FARSIGHT Chats podcast

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Tristen Epps and the Scrambled Egg Revelation 56:04

vor 8 Tagen56:04

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Growing up in a military family, Tristen Epps moved around a lot. But no matter where he was living, Friday nights were sacred. He got to dress up, go to a restaurant, not order from a kids menu, and feel like he was getting to know the place he was living — for now. At home, when his mom taught him to scramble an egg, he was mesmerized by the alchemy; one simple ingredient could transform into so many things. It's that wonder and curiosity that transformed him into the leader, visionary, and Top Chef winner he is today. He joined Tinfoil Swans at the Food & Wine Classic in Aspen to talk about his mission to “un-colonize colonized food,” the freedom he feels cooking in Air Jordans, why it's important to him to celebrate oxtails with Michelin-level finesse, and his belief that cooking has power to correct history. Sponsor: Old Fitzgerald® Kentucky Straight Bourbon Whiskey. Bardstown, KY. 50% Alc./Vol. Think Wisely. Drink Wisely. Learn more about your ad choices. Visit podcastchoices.com/adchoices…

FARSIGHT Chats

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Join host, Farah Bala, Founder & CEO of FARSIGHT, as she brings together today's thought leaders to discuss essential topics around our society and culture that impact the workplace. Tune in each month to expand your own understanding and perspectives around having an EDIA leadership mindset (Equity, Diversity, Inclusion, Anti-Oppression) that fosters healthy work culture where everyone feels included and can thrive! Stay connected with FARSIGHT: LinkedIn | https://www.linkedin.com/company/thefarsightagency/ Twitter | https://wwww.twitter.com/gofarsight Instagram | https://www.instagram.com/gofarsight/ Facebook | https://www.facebook.com/gofarsight Join our Mailing List Executive Producer & Host | Farah Bala Associate Producer | Tatiana Hernandez-Mitchell Edit Team | Tim Cynova, Andrew Guidone, Shubhra Prakash, Shetal Shah Music | Konsonant Music Art Work | Diana Alexander Additional Contributors | Max Shuppert

29 Episoden

#Society #Business #Podcasting Education #Farah Bala

FARSIGHT Chats

updated vor 25 Tagen

Serie-Home•Feed

29 Episoden

#Society #Business #Podcasting Education #Farah Bala

Alle Folgen

FARSIGHT Chats

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EP28: A Global Lens To Equity And Inclusion 49:31

vor 25 Tagen49:31

49:31

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 | Leading Global Diversity, Equity and Inclusion . Rohini Anand. 2021. Book. Club 21e Siècle . Website. Connect with our guests: William Rolack | Chief Inclusion & Diversity, Kroll Rohini Anand | Founder & CEO, Rohini Anand LLC Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP27: Forging A Healthy Workplace - A Mental Health Perspective 50:07

vor 5 weeks50:07

50:07

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 FARSIGHT Chats 00:29 Special Guest Appearance at Commerce Tools 01:17 Mental Health in the Workplace 03:35 Introducing the Panelists 04:55 Debunking Myths and Misconceptions 14:49 The Backpack Analogy 20:44 Balancing Support and Self-Agency 28:22 Risks of Leaders as Pseudo-Therapists 28:46 Empowering Employees Without Enabling 29:43 Coaching Skills for Leaders 31:40 Guiding Employees to Resources 32:30 Building Trust in Mental Health Support 34:40 Accountability and Performance 36:22 Feedback Culture and Consistency 43:01 Future of Mental Health Support 49:00 Final Thoughts and Closing Remarks | WORKS CITED | OpenUp - " The accessible platform for mental well-being." 2025 State of Workforce Mental Health Report . Article. Lyra Health. 2025. 53 workplace mental health statistics you can’t ignore in 2025 . Article. Spill Chat. 2025 Connect with our guests: Stephanie Forbes | DEIB Partner, commercetools Eva Rüger | Psychologist, OpenUp Nicole Hayworth | Employee Belonging Lead, commercetools Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP26: Fatigue & Repair On The Way To EDIA 1:03:44

vor 6 weeks1:03:44

1:03:44

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 Labor 34:53 Addressing DEI Perceptions and Self-Assessment 35:27 Advocacy and Allyship Fatigue 35:57 The Limits of Micro Behaviors in Allyship 38:28 The Role of Social Media in Advocacy 44:03 Challenges of Marginalized Identity Advocacy 45:57 The Importance of Collective Allyship 50:26 Repairing Burnout and Harm in Communities 58:36 Setting Up Sustainable DEI Groups 01:00:56 The Relationship Between HR and DEI 01:02:51 Conclusion and Future Conversations | WORKS CITED | DEI deconstructed . Lily Zheng. Book. 2022. What Comes After DEI . Lily Zheng. Research Article. Harvard Business Review. 2025. Why Diversity Programs Fail And What Works Better . Frank Dobbin & Alexandra Kalev. Research Article. Harvard Business Review. 2016. Connect with our guests: Lily Zheng | Author. DEI Consultant, Zheng Consulting . Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP25: The Future Of Women In Leadership 55:28

vor 7 weeks55:28

55:28

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 Career Aspirations and Choices 32:39 Normalizing Working Parents in the Workplace 34:48 Challenges of Conformity and Authenticity in Corporate America 35:28 Balancing DE&I Initiatives with Career Progression 44:03 Overcoming Imposter Syndrome 48:18 Collective Advocacy and Allyship 51:51 Organizational Advocacy and Policy Recommendations 54:59 Conclusion and Future Conversations | WORKS CITED | CEO Action for Racial Equity . Fellowship. The Center for Closing the Health Gap . Health Organization. AEG - DEI Page Connect with our guests: Renee Mahaffey Harris | President & CEO, Centre for Closing the Health Gap Jae Requiro | Vice President of DEI, AEG Felicia Williams | CEO Action for Racial Equity & Senior Vice President, Macy's Inc . Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP24: Gen Z Voices For A More Equitable World 41:28

vor 8 weeks41:28

41:28

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: Respect boundaries (clear stop times, mental health awareness). Value equity (pay transparency, anti-racist commitments). Are hybrid/flexible. 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 Bronx . Instagram Page. | SHOW NOTES | 00:00 Introduction to FARSIGHT Chats 00:39 Collaboration with Jennifer Brown 01:14 Gen Z Leaders: Jannie Kamara and Gentle Ramirez 01:59 Generational Perspectives and Boundaries 05:58 Vision for a More Equitable World 09:44 Activism and Leadership in Action 14:52 Impact of Social Media 30:42 Navigating Workplace Culture and Expectations 40:41 Conclusion and Future Episodes Connect with our guests: Jannie Kamara | Black World Studies, Diversity In Leadership, Student Body President, Miami University Gentle Ramirez | Africana Studies, Creative Writing, Comp. Sc., Youth Organizer, Poet - NYU Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP23: Values Based Coaching 48:43

vor 9 weeks48:43

48:43

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: Therapy: Past-focused, aims to heal. Mentorship: Mentor shares experiences; coach centers on the client. 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: Listen deeply Ask open-ended questions Reflect back 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 Coaching (vs. Therapy, Mentorship, Management)? 08:00 Who Can Benefit from Coaching? 11:00 Coaching Through an EDIA Lens 16:00 Why EDIA Must Be Rooted, Not Added On 18:00 Coaching, Identity & Responsibility 23:00 Tips On Choosing a Coach: Identity, Fit & Goals 26:00 What to Ask a Potential Coach 29:00 Team & Organizational Coaching 33:00 Self-Care for Coaches & Leaders 36:00 Coaching Skills Every Leader Can Use 38:00 Training Recommendations & Resources 41:00 Coaching Formats & Pricing 44:00 Making Coaching Accessible 46:00 Concluding thoughts & Continued Learning | WORKS CITED | Work Shouldn't Suck . Tim Cynova. Podcast. Coaching For Everyone . Dr Victor McGuire. iPEC . Institution for Professional Excellence in Coaching. Co-Active Training Institute Executive coaching at Columbia Uni ICF . International Coaching Federation. Energy Leadership Assessment Connect with our guests: Tim Cynova | SPHR. CHRO/CEO of WSS HR LABS . Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP22: Coaching For Inclusion 1:02:48

vor 10 weeks1:02:48

1:02:48

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. The impact of cultural, behavioral, and personality assessments and the importance of adapting these tools for more diverse contexts is emphasized. 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 are all packed into this conversation. This episode is 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 Leadership Assessment Influence Style Indicator Assessment 360 Assessment Tool Connect with our guests: Towanna Burrous | President & Founder, CoachDiveristy Institute Carolyn Chan | Senior Principle, Korn Ferry Victor McGuire | Executive Director & Founder, Coaching For Everyone . Founder, Coach-Like Leadership Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP21: Inclusive Leadership 49:22

vor 11 weeks49:22

49:22

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 Conversations | WORKS CITED | How to be an Inclusive Leader . 2022. Book. Jennifer Brown Consulting . Company LinkedIn. Jennifer Brown, host. The Will To Change . Podcast. Connect with our guests: Jennifer Brown | LGBTQ+, Woman-Owned Entrepreneur, Speaker, Author, and Thought Leader. Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP20: Intersectionality BRG/ERG Solidarity 1:07:21

vor 12 weeks1:07:21

1:07:21

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 Connect with our guests: Stephanie Galera | Global D&I Leader, Workplace Programs & Community Engagement, IBM Simone Harvey | Black@ Global Co-Lead, Airbnb Eshani Parikh | Co-Lead LGBTQ+ Affinity Group, HUGE Tammy Tran | Govt. Relations Sr. Manager, Southern California Edison Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP19: Employee Resource Groups 56:21

vor 15 weeks56:21

56:21

This episode of FARSIGHT Chats, hosted by Farah Bala, features a discussion with Farzana Nayani about Employee Resource Groups (ERGs) and their impact on creating inclusive workplace environments. The conversation covers the foundational role ERGs play in fostering equity, diversity, inclusion, and anti-oppression within organizations. Farzana Nayani, the author of The Power of Employee Resource Groups , shares insights into the purpose, evolution, challenges, and strategic importance of ERGs. The episode also addresses contemporary issues like performative diversity measures, the role of white ally spaces, and the integration of DEI strategies with ERG initiatives. This comprehensive discussion provides insights for both new and existing ERG leaders to effectively navigate and contribute to their organization's DEI landscape. Listeners are encouraged to reflect on their own ERG participation and the broader implications for organizational culture. | KEY TOPICS DISCUSSED | Definition, Purpose & Evolution of ERGs ERGs = Employee Resource Groups. Designed to build inclusion and belonging within organizations. Other names: Affinity Groups, BRGs (Business Resource Groups), ENs (Employee Networks). Evolved from grassroots support groups to strategic organizational tools. Support & Sponsorship Success depends on executive sponsorship, leadership buy-in, and internal champions. Sponsors can offer advocacy, visibility, and access to leadership. Challenges & Resistance Fear of divisiveness or creating silos. Importance of intentional design and communication to avoid being seen as performative or tokenistic. Authentic Change vs. Optics ERGs must be more than performative. Real change comes from consistent investment, engagement, and structural support. DEI Integration ERGs should not replace a company’s DEI strategy. Need for alignment and mutual reinforcement between DEI offices, councils, and ERGs. Call to Action Start with self-reflection and clear purpose. Use tools like ERG charters and the 5 Ps (Purpose, People, Process, Planning, Priorities). | SHOW NOTES | 00:00 Introduction to Farsight Chats 00:44 Understanding Employee Resource Groups (ERGs) 02:55 Guest Introduction: Farzana Nayani 04:03 The Power of ERGs: Insights from Farzana's Book 05:53 Challenges and Engagement in ERGs 09:16 The Evolution and Importance of ERGs 14:24 Strategic Implementation of ERGs 22:56 Support and Sponsorship for ERGs 28:56 Addressing Resistance and Ensuring Sustainability 31:58 Current Trends in ERG Funding and Compensation 33:28 The Importance of Recognizing ERG Roles 34:53 Addressing Performative ERG Efforts 37:54 The Five P's Model for ERG Success 38:53 Investments in ERGs: Beyond the Budget 42:30 Engaging and Sustaining ERG Participation 45:02 The Role of White ERGs and Allyship 47:02 The Need for DEI Councils and Oversight 50:32 Challenges and Resistance in DEI Initiatives 51:58 Training ERG Leaders for Effective Representation 55:16 The Impact of Unfulfilled DEI Promises 59:01 Final Thoughts and Next Steps | WORKS CITED | The Power of Employee Resource Groups . 2022. Book. Raising Multiracial Children . 2020. Book. Connect with our guests: Farzana Nayani | DEI Specialist & Coach, Author Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP18: Belonging In The Workplace: An Antiracist Reimagining 1:10:32

vor 16 weeks1:10:32

1:10:32

This episode of FARSIGHT Chats, host Farah Bala sits down with DEI, HR and legal experts, Susan Seah, Hyma Menath and MJ Jaques. The focus of the discussion on anti-racism and belonging in the workplace was originally held in the summer of 2020 during the peak of the Black Lives Matter and anti-Asian hate movements. It explores the importance of creating inclusive workplaces, addressing systemic racism, and empowering employees as allies. It also covers the nuances of racism in legal and technological fields, the role of HR in fostering safe workplaces, and the need for consistent, structural change. The episode aims to provide actionable insights into promoting equity, diversity, and inclusion within organizations. | KEY TOPICS DISCUSSED | Workplace Racism Covert vs. Overt Racism: Often racism manifests subtly (e.g., tokenism, biased promotion practices). Tokenism Harms Belonging: Hiring people of color for optics without inclusion undermines true equity. Why Organizations Should Care Racism = Prejudice + Power: Organizations must confront how power is distributed and maintained. Impact on Performance: Inclusive workplaces are more successful; exclusion affects morale, retention, and innovation. Practical Approaches Normalize, Organize, Operationalize (Race Forward Model): Normalize conversations about race. Organize by building internal capacity for equity. Operationalize through policies, accountability, and metrics. Mandatory Anti-Racism Training: Suggested as essential, like sexual harassment training. Racial Equity Audits & Data Tracking: Use outcomes and data to assess progress and barriers. Global & Intersectional Lens White Supremacist Structures Are Global: Colonial legacies affect systems worldwide. Intersectionality Matters: Race intersects with gender, immigration status, class, disability, etc. Leadership & Accountability Top-Down Commitment is Crucial: Leadership must model and enforce anti-racist values. Safe Spaces & Psychological Safety: Employees must be able to report discrimination without fear. Accountability Without Shame: Encouragement for growth over cancel culture. | SHOW NOTES | 00:00 Introduction to FARSIGHT Chats 00:28 Setting the Context: Belonging in the Workplace 02:06 Meet the Guests: Susan, Hyma, and MJ 04:04 Understanding Anti-Racism in the Workplace 05:58 Challenges and Realities of Racism in Organizations 08:31 The Importance of Allyship and Structural Change 21:59 Strategies for Embedding Racial Equity 36:04 Navigating Workplace Dynamics 37:03 Intention vs. Impact in Organizational Change 37:31 Challenges in Implementing DEI Programs 39:52 The Role of Technology in Systemic Bias 42:47 Allyship and Organizational Culture 45:38 The Importance of Leadership in DEI 54:56 Intersectionality and Racial Equity 01:00:06 HR's Role in Addressing Racism 01:04:49 Consulting and DEI Integration 01:07:35 Creating Inclusive Legal Practices 01:09:46 Conclusion and Future Conversations Connect with our guests: Susan Seah | Founding Partner, CounselGS LLC , Seattle. Founder & CEO, The Koa Club Hyma Menath | Equity & Inclusion Advisor, City of San Jose. MJ Jaques | HR & Talent Professional, Advisory Avenue Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP17: The HR-EDIA Relationship 58:55

vor 19 weeks58:55

58:55

In this episode of FARSIGHT Chats, host Farah Bala, founder and CEO of FARSIGHT, delves into the important relationship between HR and EDIA (Equity, Diversity, Inclusion, Anti-Oppression) within organizations. Joined by HR and EDIA experts Tanya Reu-Narvaez, Nerissa Morris, and Cheryl Kern, the conversation took place in 2023, and explores the evolving roles of HR and EDIA, the need for strategic alignment, and the importance of disrupting traditional norms to foster a healthier workplace culture. The discussion highlights the critical elements of trust, transparency, and collaboration between HR and EDIA teams to drive organizational change. The experts emphasize the importance of integrating EDIA principles into business strategies to create an inclusive and equitable environment, and offer practical advice for young professionals and organizations looking to strengthen their HR and EDIA partnerships. | KEY TOPICS DISCUSSED | HR and DEIA Collaboration Roles and responsibilities of HR and EDIA teams. How HR policies can support EDIA initiatives. Challenges in the HR-DEIA Relationship Misalignment of goals and priorities. Resistance to change within organizations. Limited resources and support for EDIA efforts. Strategies for Effective Partnership Establishing clear communication and shared goals. Embedding EDIA principles into HR policies and practices. Leadership commitment and accountability. Impact on Workplace Culture How integrating EDIA into HR improves employee experience. The role of HR in fostering inclusivity and belonging. EDIA’s influence on recruitment, retention, and promotions. Addressing bias in HR processes. Case Studies or Examples Successful collaborations between HR and DEIA teams. Best practices from organizations leading in DEIA efforts. Lessons learned from failed or struggling partnerships. | SHOW NOTES | 00:00 Introduction to FARSIGHT Chats 01:59 Meet the Esteemed Guests 07:10 The Evolving Role of HR and EDIA 12:26 Challenges and Opportunities in DEI 18:10 Disrupting Norms and Policies 25:22 Building Effective HR and DEI Partnerships 29:52 Setting Expectations in HR for DEI 30:53 Overcoming Impediments in DE&I Efforts 31:36 Practical Approaches to DEI 32:35 Defining Roles and Responsibilities 33:26 Resource Allocation Challenges 34:24 Maintaining Commitment and Focus 35:10 Strategic Alignment and Credibility 35:50 Reactionary Responses and Burnout 36:52 Empowerment and Influence in DEI Roles 39:37 Servant Leadership in DEI 42:16 Future of HR and DEI Integration 45:15 Disruption and Structural Shifts 49:38 Advice for Aspiring HR and DEI Professionals 52:50 The Importance of DEI Work 58:06 Conclusion and Final Thoughts Connect with our guests: Tanya Reu-Narvaez | Chief People Officer, Anywhere Real Estate Inc. Nerissa Morris | Senior VP & CHRO - Cincinnati Children’s Hospital Medical Center Cheryl Kern | Vice President, Diversity, Equity, Inclusion MillerKnoll Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP16: Moral Progress In Business Leadership 35:39

vor 20 weeks35:39

35:39

In this episode of FARSIGHT Chats, host Farah Bala shares insights from her appearance on Jennifer Brown 's podcast, The Will to Change where they discuss moral progress in business leadership and the significance of inclusive workplace cultures. The episode prompts listeners to evaluate their company's efforts in creating equitable and supportive environments. It emphasizes probing questions around workplace policies, equity, and psychological well-being, especially during tumultuous times. The episode culminates in exploring the importance of curiosity, growth mindset, and the continuous learning journey to combat isolation and foster a sense of community and belonging. | KEY TOPICS DISCUSSED | Moral Progress in Business Leadership: A visionary discussion on what inclusive workplace cultures can look like and how organizations can advance equity and inclusion. Healthy Workplace Cultures: The importance of moving beyond performative diversity initiatives to deeply embedded systems and policies that promote equity, diversity, inclusion, and anti-oppression (EDIA). Identity and Belonging: How identity shapes workplace experiences, the evolving understanding of identity (beyond just identity politics), and the need to create spaces where employees feel seen, heard, and valued. Challenges in Leadership: Addressing resistance to change, fear of innovation, and the complexities of managing diverse teams in an evolving workplace environment. Mental Health in the Workplace: The increasing recognition of mental health as a crucial aspect of diversity and inclusion, and the challenges organizations face in supporting employees’ well-being. The Role of Organizations in Employee Well-Being: Discussing whether organizations should take on more responsibility in supporting employees beyond just professional development, including mental health, pay equity, and social justice commitments. Polarization and the Political Climate: Examining the impact of political and cultural shifts on workplace diversity efforts and the backlash against EDIA initiatives. Visionary Leadership and Change: The need for leaders to embrace uncertainty, engage in continuous learning, and foster inclusive environments that support diverse perspectives and innovation. Creating a Culture of Learning and Curiosity: Encouraging employees and leaders to engage in ongoing learning, questioning assumptions, and broadening their understanding of different identities and experiences. Building a Sustainable EDIA Strategy: The future of EDIA in organizations, how businesses can balance various stakeholder expectations, and what sustainable inclusion looks like in the long term. | SHOW NOTES | 00:00 Introduction to Farsight Chats 01:06 Special Guest: Jennifer Brown 01:39 Reflecting on Workplace Culture 02:25 Origins of Farsight Chats 05:26 Season One: Focus on Identity 08:57 Challenges in Leadership and Culture 13:46 Navigating Change and Innovation 15:49 The Role of Mental Health in DEI 20:27 Vision Keepers and Future Leaders 34:53 Conclusion and Next Steps | WORKS CITED | Jennifer Brown Consulting . Company LinkedIn. Jennifer Brown, host. The Will To Change . Podcast. Connect with our guests: Jennifer Brown | LGBTQ+, Woman-Owned Entrepreneur, Speaker, Author, and Thought Leader. Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

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EP15: Anti-Blackness 1:15:37

vor 27 weeks1:15:37

1:15:37

In this episode of FARSIGHT Chats, hosted by Farah Bala, special guests Shanya Cordis, Taylor Dews, Tori Jackson, and Indie Johnson engage in an in-depth conversation on Anti-Blackness. The episode delves into the historical and contemporary implications of Anti-Blackness in society, particularly through the lens of microaggressions and systemic biases. Each guest shares their lived experiences and academic perspectives, addressing how Anti-Blackness intersects with race, gender, sexuality, and colorism. They highlight the need for both personal introspection and systemic change, emphasizing the importance of artistic expression and rigorous storytelling in advancing an inclusive and equitable society. The discussion also calls for more intentional efforts from non-Black and White communities to address and dismantle Anti-Blackness through critical examination, accountability, and active engagement in anti-racist work. | KEY TOPICS DISCUSSED | Understanding Anti-Blackness: The conversation defines anti-Blackness as systemic, global, and deeply ingrained, manifesting in everyday micro-aggressions and institutional inequities. Intersectionality: The guests highlight how anti-Blackness interacts with other identities such as gender, sexuality, and indigeneity, affecting individuals differently based on their intersectional experiences. Personal Experiences: Each guest shares personal stories to illustrate the ways anti-Blackness has shaped their lives, including experiences with colorism, trans identity, and societal expectations. Global and Structural Perspectives: The discussion contextualizes anti-Blackness as a foundational aspect of social structures in the U.S. and beyond, emphasizing the need to challenge systemic inequalities. Art and Advocacy: The guests explore the role of art in dismantling anti-Blackness, calling for authentic storytelling, freedom of expression, and critical examination of who funds and produces artistic works. Call to Action: The episode urges individuals, especially non-Black audiences, to engage in self-reflection, education, and unlearning, emphasizing that combating anti-Blackness requires systemic change and accountability. | SHOW NOTES | 00:00 Introduction to FARSIGHT Chats 00:45 Exploring Anti-Blackness 02:23 Meet the Guests 05:56 Personal Experiences with Anti-Blackness 19:31 Intersectionality and Anti-Blackness 24:49 Colorism and Anti-Blackness 33:50 Navigating Multiple Identities 39:22 Choices and Systemic Myths 40:18 Living in Intersections 42:25 Unlearning Anti-Blackness 44:48 The Role of Education 46:31 Individual and Structural Work 47:18 Accountability and Action 01:02:42 Artistic Spaces and Anti-Blackness 01:03:28 The Importance of Diverse Storytelling 01:13:20 Funding and Audience Dynamics 01:13:37 Final Reflections and Gratitude | WORKS CITED | Wayward Lives, Beautiful Experiments: Intimate Histories of Social Upheaval by Saidiya Hartman. Book. Anti-Blackness books by Frank B Wilderson III. Books (3). Connect with our guests: Shanya Cordis, Ph.D | Anthropologist & Professor, Columbia University Taylor Dews | PhD Student, NYU Cultural Anthropology Cert. in Culture and Media Tori Jackson | Artist & Activist Indie Johnson | Artist & Creative Director - The Harvest Cabaret Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

FARSIGHT Chats

1
EP14: White Identity 1:08:12

vor 28 weeks1:08:12

1:08:12

In this episode of FARSIGHT Chats, host Farah Bala discusses white identity and anti-racism with experts Krissy Shields, Jane Rosenzweig, and Michael Robertson – all white anti-racist practitioners, reflecting on the urgency and passion of their work following high-profile racial injustices. The guests share personal experiences, strategies, and the ongoing nature of anti-racist work, emphasizing the importance of discomfort, continuous learning, and collective effort. The episode also highlights the significance of involving others in these conversations and the responsibility of leveraging one's privilege effectively. There is a call to action for white listeners to engage more deeply, use their privilege responsibly, and foster environments of equity and inclusion. | KEY TOPICS DISCUSSED | The Journey of Anti-Racism: Anti-racism is viewed as a lifelong practice rather than a destination. Participants emphasized the importance of white individuals remaining uncomfortable and committed to continuous self-examination and systemic action. Role of Conversations: Open dialogue among white people about racism is essential for growth and accountability. Participants advocated for fostering spaces where individuals can challenge internalized biases and societal norms. Leveraging Privilege: The panel discussed the necessity of white individuals leveraging their privilege, even at personal risk, to support anti-racist actions and amplify marginalized voices. Navigating Resistance and Hostility: Strategies for addressing resistance, including curiosity, empathy, and engaging others in dialogue without being confrontational. Examples included challenging problematic language or behaviors in professional and personal settings. Avoiding Performative Allyship: The group reflected on distinguishing genuine advocacy from performative acts. They stressed the importance of self-checking intentions and ensuring actions are meaningful and impactful. Community and Collaboration: The guests underscored the value of collective work in anti-racism, recommending practices such as role-playing difficult conversations and building supportive networks. Intersectionality: The conversation also touched on the dynamics of multiracial spaces and the specific responsibilities white individuals have when working alongside marginalized groups. Call to Action: Listeners were encouraged to examine their own biases, stay committed to action, and engage in ongoing education and dialogue to drive systemic change. | SHOW NOTES | 00:00 Introduction to FARSIGHT Chats 00:29 Introducing Today's Topic: White Identity in 2020 02:01 Meet the Panelists 04:37 Honoring Lives Lost 07:44 Addressing Anti-Racism as a Lifelong Journey 15:05 The Evolution of Diversity and Inclusion 18:17 Ensuring Continued Commitment to Anti-Racism 26:33 Leveraging Privilege and Taking Action 37:40 Navigating Mixed Race Spaces 38:04 The Role of Organizational Development 38:58 Personal Reflections on Advocacy 41:24 Understanding White Comfort 43:01 Practical Tactics for Interrupting Bias 44:52 The Importance of Practice and Support 53:26 Addressing Performative Allyship 57:54 Responding to Hostility and Resistance 01:05:37 The Power of Solidarity 01:07:12 Conclusion and Call to Action Connect with our guests: Jane Rosenzweig | Diversity/Equity/Inclusion Practitioner Krissy Shields | Wellness expert,Founder, Maha Mama Michael Robertson | Deputy Director, artEquity Stay connected with FARSIGHT: LinkedIn Twitter Instagram Facebook…

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