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

Podcast: Coaching for Leaders

Published: 2026-02-23

Duration: 38 minutes

Guests: Lily Zheng

Summary

Lily Zheng discusses how to effectively address fairness in the workplace by focusing on systemic changes rather than individual behaviors. They highlight the importance of involving stakeholders and avoiding quick fixes that don't lead to sustainable outcomes.

What Happened

Lily Zheng reveals that while many people believe only about 55% of their peers support pro-diversity statements, actual support is as high as 82%. This disconnect highlights the need for better communication and understanding within organizations regarding diversity initiatives.

A meta-analysis of 30 years of diversity initiatives across over 700 workplaces found that the most popular approaches are often the least effective. This is because organizations frequently treat diversity, equity, and inclusion (DEI) work as a one-time effort rather than a continuous process.

Zheng emphasizes that effective DEI requires focusing on systemic outcomes rather than just expressing ideological commitment. They use the metaphor of people being like water and organizations like vases, illustrating how environments shape behavior.

Network analysis is suggested as a tool to understand workplace communication and influence, which can provide insights into how to improve organizational fairness. This approach considers the broader systems at play rather than just individual actions.

The concept of 'faux' reflects leaders' fear of addressing workplace issues due to potential uncomfortable truths. Zheng advises against rushing into problem-solving without first rallying people around the need for change.

Involving people in the decision-making process can lead to better outcomes and greater trust, akin to the IKEA effect, where individuals become more attached to things they help create. This involvement is crucial for sustainable change.

Recent research suggests that removing identifying demographic information from resumes might inadvertently increase discrimination, highlighting the complexity of addressing fairness. Evaluating the whole person is necessary to truly understand and support diverse talent.

Zheng's book, 'Fixing Fairness,' aims to guide organizations in transforming diversity backlash into progress, emphasizing thoughtful design and stakeholder involvement in fairness initiatives.

Key Insights

• While many perceive only 55% of colleagues support pro-diversity statements, real backing is 82%. This gap indicates a major communication issue within organizations about diversity support.
• A 30-year meta-analysis reveals that popular diversity initiatives fail because companies treat DEI efforts as one-offs, not ongoing commitments. Sustainable DEI demands continuous engagement.
• Removing demographic details from resumes may unintentionally boost discrimination, contrary to its intent. Evaluating candidates holistically is crucial to genuinely embrace diverse talent.
• Involving people in decision-making mirrors the IKEA effect, where individuals value what they help build. This strategy fosters trust and sustainable change in workplace fairness initiatives.

Key Questions Answered

What percentage of people support pro-diversity statements?

82% of people support pro-diversity statements, which is significantly higher than the perceived support among peers.

Why are traditional DEI approaches often ineffective?

Traditional DEI approaches are often ineffective because they treat fairness initiatives as one-time efforts rather than ongoing processes requiring systemic change.

How can network analysis aid in improving workplace fairness?

Network analysis can help understand workplace communication and influence, providing insights into systemic changes needed for improving fairness.