Despite decades of efforts, organisations still struggle to increase and maintain their gender diversity levels; a challenge exacerbated by the impact of the Covid-19 pandemic. Although coaching is used as an initiative to support gender diversity, research in this area is scarce, findings inconsistent and the focus predominantly on coachees’ perspectives. This qualitative study is based in Germany and explores coaches’ and organisational stakeholders’ approaches to coaching in support of gender diversity. Underpinned by a critical realist paradigm and a qualitative methodology, data was collected from thirty semi-structured interviews and analysed using reflexive thematic analysis. The findings suggest that current approaches are not sufficiently nuanced to address the inherent complexities and may maintain or even reinforce the binary male-female divide. Consequently, the concept of coaching with gender-sensitivity was adopted and developed further to illustrate a broader approach, embracing individuals with their multiple and intersecting identity categories in their socio-cultural contexts. Where appropriate, relevant organisational stakeholders are involved in the process and insights on structural challenges shared. Furthermore, understanding the concepts of belonging and uniqueness as part of the approach offers coaches the opportunity to identify their coachees' social positions and support them in their development and agency as individuals in the context of their social systems. Organisations can benefit from evaluating and defining their intentions, roles and responsibilities as key enablers in this process. Hence, coaching with gender-sensitivity holds the potential for creating an impact beyond the individual, benefitting the wider organisation and gradually contributing to social change. The empirical framework developed as a result of this study identifies contexts, practices and implications of coaching with gender-sensitivity and provides practical recommendations. The study furthermore contributes to theoretical knowledge by addressing aspects such as moral anger, the tension between belonging and uniqueness, or the connection of social issues with organisational goals, which have not been explored in this context before.
Permanent link to this resource: https://doi.org/10.24384/ss0d-0505
The fulltext files of this resource are currently embargoed.Embargo end: 2025-06-30
Vitzthum, Christine
Supervisors: Karmowska, Joanna; Gannon, Judie
Oxford Brookes Business School
Year: 2022
Published by Oxford Brookes UniversityAll rights reserved. Copyright © and Moral Rights for this thesis are retained by the author and/or other copyright owners. A copy can be downloaded for personal non-commercial research or study, without prior permission or charge. This thesis cannot be reproduced or quoted extensively from without first obtaining permission in writing from the copyright holder(s). The content must not be changed in any way or sold commercially in any format or medium without the formal permission of the copyright holders.