Leading in the
Moment
1:1 Anti-Racism Leadership Coaching
Build anti-racism leadership capability in the leader whose decisions carry most weight
Ten 90-minute sessions with Steve Gilbert OBE MA, built on the Three-Pillar Approach: Competence, Confidence and Courage.
For organisations sponsoring a named leader. Online, by Teams or Zoom.
Coaching on the real decisions in front of your leader
A private space to think, with clear limits on what is shared
A development plan your leader owns, built from what they have tried
Most organisations have the commitment. Fewer have the method.
A colleague raises a comment made in a team meeting. The manager says they will look into it. Nothing visible happens, and the colleague stops raising things.
The race equity action plan was signed off a year ago. Most of the actions still sit with the same person or team.
Leaders have been through awareness training and can describe the issues. Ask what they will do differently on Monday, and the room goes quiet.
None of these are failures of intent. They are gaps in method.
31
video lessons across seven sections, about 18.5 hours in total
Self-paced, structured and built to be applied
~10
weeks to finish the lessons at around two hours a week
7
sections, each with assessments and workbooks applied to the leader's own role
24
months of access from activation, to return to when a real situation arises
Who benefits most?
Leaders whose decisions shape other people's working lives. That includes line managers and senior leaders, and also HR professionals, anti-racism leads and staff network chairs who lead through influence rather than formal authority.
The Three-Pillar Approach
Competence
The knowledge and ability to recognise racism at every level and respond effectively.
Confidence
The self-belief to act consistently, even with discomfort, resistance or uncertainty.
Courage
The strength to act on what has been named, even when it is uncomfortable or unpopular.
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Learn the difference between passive non-racism and active anti-racism, and how racism operates at four levels.
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See how the pillars work together, spot common imbalances, and set a personal baseline
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Recognise racism in everyday situations and respond using the Recognition-Response Framework and the right terminology.
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Tackle fear of mistakes, imposter feelings and anticipatory anxiety, and build general, task-specific and social confidence.
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Develop moral, intellectual, social and emotional courage, and learn the fear responses that derail action: freeze, flight, fight and fawn.
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Work through realistic scenarios and map the influence their role actually holds.
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Write a development plan, with strategies for resistance, emotional demands and isolation.
What you see, and what stays with each leader
You see
Completion and progress
For every learner, you see who has started, how far they have got and who has finished.
Stays with the leader
A baseline and a repeat measure
Each leader assesses themselves across competence, confidence and courage at the start and again at the end, so they can see their own progress.
Leader brings back
A development plan
Each leader finishes with a written plan with goals, actions and dates. They choose what to bring to appraisal or supervision, so progress is discussed where it belongs.
Learners' self-assessment scores, reflections and scenario answers stay private to them.
Leaders are more honest when they know their answers are not being marked by their employer.
Why this course exists
In June 2020, I was on a call with a team of capable, experienced leaders. Nobody could speak. Then someone said, "I don't know how to fix this without making it worse."
For the next two years I worked with organisations on their policies, recruitment and governance. When I was in the room, things moved. Then I would leave. A few months after one engagement, an HR director told me: "When you're not here, we just don't know how to navigate these situations confidently."
The policies were still good policies. But policies do not make decisions in the moment. Leaders do.
I founded Anti-Racism Leader Coaching in April 2023 to build that capability in leaders themselves. This course is how I reach more leaders than I could ever coach one at a time. It gives them a shared method, and the confidence and courage to use it, long after any consultant has left the building.
Steve Gilbert OBE MA
Founder, Anti-Racism Leader Coaching
Pricing
Early access: £425 + VAT per seat (£510 including VAT)
For the first 25 seats where a purchase order is raised by [date] (maximum five seats per organisation). In return, we ask for a short feedback survey, a brief interview, and a testimonial if you are willing.
1 to 9 seats
£845 + VAT per seat
£1,014 inc VAT
10 to 39 seats
£765 + VAT per seat
£918 inc VAT
40 seats or more
£695 + VAT per seat
£834 inc VAT
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Common Questions
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All 31 lessons, every assessment, workbook and downloadable resource, 24 months of access, learner support, and completion and progress reporting for your organisation.
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Click ‘order seats’ or book a call.
We send a quotation with our Terms of Supply.
Your organisation raises a purchase order.
We invoice on 30-day terms and set up your learners' access.
Seats can be cancelled free of charge before activation. Full cancellation and refund terms are in our Terms of Supply, sent with every quotation.
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Compliance modules teach policy. This course builds the competence, confidence and courage to act, through scenario work and action planning applied to each leader's current role.
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Yes. The course was designed in the UK for UK organisational, legal and cultural contexts, including the Equality Act 2010 and, where relevant, the Public Sector Equality Duty. The Three-Pillar Approach applies across sectors, and the workbooks ask each leader to apply every section to their own role and organisation.
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Yes. Leaders new to this work build a foundation in Sections 1 and 2 before moving on. Those with more experience go deeper through the scenario work and their own action plan. Everyone shares the same language and method, whatever their starting point.
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Yes. Fear of getting it wrong is one of the most common reasons leaders hold back. Section 4 tackles it directly, including how to recover from a misstep in a way that builds trust rather than damaging it.
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The course is trauma-informed and includes reflection practice and support planning. No one is asked to disclose their own experience of racism.
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No. Access, delivery and learner support sit with us. Your role is choosing the learners and using what they produce.
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Lessons are self-paced, and every section has a published completion time, so you can plan around shifts and appraisal cycles. Progress reporting shows early who has not started.
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No. This is professional education, not legal or HR advice, and completion does not discharge duties under the Equality Act 2010. It builds the leadership capability that helps those duties to be met well.
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Section 7 is built for this. Each leader leaves with a written development plan, reflection practices and support in place to sustain the work. They also keep access for 24 months, so they can come back to the material when a real situation arises.
Is this the right fit?
This course suits organisations that
have a race equity action plan and need leaders who can own its actions, not just endorse them
want managers to handle race equity concerns early, fairly and consistently
have leaders across several sites or shifts who cannot all be released for the same training day
need anti-racism capability spread across several leaders, not held by one team
want a structured starting point before deeper coaching or organisational work
It is not the right fit if
you are looking for a way to tick a box rather than change how leaders act.
you need a course that certifies compliance with the Equality Act 2010.
you want a one-day staff training session. See one-day training.
your leadership team needs to work through this together, with Steve in the room. Group Leadership Coaching is built for that.
A leader in your organisation who works best one to one. See 1:1 Leadership Coaching.
Policies do not make decisions in the moment. Leaders do.
Give your leaders a shared method for the moments that matter most.