We are pleased to present the ICF Diversity Report Card for the first quarter of our 2024 fiscal year (FY24-Q1). As a result of the diversity audit conducted earlier this year, we identified four meaningful focus areas. We are committed to sharing our ongoing progress made toward these goals as we work to create an inclusive and equitable coaching community.
Click here to download a copy of the FY24-Q1 Report Card.
The DEIB Meaningful focus areas and goals for FY 2024 were strategically developed to ensure we are creating an inclusive and equitable coaching community in two capacities, ICF operations and stakeholders.
1. Expand global representation for underrepresented communities to ensure inclusion and belonging throughout our ecosystem.
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- Increase representation of underrepresented communities from 27% to 34%. (*See table here for explanation.)
- Create and sponsor Member Resource Groups (MRGs) for BIPOC (Black, Indigenous, Persons of Color), people with disabilities, and young professionals (Under 40)
- Increase the number of chapters with DEIB board members. (**See table here for explanation.)
- Double the number of partners who help underrepresented populations from four to eight.
- Increase scholarships and grants for people from underrepresented communities from zero to two with combined value of $10,000.
- Increase scholarships and grants for chapters from one valued at $1,500 to five with combined value of $25,000.
2. Invest in education to increase diversity intelligence and provide professional development opportunities for leaders, volunteers, staff, ICF Members and other stakeholders.
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- 10% of non-chapter affiliated members will participate in the Global Cultural Competency course by the end of FY24.
- 10% of chapters will host the Global Cultural Competency course by the end of FY24.
3. Create an accessible environment for all stakeholders with any disability.
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- Develop Converge 23 preconference workshop and 6-session series about disabilities.
- Create and sponsor MRGs for people with disabilities.
- Conduct equity audit of Credentials and Standards processes.
- Create a disability training manual.
4. Establish policies that reinforce equity throughout the coaching profession and ICF community.
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- Create/update two DEIB-related policies by the end of FY24.
- Reduce Ethics DEIB-related email and formal complaints by 40%.
