56 - Designing Inclusive Spaces: Neurodiversity, Accessibility, and Mindful Communication

Blended

#Society #Business #Sarah Barnes #Communication #Culture #Diversity #Globalperspectives #Inclusion #Mentalhealth #Womeninbusiness #Is Sarah BarnesHumphrey #Communities

38:30

Chef Shuai Wang was the runner-up on the 22nd season of Bravo’s Top Chef and is the force behind two standout restaurants in Charleston, South Carolina—Jackrabbit Filly and King BBQ—where he brings together the flavors of his childhood in Beijing and the spirit of the South in some pretty unforgettable ways. He grew up just a short walk from Tiananmen Square, in a tiny home with no electricity or running water, where his grandmother often cooked over charcoal. Later, in Queens, New York, his mom taught herself to cook—her first dishes were a little salty, but they were always made with love. And somewhere along the way, Shuai learned that cooking wasn’t just about food—it was about taking care of people. After years working in New York kitchens, he made his way to Charleston and started building something that feels entirely his own. Today, we’re talking about how all those experiences come together on the plate, the family stories behind his cooking, and what it’s been like to share that journey on national TV. Learn more about your ad choices. Visit podcastchoices.com/adchoices…

about a year ago 1:33:56

MP3•Episode home

Welcome back to Blended!

Today, we’re talking about inclusion – one of our favorite topics here on the show! But we’re thinking about it from a different angle. Not from the team we build or the people we hire, but the environment around us. We’re talking about inclusive spaces.

This might be familiar to you, or maybe it’s a concept that’s fairly new but, guaranteed, you’ll be hearing about it more and more.

As awareness of neurodiversity grows, designing spaces that cater to the needs of individuals with diverse cognitive and sensory processing styles is becoming increasingly important. By integrating neurodiversity into design, we can create environments that are not only more inclusive but also enhance the wellbeing and productivity of all individuals, fostering greater creativity and collaboration in both work and community spaces.

And it’s not just neurodiversity we have to consider. More than a quarter of Americans have a disability, which is often intersectional with other areas of diversity as well, like race or age. So accessibility in all its forms is incredibly important to make sure we’re creating environments where people with all types of diverse needs can thrive.

Today, our panel are talking all about formal diagnoses – the challenges, barriers and interplay with work – the basics of inclusive spaces, and some of the ways leaders and organizations can make changes to improve cultures and create more equitable working environments for everyone.

IN THIS EPISODE:

[01.26] Introductions to our Blended panelists.

· Dan Roth– Strategic People Operations Executive

· Dr. Tiffany Jameson– Organizational Psychologist and Founder and Managing Partner at grit & flow

[07.15] The group explore diagnoses for neurodivergence – how people are diagnosed, the varied reasons for the recent increase in diagnoses, the barriers to achieving a formal diagnosis, and the importance of gaining a diagnosis for access to help.

“The criteria that were used for ADHD and autism were very white, boy centered. Girls don’t present like a boy in school, and so they were being missed… There’s now a lot more awareness by pediatricians… And, as more kids are being diagnosed, their parents are going: ‘Oh my goodness, this is very familiar!’ And they go after a diagnosis for themselves.” Tiffany

“A lot of people fake it till they make it – and they don’t make it. It’s called masking, where you’re pretending to be what society calls normal, and it’s hard to keep that front up.” Tiffany

“From a diversity, equity and inclusion standpoint, let’s not beat around the bush – that term has been weaponized.” Dan

· Increase in diagnoses

o Increased awareness

o Updated criteria

o Child-parent knock-on effect

· Burnout

· Masking

· Barriers to diagnosis

o Cost

o School system

o Limited accessibility resources

o Stigma

· Societal expectations

· Bias

· Requirement to get a formal diagnosis to access help

· Cultural impact

· Generational trauma

· Parental projection

· Insecurity/fear

· Parental grieving process – expectations

“A lot of parents will reject diagnoses, not understanding the proactive measures it allows for.” Dan

[32.42] The panel discuss the basics of inclusive spaces – what they are, what they can look like, and why we need them.

· Inclusive spaces look different for different people

o Sensory impacts

o Lighting

o Clothing

o Movement

· Self-awareness

· Pace of change for US vs global

· Advanced communication methods

· Triggers

· Rejecting ego

· I vs we

· Building psychological safety

· Knowing/understanding what you need

· Self-advocacy

· Asking/listening

· Ongoing conversation/process

· Accommodations in hiring processes and potential biased impacts of using them

· Social anxiety in working environments

· Education

· Change management

· Step-by-step improvements

· Work from home/work from office

· Companies ticking boxes/policies ‘for show’

· Compromise/finding the middle ground

· Issues with general education – setting kids up for success/failure

· Unique point in time

o Different generations working together

o Different perspectives and concepts coming together

o Different levels of understanding/acceptance

o Difference in communication styles

· Overwhelm

· Grace

· Empathy

· Looking at people holistically

“An inclusive space is something that’s individualized, it’s person-centered. So what’s inclusive for me isn’t necessarily inclusive for you. So that’s where it can get confusing – how do we generalize inclusion? But there are some best practices, so we think about places where people can get what they need to enjoy the experience, like they belong and have a right to be there.” Tiffany

“The reality is that no one has conquered this idea of the inclusive space, especially in corporations… There’s so much that goes into it, I don’t believe we’re at a point where it’s possible. For us to be truly inclusive, we each need to de-colonize ourselves and understand at a very visceral level what makes us tick, what our fears and triggers are, and we need to be able to express and explain those to others where ego doesn’t come into play.” Dan

“Neurodivergent people, disabled people – people in general! – don’t know what they need to do their best work.” Tiffany

“It doesn’t matter if you change process if you’re not changing behavior – this is all a change management process.” Tiffany

“I need to be comfortable, and to work in the situation I feel best. And companies with a return to office mandate are basically saying they don’t want me at my best. They want me to be a number, a figure, to fall into line with what some white guy in an ivory tower thought was the right way to be. Who created this baseline we all have to live up to? The return to work mandate does not create equity.” Dan

[01.07.02] The group explore some of the easy ways organizations and leaders can create more inclusive spaces and develop more equitable workplace cultures.

· Hiring processes

o Job descriptions

o Reasonable accommodations

o Educating hiring managers

o Being person-centered

o Language

o Diverse interviewers

· Retention processes

o ERGs

o External support

o Funding

o Giving people time to process/prepare

o Providing information in multiple mediums

o Changing working practices/methods of communication

o Approach to meetings

o Management support

· Impact of current administration

· Gap in services between childhood and adulthood

[1.27.39] The panel share final resources and sum up their thoughts from today’s discussion.

· Culture City

· Fear of ‘doing it wrong’

· Feel the emotion

RESOURCES AND LINKS MENTIONED:

You can connect with Tiffany and Dan over on LinkedIn.

57 episodes

Blended

56 - Designing Inclusive Spaces: Neurodiversity, Accessibility, and Mindful Communication

Blended

published about a year ago

MP3•Episode home

Welcome back to Blended!

This might be familiar to you, or maybe it’s a concept that’s fairly new but, guaranteed, you’ll be hearing about it more and more.

IN THIS EPISODE:

[01.26] Introductions to our Blended panelists.

· Dan Roth– Strategic People Operations Executive

· Dr. Tiffany Jameson– Organizational Psychologist and Founder and Managing Partner at grit & flow

“From a diversity, equity and inclusion standpoint, let’s not beat around the bush – that term has been weaponized.” Dan

· Increase in diagnoses

o Increased awareness

o Updated criteria

o Child-parent knock-on effect

· Burnout

· Masking

· Barriers to diagnosis

o Cost

o School system

o Limited accessibility resources

o Stigma

· Societal expectations

· Bias

· Requirement to get a formal diagnosis to access help

· Cultural impact

· Generational trauma

· Parental projection

· Insecurity/fear

· Parental grieving process – expectations

“A lot of parents will reject diagnoses, not understanding the proactive measures it allows for.” Dan

[32.42] The panel discuss the basics of inclusive spaces – what they are, what they can look like, and why we need them.

· Inclusive spaces look different for different people

o Sensory impacts

o Lighting

o Clothing

o Movement

· Self-awareness

· Pace of change for US vs global

· Advanced communication methods

· Triggers

· Rejecting ego

· I vs we

· Building psychological safety

· Knowing/understanding what you need

· Self-advocacy

· Asking/listening

· Ongoing conversation/process

· Accommodations in hiring processes and potential biased impacts of using them

· Social anxiety in working environments

· Education

· Change management

· Step-by-step improvements

· Work from home/work from office

· Companies ticking boxes/policies ‘for show’

· Compromise/finding the middle ground

· Issues with general education – setting kids up for success/failure

· Unique point in time

o Different generations working together

o Different perspectives and concepts coming together

o Different levels of understanding/acceptance

o Difference in communication styles

· Overwhelm

· Grace

· Empathy

· Looking at people holistically

“Neurodivergent people, disabled people – people in general! – don’t know what they need to do their best work.” Tiffany

“It doesn’t matter if you change process if you’re not changing behavior – this is all a change management process.” Tiffany

[01.07.02] The group explore some of the easy ways organizations and leaders can create more inclusive spaces and develop more equitable workplace cultures.

· Hiring processes

o Job descriptions

o Reasonable accommodations

o Educating hiring managers

o Being person-centered

o Language

o Diverse interviewers

· Retention processes

o ERGs

o External support

o Funding

o Giving people time to process/prepare

o Providing information in multiple mediums

o Changing working practices/methods of communication

o Approach to meetings

o Management support

· Impact of current administration

· Gap in services between childhood and adulthood

[1.27.39] The panel share final resources and sum up their thoughts from today’s discussion.

· Culture City

· Fear of ‘doing it wrong’

· Feel the emotion

RESOURCES AND LINKS MENTIONED:

You can connect with Tiffany and Dan over on LinkedIn.

57 episodes

#Society #Business #Sarah Barnes #Communication #Culture #Diversity #Globalperspectives #Inclusion #Mentalhealth #Womeninbusiness #Is Sarah BarnesHumphrey #Communities

All episodes

Blended

1
57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression 1:21:54

22 days ago1:21:54

1:21:54

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.…

Blended

1
56 - Designing Inclusive Spaces: Neurodiversity, Accessibility, and Mindful Communication 1:33:56

7 weeks ago1:33:56

1:33:56

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

Blended

1
55 - Mental Health Awareness 1:27:14

13 weeks ago1:27:14

1:27:14

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

Blended

1
54 - Banning Non Competes: Good for Workers, Businesses and the Economy 1:20:49

18 weeks ago1:20:49

1:20:49

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

Blended

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53 - Don’t Feel the Burn: Fighting Workplace Burnout 1:28:05

22 weeks ago1:28:05

1:28:05

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

Blended

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52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career 1:20:43

27 weeks ago1:20:43

1:20:43

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

Blended

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51 - More than words: The Power of Intentional Inclusion 1:22:50

30 weeks ago1:22:50

1:22:50

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

Blended

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50 - When cultures collide – bridging generational divides in the workplace 1:30:34

33 weeks ago1:30:34

1:30:34

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

Blended

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49 - Dos and Dont's of Employee Resource Groups 1:30:20

39 weeks ago1:30:20

1:30:20

Today, we’re doing a deep dive into a DEI initiative that has rapidly grown in popularity over the last few years – and that’s employee resource groups, otherwise known as ERGs. They’ll be talking about how ERGs work and the importance of purpose; the challenges and opportunities; and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs. IN THIS EPISODE: [01.43] Introductions to our Blended panellists. · Lola – Founder of EQImindset and Immigrants in Corporate (IIC) · Sherica – CEO at Polished Consulting · Bart – Strategic Advisor for Supply Chain · Jennifer – International Speaker, Journalist and Author [10.12] The group explore the basics of ERGs: what they are, how they work, their purpose, and the benefits and opportunities to be found. · Psychological safety · Authenticity · Evolution of ERGs · Community · Connection · Acceptance · Shared values · Judgment-free zones · Intent vs reality · Affinity · Goals and purpose o Employee insight o Employee experience o Hiring o Retention o Sustainability · Intersectionality · Is there such thing as too many ERGs? · Benefits and opportunities · Post-pandemic mindset changes · Engagement/disengagement with work · The great resignation · Alignment · Burnout · Fostering meaning outside of work · Shared culture and passions “It’s a group of people with a shared interest; like minded people who can come and have a sense of community, be seen and heard, and be their authentic selves.” Sherica “The two words for me are: ‘organized’ and ‘goal’… Whatever organizations decide to call them, ERGs are organized groups with a goal, a purpose. And that might evolve over time.” Lola “You almost have to have ERGs now in order to do business… And you’re not going to be able to attract the best talent without it.” Bart “ERGs give people an idea of values and fit inside of an organization. And if you look at the root causes of burnout, values mismatch is one of them – that people don’t feel connected, and have a lack of meaning in their work.” Jennifer [25.22] The panel discuss the roles and responsibilities of leaders and teams in establishing, running, and supporting ERGs, and where the balance lies. · Creating the right culture · Embedding into mission, vision and values · Sponsors/champions: o Executive level visibility and influence o Securing budget o Holding organization to account o Support o Permission · Employees – execution · Role of HR · Incorporating ERGs into personal/career development · Access for different types of workers · Enablement · Active listening · Sacrifice · Personal time versus work time · Honesty · Empathy “Organizations have to create a culture where these types of groups can thrive and survive, and they do that by embedding it into their mission and vision, and making sure they have the right sponsor.” Sherica “You can have access, but you also need to have enablement with that access. One of the things that goes wrong with ERGs is that they build them… But don’t necessarily enable people to leverage it, because you’re not giving them the time. Wellbeing becomes workload.” Jennifer [45.45] The group reflect on the biggest ERG obstacles and challenges, sharing their experiences of what a bad ERG looks like and some of the reasons ERGs go wrong. · Regional focus · How many/which groups? · Challenges vary by company size · Growing interest from smaller size companies in ERGs · Smaller businesses intimidated and limited by enterprise organizations · Exclusion/gate-keeping · Forced participation · Allyship · How to bring allies into a group for marginalized/under-represented people · Creation of brave spaces, as well as safe spaces · Education, training and development · Using external co-ordinators · Conflict resolution · Emotional intelligence · Establish the rules of engagement · Bridging generational divides · Leadership · Mentorship “I’ve had conversations with leaders and employees, and the gap was unbelievable. The distance between the experience for employees, and what leaders thought they were doing and offering, was so wide… The big word that kept coming out was tone deaf.” Jennifer “You can have a big impact, especially if leadership is behind it… but if you don’t have that, ERGs can very quickly become a token.” Bart [01.24.24] The panel sum-up their thoughts from today’s discussion. “ERGs are not a checkbox for diversity. They are the backstage pass for fostering a vibrant, inclusive workplace where every voice is not only heard but celebrated.” Sherica RESOURCES AND LINKS MENTIONED: You can connect with Lola , Sherica , Bart and Jennifer over on LinkedIn.…

Blended

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48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship 1:26:52

43 weeks ago1:26:52

1:26:52

Today the panel will be talking about traditional mentorship and how it looks different across communities and contexts; the rise of reverse mentorship and its importance in intergenerational workforces; how to measure the success of mentor/mentee relationships and the common mistakes to look out for; and how to avoid the trap of seeking a mentor for the sake of it. IN THIS EPISODE: [01.40] Introductions to our Blended panellists. · Dillon – Senior Consultant - People Consulting at EY · Sandi – Owner/Lead Reconciliation Trainer/Consultant at Mishkwe Enterprises · Sarah – Leadership Coach/Program Manager at Joyful Catholic Living LLC · Jill – Material Program Manager at Raytheon [06.32] The group discuss traditional mentorship: what it means, what it can look like, and why it’s so important. “A traditional mentorship relationship would be pairing a senior person, who has a wealth of expertise in certain areas, with someone who’s junior or trying to make their way up the ranks and get that knowledge transfer.” Dillon · Formal programs within a business · Informal relationships · Individuals connecting on a platform like LinkedIn, etc · How mentorship changes during the course of your career · How receptive you are to listening vs how willing people are to talk to you · Influence/looking up to someone · How mentorship looks different in different contexts · Community · Indigenous peoples: o Intergenerational trauma o Traditional mentorship community structure o Finding your path o Affinity with mentors/mentees o Impact of removal of mentorship on community o Internalized oppression “For traditional indigenous communities’ mentorship was a given. And with residential schools, mentorship was lost and destroyed.” Sandi · Personal and professional exploration · Flattening of traditional career trajectories – moving horizontally, not just vertically · Mentorship is not just about careers · Understanding the ‘code of conduct’ of the environment you’re stepping into, so you’re more likely to be successful · How culture changes what a mentor/mentee relationship looks like · Responsibilities of mentors and mentees · Mutual respect · Impact of the pandemic · Remote mentors · Matchmaking · Impact of personal life on work life · Natural chemistry of choosing mentors from your own culture/identity · Cross-cultural mentors o Challenging yourself o Identifying bias “It allows for exploration; you can find your tribe… For underrepresented groups, there’s often a feeling of isolation within corporate environments, and mentorship breaks down that feeling… it makes people feel seen and protected.” Dillon [42.18] The panel discuss how we measure the success of mentor/mentee relationships and share some of the common pitfalls or common mistakes to look out for. “Define success before you even take one step! I can think of so many mentor/mentee relationships where the emphasis has been on the sharing of the information, not on what they do with it.” Sandi · Time it takes for results to be realized · Who is successful, why, what can you learn? · Move away from judgement · Observing the skills, habits and traits that work · Avoid putting all focus on just finding a mentor · Difference between coaching and mentoring · Setting expectations · Importance of common values · Organic evolution of relationships [52.00] The group explore the rapidly growing trend of reverse mentorship: how it works, how it’s different to traditional mentorship, and why it’s key for organizations to support and embrace both forms. · Dillon’s own experience of reverse mentorship, and an insight into the program at EY · Listen, learn, ask questions, challenge back · Wisdom from different generations · Building trust · Respect · Intent “Humility builds bridges; egos burn them.” Sandi [01.09.38] The panel discuss what we can learn from their discussion and share key takeaways. “Believe in your own superpowers and see how that can be complemented by a potential mentor or mentee.” Dillon · Patience · Power of social media · Work on your confidence · Do the research · Don’t put people on a pedestal · Be prepared · Honesty · Creating safe spaces · Empathy and humanity · Structure and boundaries · Transparency · Discovering mentorship all around you, in different places “Be very clear about ‘what is it I’m trying to learn?’ and ‘which ways am I trying to grow?’ … So, by the time you meet your mentor, it’s very clear you respect their time.” Sarah [01.22.24] The group reflect on the pressure to find a mentor, and their key takeaways for individuals trying to tackle that pressure. “My view of mentorship has evolved… Over time, I went from ‘I need to find a mentor’ to ‘I need to take control of my life and career.’” Sarah RESOURCES AND LINKS MENTIONED: You can connect with Dillon , Sandi , Jill and Sarah over on LinkedIn.…

Blended

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47 - You’re fired! Working from home, and the emerging trend of promotion bias 1:28:41

47 weeks ago1:28:41

1:28:41

Welcome back to Blended! Today, we’re talking about changing working environments, and promotion bias. The debate of working from home versus working from the office has been gaining traction over the last few years, and people have been discussing the different pieces of it, from work/life balance to in-person versus online meetings to loneliness to productivity. But where you work, and it’s impact on career progression, is one of the biggest conversations right now. At a recent event, I overheard two gentlemen talking about promotion at work, and they explicitly stated that they would only promote people who worked from the office – that they wouldn’t even consider promotion for those working from home. No discussion of individual merit, personal achievement, passion, dedication, talent, success. Just a blanket statement, no negotiation. Thinking about how much workforces have changed over the last few years, and why – and reflecting on how I benefit, as an entrepreneur, from a global workforce – that conversation has stayed with me. So our panel are taking a deep dive into this complex topic here on Blended. They’ll be talking about the changing landscape of work, and how workplaces haven’t caught up; why bias is slowing down change; how we can create cultures that support balance and provide personalized ways of working; and the importance of re-designing management styles and KPI’s, so we measure success, not time. IN THIS EPISODE: [01.24] Introductions to our Blended panellists. · Srividhya – Global Supply Chain Strategy and Process Transformation at Shell · Pam – Founder of Blue Rebel Works · Jose – Procurement Excellence Lead at SpendHQ · Jenn- Founder of Two Roads Logistics and Ship Happens [11.24] The group discuss how workplaces have changed over the last few years, from the impact of the pandemic to changing demographics; and they share their stories of what they’ve seen and experienced. “When the pandemic hit and people all of a sudden were forced to work from home – and it worked! – I said: ‘This is amazing! For the world of work, this is the catalyst that will finally make the changes that we’ve advocated for, for so long’... It had a profound impact on people’s lives.” Pam · Impact of pandemic · Positive impact of working from home · Individuals re-evaluating what’s important in their lives · The great resignation · Social justice issues · Pendulum swing back to work from office · Dated leadership styles · Keeping women in the workforce · Changing demographics in workplaces · Responsibility of child care and elder care for millennial workers · Impact of housing affordability when it comes to living in big cities to work · Accessing the best talent pool, then figuring out how to secure it and leverage it · Rise of technology · Trust · Greater focus on diversity and inclusion · Rise of digital nomads · Impact of typical commute o Cost o Loss of community o Loss of balance o Burnout o Wasted time · Impact on collaboration, teamwork and connecting with others · Structure and routine · Learning to adapt · Importance of flexibility “Because leaders have been leading in the same way for so long, it’s almost like they don’t know how to manage work without managing presenteeism.” Pam “The one thing that kept me sane, and in the workforce, was flexibility.” Srividhya “A lot of managers were promoted because they were good at their job, not because they were good leaders. And that’s an issue – you have to understand people to manage them from afar – you have to understand them, what motivates them, what drives them.” Jen “ The younger generation are more aware of what they want. They’ve grown up digital-first and they don’t see the point in going somewhere else to get work done.” Srividhya “For people with children, or households to manage, being able to work from home changed their lives… It made things more productive, they got time back. And time is energy, freedom and power.” Jen [36.33] The panel explores what the world of work looks like now, in light of the changes we’ve seen; why workplaces and working styles aren’t evolving at the same rate of change; and why some organizations are still attempting to force workplaces to conform to the 5-day, 40-hour workweek, which was popularized in 1926. · Resistance to change · Comfort in control · Importance of personalization · Challenging assumptions · Ego vs self-awareness · Intent · Out of touch leadership · Lack of understanding of how work really gets done · What are you rewarding? · Shift recognition away from time · Moving away from tradition “We get taught how to lead people by what we saw in the past.” Pam “A lot of the people making these decisions are wildly out of touch with what the general people in their company deal with day-to-day… they don’t see the blend of life and work.” Jen “There’s a theory called Parkinson’s Law that work expands to fill the time allotted. If you’ve ever seen how much work you can complete the day before you go on vacation, you’ve see this in effect! But a lot of organizations still reward people for time. You can almost see the badges people wear: “I’m so busy, I was here all weekend!” – and that’s what you get rewarded for.” Pam [57.55] The group discusses bias – the legalities of promotion bias; the impact of bias on minority groups; why promotion bias is culturally accepted; the psychology of proximity bias; and why working from the office is still seen as so desirable, despite the wealth of evidence that supports the positive outcomes of working from home. · Empowering leaders · Psychology of proximity bias · Looking at diversity in a holistic way · Adjust decision-making with different parameters · Authenticity · Impact on protected groups · Impact of not being able to be yourself · Comfort of home · Culture “There’s a difference between working from home, and not being involved in the culture of your company.” Jen [01.14.52] The panel shares tips and advice for how organizations, leaders, and individuals can drive change. · Bias training · Managers working from home more often · Adjust performance management · Creating cross-department connection · Model behavior · Zoom parties and pods · Trying different things · Being creative and fun · Getting to know your people · Embracing flexibility · Empathy · Motivating people to drive change “Wake up – it’s not 1926! You’re going to lose the war on talent if you’re not more attuned to how things are changing.” Srividhya [01.24.21] The group sums up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with Srividhya , Pam , Jose and Jenn over on LinkedIn.…

Blended

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46 - Purchasing Power – Our Path To Change 1:12:51

52 weeks ago1:12:51

1:12:51

Welcome back to Blended! Today, we’re talking about purchasing, and about the power we have – as professionals and consumers – to help drive change. Over the last decade, purchasing has evolved. Ecommerce, technology, globalization, social media, geopolitical disruption – purchasing has, arguably, changed forever. And of the biggest changes has been the mindset shift with which many people, and organizations, are purchasing. As consumers, we no longer blindly buy from the top few biggest brands, without holding them to account. We want to understand their ethics and goals. We seek out small businesses, or actively look to support those operated by groups we feel an affinity with. Equally, businesses are changing too, adapting to meet the needs of consumers, whilst also understanding that it makes good business sense for them too. Our purchasing power has the potential to drive incredible change across the world. But how do we use our purchasing power the right way? What are the challenges and opportunities? And what can organizations and individuals do to drive intentional change? Our panel of guests are going to be diving into all of these questions, and more, today. IN THIS EPISODE: [01.28] Introductions to our Blended panellists. · Anwin – Founder of Wealthfluency · Hillary – CEO and Co-Founder at Liminal Network · Dave – Founder of Whirlwind · Jennifer – Global Director, Impact Entrepreneurship and Social Procurement, Corporate Social Responsibility at SAP [04.46] The group discuss what purchasing power means for brands and procurement teams; whether organizations and departments are actually set up to support internal teams’ ability to drive change through purchasing; the challenges and opportunities; and how organizations can embrace more intentional purchasing. “SAP’s Business Network helps to trade $5.3 trillion in annual commerce transactions. If we could help our customers shift a percentage of that to businesses that are re-investing their profit back into environmental and social opportunities and creating economic equity, we could create a transformation in sustainable economic development in a way that would never be possible through corporate philanthropy alone.” Jennifer · Understanding value propositions · Communication · Making connections · Investing in ecosystems · Building a diverse vendor portfolio · How does the data support initiatives? · Organizations should be looking inwards, as well as outwards · Organizations should provide better support for suppliers/trading partners · Payment terms, policies, procedures and contracts · Understanding suppliers and their needs · Asking the right questions · Resources/mentorship/advice · Assume everything is negotiable! · Outdated systems · Lack of training · Leadership commitment · Making a public commitment · Domino effect of decisions · Understanding true cost · Measuring correct metrics · Simplify qualifying metrics · ROI in areas other than finance, eg. Marketing and PR · Sharing suppliers · Greenwashing and pinkwashing · Separating fact from fiction · Certifications “I love the synergies you can find across doing the right thing, and helping your business, and helping your customers – all at the same time.” Hillary “With the pandemic, a lot became visible that hadn’t been before. And one thing that became even clearer to me is partnerships with suppliers.” Hillary “Most organizations have the data, but it’s not clean – so they can’t even use it. There’s a lot of junk in, junk out.” Anwin “At what level do you get leadership commitment to support those more impactful businesses?… There has to be an understanding to support products that may be slightly more expensive.” Dave “We’re seeing a huge opportunity to connect the data better… We’re making great strides in things like carbon calculators and emissions, but we’re not there from a social perspective. We know that there’s benefit but we can’t always track the data and benefit back for our business cases – yet!” Jennifer “Data is dispersed… it’s not unified to tell the story. And finance leads a lot of decisions, so we focus more on the leading metrics, rather than the lagging metrics.” Anwin [46.34] The group explore consumer spending: how consumers are ‘voting with their feet’ and feeling more empowered with their purchasing choices; how we know if we’re making the right decisions; and the impact we can make by getting informed and showing intent with our purchases. “People save somewhere south of 5%, so we’re consuming with 95% of our income, or more. So that’s an incredible amount of money… To me, purchasing power means voting for the world you want to see every time you make a purchase.” Dave · Money is power · Making conscious choices · Keeping money within communities · Making an impact by shopping local · Affordability · Supporting through ways other than dollars: o Sharing on social media – vote with your clicks! o Writing reviews · Intention and awareness · Avoid analysis paralysis! · There are no rights and wrongs – everyone is on a different journey · Don’t wait! Take small steps · Focus on what matters to you “When you’re purchasing from under-represented business owners, you’re changing the power dynamic in that community.” Dave [01.06.22] The panel sum-up their thoughts from today’s discussion. “The best way you can make your purchasing decisions is to decide if there is something you care most about, and prioritize, focus on that.” Dave RESOURCES AND LINKS MENTIONED: You can connect with Anwin , Hillary , Dave and Jennifer over on LinkedIn.…

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45 - Closing the gap – equal pay for women 1:22:53

1 year ago1:22:53

1:22:53

Today, we’re talking about equal pay. Despite equal pay laws and increasing DEI initiatives across workplaces, women of every race are still paid less than men, at all education levels – and it only gets worse as women’s careers progress. Women in the U.S. who work full time, year-round are paid only 84 cents for every dollar paid to men. And for women of color, that gap is even bigger. That gap means that women have to work for longer – for some minorities, past their actual life expectancies! – to earn the same as white men. And that has a big impact on women’s health, careers, families, and communities. We are well overdue when it comes to closing that gap. And we all need to work together if we’re going to close it as quickly as possible. So today’s panel of guests will be talking all about what women can do for themselves to start to close the gap; how organizations can make meaningful change; the importance of male allyship; and the reality of why men are still paid more than women. IN THIS EPISODE: [01.04] Introductions to our Blended panelists. · Jennifer – Director of Development at Move for Hunger · Elba – Sustainability consultant and keynote speaker and trainer · Nicole – Founder and CEO at Candor Expedite [03.20] The group discusses why, in 2024, women are still paid significantly less than men. “Companies don’t invest the dollars needed in talent management systems, in training their leaders, in incentivizing their leaders to do the right thing, in recording and watching over the numbers so they know who/how leaders promote, to hold them accountable.” Elba “When you have a smaller company, you have a lot more control. Once you start getting to larger companies, it starts getting diluted – even if there are policies and procedures in place, there’s still this concept of relationships, hire and promote your friends.” Nicole · Internal cultures · Lack of investment · Policies and procedures · Investment · ‘Boys club’ · Coaching people to ask for what they’re worth · Women’s anxiety and fear · Celebrating women’s successes and achievements · Personal responsibility · Company responsibility · Advocating for yourself · Transparency · Impact on community, hunger · Complexity of the problem · What can we learn from the world of sports? Eg. equal pay in tennis · Risk for women for putting themselves out there · Pros and cons of pay ranges · Equalizing benefits as well as pay · What does equal actually mean? · Changing how roles work to support equality · What do women actually want? · Impact on skills gap · Importance of choice · Women’s ambition · Microaggressions · Inclusivity · Transferable skills · Pay transparency · The best ways to highlight the experience · Bias · Safe spaces · One-to-ones and roundtables “It boils down to transparency. It’s not just about what we want or what we should be asking for. Not enough organizations are standing on that precipice and shouting loudly “This is why, this is how and this is what we must!” Jennifer “I don’t like to talk about equal pay because it’s so complicated. Because it’s not about money. The reason people make different amounts of money – it’s death by a million cuts!” Elba “I want the opportunity to have the opportunity!” Jennifer “We have so many ways to find out how these companies operate, we just can’t be afraid… ask outrageously!” Nicole “Corporations aren’t pulling their weight. They have broken systems that perpetuate the systemic bias that is holding people back from achieving their potential.” Elba [01.04.07] The panel reflect on what individuals and organizations can do to start closing the gender pay gap. · Employee development programs · Start early! · Be proactive · Take advantage of industry data · Mentorship and sponsorship · Community building · Resources and training · Surveys · Education · Executive accountability · Importance of flexibility “Never settle… know your worth. Identify your worth and where you want to go, and let’s figure out the steps to get you there.” Jennifer [01.10.40] The group explores how women can positively engage men in this discussion; and the importance of male allyship. [01.16.32] The panel sums up their thoughts from today’s discussion.…

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44 - From Handshakes to Cocktails: The Dos and Don’ts of Networking Etiquette 1:20:08

1 year ago1:20:08

1:20:08

The panel of guests are going to explore the dos and don’ts; discuss the different things we need to consider, from drinking to shaking hands; reflect on the differences between on and offline networking; and share their own experiences for us to learn from. IN THIS EPISODE: [01.19] Introductions to our Blended panellists. · Lynn – Founder and CEO at LW Coaches · Kristy – President and Owner at Knichel Logistics · Benita – Independent Consultant at Benita Lee Professional Corp [05.16] The group discuss what we need to consider when it comes to networking etiquette and being professional; share some of their key dos and don’ts; and reflect on the differences between male and female experiences at in-person events. · Respect · Communication · Punctuality · Setting up meetings · Attending meetings/ghosting · Time management/scheduling · Safety · Dressing professionally · Awareness/understanding of your surroundings · Group settings vs individual encounters · Taking responsibility for yourself · Being intentional and self-aware · Planning ahead · Supporting each other · Body language · Anxiety · Mindset · Managing alcohol intake · Inclusion · Slow down and be present “At night, when you’re leaving a conference – I usually get someone to walk me to where I’m going, and men are just not as aware.” Benita “Be inclusive – make sure you talk to different attendees with different backgrounds, to get different perspectives.” Kristy “One of my ‘dos’ is planning ahead. You get what you put into it… take responsibility for responding vs reacting, and be very present.” Lynn “The more senior they are, the more I encourage them to take responsibility for role-modeling healthy, human-connecting behaviors… as a senior person you have the opportunity with your presence to open up the space, and bring people into the conversation.” Lynn “My Dad would tell me: “Business is done in the bar.” So I would stay at the bar until 2am – and he wasn’t wrong!” Kristy [31.59] The panel reflect on the positives and pitfalls of going out for group dinners – and exactly who pays the bill. “Who pays the bill changes the dynamic.” Benita · Expectations/assumptions · Navigating awkwardness · Paying as a sign of respect, thanks or appreciation · Setting boundaries · Clear communication · Misconceptions · Reciprocity [42.59] The group discuss the etiquette around greetings and physical touch. · Handshakes vs fist bumps vs hugging vs kissing · Self-control · Impact of the pandemic · Following others lead · The power of a smile · Normalizing asking for people’s consent/boundaries · Respecting cultural differences [50.39] The panel reflect on how we navigate difficult conversations, and how to react when we’re offended in a networking environment. · Intent · Shifting perspective instead of disagreeing · Understanding if you need to respond – what are you responding to? · Walking away · Responding without judgement · Leading with curiosity – “why do you say that?” · Asking for permission to support · Recognizing that we all have choices “Offer your perspective – it doesn’t have to begin with ‘I disagree!’” Lynn [59.08] The group talk about the dos and don’ts of online networking, and how we discuss or disagree in a respectful way in digital spaces. · Accountability · Intentional connections · Two-way conversations · The differing etiquette between social platforms · Introductions · Sending the right messages · Relationship-building rather than selling · Putting in the time/making the effort · Being mindful of how/why people use the space · Using first names · Making sure you have a picture · Creating safe spaces · Assuming good intent “It’s a platform tool for you, it should serve you. Don’t get trapped into serving it.” Lynn “I have a virtual book club… it gives people a forum to disagree respectfully… I can practice how to do it well.” Benita [01.15.47] The panel sum-up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with Lynn , Kristy and Benita over on LinkedIn.…

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43 - I’ll Be There For You - The Real Cost Of Allyship 1:23:59

1 year ago1:23:59