ABSTRACT
In this chapter, the authors discuss some important barriers regarding the diversification of coach development and offer some suggestions for improving coach development practices through three main sections: diversifying recruitment, diversifying language, and diversifying approaches to learning and development. The use of diverse recruitment practices is necessary to grow the coaching field and increase representation. Disability sport coaches no matter their (dis)abilities face numerous barriers in the coach recruitment, hiring, and educational processes. Mentorship programmes are one of the ways to aid under-represented BIPOC women navigate their sport environment. Presently, most research focusing on gendered language and equity has concentrated on the traditional man/woman binary, perpetuating the continued exclusion of individuals who diverge from the expected social norms such as those who identify as TNGC. A diverse coaching environment acknowledges the differences in age, gender, education, and background.
