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Funded by  Google

Make diversity your superpower in the workplace

Bridge the gap of diversity in your workplace with culture, equity, and inclusivity.

Did you know?


of Black, indiginous, and other people of color (BIPOC) employees prefer a coach or mentor of a similar background?


of managers are afraid to have uncomfortable conversations with their team members?

Sadly, most companies are blind to the disconnect between leadership and BIPOC talent. Which leads to inadequate support in tbe workplace. As a result, companies are missing out on accessing the true potential of their employees, while leaving maximum profit on the table.

This is where Zella Life comes in

At Zella Life, we specialize in bridging the diversity gap with on-demand coaching and development for BIPOC employees and internal team leaders. Regardless of the size of your team, we provide impactful measurable coaching programs built around culture, diversity, and equity.

Equal playing field for your talent

Our goal as a company is to help you recognize and harness the superpower of diversity for your workplace. Let us help you change the culture and conversation in your organization to create an equitable environment for all.

Develop diverse leaders

By refreshing your hiring and development practices, we guide you to identify high caliber diverse talent that the current process is missing. In doing so, you develop leaders who deliver extraordinary results for long term success.

Accelerate organizational growth with DEI

Diversity equals excellence. Infuse diversity, equity and inclusion into your workplace to establish a thriving environment that heightens empathy for employees, increases teamwork, and creates a competitive advantage for your organization.

Coaching is a game changer


companies report that they recouped their investment on coaching

Personal Growth Stories

Dealing with imposter syndrome and self-sabotage

An executive who worked for a large mortgage company in the U.S. and without a college degree questioned the news of a big promotion and pay increase with her company. Despite her work and feedback from the department heads saying otherwise, she didn't feel qualified for it.

We had her detail all of her accomplishments. Seeing everything she had a hand in on paper, we then asked her if the work she saw in front of her deserved recognition and promotion. We asked her to look at her work as someone else and evaluate whether or not that person deserved a big promotion.

The answer was YES. She realized she deserved the recognition and promotion and the absence of the degree didn't take away from her results.

Monique B.

Vice President,

Real Estate

Check out our latest blogs

Types of coaching in the workplace: the ultimate guide

When it comes to coaching styles in the workplace, there are a variety of approaches that managers and mentors can take.

First-time manager training: how to train successful leaders

When it comes to developing leadership skills, it can be difficult to know where to begin.

How to compute coaching return on investment (ROI)

When it comes to investing in an executive coaching program, the biggest question on most people's minds is...

Are you ready to transform your business with diversity?