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Welcome back to Blended! Today, we're talking about equity in a hybrid world.  The world of work has changed dramatically over the past few years. Hybrid working has given employees more flexibility and choice, but it's also raised an important question: is that flexibility actually creating a more equitable workplace? Because not everyone experiences hybrid work in the same way. Where you work can influence your visibility, access to leadership, career opportunities, learning and even how your performance is perceived. At the same time, organizations are navigating changing employee expectations, skills shortages, AI, new approaches to productivity and a growing focus on well-being and culture. Today, a brand new panel will be diving into what equity really looks like in a hybrid world – and what leaders can do to make sure flexibility creates opportunity, rather than another divide. IN THIS EPISODE: [01.04] Introductions to our Blended panelists.  Shirin – Wonder Woman of Tech, Advisor at The NORTH, Founder/CEO at PlayWerks and WhizGirls Academy Lindiwe – Project 2030: Global Community Engagement Leader at Google, Founder/Executive Producer at FutureState Collective Group and Host of They Tried It Andre – Founder/Chief Strategist at HIGH-VALUE CUSTOM MANAGEMENT, LLC [09.44] The group explore what equity really means in a hybrid world, why it matters increasingly to employers, and how hybrid working can create new forms of bias and inequality – often unintentionally. Intention Bridging the gap Assumptions Strategy Understanding Asking the right questions Limitations of online spaces Creativity Community Trust Visibility Promotion Performance Micromanaging/tracking Legal/privacy implications Resentment Individuality Impact on women Culture Control Increase in nomadic working Mental health Neurodivergence Accessibility Nuance Generational difference Bias Power/hierarchy – weaponized use of in-office  Role of HR Balance Investment in physical office space Flexibility Proximity "We're talking about intention… We have to understand what that team looks like, what those people need, and where you're going with them… People in leadership often assume they know what their employees need, but they never ask the question." Lindiwe "It's equal promotional opportunities, visibility, trust, and career development." Andre "People try to attach hybrid workplaces to laziness. But, the truth of the matter is, if we focus on what actually works for the individual, we might become better aligned with how successful a team can be." Lindiwe [41.09] The panel discuss who should take responsibility for creating equity, the barriers that stand in the way, whether hybrid working is creating a new divide, and what it takes to make hybrid working work for everyone. Policy Education Asking the right questions Different team schedules Impact of global workforce Collaboration Communication SOP's Tightly defined job roles and responsibilities Expectations Evolution "It can cause a divide that affects company performance. There's fatigue and challenges with proximity, which get even worse on a global sale. And then when you have different schedules in-office when you're trying to deliver a core strategy, it's very impactful." Andre  "If you weren't a team that had good communication, order and SOP's before, you're not going to have them when you're virtual, either. Becoming a virtual team starts to magnify what was already not working… but does it have to stay that way? No." Lindiwe [01.00.22] The group explore whether AI can genuinely help create a more equitable workplace – and the opportunities and risks that come with it. Fear Governance Democratizing AI Training/programs Ethics Auditing, outside of HR Empowerment [01.10.58] The panel discuss the biggest changes organizations need to make now to create a more equitable, engaged and future-ready workforce – and the one message they hope listeners take away from the conversation. RESOURCES AND LINKS MENTIONED: You can connect with Lindiwe, Andre, and Shirin over on LinkedIn.

Welcome back to Blended! Today, we're talking about religion. Religion is one of the most personal aspects of our identity, yet it's often one of the least discussed topics in the workplace. While many organizations have made progress on diversity and inclusion, religious identity is still frequently overlooked. And that's understandable. Conversations about faith can feel sensitive and complicated. But avoiding them doesn't make religious diversity disappear. Instead, it can lead to misunderstanding, exclusion, and missed opportunities to build truly inclusive workplaces. The reality is that people don't leave their beliefs and values at the door when they come to work. For many, faith shapes how they make decisions, interact with others, and see the world. It also intersects with culture, ethnicity, gender, and other aspects of identity, making inclusion far more nuanced than a one-size-fits-all approach. So, what does meaningful religious inclusion actually look like? Today, a brand new panel will be diving into understanding religion in the workplace, the common misconceptions, how religious identity influences the way people show up at work, why it's important that organizations don't overlook religion, and exactly how organizations can create workplaces where people feel respected, while balancing business needs. IN THIS EPISODE: [01.33] Introductions to our Blended panelists.  Talyn – Public Identity Expert, and Host and Executive Producer of The Fairy BOSSmother Naomi – Corporate Marketing Communications and Content Manager Dave – Host of The Teaching Journeys Podcast and Adjunct Professor at Utica University Abby – Senior Material Planner at Ferrara and content creator [06.11] The group explore the understanding of religious identity at work, why it's important that organizations don't overlook it, and how religious identity influences the way people show up. Naomi's experience as a white Jewish woman in the workplace Bias Stereotypes Religion impacting the way people see you/interact Talyn's experience as a practicing Muslim Visibility/exposure Religious hurt Dave's experience of rejecting childhood religion People's religion being 'forced' onto others in the workplace Abby's experience of becoming a Christian as an adult Triggers/emotional sensitivity Level of comfort Isolation Asking permission/boundaries Private vs public Respect Curiosity 'Walking on eggshells' Personal relationships  Self-advocacy Religious holidays Navigating differing levels of religious observance Size of organization Politicization of 'Merry Christmas' or 'Happy Holidays' Finding the balance "Religion and faith has the potential to shape someone's world view. So to completely overlook it is to overlook the core person, their values and beliefs. Looking at religion is an opportunity to understand the people you work with." Abby  "We need to position ourselves in a place of curiosity and wanting to learn, as opposed to questions that could be interpreted as judgmental or inviting antagonism." Dave  "Nobody wants a target on their back, or a spotlight, when they're talking about this. Being discrete is important, knowing when it's the right time and place. It's a bit of a dance… But, when somebody needs something, they should be able to advocate for themselves." Talyn  [01.04.30] The panel share common misconceptions and misunderstandings around religion in the workplace, and how to tackle them. Impact of broader societal events, eg. War How religion is talked about in the media Labels Assumptions     Leaders not feeing 'qualified' to have the right conversations  Role of leadership Identity Religion is just one lens to be viewed through  Allyship Intersectionality Outward appearance "People are complicated. Christians or Muslims aren't a monolith so, when it comes to religion in the media, I'm very conscious of representation. But I don't want to approach it defensively, I want there to be room for nuance – disagreement is good." Talyn "Common misconceptions are that your outward appearance reflects your religious expression, or that your religion has a direct correlation to your vote and political affiliation." Abby  [01.25.01] The group sum up their thoughts from today's discussion.  "You don't owe the world every version of you. Decide what belongs to you, what belongs to the people you love – and then decide what you're willing to let the world experience from you." Talyn   RESOURCES AND LINKS MENTIONED: You can connect with Talyn, Naomi, Dave and Abby over on LinkedIn.  [LINK TO OTHER RELEVANT PODCAST EPS]

Welcome back to Blended! Today, we're taking on a difficult topic – workplace harassment.   You might think that, in 2026, with the policies and procedures, DEI focuses and HR departments so many companies have in place, that workplace harassment is rare. But, unfortunately, you'd be wrong. Recent data released in the 2026 State of Workplace Harassment Report reveals that workplace harassment doesn't just remain prevalent, but that it also often goes unreported and unaddressed. So we have to ask ourselves: why? And how do we drive change in a climate that seems to be moving backwards? Today, a brand new panel will be diving into what workplace harassment really means, what it can look like, and establishing the right polices, reporting pathways, cultures and boundaries to make an impact for individuals, team and organizations. IN THIS EPISODE: [00.57] Introductions to our Blended panelists.   ·         Kidde – Human Resources Executive ·         Victoria – ADHD and Women's Coach   ·         Emeka – Operations and Distribution Leader ·         Sherica – CEO at Polished Consulting  [09.40] The group explore what workplace harassment means, what it can look like, and what recent data released in the 2026 State of Workplace Harassment Report reveals about the realities of workplace harassment.    ·         Non-consensual/unwanted   ·         Microaggressions ·         Subtlety   ·         Passive aggression ·         Constant 'prodding' ·         Violation of/infringing upon boundaries ·         Physicality ·         Language ·         Digital/social media   ·         Intimidation ·         Isolation/Exclusion ·         Threatening     ·         Safe spaces ·         Authenticity ·         Power ·         Reporting pathways ·         Cultures that prioritize productivity over people ·         Ability to say/hear bad things ·         Behavior vs character ·         Feedback ·         Taking things personally ·         Immigrant experience ·         Impact of intersectionality ·         Pros and cons of corporate America ·         Culture ·         Leadership ·         Intent "It's that unwelcome conduct that undermines your dignity, safety and sense of belonging. It's not limited to extreme behaviors, it's often very subtle. It's those persistent patterns that create hostile and intimidating work environments." Kidde "These high numbers reflect not only the behaviors themselves, but systemic issues and cultural norms – to be disrespectful, to erode boundaries, to take away people's ability to say no… These numbers speak to the imbalance of power." Sherica    [43.29] The panel share their personal experiences, and the challenges of effective reporting. ·         Victoria's experience of sexual harassment ·         Retaliation ·         Accountability ·         Ego ·         Powerlessness ·         Identity ·         Remote working ·         Role of HR ·         Blame ·         Not wanting to be 'a problem' ·         Emotional intelligence ·         Harassment within specific groups, eg. women of color ·         Diversity ·         Learning from each other   "It eroded all trust, professionally… And there was ego from my perspective – that had never happened to me before… I was affected by that identity change." Victoria "Normalize checking in with people about their day-to-day experience. Be very intentional about asking specific questions about work environment and culture… Normalize being present when there are no problems, so people feel comfortable coming to you when there are." Sherica [01.05.24] The group discuss policies and whether or not they actually make an impact, how people can communicate their boundaries in the workplace, and how organizations can shape robust policies and healthy cultures. ·         How much policies are observed, from the top down ·         Role of external consultants  ·         Trauma-informed practices ·         Empathy ·         Training ·         Clarity/simplicity ·         Definition of prohibited behavior in context with examples ·         Investigation timelines ·         Consequences ·         Organization-sponsored therapy ·         Victimization ·         Bias ·         Conflict resolution ·         Team culture vs organizational culture ·         Fear ·         Mutual respect ·         Global culture ·         Leadership ·         Collaboration ·         Change management ·         Intercultural communication ·         Allyship "Policies are important and most organizations have them. The issue can be that policies aren't often followed… Every single person within an organization creates the culture." Kidde   "Your polices need to be so clear that a third-grader can understand them." Sherica  "If we're going to continue working in a remote world across cultures, intercultural communication is going to take up more and more space. We have to make space for differences." Victoria  [01.29.11] The panel sum up their thoughts from today's discussion.  "All of this work lives at the intersection of policy, leadership behavior and day-to-day culture." Sherica   RESOURCES AND LINKS MENTIONED: You can connect with Kidde, Victoria, Emeka and Sherica over on LinkedIn.

Welcome back to Blended! We're continuing a big conversation. A few months ago, I was joined by a fantastic panel to talk about stigma and stereotyping. The group were really raw and vulnerable in sharing their personal experiences, we talked about what stereotypes and stigma really mean, how they show up in the workplace, and their impacts. And through that conversation, we hit on the issue of multigenerational workplaces. For the first time in history, there are between five and six generations in the workplace. A range of different people with different perspectives and life experiences are trying to figure out how to work together – and that brings a lot of challenges with it. One of the biggest being the innate stereotypes that have become linked to each generation. Today, a brand new panel will be diving into what impact those stereotypes have in the community and the workplace. IN THIS EPISODE: [01.02] Introductions to our Blended panelists.   ·         Emily – CEO and Founder of PBA Consulting ·         Hannah – Founder of Journey to Well   ·         Blake – Founder of NoDwell, Inc [05.50] The group each share their generation, the dominant stereotypes associated with them, and where those stereotypes actually come from. ·         Changing generational definitions ·         Different perspectives ·         Putting people into boxes ·         Limiting beliefs ·         What's the value in generational labels?   ·         Identity ·         Self-labelling ·         Community ·         Boxes are tools/datasets ·         Ability to choose how we use them ·         Astrology/human design ·         Nature-made vs man-made ·         Projection ·         Safety ·         Past trauma/generational trauma – ethogenics ·         Curiosity ·         Using a stereotype to learn, rather than judge ·         Bias ·         Impact of social media ·         Acceptance ·         Boxes we put others ourselves in vs boxes we put others in ·         Respect – for others, and ourselves ·         Vulnerability "Generation X is a unique age group because I can remember the days before there was a computer sitting in my house. I have a different perspective on change and how people adapt to it, because we've seen such a shift across so many different areas of the way we live." Emily   "This is something we don't need. It's a 'limiting belief' creator." Blake "These boxes can help us identify with other people... But they can also be a crutch. We have the power to choose which way we're going to use these descriptors of ourselves." Hannah "Some stereotypes hold truths, but where do they come from? Who decides the truth?" Hannah "In corporate America, we really need to make time for mentoring across multi-generational teams... They need to learn from each other, and break down stereotypes." Emily [39.05] The panel reflect on their personal experiences with generational stereotypes, and the impact on mental health. ·         Emily's experience of being both 'too young' and 'too old' at different times in her career ·         Self-esteem – are we ever good enough? ·         Getting clear on your 'why' ·         Authenticity ·         Communication ·         Openness vs taboo topics ·         Humanizing emotion ·         Hannah's experience of being rejected for being 'too young' and sought out because of her youth ·         Finding common ground   "Hurt people hurt people. When you come with a chip on your shoulder, that's when you judge, stereotype and tell people they're not enough." Hannah  [01.01.30] The group discuss how we tackle generational stereotypes in the workplace.     ·         Awareness ·         Excuses ·         Leadership ·         Recognizing and leveraging employee strengths ·         Making people feel seen and appreciated   ·         Check yourself, and your sources ·         FEAR – false evidence appearing real ·         Mentorship/reverse mentorship ·         Time "It's a matter of promoting, structuring and putting in place the mechanisms for conversations to continue to occur in the workforce." Emily [01.11.34] The panel sum up their thoughts from today's discussion.  RESOURCES AND LINKS MENTIONED: You can connect with Emily, Blake and Hannah over on LinkedIn.

Welcome back to Blended! Today, we're talking about learning culture.  We talk a lot about creating the right cultures at work, hiring for 'culture fit'. But do we talk as much about the culture we're actually trying to create? Often 'culture fit' ends, whether consciously or otherwise, with the creation of a group of likeminded people and personalities that drive comfort, not innovation. So what happens when we really define the culture we're looking to create? And what if that culture is one dedicated to learning and growth, as individuals and as a team?    In an increasingly divisive time, where people identify strongly on one 'side' of an issue or another – and in a time where DEI in the workplace is feeling the pressure – could a focus on learning help ease that pressure and create the environments we need for shared success moving forward, regardless of who we are or how we identify?   Our panel will be exploring all of that today. IN THIS EPISODE: [01.11] Introductions to our Blended panelists.   ·         Opal – Vice President of Supply Chain at Fabletics ·         Keith – Talk Show Host of Mornings in the Lab with Keith and Friends ·         Ellin – CEO of The Sidell Method, a boutique professional services firm ·         Lauren – Regional Head of Customer Care and Business Excellence at CMA CGM and Executive Coach at LG Energy Coaching  [05.30] The group explore what learning culture means, the different factors impacting it from mindset to policy, and how it can be leveraged in the workplace. ·         People ·         Training ·         Systems ·         Growth mindset  ·         Core values and principles ·         Learning in the same direction/employee alignment   ·         Holistic approach ·         Intersectionality ·         Individuality ·         Corporate sanitization of creativity ·         People's unique talents and ways of thinking ·         Ongoing learning – who's responsibility is it? ·         Intent "It means learning about people, the core of where it all begins… But you have to be intentional to build a culture." Keith  "It's training, but it's much more than that. It's a system where growth is not only expected but normalized, it's part of what's supported daily." Lauren "There's going to be some of that one-size-fits-all, standard corporate training, but there's also an individualized focus that builds loyalty, makes everything more collaborative and creates a better experience for everyone." Opal [27.10] The panel reflect on the impact of AI on contemporary teams and learning culture, now and in the future. ·         Changing teams ·         People being left behind ·         Bringing personal and professional together ·         'Bring the woo to work' ·         Movement away from siloes/verticals ·         Creating enough space/time/opportunity for creativity/learning  ·         Control of data/controlled environment ·         Flow state ·         Passion ·         Balance between work/personal time investment ·         Elimination of juniors/middle management ·         Governance ·         Trust ·         Accountability ·         Cybersecurity ·         Budgetary investment "Those that make the investment now will be the leaders that change the world." Keith "Yes, AI is knowledge. But learning culture is people." Ellin  [45.37] The group discuss other key aspects of learning culture, and what happens when individuals don't want to embrace it.    ·         Personal growth ·         Peer-to-peer ·         Skills ·         How do we keep up? ·         Change management ·         Fear ·         Conversation ·         Leadership ·         Motivation "The idea of a knowledge worker comes back to decisions, curation, creativity." Ellin  "How are people wired? What's their personal motivation?... Then we can connect the learning to what people care about – advancement, their relevance, pride of contribution." Ellin [01.08.22] The panel share ideas for the practical ways we can start to create meaningful learning cultures in the workplace.   ·         Empower your team ·         Celebrate success ·         Support mistakes ·         Embrace testing ·         Lead by example ·         Share experiences ·         Collaboration ·         Communication ·         Embed the learning into work, not the other way round ·         Creating safe spaces ·         Self-awareness ·         Diversity ·         Giving/receiving feedback ·         Curiosity [01.17.24] The group sum up their thoughts from today's discussion.  RESOURCES AND LINKS MENTIONED: You can connect with Opal, Ellin, Lauren and Keith over on LinkedIn.

Between Two Voices: Understanding Code-Switching   Welcome back to Blended! Today, we're talking about code-switching. A couple of episodes ago, my panel and I were talking about intersectionality, this phrase come up and, I have to admit, I hadn't heard it before. It's one of the things I love about Blended, it always throws up something new. And I thought that, if it was new to me, it might be new to some of you as well. So we wanted to give code-switching its own deep dive. Today we'll be talking about what it means, why it happens, the hidden toll of sacrificing personal authenticity to fit in – and what we can do to create inclusive environments for everyone.  IN THIS EPISODE:   [00.54] Introductions to our Blended panelists.   ·         Leah – Author ·         Jeff – Community Consultant and Executive Producer and Host of Beats, Rhymes y Comunidad podcast ·         Dr Lola – ERG Strategist and Founder and Executive Director at Immigrants in Corporate  [06.22] The group explore what code-switching means and why it happens, and share some personal examples.   ·         Inauthenticity ·         Altered: o   Mannerisms o   Dress o   Language o   Body Language Context ·         Perception ·         Acceptance ·         Bias ·         Conscious/unconscious ·         Professionalism/credibility   ·         Intent ·         Stigma ·         'Cookie cutter' mold in the workplace ·         Archetypes – European white male centric   ·         Patriarchy ·         Impact of 'casual' tech CEO's ·         Raising children to code-switch ·         Awareness ·         Generational differences ·         Accountability ·         Too much, or not enough ·         Socioeconomic impact ·         Exhaustion ·         Diversity ·         Normalization ·         Fear of change – what are you really afraid of? ·         Ignorance ·         Courage to call things out   "It's how you alter the way you show up, whether it's in a conversation or an environment, from your mannerisms, your body language, the way you dress. Anything that's an inauthentic version of yourself that you're presenting in an effort to gain approval or acceptance." Jeff "I was raised on it… It was expected of us. This is what you do to adjust, to do the best you can to eliminate bias and assimilate into what's acceptable." Leah "It's changing. I'm being more intentional about creating a code of my own, because there's been too much stigma around how we show up – especially in the workplace." Jeff  "It's a burden, a backpack of rocks. But, after a while, we get used to it." Leah "As a black woman in America, you can't talk about this without talking about race and gender… Sometimes code-switching becomes armor… but it's exhausting." Dr Lola "Sometimes when we think about change it can get so big that you retreat, it almost feels impossible. Then I realized it just had to start with me... If you check yourself each time you're afraid and ask yourself, 'what about that bothers me so much?,' then you're creating an atmosphere that allows people to be themselves." Leah   [42.13] The panel reflect on the mental health impacts of code-switching, and how it shows up in community. ·         Identity ·         Shrinking yourself ·         Belonging ·         Code-switching with ill-intent ·         Recognition ·         Permission ·         Setting the tone ·         Culture ·         Forcing people to conform   "We talk about the word belong, but we don't actually interrogate what that requires." Jeff "How do we attract a different culture? If people are code-switching – intentionally or unintentionally – it's because something about that environment has told them they need to." Dr Lola   [57.19] The group discuss responsibility and who should take ownership of code-switching.    ·         Leadership ·         Safe spaces ·         Empathy ·         Grace ·         Understanding ·         Support ·         Curiosity ·         Allyship ·         Boundaries ·         Education ·         Open dialogue ·         Power ·         Visibility   "The leader has a responsibility to set the tone. I think, as individuals, we're always going to need to code-switch to a certain extent, but you shouldn't have to code-switch consistently, to your detriment." Dr Lola   [01.06.56] The panel share ideas for what leaders can do to tackle code-switching in the workplace.   ·         Training ·         Impact of AI ·         Shift focus to individual ·         Consistency ·         Vulnerability ·         Ability to get it wrong   [01.18.52] The group sum up their thoughts from today's discussion.    RESOURCES AND LINKS MENTIONED: You can connect with Leah, Jeff and Dr Lola over on LinkedIn.

Welcome back to Blended! Today, we're talking about intersectionality.  This is something that comes up a lot as part of our conversations here on Blended. But often it's when we're really exploring personal identities and sharing our experiences. And, the more we dive into the workplace, the more the nuance of intersectionality tends to disappear. There's an ERG for this type of person, a policy for that type – but what if you're both? When it comes to understanding the complexity of human identity, corporate is still lagging behind. But, in a climate where DEI is being eroded altogether, how can businesses put a focus on intersectionality – and why is it actually important? IN THIS EPISODE: [00.59] Introductions to our Blended panelists.   ·         Jodi – Founder and CEO at NIARA Consulting ·         Marjorie – Director of Community at Exos, Founder and Principal Strategist at Community by Association, and podcast host ·         Eileen – Founder and CEO at Apex Tide Consulting ·         Dr Dequies – Founder and CEO at We Suite Women's Empowerment Consulting and Associate/Adjunct Faculty in organizational development and leadership  "I'm black and biracial so I've always lived between two identities… I live this topic every day and I see how it has, and has not, changed across cultures and communities." Jodi [12.51] The group share their personal experiences and examine what intersectionality means to them.   "Intersectionality is every identity that you carry, and it doesn't always look like a textbook definition. As a person in academia, I can say a lot about what the research may say. But, for me, it's not just my gender, race or sexuality… Everything plays a role in how I show up." Dr Dequies "It's also your life experiences and how you've had to navigate the world. Intersectionality includes all of the challenges you've had to overcome, the successes you've seen, the experiences you've gained… It's a rich ecosystem." Marjorie Identity Personal values/ethics  Layered approach Life experiences/how you've navigated the world Personal challenges and successes   Asking questions Having deeper conversations Code switching Culture Socio economics Expectations Safety Subjective Diversity Judgement Labels "It's the reality that we don't experience identity in siloes. We experience it all at once... So when organizations try to simplify identity into neat categories for ERGs, where do you go?" Jodi "The best visual is the iceberg. So much of a human is below the waterline, but we only see a little bit… We fall into the trap of judging people by that bit… And if we look at humans through only one lens, we miss the truth of their experience." Eileen   [32.03] The panel discuss how intersectionality interacts with bias, personally and professionally.    "Ambiguity doesn't remove bias. It creates another form of it." Jodi Cultural norms Relatability Assumptions/perception External similarities do not necessarily equal shared experiences Projection Ambiguity Bias in AI Triggers Conscious/unconscious Weaponized incompetence Accountability Upbringing – how do you break the cycle? Choice "Bias isn't just interpersonal. It can be structural, organizational, or technological… If our systems aren't designed with intersectionality in mind, they can replicate or amplify old inequities – but at a larger scale." Eileen

Welcome back to Blended! Today, we're taking on a big topic – stigma and stereotypes.   As laws and recommendations continue to evolve at both federal and state levels, employers face an increasingly complex landscape. According to reports, some of the top challenges for employers in 2026 range from navigating compliance and whistleblowing, to dealing with issues around immigration and mental health and wellbeing. But, below all of this complexity, many employees find themselves dealing with versions of the same old problems. Stereotypes, stigma, and bias are still felt deeply by women, people of color, the LGBTQIA+ and disability communities, and more.  So, whilst the big battles are happening at federal and state level, what can the rest of us do to address what it all means for employees on a day-to-day basis? Our guests are going to be diving into all of that today, and exploring addressing stigma and overcoming stereotypes in your organization.    IN THIS EPISODE: [01.12] Introductions to our Blended panelists.   ·         Jenny – Chief Executive Officer at Catalais Consulting ·         Tedi – President and CEO at MI Diversity Center   ·         Robbin – Founder and CEO at Women Igniting Change   [04.58] The group share their personal experiences, and discuss what stereotypes and stigma really mean, how they show up in the workplace, and their impacts. ·         Gender-based stereotypes, eg. Emotion or working mothers ·         Credibility ·         Belonging ·         Negative perceptions ·         Unfounded truths ·         Assumptions ·         Judgement ·         Blame ·         Inherited beliefs and values ·         Influence of family, society and culture ·         Identity ·         Language – words have power ·         Dehumanization ·         Lived experience ·         Fear/self-protection ·         Privilege ·         Jenny's experience of immigration and assimilation ·         Limiting potential ·         Racism ·         Top down examples/leadership ·         Sources of information/disinformation ·         Asking questions ·         Doing due diligence ·         Control   ·         Us vs them narrative ·         Challenges of multigenerational workplaces ·         Right and wrong, true and false ·         Physical and mental impact ·         Intersectionality    ·         Active listening ·         Robbin's experience of reverse agism and stereotyping around her personality type ·         Misogyny ·         Tedi's experience of identity stereotyping ·         Bias – implicit and explicit, conscious and unconscious ·         Stereotyping and labels within individual communities "Someone who expresses passion and empathy in the workplace is often framed as too emotional, rather than that being seen as a leadership strength. To me, that's a stereotype… The stigma is when we start to internalize that." Robbin "There's no such thing as a true stereotype!" Tedi "Stereotypes are assumptions, shortcuts we take to understand others quickly. Stigma is what happens when those assumptions get loaded with judgement or consequence." Jenny "Our own unexamined beliefs and values tend to ooze out onto other people, either intentionally or unintentionally." Robbin "Privilege is not the issue – what we do with it is... Blind spots are the not issue – refusing to look at them, acknowledge them, and then learn and grow from them IS." Jenny [55.39] The panel explore how to tackle issues around stereotyping and stigma in the workplace.  ·         DEI mapping/auditing ·         Examining attitudes of leadership team and employees ·         Examining policies and practices ·         Tracking, meeting and celebrating goals/milestones ·         Awareness ·         Responsibility ·         Communication ·         Safety/culture  ·         Authenticity ·         Separation between work self and personal self ·         Accountability ·         Respect ·         Equality ·         Impact of current political climate ·         Transparency ·         Vulnerability ·         Value systems "It takes culture to create a safe container for those conversations. When I was in corporate, part of the management style was fear and intimidation. There was no way it was safe enough to have this kind of dialogue." Robbin "It comes down to our core values. If our core values, as human beings, are aligned, it's OK if we have different beliefs. As long as those beliefs don't diminish, harm or dehumanize anybody else based on their identity… Divisiveness is where we lose the ability to bridge our gaps in understanding of different perspectives and to have respectful dialogues." Jenny  "If we stop fixing people, and start redesigning our workplaces and systems… We can start moving the needle and meeting people where they are." Jenny  [01.13.45] The group sum up their thoughts from today's discussion.

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]