From “Insecure” to Institutional Change: A Case Study on ‘We Got Ya’ll’
Fearless Fiction Series | Volume 1
Pop culture has long held up a mirror to the systems we live and work within, sometimes satirizing them, sometimes exposing their cracks, and other times offering unexpected lessons. At Fearless Spaces Consulting, we’re deeply interested in what fiction can teach us about real-world systems, especially in the nonprofit and social impact sectors. HBO’s Insecure gives us a powerful case study: the fictional nonprofit “We Got Ya’ll.” Through the lens of our Fearless Fiction series, we examine what went wrong, what could’ve gone right, and how a values-aligned consulting practice could have supported transformation.
Let’s take a deeper look at how Fearless Spaces Consulting might have worked alongside “We Got Ya’ll” to create a more inclusive, responsive, and equity-centered organization.
Scenario 1 – Season 1, Episode 1: “Insecure as Fk”**
In their first staff meeting, Issa advocates for programming that centers students’ lived experiences, but her vision is dismissed in favor of outdated metrics and rigid systems. Her passion is misunderstood as “disruption”, a theme we see often in real-world nonprofit environments where innovation is penalized.
Fearless Spaces Takeaway:
This reflects the insidious ways that white supremacy culture shows up in nonprofit spaces, through defensiveness, fear of open conflict, and an overemphasis on quantity over quality. Our team would lead with an equity audit and co-create a strategic plan that embeds ongoing DEIB learning, anti-racist facilitation practices, and feedback systems that allow for critical voices to shape organizational direction especially from BIPOC staff.
Scenario 2 – Season 1, Episode 2: “Racist as Fk”**
Microaggressions and coded language about Issa circulate behind closed doors, reinforcing a culture of surveillance, exclusion, and silent judgment.
Fearless Spaces Takeaway:
What’s needed here is not just DEIB training, but a full culture shift rooted in belonging, safety, and accountability. We would work with leadership to institute feedback loops and facilitate healing sessions to restore trust while developing clear guidelines around anti-racist workplace culture, staff-led decision-making, and psychological safety.
Scenario 3 – Season 1, Episodes 6 & 7: “Guilty as Fk” & “Real as Fk”
The nonprofit's annual gala is held in a predominantly white, affluent neighborhood, completely disconnected from the communities they claim to serve. This signals a common challenge in mission-driven spaces: proximity to power is often prioritized over proximity to people.
Fearless Spaces Takeaway:
Reimagining community engagement means more than optics. It requires a shift in values, decision-making, and partnerships. Fearless Spaces would support “We Got Ya’ll” in building relationships with local stakeholders, co-designing programs and events with the community, and anchoring their work in place-based justice.
Final Thoughts
"We Got Ya’ll" may be fictional, but the organizational dysfunction it portrays is far too real. With the right tools, support, and accountability measures, even the most performative spaces can transform into fearless ones. At Fearless Spaces Consulting, we believe in doing more than naming the harm, we believe in guiding organizations through the deep, sometimes messy, and always liberating work of change. Because envisioning a liberated workplace is just the beginning. Making it real? That’s the work.
