This project examines the role of systemic consulting and coaching in addressing societal diversity and organizational dynamics of discrimination. Against the backdrop of increasing diversity in work contexts and a growing demand for diversity-sensitive coaching approaches, the project analyzes conceptual and practical perspectives on diversity-oriented coaching. Building on a systematic literature review, an integrative conceptual framework is developed that differentiates between target groups, overarching objectives, as well as process design and contextual conditions of diversity-oriented consulting. <\/p>\n\n\n\n
In addition, qualitative expert interviews are used to empirically reconstruct how systemic practitioners understand and enact diversity in their work. The findings reveal a range of diversity-oriented practices, including forms of (self-)positioning, the integration of diversity-critical knowledge, and specific interventions aimed at facilitating reflection on shame. At the same time, the analysis highlights tensions between a traditional systemic stance and a power-critical perspective on societal inequalities and relations of privilege. <\/p>\n\n\n\n
The project aims to further specify these tensions and make them accessible for consulting practice. At its core is the question of how diversity can be not only addressed in coaching, but also reflected upon and integrated as a fundamental component of professional process design. In doing so, the project contributes to the further development of systemic consulting in the context of broader societal transformation processes. <\/p>\n\n\n\n
Selected contributions:<\/strong> <\/p>\n\n\n\n H\u00fclsemann, J. &\u00a0Kornau, A. (2026).\u00a0Diversit\u00e4t in der systemischen Beratung \u2013 Praktiken und Spannungsfelder.\u00a0Systhema,\u00a0<\/em>40(1), 19-31.\u00a0<\/p>\n\n\n\n