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Kjell van Zoen

Relational Coach / SEM Coach / 🏳️‍⚧️🏳️‍🌈

Kjell van Zoen is a relational DEI coach who focuses on helping individuals build authentic relationships with themselves by navigating through social constructs like race and gender that create divisions in society.

His coaching aims to empower individuals in various aspects of their lives, whether at home, work, with family, or in government, by providing insights into how social constructs influence their experiences, emotions, and behaviors.

With a diverse educational background that includes studies in Dutch Studies, Publishing, Economics, Political Science, Business, Philosophy, Maths, and Physics, Kjell brings a well-rounded perspective to his coaching practice.

Having held key positions in organizations such as Cascade Energy, Inc., AESC, Inc., Energy 350, Inc., and Portland State University's Center for Executive and Professional Education, Kjell has accumulated a wealth of experience in strategic energy management, coaching, education, and consultancy.

He has also been involved in various entrepreneurial ventures, serving as a co-founder, CEO, and operations manager in companies like Plywerk, PhotosbyKim, Parati Company, and Bookhost Publishing.

Highlights

Aug 5 · linkedin

Are you white-identifying and looking for help navigating you're power and privilege, and the oppression that it feeds? Contact me to schedule a free 30 minute consult on my relational coaching services.

Jun 7 · linkedin

I read this NYT article several months ago. It highlights an incredibly well executed strategy that promotes the hierarchy of our systems with a war on DEI. And I see it working in the reluctance organizations carry around DEI and the divestment that is happening all around us.

As a DEI professional I have witnessed well intended progressive organizations cut their DEI efforts and never admit that they are divesting from DEI. Always hiding the truth under a broader and unrelated business strategy, and claiming that DEI will continue. But then when you talk to their marginalized staff the truth comes out.

Part of the challenge is that making a cost benefit analysis for DEI is like trying to make a cost benefit analysis for therapy. Ultimately people go to therapy because they care about their personal wellbeing and how they are treating/interacting with others. Leaders should invest in DEI for the same reason. Instead we sell leaders on the business case. It's true that there are plenty of business cases for DEI including morale, broader problem-solving perspectives, retention, hiring, etc. But is that really enough to persuade white cis het leaders from doing the inner work required for them to lead an organization that deeply understands and invests in DEI? I don’t think so.

DEI is as much an emotional endeavor as it is a business endeavor. It’s a place where un-marginalized folk need to open themselves up in a way that is so incredibly foreign (especially in the workplace) that they tend to just close-up and kill the efforts before they even get started. Why open yourself up and do the hard work of going to therapy when it doesn’t directly benefit you? I’m not saying anyone is actually thinking about it that way. Just like no one is thinking that they are racist, homophobic, sexist, ableist etc. But the end result is the same. DEI is dying. We are feeding into a narrative started by the right and now being pulled over the finish-line by progressives.

This is not an attack on those folk who are not ready to do the inner work needed for DEI to thrive, but I can see how it could be perceived that way. My intention is to point out that there is a narrative around DEI being a bad idea that is gaining traction because the traction DEI is/was getting threatens the social hierarchy in which we exist. Those of us privileged enough to be at the higher ends of this hierarchy have to overcome the fact that much of our success is based on things beyond our control. Doing the inner work that DEI requires of us means coming to terms with that. And that is serious emotional workplace labor that we are currently putting on those who are marginalized. Especially if we are asking them to do the work when it's not why they were hired. This is a call to action for privileged leaders to do the work. To invest time, money AND emotional labor into DEI, for the good of all, not the few.

Kjell van Zoen
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Location

Portland, Oregon, United States