Welcome to Blended – the podcast where transformative conversations spark real change. Imagine the raw honesty of a Red Table Talk, but with a laser focus on the critical conversations around inclusion in the workplace. Each episode brings together five individuals from vastly different walks of life, creating a vibrant space where unique perspectives collide, and meaningful dialogue takes center stage. We tackle the topics others shy away from, addressing the uncomfortable, the overlooked, and the necessary with authenticity and courage. If you're ready to challenge your assumptions, embrace new perspectives, and gain actionable insights into creating truly inclusive environments, this is the podcast you can't afford to miss. Let's lean in, listen, and grow together.
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April 22, 2026Episode 661 hr 34 min
66 - Intersectionality: the next frontier for inclusive workplaces
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
February 19, 2026Episode 651 hr 19 min
65 – Fighting Stigma: Overcoming Stereotypes in the Workplace
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.
January 14, 2026Episode 641 hr 31 min
64 - Diverse Voices on Industry Stages
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.
December 15, 2025Episode 631 hr 13 min
63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?
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
November 18, 2025Episode 621 hr 30 min
62 – Self-Worth: The Most Important Journey You'll Ever Take
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.
October 16, 2025Episode 611 hr 28 min
61 - From authenticity to accountability – what does ethical AI really mean?
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.
September 22, 2025Episode 601 hr 10 min
60 - One billion women: Why we're finally talking about menopause
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.
August 22, 2025Episode 591 hr 27 min
59 - Privilege
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.
July 22, 2025Episode 581 hr 27 min
58 - Is A Re-Brand The Answer? The Face of ERGS in 2025
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]
June 24, 2025Episode 571 hr 21 min
57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression
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.
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