In this episode of FARSIGHT Chats, host Farah Bala discusses the intricacies of intersectional Business Resource Groups (BRGs) and Employee Resource Groups (ERGs) with guests Stephanie Galera, Simone Harvey, Eshani Parikh, and Tammy Tran. Recorded in Spring 2021, the conversation explores the challenges and opportunities within BRGs, including how to be an effective ally and upstander, fostering inclusive leadership, and leveraging BRGs for organizational growth. The discussion also delves into the emotional toll of the pandemic, the importance of mental health, and the need for systemic change to support genuinely inclusive workplaces. Various perspectives, challenges, and strategies are shared on how to evolve these groups to be strategic partners within their organizations, reflecting on both personal experiences and professional insights.

| KEY TOPICS DISCUSSED |

Mental Health & Resilience

• Pandemic trauma impacted everyone differently.
• BRGs provided safe spaces for emotional support.
• Importance of therapy, rest, and community connection.
• True safe spaces are rare; progress often requires discomfort and risk.
• BRGs act as brave spaces for candid dialogue, healing, and systemic challenge.

Allyship & Solidarity

• True allyship includes advocating for other ERGs and showing up consistently.
• Ally fatigue is real; must overcome individualistic systems to build collective power.

Structural Barriers

• Professional growth is often hindered by lack of visibility, mentorship, or leadership pathways.
• BRG leaders highlight the need for pipeline-building and role modeling.

Leadership & Representation

• Executive sponsorship is vital—but it must include allies outside the group (e.g., a white male exec sponsoring an API group).
• Leaders must support ERG/BRG leaders professionally and structurally.

Tactical Collaboration

• ERGs can share resources, coordinate events, and amplify each other’s efforts.
• This cross-ERG support increases visibility and collective impact.

Best Practices & Takeaways

• Normalize therapy and mental health discussions at work.
• Create shared ERG resources (e.g., directories, campaigns).
• Develop ERG leaders with succession planning and mentorship.
• Frame ERGs as business-critical contributors, not extracurricular groups.
• Leadership must actively participate and listen—not just observe.

| SHOW NOTES |

00:00 Introduction to Far Sight Chats

01:53 Meet the Esteemed Guests

04:26 The Importance of Intersectional Solidarity

07:02 Personal Reflections on a Challenging Year

16:44 The Evolution of BRGs and ERGs

24:28 Challenges and Opportunities in BRG Leadership

34:18 The Importance of Allyship in Diverse Workforces

35:16 Challenges and Discomfort in Learning and Growth

35:45 Addressing Systemic Oppression and Supremacist Structures

36:39 Ally Fatigue and Grassroots Community Building

38:05 Sharing Power and Servant Leadership

38:46 Tactical Support and Collaboration

39:36 Historical Struggles and Shared Interests

42:17 Disruption and Agility in Leadership

46:04 Career Growth and Systemic Blocks

51:40 Representation and Dismantling Nepotism

53:31 Intersectionality and Broader Societal Impact

58:01 Mental Health and Emotional Wellbeing

01:06:22 Concluding Thoughts and Future Conversations

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