Equity, Diversity and Inclusion

At ICF Toronto, we believe that everyone deserves to experience a sense of belonging.

Our EDI Vision

At ICF Toronto, we believe that everyone deserves to experience a sense of belonging. 

We are working diligently to create a welcoming and inclusive environment for individuals with diverse backgrounds, experiences, and perspectives, so we can foster a culture of growth and learning that benefits everyone. 

Here at ICF Toronto we are committed to building a more equitable chapter and coaching profession to create a more just society.

We adopted EDI versus DEI.  Our Chapter hosted EDI training with Dr Hayden Woodley from University of Toronto in 2023.  He recommended that we put Equity first as we are working toward equitable outcomes.  We can be diverse, and if we aren’t being strategic about the changes that uphold dominant culture then its not advancing equitable outcomes.

The work so far: Foundations

The ICF Toronto Chapter Board has undertaken foundational work that focuses on:

  • Ongoing individual and collective education as a Board
  • Identifying and addressing systemic barriers
  • Gathering and understanding the identities and needs of the Chapter
  • Board accountability through transparency, collaboration, and thoughtfulness

EDI is a way of “being” and our intention is to embody EDI principles, commitment and practices into everything we do. EDIJB (Equality, Diversity, Inclusion, Justice, and Belonging) will become an integral part of ICF and not held as distinct and separate initiatives​.

We have started with the Board first, to educate and to share our lived experiences.  Individual and collective experience and learning are put into strategies and practice to inform. ​

We created clear expectations and understanding, to serve on the Board, a Board that is willing and committed to do the work, personal and collective.​

We know we are “imperfect”, failing is required for learning​ to happen. Everyone is on their own journey as is the importance of meeting everyone where they are with compassion and grace, and support​.

Our Board is diverse in composition, a broad spectrum of backgrounds, identities, and experiences​

We’ve participated in many hours of EDI training and coaching.  And…. it’s really hard work – even with a huge diversity among coaches.

The work so far: Our principles

We’ve adopted these principles as our way of being with each other on the ICF Toronto Chapter Board. These grow our leadership as individuals and as a team:

  • Collaborate vs Competitive
  • Power Sharing vs Power Hoarding
  • Community vs Individualism
  • Direct and constructive feedback vs fear of open conflict
  • Priorities and timelines for sustainability and equity vs supremacy
  • Transformational relationships vs transactional
  • Striving for sustainability, equity, and equality in everything we do

We’ve declared an anti-discrimination statement:

ICF Toronto is committed to providing an environment free of discrimination and harassment, An environment where all individuals are treated with respect and dignity, can contribute fully and have equal opportunities. Under the Ontario Human Rights Code, every person has the right to be free from harassment and discrimination. These will not be tolerated, condoned or ignored at ICF Toronto Chapter. If a claim of harassment or discrimination is proven, disciplinary measures will be applied, up to and including termination of membership.

The ICF Toronto is committed to a comprehensive strategy to address harassment and discrimination, including:

  • Providing training and education to make sure everyone knows their rights and responsibilities
  • Regular monitoring of organizational systems for barriers
  • Providing an effective and fair complaints procedure
  • Promoting appropriate standards of conduct at all times

The work so far: Deconstructing systemic barriers

Many of the recommendations for addressing systemic barriers were identified through the work of the EDI Strategy Committee in 2021.  We’ve audited several of our Board processes, and it is iterative experience.  This first round has examined and is refreshing our:

  • Governance, reflected in the 6th Amendment to our ICF Toronto chapter bylaws (in final review) and EDI vision and principles
  • Fiscal responsibility, including collaborative budgeting and a new policy for selecting vendors and partners with shared EDI values
  • Board selection process, including EDI informed interview guides and arms-length selection committee
  • Chapter strategy process that is deeply influenced by EDI vision and principles. Our touchstones are our values and how this is "Embed EDI" within our Chapter 
  • Co-lead Board structure created to breakdown barriers and silos and foster collaboration, creativity, inclusion, and sustainability
Diversity and Inclusion