When a group of mothers in Kazakhstan, many of whom had never imagined themselves as entrepreneurs, began meeting with professional coaches, something remarkable happened. Over the course of a few months, they went from feeling isolated and overburdened to writing business plans and launching small ventures.<\/p>\n
This program was part of the International Coaching Federation\u2019s (ICF) Chapter DEIB Initiative<\/a>, a global grant supporting local coaching projects that advance inclusion and impact. From Qu\u00e9bec to Kazakhstan to Korea, the initiative shows what happens when grassroots DEIB efforts are nurtured for impact.<\/p>\n At its core, coaching is about human potential. It\u2019s about seeing people clearly, meeting them where they are, and helping them move toward where they want to be. But that journey isn\u2019t the same for everyone. Our experiences, identities, and opportunities shape how we show up and what support we need to thrive.<\/p>\n That\u2019s why diversity, equity, inclusion, and belonging (DEIB) are essential to coaching. When DEIB is integrated, coaching moves beyond tools and techniques into genuine human connection, deepening trust, empathy, and transformation. DEIB reminds us that coaching isn\u2019t only about achieving goals, but it\u2019s also about co-creating to a more compassionate world.<\/p>\n This idea resonates deeply with ICF\u2019s vision: a world where coaching is integral to transforming societies. Turning that vision into reality requires people to foster change. That\u2019s where ICF chapters come in: They serve as the bridge between global values and local realities, turning the principles of inclusion into everyday practice.<\/p>\n Across our global network, chapters are proving that community-based initiatives can have a powerful ripple effect of expanding access, elevating underrepresented voices, and redefining what belonging looks like in coaching. Programs like the ICF Chapter DEIB Initiative provide a platform for chapters to put these principles into action.<\/p>\n The 2024\u20132025 ICF Chapter DEIB Initiative invited chapters to turn ideas into action, submitting detailed proposals for projects that advance DEIB in their communities. Thirty chapters applied, and three were selected for their innovation and local relevance:<\/p>\n Each chapter approached DEIB through its own cultural lens, tackling local challenges with creativity and compassion. The following sections highlight these inspiring initiatives, showing how locally driven action can redefine what belonging looks like across the ICF community and demonstrate how coaching continues to drive social progress around the world.<\/p>\n Language can be a barrier, especially if the primary language of your community isn\u2019t your own. Recognizing the challenges faced by Anglophone coaches and clients in a predominantly Francophone region, the Qu\u00e9bec Chapter of ICF launched an initiative to foster inclusion by increasing access to English-language coaching resources, communications, and opportunities.<\/p>\n The chapter took a structured approach to engagement, and a standout feature of the project was adding English as an option to the chapter\u2019s coach-client matching tool. Within nine months, English-language coaching requests more than doubled, making coaching more accessible for clients and creating new business opportunities for English-speaking coaches.<\/p>\n The project also began tracking shifts in chapter demographics. Between November 2024 and March 2025, the percentage of members identifying English as their preferred language grew by nearly 2%. While early, this growth signals the initiative\u2019s potential to reshape the linguistic landscape of the Qu\u00e9bec Chapter.<\/p>\n Overall, the project aligns closely with the DEIB grant\u2019s intent, dismantling access barriers, increasing visibility for marginalized language groups, and serving as a model for inclusive practice<\/a> that other bilingual and multilingual chapters and coaches can follow.<\/p>\n In Kazakhstan, more than 150,000 families are raising children officially registered with special needs. For many mothers, the demands of caregiving create profound barriers to full-time employment and financial independence, often accompanied by feelings of isolation and overwhelm.<\/p>\n Recognizing these challenges, the Kazakhstan Chapter of ICF partnered with MamaPRO, Chevron, and the Association of Business Women of Kazakhstan to launch Women4Women, a program designed to foster emotional resilience, business skills, and personal agency among mothers of children with special needs.<\/p>\n The initiative brought together 38 women from five cities across Kazakhstan, supported by coaching and mentoring professionals from six countries. The results were remarkable: 100% of participants reported achieving personal or business goals as a direct result of the program.<\/p>\n But the true story goes beyond numbers. Participants reported a stronger sense of leadership, clearer boundaries, reduced psychological strain, and renewed purpose. Some launched new businesses. Others expanded existing ones. One group even co-developed a training program to share their experiences and inspire more women like them.<\/p>\n And the ripple effect is undeniable: families empowered, communities strengthened, and a coaching model that can be adapted globally<\/a> to support inclusive economic development.<\/p>\n Coaching thrives on connection, but for many coaches, especially those just starting their careers, the journey can feel isolating. The Korea Chapter of ICF responded with the \u201cInspire and Reboot the Future\u201d initiative, designed to bridge that gap for younger members under age 40.<\/p>\n Through the program, participants gained access to educational resources, mentorship, and leadership opportunities, fostering a culture where today\u2019s mentees are poised to become tomorrow\u2019s mentors.<\/p>\n Coordinator Jungyoung Park, MCC, reflected on the impact of the project: \u201cWithout this grant, we would have never had the chance to think about young professionals. It became our responsibility and privilege to support them.\u201d<\/p>\n The young professionals involved demonstrated high motivation, a desire to contribute, and readiness to lead. Encouraged by this engagement, the Korea Chapter hopes to expand the initiative, creating more long-term opportunities for professional growth and visibility.<\/p>\n While the program directly supported 11 emerging coaches, its greatest impact was cultural, fostering leadership, collaboration, and a shared appreciation for DEIB as a core chapter value. This initiative positions the Korea Chapter as a model for inclusive coaching development<\/a>, strengthening connections across generations of coaches.<\/p>\n The stories from Qu\u00e9bec, Kazakhstan, and Korea remind us that coaching is more than a profession \u2014 it\u2019s a force for empowerment and transformation.<\/p>\n From breaking language barriers and increasing access, to empowering mothers with new skills and confidence, to mentoring the next generation of coaching leaders, these initiatives show how inclusion can ripple outward. When coaches come together to champion belonging, the impact stretches beyond individuals to shape chapters, communities, and even societies.<\/p>\nWhy DEIB Matters in Coaching \u2014 and Why Local Action Makes It Real<\/h2>\n
3 Stories of Change\u202fand Inclusion<\/h2>\n
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The Qu\u00e9bec Chapter: Breaking Language Barriers<\/h3>\n
The Kazakhstan Chapter: Empowering Mothers, Strengthening Communities<\/h3>\n
The Korea Chapter: Inspiring the Next Generation of Coaches<\/h3>\n
From Local Impact to Global Inspiration<\/h2>\n