In this episode of FARSIGHT Chats, host Farah Bala engages in a conversation with global DEI experts Rohini Anand and William Rolack to discuss the nuances of equity and inclusion across different global contexts. The discussion covers the importance of integrating DEI into core business strategies, and the necessity of both lead and lag indicators for accountability. Various challenges and successes from around the world are compared, emphasizing the need for a global, yet locally adaptable approach. They highlight that DEI strategies must be adapted to local socio-political and cultural conditions, with examples from Europe, China, and India. The episode concludes with a call to consider intersectionality and inclusive practices in measurable ways, even in contexts with restrictive data collection laws like France.

| KEY TOPICS DISCUSSED |

UNDERSTANDING DEI GLOBALLY

• No one-size-fits-all approach: Equity, diversity, and inclusion (DEI) practices vary significantly by country and culture.
• U.S.-centric language and frameworks often don’t translate globally; inclusion efforts must reflect local histories, legal systems, and cultural values.

CONTEXT MATTERS

• Race is central in the U.S., but in other countries, other dimensions dominate (e.g., caste in India, religion in Europe, socioeconomic status in France).
• France bans race-based data collection, affecting how inclusion is measured; socioeconomic and generational data are sometimes used as proxies.

STRATEGIES THAT WORK

• Transversal approach is best: Combines global strategy with local adaptability.
• Top-down universal strategies can backfire when not culturally sensitive (e.g., pride badges in countries where LGBTQ+ identities are criminalized).

EMERGING IDENTITIES & INTERSECTIONALITY

• Cultural identities are increasingly complex, especially among multiracial or multicultural individuals.
• New cultures are forming rapidly as global mixing increases, making a rigid identity framework obsolete.

ACCOUNTABILITY & METRICS

• Use both lag and lead indicators: Track outcomes (like promotions) and behaviors (like mentorship or ERG participation).
• Link DEI goals to business strategy and executive performance reviews to ensure commitment and progress.

BUSINESS INTEGRATION

• DEI must be embedded in all business areas: talent, marketing, supplier diversity, sustainability, and customer engagement.
• Companies like Sodexo and Kroll use DEI as a business enabler, driving innovation, market access, and client relationships.

TOTAL INCLUSION MODEL

• Move beyond identity-based ERGs to include everyone (e.g., cisgender white men, multiracial individuals) through innovation teams and hybrid models.
• DEI should be altruistic and purpose-driven, not only compliance-based or reactive.

WHAT CAN THE U.S. LEARN

• Europe leads in areas like disability inclusion and women on boards, often due to quotas.
• Other cultures value family and community differently, which can inform talent strategy (e.g., engaging families in Asia as part of retention).

| SHOW NOTES |

00:00 Welcome to FARSIGHT Chats

00:29 Introduction to Today's Episode

03:29 Meet the Experts: Rohini Anand and William Rolack

05:21 Understanding Global DEI Perspectives

08:21 Challenges and Strategies in Global DEI

16:14 Local Contexts and Global Frameworks

34:46 Accountability and Metrics in DEI

40:57 Addressing Inclusion for All

48:36 Conclusion and Call to Action

| WORKS CITED |

In this episode of FARSIGHT Chats, hosted by Farah Bala, founder and CEO of FARSIGHT, the conversation centers around promoting mental health in the workplace. Farah is joined by Stephanie Forbes of Commerce Tools, and Eva Rüger from OpenUp, hosted by Nicole Hayworth, as they discuss the complexities of mental health at work. The discussion, part of Commerce Tools' Toolbox series for Mental Health Awareness Month (May 2025), explores the balance between personal and employer responsibilities, the impact of diverse identities and neurodivergence on mental health needs, and the importance of psychological safety. The conversation emphasizes the roles of feedback, autonomy, and consistent support in fostering a healthy and productive work environment. The episode concludes with insights on the future of workplace mental health support, underscoring the necessity of curiosity, proactive planning, and human-centered leadership. Listeners are encouraged to reflect on their workplace support systems and personal self-care practices.

| KEY TOPICS DISCUSSED |

MENTAL HEALTH IN THE WORKPLACE: MYTHS & REALITIES

• Access ≠ Safety: Offering mental health resources is not enough if the culture discourages their use due to stigma.
• Support ≠ Diagnosis: Employees don’t need a diagnosis to deserve support; mental health exists on a spectrum.
• Cultural Norms Evolve: Outdated workplace models (e.g., 9-to-5, 5-day work week) no longer serve today's diverse and tech-driven workforce.

RESPONSIBILITY: EMPLOYER VS. EMPLOYEE

• Backpack Analogy (Farah Bala): Everyone carries personal experiences ("backpacks"); individuals are responsible for unpacking theirs, while companies should acknowledge and support employees without owning their personal burdens.
• Balance of Responsibility:
• Employer: Provide tools, normalize mental health, offer psychological safety.
• Employee: Practice self-awareness, self-regulation, and engage in self-care.

EQUITY, DEI, & MENTAL HEALTH

• Mental health is a DEI issue, not just a wellness concern.
• Support must be tailored: Uniform solutions don’t work across identities. Cultural context and ERGs (Employee Resource Groups) are key to inclusivity.
• Managers should be trained in inclusive leadership and coaching skills.

PSYCHOLOGICAL SAFETY VS. SAFETY

• Psychological safety = courage to speak up, authenticity, and growth.
• Safety = comfort zone, avoidance, passivity.
• Effective leaders create conditions for psychological safety, not passive comfort.

PREVENTING OVER-DEPENDENCE

• Resources should empower, not enable.
• Managers should avoid becoming pseudo-therapists—listen, coach, refer to professional support systems.

COMMUNICATION & ACCOUNTABILITY

• Regular, informal feedback loops create psychological safety and reinforce accountability.
• Cascading communications from leaders, ERGs, and HR are essential to increase awareness and usage of mental health offerings.

LOOKING HEAD: FUTURE OF WORK

• Neurodiversity and Gen Z expectations require adaptive strategies.
• One-size-fits-all won’t work—employers need to lead with curiosity and co-design support systems with employees.
• AI & Wellbeing: Technology should spark ideas, not replace human empathy.

RECOMMENDATIONS

• Embed mental health into leadership development and company-wide strategy.
• Invest in training managers as coaches, not just task managers.
• Build infrastructure for agility and foresight—anticipate, don’t react.

| SHOW NOTES |

00:00 Introduction to...

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, Jae 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...

Originally released on Tim Cynova’s podcast, Work Shouldn’t Suck, this episode of FARSIGHT Chats, delves into the significance of coaching in fostering leadership skills, particularly through the lens of equity, diversity, inclusion, and anti-oppression (EDIA). Host of FARSIGHT Chats, Farah Bala, shares her personal and professional journey, emphasizing the importance of values-based coaching. The conversation includes insights on the distinctions between coaching, mentoring, and therapy, as well as the role of identity in coaching relationships. Farah discusses the necessity of continuous self-care for coaches and the impact of a diverse perspective in coaching. She also provides guidance on selecting and interviewing potential coaches and highlights the value of coaching skills for leaders. Resources and certification programs are recommended for those interested in developing coaching skills. This episode serves as a comprehensive guide for anyone seeking to understand, engage in, or grow through coaching as a powerful tool for inclusive and conscious leadership

| KEY TOPICS DISCUSSED |

COACHING PHILOSOPHY & PRACTICE

• Definition: Coaching is present- and future-focused, helping clients reach their goals through thought partnership and self-discovery.
• Distinction:

1. Therapy: Past-focused, aims to heal.
2. Mentorship: Mentor shares experiences; coach centers on the client.
3. Management: Often task- and agenda-driven; coaching is person- and growth-driven.

• Who It’s For: Not limited to executives. Anyone seeking personal or professional development can benefit.

VALUES-BASED & INCLUSIVE COACHING

• Core Lens: Equity, Diversity, Inclusion, and Anti-Oppression (EDIA) are not add-ons—they are integral to leadership and coaching.
• Personal Perspective: Farah draws on lived experience as a Persian-Indian American woman to inform her equity lens.
• Cultural Competency: Coaches with diverse identities or experiences can bring vital nuance, but shared identity isn’t always required—it depends on client needs and goals.

CHOOSING A COACH

• Interview multiple coaches to assess alignment.
• Ask about background, approach, certifications (preferably ICF-accredited), and relevant experience.
• Consider identity, but prioritize connection, trust, and expertise.

TEAM & ORGANIZATIONAL COACHING

• Coaching supports trust-building, conflict resolution, strategic alignment, and inclusive leadership development.
• A coach can help cultivate “healthy conflict” and provide objective, outside perspectives to improve team dynamics.

COACHING SKILLS FOR LEADERS

• Leaders can adopt coaching practices without certification:

1. Listen deeply
2. Ask open-ended questions
3. Reflect back
4. Resist problem-solving too quickly

• Core skills foster psychological safety and team empowerment.

TRAINING & RESOURCES

• Recommended coach training programs: iPEC, Co-Active (CTI), Columbia University, all ICF-affiliated.
• Suggested activities: Take improv or storytelling classes to build presence, empathy, and communication.
• Explore Coaching for Everyone, a nonprofit offering subsidized coaching and training for BIPOC individuals.

SELF-CARE & ETHICS

• Coaches must maintain boundaries and care practices to stay effective and avoid harm.
• Every coach should have a coach and engage in continual reflection and learning.

| SHOW NOTES |

00:00 Intro to FARSIGHT Chats

02:00 Introducing Farah’s Background

04:00 What is

In this episode of FARSIGHT Chats, host Farah Bala, founder and CEO of FARSIGHT, discusses the critical aspects of inclusive coaching with three expert leadership coaches: Dr. Towanna Burrous, Carolyn Chan, and Dr. Victor McGuire. They explore foundational principles of leadership, the significance of executive coaching for inclusion, and the importance of proper coaching certifications. The conversation delves into the necessity of diverse representation in coaching, methodologies, and the coach approach versus mentoring. They also discuss the impact of cultural, behavioral, and personality assessments and the importance of adapting these tools for more diverse contexts. The conversation emphasizes the nuanced differences between coaching and other advisory roles, the importance of rigorous coaching training, the challenges and opportunities in integrating AI into coaching, and the critical role of inclusion in fostering innovative and effective leadership. This episode is thoroughly packed with insights for aspiring and practicing coaches, as well as those looking to leverage coaching for personal and professional growth.

| KEY TOPICS DISCUSSED |

Coaching Essentials

• Coaching is transformational, forward-looking, and different from mentoring or therapy.
• Certification builds credibility, skill, and trust.
• Leaders benefit from using a coach-like approach to foster accountability and growth.

Coaching for Inclusion

• Inclusion coaching supports diversity, innovation, engagement, and better decision-making.
• Focus on both visible and invisible diversity (e.g., culture, values, thinking styles).
• Leaders often include selectively; inclusion must become consistent and intentional.

Organizational Impact

• Inclusive coaching boosts retention, performance, and leadership pipelines.
• Lack of inclusive leadership leads to lost talent and organizational stagnation.

Assessments in Coaching

• Assessments are useful starting points, not definitive.
• Coaches must interpret through a DEI lens and focus on behavioral tools over personality-based ones.

Coaching Industry Challenges

• The field is still predominantly white and male.
• Programs like Coach Diversity Institute and Coaching for Everyone aim to diversify coaching and increase access.

Certification Tips

Choose programs based on:

• Rigor
• Alignment with DEI goals
• Real-world coaching practice

AI & Coaching

• AI is a tool, not a replacement.
• Use AI for pre/post coaching support while staying mindful of bias and representation.

| SHOW NOTES |

00:00 Introduction to FARSIGHT Chats

02:51 Meet the Expert Coaches

04:20 Understanding the Coach Approach

06:31 The Importance of Certification

11:40 Coaching for Inclusion

27:28 The Role of Assessments in Coaching

33:42 The Role of Authenticity in Coaching

35:54 Challenges in the Coaching Industry

36:54 Addressing Diversity Gaps in Coaching

43:18 Global Perspectives on Coaching

46:49 Choosing the Right Coaching Certification

53:20 The Impact of AI on Coaching

01:01:54 Concluding Thoughts and Future Directions

| WORKS CITED |

Assessments (Behavioral & Personality)

• MBTI
• StandOut Assessment

In this episode of FARSIGHT Chats, host Farah Bala is joined by Jennifer Brown, a thought leader in diversity, equity, and inclusion. The discussion is centered around the urgency of inclusive leadership in today's climate while exploring Jennifer's book, How To Be An Inclusive Leader. They explore topics such as the inclusive leadership continuum, the impact of imposter syndrome on leadership resilience, and the need for integrating equity, diversity, inclusion, and anti-oppression (EDIA) as core leadership competencies. Jennifer shares her journey in the DEI (Diversity, Equity, and Inclusion) space, the relevance of updating her book, and her views on allyship, advocacy, and creating sustainable change within organizations. She shares insights on how individuals at all levels can contribute to positive, lasting change. The conversation delves into the complexities of marginalized identities, allyship, and the necessity of strategic, collective action.

| KEY TOPICS DISCUSSED |

Inclusive Leadership Defined

• Leadership rooted in equity, diversity, inclusion, and anti-oppression (EDIA)
• Embedding EDIA as a core leadership competency for healthy workplace culture

The Inclusive Leadership Continuum

• Four stages: Unaware → Aware → Active → Advocate
• A personal and non-linear journey that all leaders move through

Urgency of Inclusive Leadership

• The need for leaders to go beyond performative actions
• Inclusive leadership tied to business outcomes like retention, innovation, and revenue

Imposter Syndrome & Personal Barriers

• Internalized scarcity and shame hinder inclusive leadership
• Everyone has a story worth sharing that can drive inclusion

From Fear to Courage

• Transitioning from ego and fear to vulnerability, authenticity, and humility
• Leadership as a journey of unlearning and relearning

Allyship and Advocacy

• Allyship is earned, not claimed; must be practiced continuously
• Advocates should use their privilege strategically and humbly, avoiding saviorism

Using Privilege for Change

• Recognizing and leveraging one’s privileges (e.g., race, education, gender alignment) to open doors for others
• Everyone, regardless of position or seniority, has a role to play

Collective Change-Making

• Change is more effective when done in coalitions
• Building internal networks and identifying power dynamics is crucial for sustained DEI efforts

The Risk of Status Quo

• Leaders who ignore inclusive practices risk obsolescence
• Stagnant DEI efforts can harm both people and business

Sustainable DEI Strategy

• Importance of long-term, strategic planning over short-term visibility
• DEI must be integrated into core business functions and not left to marginalized groups

| SHOW NOTES |

00:00 Welcome to Farsight Chats

00:30 Introduction to Inclusive Leadership

02:34 Jennifer Brown's Journey in DEI

04:02 The Urgency of Inclusive Leadership

10:19 Navigating Challenges in DEI Work

11:58 Understanding the Inclusive Leadership Continuum

20:30 The Role of Privilege in Advocacy

26:12 Understanding the Weight of Worthiness

26:43 The Unique Power of Individual Voices

28:08 Advocacy and Humility

28:44 Balancing Ego and Advocacy

32:38 The Role of Allies and Advocates

37:41 The Complexity of Corporate DEI

40:03 Building Effective Coalitions for Change

46:50 Sustaining Long-Term Change

48:38 Conclusion and Future