Advertise on podcast: Blended

Seek, create, mentor, partner – the four steps to getting diverse voices onto industry stages     Welcome back to Blended!    Today, we're talking about the ethos behind this podcast – highlighting diverse voices.    The Blended podcast was founded to give people from all walks of life a platform and, as an extension of that, the Blended Pledge was established to get those people onto industry stages. Because we've all been at conferences and events and seen the same type of person represented time and again. We've heard that diverse voices weren't invited or, if they were, they couldn't afford to fund the trip.    Across industries, we're starting to see panels and stages work on that diversity, but progress isn't happening quickly enough. So, as we look towards a brand new year, we wanted to share some practical advice around what we can all do to get more diverse voices onto industry stages – and why it matters.  IN THIS EPISODE:   [01.04] Introductions to our Blended panelists.   Karen – President and CEO at World Trade Center Denver Megan – Psychotherapist and host of Career Congregation podcast  Mary – Senior Vice President of Business Development at Pallet Alliance    [06.07] The group discuss what they see when it comes to diverse voices on industry stages, how inclusion has changed, and their experiences as speakers, organizers and attendees.   Male representation on stage  Different perspectives lead to better outcomes  Small changes  Slow pace  Why should companies care?  Diversity of country of origin  Diversity of audience as well as panel  Megan's experience of shifting gender representation in psychology, therapy, and wellness, as well as different representations across cultures (west vs east)    "I've been going to conferences a long time and I do see a shift in the diversity that's on stages. But I'm still very familiar with the basics: Caucasian, male, business." Mary    "Like attracts like, even though diversity matters. If you're trying to get a diverse audience, you need to have those people on the panel… I build a panel based on who I want in the audience." Karen  [24.18] The panel explore common barriers and challenges to achieving more diversity and inclusion at industry events.  Women rejecting opportunity/suggesting male colleagues   Making mistakes  Event planning  Honesty  Panel planning is an art, not a science  Responsibility – individual and business  Karen's experience of a speaker tying her personal talent for fire-eating to managing supply chain  Inspiration  Mary's experience of being a masculine-presenting lesbian and being treated differently    Lack of exposure  Being different is a superpower  Courage  Seeing to believe  Corporate gatekeeping – who can represent the company?  Travel –  Expenses  Getting creative  Permission  Company vs personal brand  Calling people out  Bias  Leadership  Fear  Neurodivergence –  creating diverse experiences  different ways of learning/working   "A lot of companies are afraid to talk right now, there's a fear of retribution, they don't want to get out in front on some of their challenges. But if you're vulnerable and talk about the mistakes you've made, you seem more powerful. And that's what people learn from." Karen     "I'm a masculine-presenting lesbian… Who I am and how I present is NOT represented anywhere. I'm different, but that's been working for me... And I encourage people that are like me to be proud of who they are by sharing my story." Mary    "These big decisions usually boil down to one person. They've been around for a long time, they're resistant to change and don't like the way things are going… These old white male headspaces need to shift." Megan  [01.11.26] The group share some practical tips and advice for getting more diverse voices onto stages.     Intent Research  Goal-setting  Calls for speakers  Understanding/supporting the people you have in your company  Upskilling  Identifying strengths Personal ethos/mission/values    Authenticity    "Diversity is way beyond color of skin." Karen  [01.25.33] The panel sum up their thoughts from today's discussion.   RESOURCES AND LINKS MENTIONED: You can connect with Karen, Megan or Mary over on LinkedIn.    

Welcome back to Blended!   Today, we're going full circle with the show. We're going back to our roots – because we're talking about DEI.   When Sarah founded Blended back in 2020, we were in the trenches of the pandemic. Everything was changing – within businesses, people's personal lives, within society as a whole. And it felt more important than ever to talk about people. To share stories and get to know each other better, to learn and to really think about what we wanted things to look like for ourselves when the pandemic was over. And the root of all of that was diversity, equity, inclusion, equality – community.    Now, five years later, a lot has changed. And so has how many of us think about diversity and inclusion. Political changes have seen many organizations publicly pull back from visible DEI efforts and, internally, scale back or completely retire diversity goals altogether. And that's a problem. For many people, it's a step – or more than a step – backwards.     So, as we look to 2026, what is DEI going to look like? And what's that impact of that on people, businesses and culture in general? Our guests will be diving into all of that today.     IN THIS EPISODE:   [01.23] Introductions to our Blended panelists.   ·       Sue – Founder and CEO of Origen Air ·       Sheri – Sourcing, procurement and supply chain leader      "DEI is so important to me. Throughout my journey as an entrepreneur, it's become even more apparent. It seemed like we were getting to the point of equality, but as I started my own company and went through not only fundraising but also procurement, it became very clear that we still have a long way to go." Sue     [06.09] The group discuss what the current DEI landscape looks like, some of the biggest changes they've seen this year, and what we might expect from DEI in 2026. ·       Guarded, 'behind closed doors' ·       Competing narratives ·       Strategic ·       'Permission to backtrack'   ·       News ways to make progress ·       Reframing of DEI programs ·       Being less externally vocal ·       DEI folded into wider social governance programs ·       Integration of data analytics and technology ·       DEI specialists stepping back/reframing their value proposition   ·       Firing of DEI employees ·       Squeezed DEI budgets ·       Negative links to other issues, eg. Sustainability, woman-owned    ·       Words we use – diversity vs inclusion ·       Organizations re-thinking core values  ·       Rebuilding DEI ·       DEI built in, rather than separate ·       Advocacy ·       Swinging pendulum of support for DEI ·       Transformation   "It used to be something that lit a lot of people up, it was colorful. Now when I think about what the landscape looks like, it's muted and gray." Sheri "I don't think it's fading out, it's just transforming. It's going to look different. It's going to be more of a quiet, strategic commitment." Sheri   [29.18] The panel dive deeper into allyship, why it's important, and how we communicate what we want and need from allies.   ·       Mixed messages ·       Men and women are not opponents ·       Representation ·       Working together/collaboration   ·       What men can do practically in the workplace ·       Creating safe spaces    [39.45] The group discuss the public dialogue around DEI in light of current political influence, and how that's impacting people, organizations and their commitment to DEI.  ·       Common misconceptions ·       Access to opportunity ·       Privilege ·       Role of leadership ·       Responsibility ·       Fear ·       Making excuses ·       Scarcity ·       Fairness ·       Ego ·       Women vs women ·       Doing things quietly vs loudly ·       Metrics/measurement/KPIs – what does success look like? ·       Education   ·       Redefining what diversity and inclusion actually means     "The misconception that I've been hearing is that we're asking to 'take,' people are worried that things are going to be taken from them. But that's not what DEI is about." Sue "We're not asking for special treatment – we're just asking to be seen and heard. We don't want you to hire us if we're not the right person. We don't want you to buy from us if we don't have the best product… We just want the opportunity to be a consideration." Sue    "If the checklists and the targets go away, you're not boasting about it publicly, and it's all done quietly, how are we going to know if we're making progress?" Sheri   [01.06.25] The panel sum up their thoughts from today's discussion and share their advice for approaching DEI issues in 2026.      RESOURCES AND LINKS MENTIONED: You can connect with Sue or Sheri over on LinkedIn.   Episode 20 - DEI in the Workplace - Not Just The Smart Thing To Do, But the Right Thing to Do  

Episode 62 – Self-worth: the most important journey you'll ever take        Welcome back to Blended!   Today, we're talking about something that is incredibly close to my heart – and that's self-worth.         Personally I've been on a self-worth journey for a while, but 2025 has been the year that I really committed much more to it. I've researched what self-worth really means, I've experimented with different ways of nurturing it, but – most importantly – I've started talking about it.   And that is where the real change started happening for me. It's been amazing.     So, now I've started talking about it, I don't want to stop! Through my LinkedIn newsletter The Monthly POP to my socials, my personal emails to my brand new book, I'm opening up on my self-worth journey so I can help as many people as I can.   Because I know just how much of a gamechanger it can be.   And our guests will also be sharing their own experiences with me today. They'll be discussing what self-worth means, and why it's so important. They'll be shining a light on the dangers of comparison and the impact of social media on self-worth. And they'll be sharing their advice for getting out of your own way, and learning to accept and love yourself for who you really are.     IN THIS EPISODE:   [01.14] Introductions to our Blended panelists.   ·       Dave – Speaker, author and Miracle On The Hudson Survivor ·       Maureen – Hair stylist and makeup artist for film and TV   ·       Katie – Senior Vice President of Industry Relations and Strategic Initiatives at Manifest ·       Sarah – Founder and CEO of Ask A Concierge, speaker and author   [06.09] The group discuss what self-worth means to them, the different factors that build self-worth, and some of the issues that can impact it.   ·       Background/upbringing ·       Authenticity  ·       Confidence ·       Calm ·       Acceptance ·       Courage ·       Personal values/ethics ·       External vs internal validation ·       Clarity ·       How you show up ·       Evolution/journey  ·       Boundaries ·       Avoiding absorbing others emotions ·       Tying your self-worth to others behaviors/reactions/emotions ·       Protecting yourself ·       Expectations ·       Judgement ·       Identity   "It's about acceptance, acceptance of yourself and where you are on the journey. We're always evolving… When you fully own who you are, that's where self-worth lies." Sarah   "Self-worth is when you have the confidence and courage to live your values, whatever they are." Dave   "It's a sense of quiet confidence, that you really are enough. It's not because of what you've achieved or how others have seen you, but because of who you truly are at your core. It's been a journey for me, realizing my value doesn't rise and fall with the titles, the paychecks or the praise… Once I stopped looking for that external validation, and started trusting that inner voice, that's when everything shifted." Katie         [23.01] The panel dive deeper into identity, labels and share their 'Three C's of Self-Worth.'   ·       Pressure ·       Societal norms/social construction ·       Perspective   ·       Curiosity ·       Asking questions/learning about others ·       Negative self-talk ·       Comparison ·       Role of money ·       Gratitude ·       Nature of humanity ·       Journey, not a destination   "If you find yourself in a room and you feel intimidated, you need to change the script for yourself. Instead of: 'How did I get here, why am I here?' It's 'I'm here for a reason.'" Sarah   "For a long time, it was difficult for me to not make myself small… But you have to think about all the things you did to get to the place you are now." Maureen   "If you go into things, not with comparison, but with curiosity – that changes the playing field." Sarah   [47.35] The group discuss the negative impact social media can have on self-worth, and the danger of comparing yourself with others. ·       Vulnerability ·       Connection ·       Truth ·       Likes/comments/engagement ·       Algorithm/trend chasing ·       Originality ·       Detachment   "A lot of times, it's a façade. You're not seeing peoples authentic selves." Maureen   [1.02.56] The panel explore why self-worth is important, and why there's no set timeline for success.   ·       Investing in yourself ·       Empowering others ·       Overcoming challenges ·       Inspiration ·       Reinvention ·       Experience ·       Getting out of your own way ·       Understanding the big picture ·       Making space ·       Helping people feel seen ·       You don't need to have it all figured out ·       Progress over perfection   "It's all about zooming out, and understanding the big picture and where you fall into it. Knowing that not every lesson is yours to teach, not every fight is yours to fight – you have to protect yourself first and then you can help others." Sarah "Give yourself permission to be a work in progress. I've fallen into the trap of wanting perfection, but it has to be progress over perfection." Katie   [01.18.12] The group sum up their thoughts from today's discussion and share their best advice.    RESOURCES AND LINKS MENTIONED: You can connect with Dave, Sarah or Katie over on LinkedIn.  

Episode 61 – From authenticity to accountability – what does ethical AI really mean?   Welcome back to Blended!    Today we're talking about AI who isn't?! But we're not talking about efficiency or data-driven decision-making – we're talking about ethics.         Gabriela Ramos, Assistant Director-General for Social and Human Sciences at UNESCO, has said that "In no other field is the ethical compass more relevant than in artificial intelligence. AI technology brings major benefits in many areas, but without the ethical guardrails, it risks reproducing real world biases and discrimination, fueling divisions and threatening fundamental human rights and freedoms."   And that's something we all have to take seriously. Whilst many organizations have been excitedly talking about the potential to be found in AI, some have been overlooking the big challenges that come along with it. As AI becomes more intelligent, with some models even taking autonomous action, questions have been raised about what it's actually saying. Job loss and displacement has been a big concern for workers. And AI's huge carbon footprint is a real issue, in a climate where most organizations are attempting to reduce emissions.    As we think about all of these different elements and more, it's clear that ethics are key to the conversations we should be having around AI, and that robust standards are crucial to ensuring healthy, scalable adoption.    So our guests will be taking a closer look today. They'll be discussing what ethical AI really means, and how ethics can differ from person to person. They'll be exploring accountability, and who's really responsible for ensuring individuals and organizations embed ethics into everything they do. And they'll be sharing their most useful resources so we can all be better educated as we move into an AI-powered future.  IN THIS EPISODE:   [01.46] Introductions to our Blended panelists.   Giselle – Chief of Product Inclusion at ADP Corey – Senior Director of Growth at Mentavi health  Noelle – CEO at AI Leadership Institute  Lauren – Regional Head of Customer Care and Business Excellence at CMA CGM    [09.36] The group discuss what ethical AI actually means and how it can look to different people in different environments.  Corey's experience of young adults interactions with AI – anxiety and hesitation  Noelle's experience of integrating AI into daily life to support her child with Downs Syndrome – empowering  The power of voice-enabled technology  Ethics – whose are they?  Power Humility  What are the ethics of the leaders I work for? Fairness – meeting all needs  Transparency  Ownership/personal rights Consideration  Data capture/collection  Nuance of humanity   Inclusion  Facial recognition/photography of different skin ones  Bias  Cultural context  Serving a need: "Don't build for them without them"  The evolution of DEI  ERGs/responsible AI teams  Safety and security    "They could be really great little bots, doing the best they can, but also leaving destruction in their wake." Corey    "When he was born, the prognosis wasn't great, the world isn't kind to kids like this… We've integrated AI into everything to give him the ability to focus on learning one skill – the ability to communicate… And his whole world opened, because I unlocked a door that was a portal to everything." Noelle     "Ethical AI is an interesting term because I've always worked for these huge companies building very large AI systems and the ethics weren't mine. And I realized very early on that ethics, though it sounds great in practice, I'm bound by the ethics of the people I work for. That's why I now work for me!" Noelle    "I see way too many organizations just trying to build something for the sake of staying ahead and getting something out of the door to sell, and not thinking about the energy, the impact on the environment that went into it, the impact on human beings – the ramifications of all these things." Giselle     [38.43] The panel dive deeper into responsibility and accountability when it comes to ethical AI, from individual and organizational to societal and governmental.    Governance  Ever-changing regulations  Compliance  Communication Education Marketing  Corey's experience of educating young people  Curiosity  Rapidly changing technology  Open mindedness  Money/investment  Lauren's experience of AI at CMA CGM Relationships  Intent  Challenges in adoption of AI ethics   UNESCOs recommendations and principles Feedback loop  Awareness Capability to implement responsible choices  Misunderstanding around usage  Competitive advantage  Control   Internal accountability vs external accountability  Measuring/aligning vendors to ethics   Consumer power – holding brands accountable/sharing information   Commoditization of AI AI cost and development – who stands to benefit?  Impact of political climate  Empathy/understanding of others  Authenticity     "With responsible AI, if you don't implement the guidance we provide, you end up failing your customers, losing revenue, losing vendor relationships…. Responsible AI is cornerstone to growth, productivity and abundance." Noelle    [01.10.02] The group discuss how individuals can maintain and protect their energy and mental health as we increasingly embrace AI in every aspect of our lives.    Living on autopilot  Being conscious/present   Finding balance  Checking in with yourself  Human-centric  Fear   "As AI comes in, don't fear it – love it! Embrace it, go to training, learn how to use it, and use it to do the things you don't want to do." Lauren    [01.12.40] The group sum up their thoughts from today's discussion and share helpful resources for learning more.     RESOURCES AND LINKS MENTIONED: You can connect with Giselle, Corey, Noelle and Lauren over on LinkedIn.  

Welcome back to Blended!   Today, we're talking about menopause.     Women's health issues, from menstruation to menopause, have long been overlooked in workplaces, schools, even families. But, increasingly, those issues are coming to the fore. Women are finding their voices and speaking up about the things that impact them every single day. And finally people are paying attention.   Menopause has been hitting the headlines. Many organizations are starting to look more closely at the impact of menopause in the workplace, and what it really looks like to be a more supportive, inclusive employer.    But where do they start? Awareness, policies and procedures, workplace accommodations, health and wellbeing – there's a lot to consider.   Our guests will be shining a light on it today. They'll be exploring what menopause is and what it can look like for women, the stigma and negative connotations attached to menopause, and how organizations can better support women in the workplace.       IN THIS EPISODE:   [01.15] Introductions to our Blended panelists.   ·       Karin – CEO at NIRAKIO ·       Nadine – Creative Director and Founder of Mayana ·       Claudia – Retired Global Supply Chain Executive, DEI Champion and Community Activist   [07.08] The group discuss what menopause is, the common symptoms, and what it's really like for women as they navigate this transition.   "One billion women will be in menopause at this time. So it's a very lucrative opportunity, and it's also a very predatory environment." Nadine    "It's a natural stage of life that most women experience between the ages of 44 and 55. And, given that women represent 40% of the workforce today – and growing! – its impact on the workplace is a really critical topic." Claudia   ·       Stages of menopause (peri-menopause, post-menopause) ·       Psychological symptoms o   Mood changes o   Anxiety o   Lowered confidence o   Second-guessing o    Feeling a loss of control o   Rage o   Loss of patience ·       Physical symptoms o   Hot flashes o   Night sweats o   Joint pain o   Weight gain o   Sexual impact o   Lack of sleep ·       Cognitive symptoms o   Brian fog o   Inability to concentrate ·       Claudia's positive experience of training, awareness and education at IBM ·       Understanding the impact on women in the workplace ·       Identifying symptoms ·       Encouraging women to ask for help/speak up ·       Link to aging ·       Cultural differences in symptoms ·       How menopause impacts women's tolerance level for things they've been socially conditioned to quietly accept   ·       Empathy ·       Vulnerability ·       Public display of private health ·       Uncomfortable ·       Weaponization/reclaim of language   "It's a stage of life that's typically experienced in the latter stages, so it identifies as aging. I identified as getting older. So did that diminish my value to the organization, did they think I could still lead innovation when, suddenly, I'm an older member of the team?" Karin "Black women are the last to get diagnosed, they're the last to get help. And that's where we're seeing these big disparities. The menopause space was predominantly white-facing, and there was not a lot of information for racialized people, so the goal for us is to have that conversation. Because when we're serving everyone, everyone benefits." Nadine "I started making jokes that I wasn't having hot flashes – I was having power surges! But, in making those jokes, it opened the floor to discussion." Karin "To have something so personal and health related happen, it amplified that I was female in a room full of males. Not that I tried to dress like men, or act like men – but I never really tried to call out that I was female." Karin     [36.06] The panel explore the negative connotations around menopause, the stigma of aging, and how we talk about menopause, to ourselves and to each other.     ·       Tackling stigma ·       Creating awareness ·       Open conversations ·       Education ·       Women leaving the workplace ·       Feeling of diminished value and vibrancy in the workplace ·       Shame ·       Women often internalize struggle/'suffer in silence' ·       Interplay with personal life ·       Who's responsibility is it to change the conversation/challenge the stereotypes/tackle the stigma? ·       ERGs/women's groups ·       Systemic issue ·       Creating community ·       Safe spaces ·       HR   "I was a diversity and women's network leader for many years, and it wears you out… I would like to see more engagement with HR to help fuel some of these things to create awareness and reduce stigma. It can't all be on the women." Claudia   [50.34] The group discuss the impact of menopause on women in the workplace, and how organizations can better support women to thrive, not just survive. ·       Clear and inclusive policies, processes and procedures ·       Confidentiality ·       Consideration of non-binary and trans people ·       Sick leave/menopause-related absence   ·       Manager training ·       Sensitivity ·       Informed conversations ·       Legal obligations/compliance ·       Identify appropriate accommodations ·       Access to resources ·       Health benefits  ·       Employee assistance programs ·       Menopause champions ·       Peer support groups   [58.04] The panel reflect on the different ways women can take control of their own health and wellbeing during menopause. ·       Advocacy ·       Try something different ·       Therapy ·       Alternative medicine ·       Medical referrals/recommendations ·       Keeping records ·       Taking control    ·       Assessing the symptoms that are having the biggest impact on quality of life ·       Keeping a symptom diary ·       Proactive approach to health    ·       Understanding triggers and managing responses  ·       Non-judgement   [01.03.58] The group sum up their thoughts from today's discussion.    RESOURCES AND LINKS MENTIONED: You can connect with Karin, Nadine and Claudia over on LinkedIn.  

Let's make something beautiful – flipping the script on privilege   Welcome back to Blended!   Today, we're taking on a topic that's been a part of many of our conversations here on Blended, from immigration to education – privilege.   According to a March 2025 report, conventionally attractive employees earned $20,000 more than co-workers due to an apparent 'pretty privilege.' Meanwhile, another report revealed that white people as a group have better employment outcomes than their black peers. There's even tall privilege – taller men earn more and are more likely to be seen as leaders.       There are so many different types of privilege at play – but are they all negative?   Our guests will be taking a closer look today. They'll be exploring what privilege really means, its relationship to bias, the mindset of accepting or rejecting privilege, and our shared responsibility in tackling the negatives and leveraging personal privilege for good.     IN THIS EPISODE:   [00.57] Introductions to our Blended panelists.   ·       Dr Lee – Owner at CRHT Health Equity ·       Christy – Professional Services Consultant at Tenstreet ·       Nik-Keisha – Founder of Nik-Keisha Moodie Coaching and Development  ·       Bobbie – Founder at Carlton PR & Marketing and Innovation Women   "The reality is that working in DEI is really hard right now. The DEI space has been reduced to almost nothing, so people are pivoting. Because the things that DEI did still need to be done, even if DEI is something that companies are trying to move away from." Dr Lee   "I understand firsthand the challenges that come with limited access to resources, mentors and visibility. So my mission is to create inclusive actionable pathways to success because, when we empower those who are often overlooked, we don't just build businesses, we build legacies." Nik-Keisha   [08.00] The group discuss what privilege really is, and what it means to them.   ·       Earned vs unearned ·       Spans multiple areas, from gender to ability to race ·       Intersectionality ·       Context ·       Network ·       Resources ·       What you're born with ·       Built relationships ·       Struggles aren't equal ·       Defensiveness ·       Privilege as a trigger ·       Mentorship ·       Education ·       Projection ·       Insecurity ·       Masculinity ·       Self-awareness ·       Emotional intelligence ·       Conference appearances ·       Perception       "Privilege is any unearned advantage, usually attributed to a physical attribute." Christy   "Intersectionality is the continuum between privilege and penalty… Where you have privilege in one place, you may not have it in another… Privilege is contextual." Dr Lee   "There's a masculine tendency to prove something, to project insecurities when you feel like you're being criticized… I'm starting to understand how my masculinity gets triggered into producing a performance... But the reality is that the majority of us don't have the introspection to recognize when that trigger has been set, let alone the emotional intelligence to step back." Dr Lee "The population looking like that sends a message – those people are the perceived authority. Someone that an audience may perceive as more expert, more credible, even if they have the exact same qualifications." Bobby   [30.43] The panel explore how society has built set narratives around privilege, and people's reactions to it.     ·       Unlearning learned behaviors ·       Curiosity ·       Open conversation ·       Asking good questions ·       Bias ·       New trend for 'personality hiring' ·       Self-worth ·       Lack of understanding/awareness ·       Confidence ·       Lived experience ·       "Check your privilege" ·       Fear of invalidation ·       Privilege creates a disconnect o   People that do or do not want to recognize their privilege ·       Denial/deflection  ·       Opportunity ·       Having to prove yourself to others   "You might have to unlearn some things, and come in with the thought that: 'I don't know everything.' Conversations are super important, and I don't think one person is ever right… Ask the question: 'What do you mean by that?'" Nik-Keisha "We can't talk about privilege without talking about bias." Christy "We're assuming, we're bringing our own bias into these conversations… We need to go into them with an open mind. I always try to challenge myself to learn from people, no matter who they are, what they look like, or where I think they come from – because I could very well be wrong." Christy   [01.02.15] The group discuss responsibility, and the roles that individuals, organizations, and society as a whole play in privilege. ·       Mentorship vs sponsorship ·       Leadership ·       Financial backing ·       Personal vs systemic ·       Accountability ·       Pressure and risk ·       Transferable skills ·       Access ·       Demystifying privilege ·       Negative vs positive   [01.20.05] The panel sum up their thoughts from today's discussion.  "Imagine a world where privilege is seen as an opportunity to create a better world for those coming behind us." Dr Lee   RESOURCES AND LINKS MENTIONED: You can connect with Dr Lee, Christy, Bobbie and Nik-Keisha over on LinkedIn.  

Is a re-brand the answer? The face of ERGs in 2025     Welcome back to Blended!   Today, we're re-visiting a popular topic from a previous show – ERGs.     We took a closer look at ERGs towards the end of 2024, and covered a lot of the basics – how they work, the challenges and opportunities, and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs.   But, since that episode, a lot has changed. The US has a new administration, and one that has made bold moves in the DEI space. Now ERGs, like many other initiatives, are under the microscope – despite the widely accepted benefits. And Lowe's, Ford and John Deere are just some of the high-profile names that have shared plans to scale back ERGs.   Meanwhile, others seem to be aiming for more of a re-brand. PR Week said that 'in the age of aggressive anti-woke activism, companies are repackaging their ERGs to take a potential target off their backs while continuing to give their talent a sense of belonging and acceptance.'   So, what does that all really mean? Today's guests are going to be unpacking it for us today.     IN THIS EPISODE:   [01.20] Introductions to our Blended panelists.   ·       Amy – Senior Director of Network Supply Chain at UScellular   ·       Eric – Senior Technology Editor at Journal of Commerce    ·       Hady – Founder and CEO at Boldly Speaking LLC and author      Lori - President at Benson   [08.43] The group discuss what ERGs are, their purpose, and what they mean to them.     ·       Sense of belonging ·       Inclusion ·       Safe spaces ·       Authenticity ·       Community ·       Centered around employee engagement, eg. o   Professional development o   Events o   Community service o   Discussions around important topics  ·       Feeling seen/affirmed ·       Evolution ·       Having people to relate to ·       Fighting isolation ·       Issue with ERGs being under-resourced or under-messaged   ·       The challenges of allyship  ·       Builds culture ·       Talent development – helps develop leadership/managerial skills  ·       Learning/education ·       Insight into microaggressions and challenges     "They're like clubs for employees that share an identity… As a Latina in corporate America, ERGs are the spaces I've felt the most comfortable, the most at home. Sometimes, they were the only places I could really be myself." Hady "There's a hesitance, even for people who want to be allies – you don't want to be imposing yourself in a space that's designed to make people feel comfortable… It's a challenge to know where you can participate and it's helpful, and where you step back." Eric   [24.03] The panel explore the challenges and opportunities of allyship, and share their personal experiences.      ·       Balance ·       Respect   ·       Hady's experience of positive allyship ·       Collaboration ·       Intersectional allyship and ERGs ·       Making introductions/connections ·       Company size ·       Empathy ·       Lived experience ·       Blended families ·       Allies in specific functions ·       Keeping allies in the minority  ·       Intent ·       Hady's perspective on an individual running a Latinx ERG who was not Latin themselves   ·       Amy's experience of helping develop an ERG and grow a community as an ally       "I also serve as an ally, and know how uncomfortable it can be... I have to be mindful of how much space I occupy when I'm there, because that space is not for me… You're there to show support. Sometimes that means you speak up, and sometimes it just means you hold space for others." Hady        [48.25] The group discuss how ERGs have evolved, what they look like today, and how organizations can access the support of people like Eric in light of allyship challenges.   ·       Hady's experience of how ERGs evolved over the years in the companies she worked for ·       Short-term goals and long-term plans for ERGs ·       Purpose ·       How companies can leverage ERGs to help understand/communicate with customers   ·       ERGs linked to current dismantling of DEI strategies   ·       Measuring impact ·       Equitable access ·       How engagement has changed ·       Eric's experience of volunteer groups at JOC ·       Investing in ERG leaders o   Payment/bonuses o   Rewards and recognition o   Career development/leadership training ·       ERG partnerships ·       How allies can help in a meaningful ways ·       Non-alienating language ·       Making things less corporate ·       Making things personal ·       Utilizing networks ·       Awareness ·       Stepping outside your comfort zone   "Are you just ticking a box for people, or are you arming them with the tools to work better with one another, and appreciate each other better?" Eric     "They've gone from informal support groups to strategic partners with the organization." Lori "If your company has done away with DEI, make sure you're still giving your ERGs very explicit direction about their charter and goals. And if they don't have DEI objectives they're working towards, they need a new north star. That could be around belonging, culture, employee engagement – we still want to measure impact and see what the group is doing." Hady "We've seen a lot of evolution… I joined a group where people weren't engaged, and it was a struggle for me… I ended up being the chair, we planned the first international women's day event, and we just built on it." Amy "I want the outreach to be as plain spoken as possible, and let me know what my value to the group is rather than what I get out of it… No one is going to get involved in this if they're not the type of person who thinks they can be a difference maker, or they don't understand." Eric     [01.22.12] The panel sum up their thoughts from today's discussion.    RESOURCES AND LINKS MENTIONED: You can connect with Amy, Eric, Hady and Lori over on LinkedIn. [LINK TO OTHER RELEVANT PODCAST EPS]

The different faces of identity: Navigating sexual orientation and gender expression   Welcome back to Blended!   Today, we're talking about sexual orientation, gender identity and expression.   Discussions around these issues have been hitting the headlines more and more in recent months. And it's fair to say that many recent rulings and debates have felt like a step backward for a lot of different communities – they just want the freedom to be themselves. But there's a fundamental lack of understanding. A lot of people just don't understand what it means to have a different identity or expression. And a lack of understanding, the unfamiliar or unknown, is what often sits behind fear.   So today we're going to be opening up a conversation to encourage understanding, so we can fight that fear and create spaces that are safe and welcoming for everyone.   IN THIS EPISODE:   [01.02] Introductions to our Blended panelists.   ·       Kai – Social Scientist, President of TransFocus and speaker ·       Ross – Vice President at GLAAD Media Institute, author and speaker  ·       Kiara-Kumail – Employee at White Ribbon and actor     [04.23] The group explore sexual orientation, gender identity and gender expression and the many factors around these topics, from pronouns and labels, to authenticity and fear.   ·       Sex vs gender ·       Labels ·       Evolution of labels/identities ·       Words/identities mean different things to different people ·       'I am' vs 'I identify as' ·       Asking open-ended questions ·       Creating safe spaces o   What are they? o   How do we create them? o   Language o   Infrastructure o   Support/listening ·       We're more than just our identities ·       Definitions becoming reductive ·       Problems with identity becoming politicized  ·       The growth of LGBTQIA+ ·       Pronouns ·       How we introduce ourselves    ·       The nuance of curiosity and asking questions ·       Respect ·       Fear of making a mistake ·       Being open to being corrected ·       Acknowledging, and apologizing for, mistakes ·       Making assumptions ·       Internal vs external ·       Control ·       Cultural rules ·       How gender expression relates to physical safety ·       Masculinity and femininity ·       Shifting gender expression to suit different environments ·       Belonging ·       Authenticity ·       How anti-trans sentiment also harms cisgender people     "Labels will never fully be able to capture everything, though they help people identify in certain ways. Ultimately, it's not about fully understanding everything, it's about respect and being a good human being. And labels expand and mean different things to different people. The community exists beyond a monolith, we all have different opinions – there's no one easy answer unfortunately." Kiara-Kumail   "Sexual orientation and gender identity are not just LGBTQ things, they're something we all have. We all have a way in which we know and understand ourselves, and share it out with the world." Ross   "There's no right or wrong… But the way we can be more expansive is to say: 'Tell me about yourself.' It's an open-ended question, and then people can feel free to share whatever they want... Sometimes people are hesitant, because they don't know whether it's safe to share." Kai   "If someone raises an issue, that's a big deal because it takes so much energy. Most people in the research we do, do not raise issues. About 75% have issues, but don't raise them." Kai   "Introducing yourself is a good way to do it. Because, if you're asking, be honest: Are you asking the only visibly trans person in the room, or are you asking everybody that? Sometimes inclusion can actually be exclusionary. It's good practice not to single one person out." Kiara-Kumail   "For trans and non-binary folks, people often misread them – we look at the exterior and jump to conclusions… They're misgendered about 70% of the time, it's on a daily basis, and that's a heavy burden to bear." Kai     [40.44] The panel share an overview of where the US currently is with gender and sexuality issues, why many feel that we've taken a step backwards, and why it's so important to continue to talk about these issues openly and without judgement.   ·       Similarity to the persecution of gay men during the AIDs crisis in the 1980s ·       Modern radicalization of boys and men ·       Manosphere ·       Danger of discriminatory echo chambers ·       Dehumanization ·       Allyship ·       Honest, open dialogue ·       Separating fact from fiction  ·       Combined vision – weaving in women's and men's issues ·       Overlapping needs/intersectionality ·       Shared benefits ·       Trying to turn negatives into positives ·       Speed of change     "We'd previously been making quite a lot of progress, especially on trans issues and rights… Now it feels like a reversal. But I think it's a pause, to allow more people to catch up… I try to understand many different perspectives and I hear time and time again: it's too fast. So, OK – let's regroup, restart the conversation, go back, and go through the basics." Kai   [49.40] The group discuss what organizations can do to support the LGBTQIA+ community in the current political environment.   ·       Increasing millennial and Gen Z affinity with LGBTQ community ·       Millennial and Gen Z groups are customers and employees – driving expectations ·       Support grounded in values ·       Difference between what organizations say and do (social media vs real policy) ·       Need for larger systemic change, changing norms ·       Appreciation of queer culture, not just people ·       Analysis of biases ·       Providing health insurance that covers gender affirming care ·       Organizations pulling out of Pride/removing certain stock from shelves/pulling DEI programs    ·       More inclusive parental packages, i.e. IVF and adoption ·       Support for name changes ·       Areas for active leaning, e.g. Role play   ·       Intent – the importance of trying ·       The importance of listening ·       Kai's experience of working with two-spirit first nation people ·       Trans folk are not new! o   They exist in every culture, throughout time o   Different names, e.g. 'third gender' in India o   Trans history has been erased o   Colonialism set certain parameters for gender, expression, marriage, etc. ·       Calling in experts – and paying them! ·       Context ·       Consistency ·       Self-reflection   "In the US, despite everything we've talked about, peoples affinity with the LGBTQ community has only grown – it's tripled since 2012 when Gallop started measuring… And that growth is from Gen Z and Millennials… Which means, for companies and organizations, these are your customers, these are your employees and your future leaders." Ross "It's going to be a smaller group, but a more effective one. Because those are the ones that want to do the deep work." Kai "People feel neutral to positive about things like Pride merchandise… the same way they think about a sports team brand. What's the difference between wearing a rainbow t-shirt or a Vikings jersey – to a lot of people, they're the same thing."  Ross "It's about showing up, it's about listening, and getting to know. Because when you have a depth of knowing, you can start to take more tangible action in a way that's connected with people. It's relational." Kai   [1.14.18] The panel sum up their thoughts from today's discussion.    RESOURCES AND LINKS MENTIONED: You can connect with Kiara-Kumail, Kai and Ross over on LinkedIn.  

Welcome back to Blended!   Today, we're talking about inclusion – one of our favorite topics here on the show! But we're thinking about it from a different angle. Not from the team we build or the people we hire, but the environment around us. We're talking about inclusive spaces.   This might be familiar to you, or maybe it's a concept that's fairly new but, guaranteed, you'll be hearing about it more and more.   As awareness of neurodiversity grows, designing spaces that cater to the needs of individuals with diverse cognitive and sensory processing styles is becoming increasingly important. By integrating neurodiversity into design, we can create environments that are not only more inclusive but also enhance the wellbeing and productivity of all individuals, fostering greater creativity and collaboration in both work and community spaces.   And it's not just neurodiversity we have to consider. More than a quarter of Americans have a disability, which is often intersectional with other areas of diversity as well, like race or age. So accessibility in all its forms is incredibly important to make sure we're creating environments where people with all types of diverse needs can thrive.   Today, our panel are talking all about formal diagnoses – the challenges, barriers and interplay with work – the basics of inclusive spaces, and some of the ways leaders and organizations can make changes to improve cultures and create more equitable working environments for everyone.   IN THIS EPISODE:   [01.26] Introductions to our Blended panelists.   ·       Dan Roth– Strategic People Operations Executive  ·        Dr. Tiffany Jameson– Organizational Psychologist and Founder and Managing Partner at grit & flow  [07.15] The group explore diagnoses for neurodivergence – how people are diagnosed, the varied reasons for the recent increase in diagnoses, the barriers to achieving a formal diagnosis, and the importance of gaining a diagnosis for access to help. "The criteria that were used for ADHD and autism were very white, boy centered. Girls don't present like a boy in school, and so they were being missed… There's now a lot more awareness by pediatricians… And, as more kids are being diagnosed, their parents are going: 'Oh my goodness, this is very familiar!' And they go after a diagnosis for themselves." Tiffany   "A lot of people fake it till they make it – and they don't make it. It's called masking, where you're pretending to be what society calls normal, and it's hard to keep that front up." Tiffany "From a diversity, equity and inclusion standpoint, let's not beat around the bush – that term has been weaponized." Dan   ·       Increase in diagnoses o   Increased awareness o   Updated criteria o   Child-parent knock-on effect  ·       Burnout ·       Masking ·       Barriers to diagnosis o   Cost o   School system o   Limited accessibility resources o   Stigma ·       Societal expectations ·       Bias ·       Requirement to get a formal diagnosis to access help ·       Cultural impact ·       Generational trauma ·       Parental projection ·       Insecurity/fear ·       Parental grieving process – expectations "A lot of parents will reject diagnoses, not understanding the proactive measures it allows for." Dan    [32.42] The panel discuss the basics of inclusive spaces – what they are, what they can look like, and why we need them. ·       Inclusive spaces look different for different people o   Sensory impacts o   Lighting o   Clothing o   Movement ·       Self-awareness ·       Pace of change for US vs global ·       Advanced communication methods ·       Triggers ·       Rejecting ego ·       I vs we ·       Building psychological safety ·       Knowing/understanding what you need ·       Self-advocacy ·       Asking/listening ·       Ongoing conversation/process ·       Accommodations in hiring processes and potential biased impacts of using them ·       Social anxiety in working environments ·       Education ·       Change management ·       Step-by-step improvements ·       Work from home/work from office ·       Companies ticking boxes/policies 'for show' ·       Compromise/finding the middle ground   ·       Issues with general education – setting kids up for success/failure ·       Unique point in time o   Different generations working together o   Different perspectives and concepts coming together    o   Different levels of understanding/acceptance o   Difference in communication styles ·       Overwhelm ·       Grace ·       Empathy ·       Looking at people holistically   "An inclusive space is something that's individualized, it's person-centered. So what's inclusive for me isn't necessarily inclusive for you. So that's where it can get confusing – how do we generalize inclusion? But there are some best practices, so we think about places where people can get what they need to enjoy the experience, like they belong and have a right to be there." Tiffany "The reality is that no one has conquered this idea of the inclusive space, especially in corporations… There's so much that goes into it, I don't believe we're at a point where it's possible. For us to be truly inclusive, we each need to de-colonize ourselves and understand at a very visceral level what makes us tick, what our fears and triggers are, and we need to be able to express and explain those to others where ego doesn't come into play." Dan "Neurodivergent people, disabled people – people in general! – don't know what they need to do their best work." Tiffany   "It doesn't matter if you change process if you're not changing behavior – this is all a change management process." Tiffany "I need to be comfortable, and to work in the situation I feel best. And companies with a return to office mandate are basically saying they don't want me at my best. They want me to be a number, a figure, to fall into line with what some white guy in an ivory tower thought was the right way to be. Who created this baseline we all have to live up to? The return to work mandate does not create equity." Dan   [01.07.02] The group explore some of the easy ways organizations and leaders can create more inclusive spaces and develop more equitable workplace cultures.     ·       Hiring processes o   Job descriptions o   Reasonable accommodations o   Educating hiring managers o   Being person-centered o   Language o   Diverse interviewers ·       Retention processes o   ERGs o   External support o   Funding o   Giving people time to process/prepare o   Providing information in multiple mediums o   Changing working practices/methods of communication  o   Approach to meetings o   Management support ·       Impact of current administration ·       Gap in services between childhood and adulthood   [1.27.39] The panel share final resources and sum up their thoughts from today's discussion.  ·       Culture City ·       Fear of 'doing it wrong' ·       Feel the emotion   RESOURCES AND LINKS MENTIONED: You can connect with Tiffany and Dan over on LinkedIn.  

Taking care of your team: why you can't afford to ignore mental health at work   Welcome back to Blended!   Today, we're talking about something that is often a strand that weaves through many of the issues we talk about here on the show, from burnout to bias – and that's mental health. But today we're focusing in on mental health, and putting the spotlight onto how it interacts with work.    Almost 60% of the world population is in work, and we spend a lot of time there. We often spend more time in a workplace than we do at home, more time with our colleagues than we do our families!   That amount of time, the environment we're in, the people around us, the culture – all those elements of work are going to massively impact us. And, of course, everything that happens at home, we're inevitably going to take to work with us as well.   So it's incredibly important to prioritize mental health. But, unfortunately, the numbers show we're not doing a good enough job. Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of $1 trillion per year in lost productivity. Not to mention the impact on those people's wellbeing.   So what we can do?   Our panel are going to be exploring what's going wrong, as well as sharing some of the ways we can all protect and promote good mental health at work.     IN THIS EPISODE:   [01.21] Introductions to our Blended panelists.   ·       Mariana – Marketing Director at WSI and Kase ·       Prakash – Fulfilment Specialist and Founder of OTIM ·       Brandon – Founder of Warm Heart Life   ·       Debra – SVP, Marketing and Strategy at Halo Effect Management "Mental health isn't separate from work. It's the foundation of what we're doing." Debra   [07.53] The group discuss healthy work environments – what they look like, why they're so important, and how we define performance in a healthy environment.   "We have no problem talking about our physical wellbeing. It needs to be just as easy to talk about our mental wellbeing... At my office, we all got standing desks and we didn't have to justify it: sitting for hours a day, it's not good for your health. And, to me, a collaborative space where we come together and laugh and catch up on life is just as important as that standing desk." Mariana "We need to be able to slow down and ask: 'How are you?' Actually seeing the person you're working with, rather than just using them." Debra ·       Work is a big proportion of our lives ·       Mental health does not equal mental illness ·       Focus on/acceptance of physical health, rejection of mental health    ·       Brandon's experience of both healthy and unhealthy working environments, their impact, and how they could have changed the course of his life and career forever ·       Impact of leadership   ·       Importance of trying different things/working in different places ·       Communication ·       Tailoring environments – people work differently ·       Setting clear expectations and defining performance goals for individuals ·       Allowing teams to be safe in their honesty and communication ·       Recognizing burnout ·       Understanding individual's holistic needs ·       Importance of timely feedback/regular check-ins   ·       Building trust ·       Carrying weight of unhealthy cultures into new working environments ·       Psychological safety ·       Importance of slowing down ·       Over-focus on productivity ·       Resilience ·       Stress/pressure ·       Individual responsibility vs team collaboration ·       Measuring KPIs for individuals and leaders ·       Visibility ·       Leadership vulnerability – trust, leading by example and giving permission ·       Advocating for yourself ·       Community   "It really comes down to individuals and, if you have the right few people around you, you can transform an entire team just by having the right conversations. It doesn't have to be the corporate conversations where you're giving all the right trigger words, talking to the C Suite... We're all human." Prakash "We assign value to people via their productivity. Leaders are feeling the pressures, employees are. And we're not having the capacity conversation. Are we actually setting realistic expectations for ourselves, based in reality?" Debra   [59.31] Brandon's experiences with mental health, and his take on the importance of shifting your mindset away from negativity and towards positivity and problem-solving.   ·       Importance of talking ·       Personal development   [01.07.36] The panel explore responsibility, and the role individuals and leaders play in nurturing good mental health and creating positive working environments.   "We have a responsibility to show up at work and give our best. And our best isn't going to be the same every day, but we do have a responsibility to take care of our own mental health because, when we don't, everyone around us also suffers." Mariana "I've had moments where being open about my needs and mental health has made me feel exposed… If we normalize being human, it makes it safer for others to do the same." Debra ·       No one-size-fits-all ·       Creating safe spaces ·       Empathy ·       Authenticity ·       Utilizing HR and resources ·       Letting go of control/certain expectations   ·       Growth mindset ·       Vulnerability ·       Active listening ·       Leading with curiosity ·       Educating ourselves "As a leader, you have a responsibility to be aware of the people you're leading and to care for them… And, maybe this is a hot take. But if you feel like you don't have the time to be aware of your employees wellbeing, maybe you shouldn't be leading a team." Mariana "The best leaders are all trying to get better." Brandon   [1.21.53] The group sum up their thoughts from today's discussion.     RESOURCES AND LINKS MENTIONED: You can connect with Mariana, Debra, Brandon and Prakash over on LinkedIn.   Episode 53 - Burnout  

Today, we're taking on a topic you've probably heard of – it may have even impacted you personally. But you might not be aware just how linked it is to the issue of diversity and inclusion.   We're talking about noncompete agreements.   Noncompetes have long been a staple in corporate America. But, despite supposedly being in place to protect trade secrets, many workers, including low earners, have been subject to this practice, greatly restricting their career options, flexibility and earning potential.   And that's especially the case for underrepresented voices. A number of studies suggest that noncompete agreements more strongly affect women and people of color, with one finding that strict enforcement of noncompete agreements lowered the wages of women and people of color by twice as much as white men.   But things are starting to change. Last year, the FTC announced a rule banning noncompetes. Whilst it was largely welcomed by workers, not all employers were so happy about it.    So we're going to dive into the issue today. We're going to talk about what noncompete agreements are, how they harm workers, especially women and other underrepresented voices, and share ideas for how organizations can build trust and employee retention, without restrictive contracts.     IN THIS EPISODE:   [01.38] Introductions to our Blended panelists.   ·       Kiran – Founder and CEO of M2M Business Solutions, and CEO at Brar's   ·       Karin – CEO at NIRAKIO ·       Chelsey – Founder of The Asterios Group   [05.08] The group discuss noncompete agreements – what they are, their purpose, why people sign them, the challenges, and how they ultimately harm workers.   ·       Restricted transitions from employed to self-employment/entrepreneurship ·       Restricted employed career growth ·       Can they actually be managed? ·       Who really wins? ·       Who is considered competition? – Understanding your exposure as an employee ·       Regular monitoring and updates   ·       Challenge to enforce ·       Time and cost implications ·       Role in sales ·       Negotiation ·       Complexity ·       Intent ·       Lack of understanding – employees often don't understand the potential depth of the contract ·       Ethics/integrity ·       Multitude of agreements: o   Noncompete o   Non-solicitation   o   Exclusivity o   Separation agreements o   Mutual non-disclosure   o   Confidentiality o   NDA ·       Making it too easy to sign ·       Different interpretations/translations/meanings   ·       Contradiction ·       Trust ·       Impact of words on culture ·       Role of technology ·       What can you actually restrict? ·       Can you restrict people and not AI? ·       Evolution of noncompetes ·       Company IP vs personal IP   ·       Impact of job-hopping ·       Retention incentives   ·       Asking for more money ·       Creating the right culture ·       Impact of economic conditions and market changes ·       Judgement ·       Senior vs junior employees   "At the highest level, it sounds like a good idea. It's at least a good idea for the employer, but not always for the employee." Karin "It's a system that's put in place with the right intentions, to overcome certain issues, but I personally feel that it doesn't fulfil the requirements either for the employer or the employee."  Kiran "It was originally designed to protect companies, but I don't think that's where it's sitting today." Chelsey "It's something that has to be monitored, managed and updated – and potentially resigned on a  regular basis, if a company is serious about its intent behind the noncompete. That's very expensive, and each and every time you request an employee to re-sign, it's a time for that employee to reconsider if they still want to be a part of that organization." Karin "Fewer than 10% of workers negotiate these agreements." Chelsey   "Can everyone talk about the meaning of the words?! The words have lost all meaning, they've become buzzwords... Let's talk about the words as part of impact on culture." Kiran "It's so hard to restrict information in a human brain. If I'm an employee in one place and go to another, I didn't say anything about my previous job… but I still have lessons learned and knowledge, I'm not sharing information customer-to-customer, but I'm going to have new solutions. There are certain things you can't restrict, even when you're being ethical." Kiran "When you build a body of expertise in a particular market segment, you're more valuable in that market segment… My personal IP makes me more valuable, so why would I want to restrict my ability to serve within that area?" Karin "30-40% of employees are asked to sign an agreement AFTER they've already accepted the job." Chelsey   [01.04.22] The panel share their stories and personal experiences of encountering noncompete agreements, and the lessons they learned. ·       Impact of coaches and mentors ·       Legal costs ·       Signing without reading ·       Asking questions ·       Impact of age ·       Impact on industry as a whole ·       Personal power ·       Time boundaries around restrictions  ·       Pay attention to the 'what-if?' ·       Transparency "Employers: try to build a culture of trust, celebration and appreciation – make your company a place people don't want to leave. And if they do, they don't want to hurt you!" Chelsey   [01.15.18] The group sum up their thoughts from today's discussion.     RESOURCES AND LINKS MENTIONED: You can connect with Chelsey, Karin, and Kiran over on LinkedIn.   Episode 34 - Climbing the Career Ladder: The Truth About Workplace Seniority Episode 15 - Age is Just a Number    

Today, we're talking about something that has been around a long time but, until relatively recently, wasn't talked about openly or officially recognized – and that's burnout.   Burnout has been hitting the headlines more and more. From ongoing disruption to widespread corporate cost-cutting, the pressure on teams and individuals—regardless of industry—is high. And, despite being increasingly literate about health and well-being, many still find themselves stressed, overworked, and exhausted.   And, ultimately, people are being driven out of the workforce. In a time when labor issues are an ongoing and costly issue for many organizations, we cannot afford to ignore this burning issue.   Our panel will be exploring what burnout looks like, the multitude of physical and emotional symptoms, how to recognize it in ourselves and others, the balance of responsibility between leaders, organizations, and individuals, and what people can do to combat burnout.  

Today we're talking, once again, about mentorship. We dove into this huge topic back in  episode 48 and covered a lot of ground. But one thing we didn't talk about was sponsorship.   A few years ago, sponsorship was a topic I didn't think too much about. But I've found myself talking about it more and more on my Women in Supply Chain series, so I decided it was time to take a closer look. And, as organizations strive to create more inclusive and equitable workplaces, it's important that we do.   Sylvia Ann Hewlett, author of the book Forget a Mentor, Find a Sponsor said that sponsorship has long been the inside track for white men. Men are 46% more likely than women, and Caucasians are 63% more likely than professionals of color, to have a sponsor seeing to their success.   And those are figures we all have a responsibility to change.   Our panel will be diving into exactly what mentorship and sponsorship mean, and the difference between the two; the big question of whether or not sponsorship is favoritism; and what leaders and individuals can do to create positive sponsorship experiences that work for everyone.     IN THIS EPISODE:   [01.15] Introductions to our Blended panelists.   ·       Ahmed – Global Business Development Director at GN TEQ ·       Sandy – CEO/Owner at Cahill Consulting Marketing ·       Julienne – Principal at J.Ryan Partners ·       Doug – VP of Marketing Strategy at Position : Global ·       Katie – Senior Vice President of Industry Relations and Strategic Initiatives at Manifest: The Future of Logistics   [08.21] The group discuss what sponsorship and mentorship mean, and the difference between the two. ·       Private vs public ·       Advocacy ·       Mentorship o   Emotional support o   Help and tools o   Teaching/knowledge-sharing o   Boost self-esteem o   'Special friend'/cheerleader  o   Co-worker o   Organic o   Two-way o   Private relationship  o   Fluid ·       Sponsorship o   Boss/leader o   Introduce opportunities   o   Earned/chosen    o   One-way o   Public relationship o   Influence o   Formal o   Reputation – career impact   ·       Visibility ·       Consistency ·       Putting in the work ·       Setting the foundations ·       Contracts ·       Goals ·       Expectations ·       Responsibility ·       Passion ·       Potential ·       Intent ·       'Personal board of advisors' ·       Relationship-building ·       Trust "A mentor is someone that provides advice, support, and coaching… A mentor falls in the private relationship side of things, and sponsorship becomes much more public… Looking at that full spectrum is really important." Katie "A sponsor can open doors for opportunity. A mentor provides the tools; supports the person and guides so they can open those doors." Sandy "With sponsorship, the number one implied rule is that, if somethings comes of this as the person being sponsored, you're going to do a great job and make the sponsor look good." Doug "We've been going through a lot of lay-offs, a lot of transitions. We can't depend on just one person to champion us… I coach people to make themselves visible to multiple people who could advocate for them. And the more you have somebody validating this persons worth, the more chance they have to move ahead. They're no longer one person's favorite." Julienne   [39.21] The panel reflect on whether or not sponsorship is favoritism, and how we challenge leaders to create a more level playing field across both corporate and small to medium sized environments. ·       Bias ·       Formal programs ·       Managing connections in SMEs versus corporate ·       Resources ·       Education   [51.39] The group explore what individuals can do to open up conversations and create sponsorship opportunities; and they share their personal experiences of sponsorship and what we can learn. ·       Confidence/self-doubt  ·       Imposter syndrome ·       Authenticity ·       Initiative ·       Writing down goals ·       Sharing achievements ·       Asking questions ·       Self-advocacy ·       Understanding your 'why' ·       'Ladder approach' ·       Understanding/learning different communication styles ·       Honesty ·       Respect ·       Empathy ·       Grace ·       Listening ·       Be brave ·       Be proactive ·       Be prepared ·       Be humble   "Every six months or so, jot down what you've done – it's so easy to forget about your accomplishments… When you've got the facts behind you, it's easier to advocate for yourself. Your advocacy is based in accomplishments and objectivity, not just 'I want.'"  Doug "It's a matter of asking for advice… Be prepared, do your homework. Instead of personalizing it, take a moment to step back and assess: What is your next step? What would really push you forward?" Julienne   [01.16.05] The panel sum-up their thoughts from today's discussion.     RESOURCES AND LINKS MENTIONED: You can connect with Ahmed, Sandy, Julienne, Doug, and Katie over on LinkedIn.   From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship - Episode 48  

Today, we're talking about inclusion.    Now, this is not the first time we've talked about inclusion on the show. It's a key part of building working cultures and environments that we all want to be a part of.    But it seems that the way organizations are viewing inclusion might be changing. A number of leading diversity officers are reporting pushback against diversity, equity, and inclusion programs, with many organizations shifting their focus to inclusion only.   But is it that a good thing?   Because diversity is a fact, we're all different. But inclusion is very much a choice. And, as workplaces continue to grapple with the changing face of the DEI landscape, it's become increasingly clear that inclusion isn't something that just happens. We have to work hard at it. It needs a proactive approach from everyone involved, top down – it needs intent.   Intentional inclusion is now a growing trend in the DEI space, and we're going to be putting the spotlight onto it today.        Our panel will be diving into what intentional inclusion means, and the different areas it's comprised of; how we promote intentional inclusion and the barriers getting in the way; the need to create safe spaces; and the language we use to bring intentional inclusion to life.    

Today, we're talking about generational diversity.    Demographic change is one of the biggest issues facing contemporary workplaces. The working-age population in the US is reportedly contracting at a pace not seen since World War Two but, unlike that time, there's no expected baby boom to compensate for it – in fact, each generation is getting smaller. We now find ourselves with a shrinking younger population and a growing older one. But, despite that reality – showing a clear need for older people to remain in the workforce – we've actually seen a surge of those older people exiting the workplace in the last few years. From early retirement and what Harvard Business Review called a "caustic mix of ageism and cost-cutting measures during the pandemic," businesses let older people go, without considering the reality of recruiting and retaining the younger workers to fill those roles. And, as a consequence, we've seen many organizations struggle to build and maintain reliable, resilient, and effective workplaces.      It's clear that, in order to set themselves up for success now and in the future, organizations need to embrace generational diversity – they need to learn to bring those cultures together, leverage their varied skillsets, and build environments that allow everybody to shine.  So, our panel are diving into all of that today. They'll be talking about what generational diversity means; labels placed onto different generations, and the typical perspectives and working styles you might expect from them; navigating difficult conversations in the workplace; and how to put a focus on nurturing generationally diverse working cultures.     IN THIS EPISODE:   [01.40] Introductions to our Blended panellists.   ·       Merlinda – Chief Community Strategist/Consultant at Community Sauce ·       Betty – Business Continuity Management Consultant at Kildow Consulting  ·       Crystal – Founder and Head of Partnerships at Digital Culture Group ·       Annik – Marketing Strategist and Social Media Manager   [05.40] The group explore the fundamentals of generational diversity; the labels placed on generations; navigating different perspectives and misunderstandings; and managing difficult conversations.    ·       Changing work environments ·       Working towards shared goals ·       Grace ·       Acceptance ·       Openness ·       Embracing the natural cycle ·       Generational groups, eg. Millennial, Gen Z, Gen X, Baby Boomers, etc o   Personality traits o   Perspectives o   Ways of working o   What each generation brings to the table o   Finding the balance o   Getting to know people as individuals ·       Differences between America and Europe, different cultures ·       Bias    ·       Stereotypes ·       Connection ·       Influence ·       Misunderstanding ·       Training ·       Mediators ·       Bringing in professionals in people and culture ·       How we navigate tough conversations ·       Influence of an organization's culture ·       Influence of gender ·       Embracing difference ·       Worth ·       Judgment ·       Preconceptions ·       Traditional/reverse mentorship ·       Sponsorship ·       Allyship ·       Vulnerability   "Are there differences? Yes. Are they something we have to fear, and worry about overcoming? No! Generational diversity is something we should accept, embrace – and look for the value." Betty "To me, the biggest concern in generational diversity is people not being open to one another. There's where problems arise." Annik "Maybe it's our way of understanding people, we want to put them in a category. Bu that's a mistake… There isn't one person in the world that is going to comfortably and totally fit into a box. We're all the sum of so many different components." Betty "Millennials are kind of scrappy! We're going to say what we feel, because respect is our number one priority... We had to deal with so much to change the workplace to what it is now, from convenience to diversity, we had to fight for that to happen." Crystal   "I've noticed resistance to my perspective... As a Gen Zer, sometimes I feel misunderstood." Annik   [51.24] The panel reflects on their personal experiences of generational diversity in the workplace, and what they learned. ·       Ego ·       Pride ·       Role of therapy ·       Empathy ·       Lack of understanding  ·       Asking questions ·       Responsibility ·       Leadership ·       Appreciating the contributions of other generations    [01.18.13] The group discussed how we prioritize generational diversity while managing other pressing DEI issues in the workplace and shared some practical tips. In a survey by the Living, Learning, and Earning Longer Collaborative Initiative, more than 8 in 10 global leaders recognized that multigenerational workforces are key to growth. However, less than half of companies include age diversity in their DEI initiatives. · Age-neutral language ·       Eliminating age bias in hiring ·       Flexibility ·       Communication styles ·       Customized benefits   "Companies are acknowledging that in order to diversify their hiring, they have to diversify their offerings." Merlinda    [01.26.35] The panel sums up their thoughts from today's discussion.  "Every generation has a superpower, and when you learn how to leverage that superpower, it makes you a powerhouse." Merlinda   RESOURCES AND LINKS MENTIONED: You can connect with Merlinda, Annik, Crystal and Betty over on LinkedIn.   [LINK TO OTHER RELEVANT PODCAST EPS]