my limitations as a coach. As an ICF (International Coaching Federation) accredited coach, I follow their code of ethics and competencies, and participate in regular professional development. I offer ‘pay what you can’ coaching for people who might not otherwise be able to access it.

As a partner to my clients: I make sure that these topics are built into our work together. I welcome the opportunity to exchange learning, help you improve and hold you accountable to meeting your commitments. 

In design & evaluation: I prioritise accessibility and inclusion, and test and iterate with the involvement of ‘users’ to ensure that diverse needs are being met.

As a human: I speak in plain English. I’m mindful of where, when, and how much I use my voice, and actively create space for voices that may be less heard. I recognise that I am a continual work-in-progress, and I continue to educate myself on histories of oppression and the patterns that help keep society unequal. 

Feedback

I won’t always get things right – and perhaps the worst harm we do is that we are blind to – so I welcome feedback: Anyone who would like to comment on diversity, inclusion, equity and justice in my work can do so, either by emailing me at hello@natalietucker.co, or anonymously via this form. I deeply appreciate you taking the time to do so.