『Blended』のカバーアート

Blended

Blended

著者： Sarah Barnes-Humphrey
無料で聴く

【Amazonプライム会員限定】今ならプレミアムプランが4か月 月額99円。

10月19日まで。※適用条件あり
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. 社会科学 経済学
エピソード
  • 71 - Faith at Work: Building Truly Inclusive Workplaces

    71 - Faith at Work: Building Truly Inclusive Workplaces
    2026/09/21
    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 BOSSmotherNaomi – Corporate Marketing Communications and Content ManagerDave – Host of The Teaching Journeys Podcast and Adjunct Professor at Utica UniversityAbby – 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 workplaceBiasStereotypesReligion impacting the way people see you/interactTalyn's experience as a practicing MuslimVisibility/exposureReligious hurtDave's experience of rejecting childhood religionPeople's religion being 'forced' onto others in the workplaceAbby's experience of becoming a Christian as an adultTriggers/emotional sensitivityLevel of comfortIsolationAsking permission/boundariesPrivate vs publicRespectCuriosity'Walking on eggshells'Personal relationships Self-advocacyReligious holidaysNavigating differing levels of religious observanceSize of organizationPoliticization 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. WarHow religion is talked about in the mediaLabelsAssumptions Leaders not feeing 'qualified' to have the right conversations Role of leadershipIdentityReligion is just one lens to be viewed through AllyshipIntersectionalityOutward 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]
    続きを読む 一部表示
    1 時間 36 分
  • 70 - Reduction, Reporting, Response: Tackling Workplace Harassment

    70 - Reduction, Reporting, Response: Tackling Workplace Harassment
    2026/08/19
    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 ·...
    続きを読む 一部表示
    1 時間 34 分
  • 69 - Boomer Blunders, Millennial Madness: How Generational Stereotypes Hold Us Back

    69 - Boomer Blunders, Millennial Madness: How Generational Stereotypes Hold Us Back
    2026/07/20
    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.
    続きを読む 一部表示
    1 時間 20 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません