Coaching for Leaders
771: Fixing Fairness in the Workplace, with Lily Zheng
Coaching for Leaders
•February 23, 2026•38 min
0
Coaching for Leaders•Feb 23, 2026
Why It Matters
Understanding the gap between perceived and actual support for diversity reveals a powerful foundation for genuine workplace fairness. By shifting from superficial DEI programs to data‑driven, system‑level redesigns, leaders can create lasting, inclusive cultures that benefit both employees and organizational performance, making this episode especially relevant as DEI debates intensify in the public sphere.
Key Takeaways
- •82% support diversity, yet perceive only 55% agreement.
- •One‑off trainings fail; DEI requires systemic goals.
- •Design workplace environment like a vase to shape behavior.
- •Use surveys and network analysis to map current culture.
- •Counter FOFO by rallying with compelling narratives.
Pulse Analysis
The episode opens with a striking research finding: while 82% of Americans say diversity benefits the country, most assume only about half of their peers share that view. This perception gap fuels political tension around DEI, yet the data reveal a broad, untapped consensus that can power meaningful change. Recognizing that the public is already on board reframes fairness initiatives from a partisan battle to a strategic opportunity for leaders seeking competitive advantage.
Lily Zheng critiques the industry’s reliance on single‑session trainings, heritage celebrations, and other siloed interventions. She argues that treating DEI as an ideological checkbox, rather than a set of measurable outcomes, mirrors trying to boost sales by hosting a motivational webinar instead of setting targets, tracking progress, and holding teams accountable. The metaphor of people as water filling a vase illustrates how shaping the organizational environment—its incentives, norms, and structures—directly molds behavior. When the "vase" is cutthroat, fairness erodes; when it’s designed for collaboration, equitable outcomes emerge.
Practical guidance centers on a three‑step process: first, diagnose the current culture through climate surveys, engagement tools, and network analysis to reveal hidden influence hubs. Second, confront the "FOFO" (fear of finding out) that stalls honest assessment, and craft a rallying narrative that translates raw metrics into human stories, making the cost of unfairness tangible. Finally, set clear DEI goals, embed them in performance systems, and continuously communicate progress. By aligning data, storytelling, and systemic design, leaders can move beyond token gestures and build workplaces where fairness is built into the very architecture of daily work.
Episode Description
Lily Zheng, Fixing Fairness
Lily Zheng is a sought-after speaker, strategist, and organizational consultant who specializes in hands-on systemic change to turn positive intentions into positive outcomes for workplaces and everyone in them. A dedicated changemaker and advocate, Lily has had their work published in the Harvard Business Review, New York Times, and NPR. They are the author of Fixing Fairness: 4 Tenets to Transform Diversity Backlash into Progress for All (Amazon, Bookshop)*.
When it comes to fairness in the workplace, our society is quick to zero in on what divides us. Yet, there is broad agreement across all demographics on many key principles. In this conversation, Lily and I explore how leaders can influence the system to better work for everyone.
Key Points
Many of us assume that fewer people support the value of diversity than actually do. When asked, 82% of people support pro-diversity statements.
The most popular/traditional approaches to fixing fairness in the workplace tend to be the least effective.
Our tendency is to focus on the behavior of individuals, when in fact organizational systems have the most significant impact on fairness.
When considering a fairness initiative or intervention, begin with the practice of understanding and storytelling, just like many change initiatives.
Resist the temptation to check boxes with “quick fixes” such as simply bringing in a speaker or hosting a one-time event. This rarely helps in any sustainable way and sometimes worsens existing dynamics.
If you have a seat at the leadership table, make the case for thoughtful design and involvement of stakeholders at all points in the process, just as many effective organizations do on any strategic change initiative.
Resources Mentioned
Fixing Fairness: 4 Tenets to Transform Diversity Backlash into Progress for All by Lily Zheng (Amazon, Bookshop)*
Interview Notes
Download my interview notes in PDF format (free membership required).
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