Diversity competency can be described as acquired knowledge, social attitude and interpersonal skills gained over time as a result of observations, personal interest, work requirement, or social consciousness. 
Competency in this context could also point to behaviour that reflects acquired or required competence in social interactions, behaviour and attitudes towards people of different groups based on culture, race, country of origin or orientation that can be strongly influenced by:
· Observed behaviour
· Practice or action
· Feedback
· Coaching or
· Self-reflection
In order to develop competencies such as diversity sensitivity that will improve interpersonal wellness, it is often important for one to engage in a coaching relationship. A coaching relationship according to the International Coach Federation is “a partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”.
I find that aspects of the coaching relationship such as accountability, truth telling and reflection, in a trusting relationship often allows the individual to take an honest look at his/her behaviour and assess the current and likely consequences. This serves to inspire one to make choices that produce more of the consequences that empower his/her life and relationships. This is why I believe coaching is one of the fastest and most effective ways to improve diversity competencies. Coaching diversity competencies such as sensitivity, acceptance, respect and tolerance can be explored, discussed and challenged within the safety of a coaching relationship.
If you want to learn more about coaching diversity for your workplace, please do contact our office for more information.