In this episode of FARSIGHT Chats, host Farah Bala engages with Lily Zheng, a diversity, equity, and inclusion (DEI) strategist. They discuss addressing fatigue and achieving meaningful change on the road to equity, diversity, inclusion, and anti-oppression. Lily shares their background, emphasizing the importance of leadership consulting and DEI survey assessments to ground DEI work in real data. They explain the motivations behind their work, rooted in personal experiences and the desire to create effective, inclusive workplaces. The conversation tackles issues like performative DEI, ineffective initiatives causing burnout, and the importance of grounding work in actionable data. They critique ineffective DEI efforts, such as unfulfilled promises and exploitative volunteerism within ERGs, and advocate for systemic solutions and communal approaches to healing from burnout. Lily argues that DEI work must be strategically aligned with genuine problem-solving and emphasize inclusive, long-term solutions. This episode highlights the importance of impactful, data-backed initiatives and collaboration within organizations to avoid superficial efforts and truly advance equity.

| KEY TOPICS DISCUSSED |

UNDERSTANDING THE DEI WORK

• DEI = Problem Solving: DEI isn’t just events or training—it’s systemic problem-solving aimed at measurable outcomes in diversity, equity, and inclusion.
• Efficacy over Optics: DEI efforts must be tied to real, data-driven impact—not feel-good interventions or buzzwords.

FATIGUE & BURNOUT

• Root Cause of Fatigue: Fatigue stems from a lack of impact—not just workload. When DEI efforts don’t lead to change, burnout increases.
• Action Fatigue > Survey Fatigue: People aren’t tired of giving feedback—they’re tired of seeing no action taken afterward.

PERFORMATIVE DEI & STRUCTURAL HARM

• Performative DEI = Ineffective DEI: Any initiative that doesn’t drive outcomes is, by definition, performative—regardless of intent.
• Setting Up DEI for Failure: Hiring DEI heads without power, budget, or support ensures burnout and erodes trust in the work.

ERGs & VOLUNTEERISM

• Unpaid Labor = Exploitation: Expecting ERGs or marginalized employees to solve systemic issues without resources leads to harm and burnout.
• Purpose Clarity is Key: ERGs must have defined goals (e.g., community vs. change-making) to avoid scope creep and exhaustion.

ALLYSHIP & ADVOCACY FATIGUE

• Micro-actions Aren’t Enough: Allyship isn’t about isolated gestures—it requires sustained, systemic collaboration for change.
• Diverse Forms of Advocacy: Everyone can contribute differently. There's no one “right” way to show up.

HARM, REPAIR & HEALING

• Repair Requires Systems Change: Individual self-care can’t fix systemic burnout. Collective and organizational repair is essential.
• Restorative & Transformative Justice: Healing must address interpersonal harm and the structural root causes that enable it.

ORGANIZATIONAL ACCOUNTABILITY

• No Such Thing as ‘Water Under the Bridge’: Organizations must own past harm and prioritize ongoing repair.
• Outcomes Over Org Charts: Whether DEI reports to HR or not matters less than whether the work is effective.

| SHOW NOTES |

00:00 Welcome to FARSIGHT Chats

00:29 Introducing Today's Topic and Guest

03:25 Lily Zheng's Background and Approach

06:28 The Challenges of DEI Work

09:59 The Importance of Effective DEI Interventions

20:05 The Impact of Performative DEI

24:57 Diversity Fatigue and Its Consequences

30:03 The Role of ERGs and Volunteer...

In this episode of FARSIGHT Chats, host Farah Bala engages with leaders Renee Mahaffey Harris, Jay Requiro, and Felicia Williams to discuss the future of women in leadership. The conversation addresses key topics such as the challenges women face in leadership roles, the importance of mentorship and sponsorship, women's unique 'superpowers,' and the impact of recent societal changes on women's careers. The guests share personal experiences, highlight the necessity of understanding local policies, and discuss organizational strategies for fostering more inclusive workplaces. Additionally, the dialogue covers overcoming imposter syndrome, the importance of empathy from leaders, and the need for allies to actively support women in achieving higher positions. The episode also explores the impact of recent social and policy changes on women's leadership opportunities, and offers practical advice for both women and their allies on fostering inclusive workplace cultures. Additionally, it encourages collective advocacy and continuous efforts towards creating a culture that supports equity, diversity, and inclusion.

| KEY TOPICS DISCUSSED |

WOMEN’S LEADERSHIP TODAY

• Women bring unique superpowers to leadership: adaptability, resilience, collaboration, empathy, and lived experience.
• Despite progress, systemic barriers remain, including microaggressions, pay inequity, limited childcare support, and workplace policies that assume traditional gender roles.

SPONSORSHIP VS. MENTORSHIP

• Sponsorship is essential for advancement—women need leaders who will advocate for them in rooms they’re not in.
• Relationships, visibility, and trust are key to getting promoted, not just doing good work.

INTERSECTIONALITY & IDENTITY

• Women of color face distinct challenges, from implicit bias to cultural assumptions. They often navigate assimilation and authenticity in predominantly white, male spaces.

IMPACT OF THE PANDEMIC & SOCIAL RECKONING

• COVID-19 and the murder of George Floyd catalyzed urgent conversations and some meaningful structural shifts—but momentum is fading.
• There is growing concern that DEI efforts are being deprioritized or becoming performative.

WORK CULTURE & FLEXIBILITY

• Remote work has provided mental health relief and reduced microaggressions, especially for Black women.
• However, remote settings can limit relationship-building and access to sponsorship, creating barriers to career advancement.

ADVOCACY & COLLECTIVE ACTION

• Women must support each other across industries through informal networks, sharing experiences, and lifting others up.
• Allies must actively listen, ask what support is needed, and avoid making assumptions.
• Organizational advocacy should be proactive: modernize definitions of success, invest in inclusive culture, and integrate DEI across all departments—not just HR.

IMPOSTER SYNDROME & SELF-ADVOCACY

• Women often feel they need to meet 100% of qualifications before applying for roles, unlike men.
• Recognizing and naming imposter syndrome, claiming confidence, and normalizing imperfection are key to personal growth.

| SHOW NOTES |

00:00 Welcome to FARSIGHT Chats

02:17 Introducing Today's Guests

05:30 Personal Journeys and Inspirations

08:58 Women’s Superpowers in Leadership

13:35 Impact of Recent Events on Leadership

19:11 Challenges and Advice for Women Leaders

27:26 Workplace Flexibility and Its Implications

29:24 Navigating Career Advancement in a Virtual Space

29:59 Supporting Working Mothers in the Workplace

31:27 Understanding...

In this episode of FARSIGHT Chats, with host Farah Bala, the discussion centers on leadership, equity, and social justice in the workplace through the perspectives of young leaders Jannie Kamara and Gentle Ramirez. The conversation explores how Gen Z challenges the status quo, values boundaries, and uses social media to drive change. Insights include the importance of transparency, self-care, and redefining work-life balance, emphasizing the next generation's commitment to creating inclusive and compassionate spaces. The episode highlights the collective power of storytelling, mutual aid, and disruptive innovation to build a more equitable world and the impact of the Black Lives Matter movement. They also discuss their personal experiences navigating leadership roles. Listeners are invited to engage with these fresh perspectives and consider how generational shifts influence workplace dynamics and societal expectations.

| KEY TOPICS DISCUSSED |

GEN Z IDENTITY & VALUES

• Gen Z is defined by challenging the status quo and setting strong personal boundaries.
• They are unapologetic about demanding equity, inclusion, and purpose in life and work.
• Purpose comes first—not something discovered later in life but something they lead with.

VISION FOR THE FUTURE

• Dream of a post-capitalist, community-driven world with collective care and less exploitative work structures (e.g., ending the 40-hour work week).
• Envision institutions that are intolerant of intolerance and actively anti-racist.
• Desire spaces that are brave, inclusive, and support marginalized voices authentically.

ACTIVISM & STRATEGY

• Engage in mutual aid, prison education programs, and grassroots organizing (e.g., Take Back the Bronx).
• Use student government and DEI advocacy to make leadership and information more accessible.
• Research historical student activism to drive present-day institutional accountability.

ROLE OF SOCIAL MEDIA

• Social media is a double-edged sword: a tool for mutual aid, storytelling, and rapid mobilization, but also a space for false narratives and validation traps.
• Effective when used with intentionality, credible sourcing, and emotional boundaries.

COMMUNICATION & MENTAL HEALTH

• COVID-19 has reshaped communication and deepened mental health challenges.
• Self-awareness, empathy, affirmations, and community check-ins are crucial.
• Compassion starts with self-care—put on your “oxygen mask” first.

WORKPLACE EXPECTATIONS

• Reject toxic hustle culture; Gen Z doesn’t “dream of labor.”
• Want workspaces that:

1. Respect boundaries (clear stop times, mental health awareness).
2. Value equity (pay transparency, anti-racist commitments).
3. Are hybrid/flexible.
4. Provide growth aligned with purpose, not just productivity.

• Gen Z is willing to walk away from inauthentic or extractive environments.

FINAL TAKEAWAY

• “You are not just going to get a skillset—you’re getting visionaries.”
• Companies must prepare for a generation that brings disruption, purpose, and a bold redefinition of leadership.

| WORKS CITED |

The Will To Change. Jennifer Brown. Podcast.

NYU Prison Education Program

Take Back The...