Dr. Sharon GE Washington, Founder & CEO of Sharon Washington Consulting, DEIA Strategist and Leadership Coach for Healthcare Institutions.
With today’s turbulent political climate, many of my clients have expressed concern about continuing to support their team members and leaders who are women; Black, Indigenous and People of Color (BIPOC); LGBTQ+; first-generation professionals; those with low-income backgrounds; and others with marginalized identities and experiences. Within this context, leadership development coaching, wellness programs and organizational culture and climate assessments serve as essential tools—not to single out specific team members, but to reinforce values-aligned, resilient institutions amid aggressive anti‑DEI backlash.
Leadership development and executive coaching offer particularly strong benefits for women, BIPOC, LGBTQ+ and other professionals with marginalized identities and backgrounds. Research suggests that coaching enhances behavioral authenticity, performance and retention for LGBTQ+ leaders. More broadly, a supportive and inclusive climate enhances employees’ belongingness and workplace performance, leading to increased discretionary, value‑adding behaviors that go beyond their job descriptions.
How Coaching Can Buffer Hostile Political Contexts
With DEI initiatives under attack and marginalized groups scapegoated in politics and media, coaching fills an essential need. Under the current administration, federal agencies employing significant numbers of women and minorities in the workforce have faced disproportionate staff cuts, which have driven thousands of Black women out of the workforce. Executive orders have decreased protections for LGBTQ+ individuals and restricted civil rights enforcement, which increases the risk of harm outside and inside the workplace.
In such climates, marginalized learners, team members and leaders experience elevated stress, uncertainty and minority‑stress burdens (a phrase that refers to both external stressors, like discrimination and violence, and internal stressors, like fear and internalized racism or stigma). This is especially true for those professionals who contend with compounded and intersecting marginalized identities. Many of the women of color I coach express deep concern regarding the potential for a regression of equity values and opportunities, with the stress of these times manifesting as burnout.
Coaching contributes a critical support system to these team members and leaders, grounded in affirming identity, restoring agency and sustaining resilience under systemic threats and interpersonal microaggressions and bias.
Improving The Workplace Through Organizational Culture And Climate Assessments
Even without naming DEI as the stated focus, organizational assessments (like the ones my company offers) ensure that policies, hiring, evaluations and cultural practices align with organizational values and do not inadvertently marginalize team members. Research from scholars like Michàlle E. Mor Barak demonstrates that an organizational culture with strong inclusion initiatives increases job satisfaction, organizational commitment and employee well-being—especially for women, LGBTQ+ team members and people of color.
When I conduct assessments with client organizations—through interviews, policy reviews and climate surveys—leaders and team members often respond with relief, clarity and a sense of validation. Receiving direct quotes, data and structured insights prepares teams to recognize areas of patterned, institutional and unintentional harm and clears pathways for collective strategy. These processes provide direction for goal setting, communication and decision-making.
Wellness, Stress Reduction And Somatic Practices: Critical Resources For Diverse Teams
Oftentimes, workplace wellness programs are seen as
More Important Than Ever
