Blended

Hosted by Sarah Barnes-Humphrey

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Oct 2026

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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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October 15, 2026Episode 721 hr 23 min

72 - The Equity Challenge: Making Hybrid Work for Everyone

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.

September 21, 2026Episode 711 hr 35 min

71 - Faith at Work: Building Truly Inclusive Workplaces

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]

August 19, 2026Episode 701 hr 34 min

70 - Reduction, Reporting, Response: Tackling Workplace Harassment

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.

July 20, 2026Episode 691 hr 19 min

69 - Boomer Blunders, Millennial Madness: How Generational Stereotypes Hold Us Back

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.

June 19, 2026Episode 681 hr 25 min

68 - Between Two Voices: Understanding Code-Switching

Between Two Voices: Understanding Code-Switching Welcome back to Blended! T oday, 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.

April 22, 2026Episode 661 hr 34 min

66 - Intersectionality: the next frontier for inclusive workplaces

Welcome back to Blended! T oday, 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! T oday, 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! T oday, 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! T oday, 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.