Diversity, Equity, and Inclusion matter.
When we say we help coaches build a business they’re proud of, we mean ALL coaches.
The online coaching industry does not do enough to amplify BIPOC voices or serve marginalized or underrepresented communities.
Expert panels, summit lineups, and featured podcast guests are overwhelmingly white. And too many strategies, tactics, and other industry norms perpetuate systemic racism.
As a company and a community, we are committed to creating more equitable opportunities for BIPOC coaches, especially those who serve marginalized, underrepresented or underserved communities.
You can see a list below that highlights what we’re doing to educate ourselves, identify where we’re inadvertently contributing to systemic racism, and advocate for a more just, diverse and equitable coaching industry.
This work is ongoing, and we haven’t figured it all out. We’re learning, listening, and vowing to grow.
Here is what we are doing...
We’ve worked hard on both the internal company culture & the community culture inside The Hive to create an environment that is safe for BIPOC employees and Hive members. In December 2019, our Hive membership consisted of only 6% BIPOC coaches. One year later, that number increased to 21% and has remained steady since. There is more work to do and we stay committed to it.
We amplify Black voices on the Coaches on a Mission Podcast. 57% of the guest experts we feature are BIPOC.
We’ve hired a consultant to make our course materials more accessible. We’re in the process of adding forms of educational materials, including closed-captioning all course videos and adding in written, audio & text-based lessons to support diverse styles of learning.
Dallas has pledged (and unfortunately, had to act on this pledge!) to turn down any speaking engagements, interviews, collaborations or summits that do not have a diverse set of speakers (or who aren’t willing to add diversity to their lineup).
We’ve updated our community guidelines in our private member Facebook groups, articulating what is acceptable conduct in our spaces, what is not tolerated, and how we are striving to create a safe and valuable experience for everyone in our community.
We hired a Diversity, Equity & Inclusion coach (a BIPOC woman) who mentored Dallas for three years. The entire team completed a two year diversity training and we stay committed to additional training led by Black women and people of color.
We’ve vetted every single one of our software platforms, our podcasting team, our coaches, and our affiliate partners. We’ve divested our dollars from those who aren’t vocal in sharing the same values that we do, and have a formalized process for vetting future vendors, partners and collaborators moving forward.
We work with a recruiting coach (a Black woman) to help with our hiring process, ensuring we have job descriptions that attract a diverse group of applicants, an application process that doesn’t discriminate, and a company culture that diverse employees want to join in the first place.
Similarly, we screen all Hive member applications to confirm that every coach who enters our program shares our value of diversity, equity and inclusion.
We put our money where our mouth is by donating to causes that support equity, diversity, inclusion and justice including The ACLU, The Equal Justice Initiative, The Afiya Center and No Hungry Kid.
We hired a Diversity, Equity & Inclusion coach (a BIPOC woman) who mentored Dallas for three years. The entire team completed a two year diversity training and we stay committed to additional training led by Black women and people of color.
We’ve worked hard both on the internal company culture & the community culture inside The Hive to create an environment that is safe for BIPOC employees and Hive members. In December 2019, our Hive membership consisted of only 6% BIPOC coaches. One year later, that number increased to 21% and has remained steady since. There is more work to do and we stay committed to it.
Through coaching, we strive to positively impact underrepresented, marginalized and underserved communities. We understand that the coaches who already serve these communities are the best people to make the biggest impact. Which is why in 2021, we launched our Social Impact Exchange Program. You can learn more about that program here.
We hired a DEIJ expert (a BIPOC woman) to guest teach a quarterly workshop inside The Hive.
We amplify Black voices on the Coaches on a Mission Podcast. 57% of the guest experts we feature are BIPOC.
We’ve hired a consultant to make our course materials more accessible. We’re in the process of adding forms of educational materials, including closed-captioning all course videos and adding in written, audio & text-based lessons to support diverse styles of learning.
We’ve vetted every single one of our software platforms, our podcasting team, our coaches, and our affiliate partners. We’ve divested our dollars from those who aren’t vocal in sharing the same values that we do, and have a formalized process for vetting future vendors, partners and collaborators moving forward.
Dallas has pledged (and unfortunately, had to act on this pledge!) to turn down any speaking engagements, interviews, collaborations or summits that do not have a diverse set of speakers (or who aren’t willing to add diversity to their lineup).
We work with a recruiting coach (a Black woman) to help with our hiring process, ensuring we have job descriptions that attract a diverse group of applicants, an application process that doesn’t discriminate, and a company culture that diverse employees want to join in the first place.
Our podcast guest industry expert onboarding forms are designed to ensure that we aren’t amplifying voices of folks who don’t support the same values as us. You can see an example here.
Similarly, we screen all Hive member applications to confirm that every coach who enters our program shares our value of diversity, equity and inclusion.
We’ve updated our community guidelines in our private member Facebook groups, articulating what is acceptable conduct in our spaces, what is not tolerated, and how we are striving to create a safe and valuable experience for everyone in our community.
We put our money where our mouth is by donating to causes that support equity, diversity, inclusion and justice including The ACLU, The Equal Justice Initiative, The Afiya Center and No Hungry Kid.
OUr Values
belonging
That ‘at home’ feeling you have when you know you’re surrounded by people who understand, appreciate, and root for you.
agency
An empowered awareness of choice and ownership of your own path knowing that you are resourceful, capable and whole.
integrity
The active practice of authenticity, transparency, honesty and caring.
spark!
The moment your self-image transforms when you take a scary action or accomplish a challenging goal. You see yourself differently and there’s no going back.
social impact
EXCHANGE PROGRAM
The Hive offers a 12-month fellowship program to coaches who work with underrepresented, marginalized or underserved communities.
The Social Impact Exchange Program is designed to amplify the transformations, opportunities, and growth of as many marginalized individuals as possible.
This is not a scholarship. Fellowships are not granted based on the financial need of the coach.
Instead, they are granted based on the potential impact our fellows might have on their communities.
Our aim is impact, inclusion, and opportunity.
If you’re a coach committed to diversity, equity, inclusion and justice and you serve a marginalized, underserved, or underrepresented community, we want to help dramatically increase your impact.
As a fellow, you will implement The Hive program materials and strategies in your own business and offer feedback about how well the practices you learned apply to your unique audience.
In exchange for your feedback and expertise, we will waive your tuition for The Hive program.
This is not a scholarship. Fellowships are not granted based on the financial need of the coach.
Instead, they are granted based on the potential impact our fellows might have on their communities.
Here are a few more things to consider before applying for the fellowship.
do you...
serve BIPOC, LGBTQ+, disabled communities or other marginalized, underserved or underrepresented folks?
light up at the thought of candidly sharing feedback to help improve The Hive curriculum so that it aligns for a diverse group of coaches?
find yourself never wanting to miss a coaching call (we require 50% attendance and host 6 calls per month) and can’t wait to form connections with your peers in the program?
care as much about making a difference as you do about making money?
commit to completing 100% of the course curriculum during your 12 months of mentorship and providing feedback along the way? We’ll ask you to complete a monthly feedback form and meet with our team three times per year.
Then it sounds like you may be a fit for this program.
We are here to spark and support positive change in the world. And I look forward to collaborating with you in our Social Impact Exchange Program.
