Fixing Fairness in the Workplace, with Lily Zheng - Coaching for Leaders Recap

Podcast: Coaching for Leaders

Published: 2026-02-23

Duration: 38 min

Summary

Lily Zheng emphasizes the need for a strategic approach to diversity, equity, and inclusion (DEI) in workplaces, highlighting broad public support for these initiatives despite political polarization. The conversation focuses on how leaders can effectively implement changes to foster fairness and inclusivity.

What Happened

In this episode of Coaching for Leaders, host Dave Stohoviak engages with Lily Zheng, an expert on systemic change in the workplace. They discuss the current challenges organizations face in making workplaces fairer, particularly in light of the political flashpoints surrounding DEI initiatives. Zheng reveals that while the conversation may seem divided, a significant 82% of people in the U.S. actually agree that diversity is beneficial, a finding that offers hope in these politically charged times.

The discussion also critiques traditional approaches to DEI, which often fall short due to their superficiality. Rather than treating DEI as a set of outcomes to achieve, many organizations view it as a series of isolated events—like one-off training sessions or cultural celebrations. Zheng argues that this mindset is counterproductive and suggests that organizations should adopt a more strategic framework akin to how they handle sales goals—by setting measurable targets, tracking progress, and holding individuals accountable. This shift in perspective is crucial for achieving meaningful change in workplace culture and fairness.

Key Insights

• A surprising 82% of Americans believe diversity is beneficial for the country.
• Many organizations underestimate the complexity of implementing effective DEI initiatives.
• Traditional DEI efforts often focus on isolated interventions rather than systemic change.
• Leaders should approach DEI with the same rigor as other business goals, tracking progress and holding teams accountable.

Key Questions Answered

What percentage of Americans support diversity initiatives?

According to research discussed in the episode, 82% of people believe that diversity is good for the country. This finding highlights a significant gap between public perception and the skepticism individuals have about the beliefs of those around them, with many thinking only about 55% of their peers support diversity.

Why do many diversity initiatives fail?

Lily Zheng explains that workplaces often underestimate the complexity of DEI work. They tend to rely on limited, siloed interventions—such as short training sessions or cultural events—rather than treating DEI as a comprehensive set of outcomes to be achieved and tracked over time.

How should organizations approach DEI differently?

Zheng suggests that organizations need to adopt a strategic framework for DEI similar to how they set sales goals. This includes establishing goals, tracking progress, and holding individuals accountable for meeting DEI targets, rather than simply hosting events or training that may not lead to real change.

What role does organizational culture play in DEI?

The conversation emphasizes the importance of organizational culture in driving change. Zheng notes that a supportive culture can facilitate systemic changes that yield positive outcomes, while a negative culture can hinder progress and amplify existing biases.

What are the common misconceptions about DEI efforts?

One major misconception is that DEI efforts are a one-time fix or easily accomplished. Zheng points out that many organizations fall into the trap of thinking that hosting a single event or training session will suffice, when in reality, sustained effort and commitment are necessary for meaningful progress.