At Your Career Homecoming, we help people discover and start careers that are personally meaningful, financially rewarding, allow them to bring their full selves to work, and feel at home in their roles. We can't make progress towards those goals without addressing identity, belonging, resources, opportunity, and workplace culture, all of which are affected by white dominant culture.
We envision a more equitable world, where a person’s career opportunities and fulfillment are not hampered by race, sex, sexual orientation, gender identity, national origin, religion, physical ability, or class.
YCH is committed to championing a new paradigm of work that honors the full humanity of all people.
I learn from vetted experts about diversity, equity, inclusion, justice, and anti-racist practices. My goal is to invest in paid training on a quarterly basis, but sometimes I need to take more time between trainings to focus on implementation.
I commit to seeking out teachers and mentors who hold marginalized identities so that I can learn from those with different lived experiences and perspectives.
I expand my scholarship on meaning, purpose, identity, and careers by including marginalized voices.
I completed a year-long training program (led by BIPOC JEDI professionals) to become a Certified Equity-Centered Coach.
Being a coach means that I facilitate transformational outcomes for clients. Being an equity-centered coach means I’m trained to serve a diverse array of clients from different cultural, racial, and personal backgrounds to make sure everyone gets what they need to succeed.
I use applied DEI practices like culturally responsive coaching, trauma-informed coaching, and values-based leadership. I have an ongoing commitment to DEI education around things like power & priviledge, oppression, intersectionality, and my own bias. I have mentors to learn from on an on-going basis and to help hold me accountable to my commitments.
We have an equity-centered culture plan so we are intentional in gathering together and shaping our culture around shared values rather than shared identities.
We screen all YCH member applications to confirm that every client who enters our program shares our values of diversity, equity, and inclusion.
Our member agreement clearly states community guidelines and consequences for breaching them. There is zero tolerance for prejudicial comments, including racism, ageism, sexism, homophobia, transphobia, and fat phobia.
We have community guidelines to create a safe and welcoming space for all clients.
We have a conflict resolution framework in place should we need to facilitate repair in our spaces.
Our referral network is made up of 50% BIPOC representation.
I will turn down any speaking engagements, interviews, and collaborations that don’t include a diverse set of speakers, or that tokenize marginalized voices by sticking them on panels without giving them keynote prominence.
For contractors, I aim to keep my internal hires to at least 30% BIPOC (currently 66%).
We have an equity-centered hiring plan in place so that when we’re ready to hire employees we can reach a diverse pool of candidates and use an application process that checks bias and does not discriminate.
We give to organizations that support equity, diversity, and inclusion, including the Black Women Thriving report by Every Level Leads, Coaching for Everyone, and One Love Prison Meditation Project.