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
  • 68 - Between Two Voices: Understanding Code-Switching

    68 - Between Two Voices: Understanding Code-Switching
    2026/06/19
    Between Two Voices: Understanding Code-Switching Welcome back to Blended! Today, we're talking about code-switching. A couple of episodes ago, my panel and I were talking about intersectionality, this phrase come up and, I have to admit, I hadn't heard it before. It's one of the things I love about Blended, it always throws up something new. And I thought that, if it was new to me, it might be new to some of you as well. So we wanted to give code-switching its own deep dive. Today we'll be talking about what it means, why it happens, the hidden toll of sacrificing personal authenticity to fit in – and what we can do to create inclusive environments for everyone. IN THIS EPISODE: [00.54] Introductions to our Blended panelists. · Leah – Author · Jeff – Community Consultant and Executive Producer and Host of Beats, Rhymes y Comunidad podcast · Dr Lola – ERG Strategist and Founder and Executive Director at Immigrants in Corporate [06.22] The group explore what code-switching means and why it happens, and share some personal examples. · Inauthenticity · Altered: o Mannerisms o Dress o Language o Body Language Context · Perception · Acceptance · Bias · Conscious/unconscious · Professionalism/credibility · Intent · Stigma · 'Cookie cutter' mold in the workplace · Archetypes – European white male centric · Patriarchy · Impact of 'casual' tech CEO's · Raising children to code-switch · Awareness · Generational differences · Accountability · Too much, or not enough · Socioeconomic impact · Exhaustion · Diversity · Normalization · Fear of change – what are you really afraid of? · Ignorance · Courage to call things out "It's how you alter the way you show up, whether it's in a conversation or an environment, from your mannerisms, your body language, the way you dress. Anything that's an inauthentic version of yourself that you're presenting in an effort to gain approval or acceptance." Jeff "I was raised on it… It was expected of us. This is what you do to adjust, to do the best you can to eliminate bias and assimilate into what's acceptable." Leah "It's changing. I'm being more intentional about creating a code of my own, because there's been too much stigma around how we show up – especially in the workplace." Jeff "It's a burden, a backpack of rocks. But, after a while, we get used to it." Leah "As a black woman in America, you can't talk about this without talking about race and gender… Sometimes code-switching becomes armor… but it's exhausting." Dr Lola "Sometimes when we think about change it can get so big that you retreat, it almost feels impossible. Then I realized it just had to start with me... If you check yourself each time you're afraid and ask yourself, 'what about that bothers me so much?,' then you're creating an atmosphere that allows people to be themselves." Leah [42.13] The panel reflect on the mental health impacts of code-switching, and how it shows up in community. · Identity · Shrinking yourself · Belonging · Code-switching with ill-intent · Recognition · Permission · Setting the tone · Culture · Forcing people to conform "We talk about the word belong, but we don't actually interrogate what that requires." Jeff "How do we attract a different culture? If people are code-switching – intentionally or unintentionally – it's because something about that environment has told them they need to." Dr Lola [57.19] The group discuss responsibility and who should take ownership of code-switching. · Leadership · Safe spaces · Empathy · Grace · Understanding · Support · Curiosity · Allyship · Boundaries · Education · Open dialogue · Power · Visibility "The leader has a responsibility to set the tone. I think, as individuals, we're always going to need to code-switch to a certain extent, but you shouldn't have to code-switch consistently, to your detriment." Dr Lola [01.06.56] The panel share ideas for what leaders can do to tackle code-switching in the workplace. · Training · Impact of AI ...
    続きを読む 一部表示
    1 時間 25 分
  • 66 - Intersectionality: the next frontier for inclusive workplaces

    66 - Intersectionality: the next frontier for inclusive workplaces
    2026/04/22

    Welcome back to Blended!

    Today, we're talking about intersectionality.

    This is something that comes up a lot as part of our conversations here on Blended. But often it's when we're really exploring personal identities and sharing our experiences. And, the more we dive into the workplace, the more the nuance of intersectionality tends to disappear. There's an ERG for this type of person, a policy for that type – but what if you're both? When it comes to understanding the complexity of human identity, corporate is still lagging behind.

    But, in a climate where DEI is being eroded altogether, how can businesses put a focus on intersectionality – and why is it actually important?

    IN THIS EPISODE:

    [00.59] Introductions to our Blended panelists.

    · Jodi – Founder and CEO at NIARA Consulting

    · Marjorie – Director of Community at Exos, Founder and Principal Strategist at Community by Association, and podcast host

    · Eileen – Founder and CEO at Apex Tide Consulting

    · Dr Dequies – Founder and CEO at We Suite Women's Empowerment Consulting and Associate/Adjunct Faculty in organizational development and leadership

    "I'm black and biracial so I've always lived between two identities… I live this topic every day and I see how it has, and has not, changed across cultures and communities." Jodi

    [12.51] The group share their personal experiences and examine what intersectionality means to them.

    "Intersectionality is every identity that you carry, and it doesn't always look like a textbook definition. As a person in academia, I can say a lot about what the research may say. But, for me, it's not just my gender, race or sexuality… Everything plays a role in how I show up." Dr Dequies

    "It's also your life experiences and how you've had to navigate the world. Intersectionality includes all of the challenges you've had to overcome, the successes you've seen, the experiences you've gained… It's a rich ecosystem." Marjorie

    • Identity
    • Personal values/ethics
    • Layered approach
    • Life experiences/how you've navigated the world
    • Personal challenges and successes
    • Asking questions
    • Having deeper conversations
    • Code switching
    • Culture
    • Socio economics
    • Expectations
    • Safety
    • Subjective
    • Diversity
    • Judgement
    • Labels

    "It's the reality that we don't experience identity in siloes. We experience it all at once... So when organizations try to simplify identity into neat categories for ERGs, where do you go?" Jodi

    "The best visual is the iceberg. So much of a human is below the waterline, but we only see a little bit… We fall into the trap of judging people by that bit… And if we look at humans through only one lens, we miss the truth of their experience." Eileen

    [32.03] The panel discuss how intersectionality interacts with bias, personally and professionally.

    "Ambiguity doesn't remove bias. It creates another form of it." Jodi

    • Cultural norms
    • Relatability
    • Assumptions/perception
    • External similarities do not necessarily equal shared experiences
    • Projection
    • Ambiguity
    • Bias in AI
    • Triggers
    • Conscious/unconscious
    • Weaponized incompetence
    • Accountability
    • Upbringing – how do you break the cycle?
    • Choice

    "Bias isn't just interpersonal. It can be structural, organizational, or technological… If our systems aren't designed with intersectionality in mind, they can replicate or amplify old inequities – but at a larger scale." Eileen

    続きを読む 一部表示
    1 時間 34 分
  • 65 – Fighting Stigma: Overcoming Stereotypes in the Workplace

    65 – Fighting Stigma: Overcoming Stereotypes in the Workplace
    2026/02/19
    Welcome back to Blended! Today, we're taking on a big topic – stigma and stereotypes. As laws and recommendations continue to evolve at both federal and state levels, employers face an increasingly complex landscape. According to reports, some of the top challenges for employers in 2026 range from navigating compliance and whistleblowing, to dealing with issues around immigration and mental health and wellbeing. But, below all of this complexity, many employees find themselves dealing with versions of the same old problems. Stereotypes, stigma, and bias are still felt deeply by women, people of color, the LGBTQIA+ and disability communities, and more. So, whilst the big battles are happening at federal and state level, what can the rest of us do to address what it all means for employees on a day-to-day basis? Our guests are going to be diving into all of that today, and exploring addressing stigma and overcoming stereotypes in your organization. IN THIS EPISODE: [01.12] Introductions to our Blended panelists. · Jenny – Chief Executive Officer at Catalais Consulting · Tedi – President and CEO at MI Diversity Center · Robbin – Founder and CEO at Women Igniting Change [04.58] The group share their personal experiences, and discuss what stereotypes and stigma really mean, how they show up in the workplace, and their impacts. · Gender-based stereotypes, eg. Emotion or working mothers · Credibility · Belonging · Negative perceptions · Unfounded truths · Assumptions · Judgement · Blame · Inherited beliefs and values · Influence of family, society and culture · Identity · Language – words have power · Dehumanization · Lived experience · Fear/self-protection · Privilege · Jenny's experience of immigration and assimilation · Limiting potential · Racism · Top down examples/leadership · Sources of information/disinformation · Asking questions · Doing due diligence · Control · Us vs them narrative · Challenges of multigenerational workplaces · Right and wrong, true and false · Physical and mental impact · Intersectionality · Active listening · Robbin's experience of reverse agism and stereotyping around her personality type · Misogyny · Tedi's experience of identity stereotyping · Bias – implicit and explicit, conscious and unconscious · Stereotyping and labels within individual communities "Someone who expresses passion and empathy in the workplace is often framed as too emotional, rather than that being seen as a leadership strength. To me, that's a stereotype… The stigma is when we start to internalize that." Robbin "There's no such thing as a true stereotype!" Tedi "Stereotypes are assumptions, shortcuts we take to understand others quickly. Stigma is what happens when those assumptions get loaded with judgement or consequence." Jenny "Our own unexamined beliefs and values tend to ooze out onto other people, either intentionally or unintentionally." Robbin "Privilege is not the issue – what we do with it is... Blind spots are the not issue – refusing to look at them, acknowledge them, and then learn and grow from them IS." Jenny [55.39] The panel explore how to tackle issues around stereotyping and stigma in the workplace. · DEI mapping/auditing · Examining attitudes of leadership team and employees · Examining policies and practices · Tracking, meeting and celebrating goals/milestones · Awareness · Responsibility · Communication · Safety/culture · Authenticity · Separation between work self and personal self · Accountability · Respect · Equality · Impact of current political climate · Transparency · Vulnerability · Value systems "It takes culture to create a safe container for those conversations. When I was in corporate, part of the management style was fear and intimidation. There was no way it was safe enough to have this kind of dialogue." Robbin "It comes down to our core values. If our core values, as human beings, are aligned, it's OK if we have different beliefs. As long as those ...
    続きを読む 一部表示
    1 時間 19 分
  • 64 - Diverse Voices on Industry Stages

    64 - Diverse Voices on Industry Stages
    2026/01/14
    Seek, create, mentor, partner – the four steps to getting diverse voices onto industry stages Welcome back to Blended! Today, we're talking about the ethos behind this podcast – highlighting diverse voices. The Blended podcast was founded to give people from all walks of life a platform and, as an extension of that, the Blended Pledge was established to get those people onto industry stages. Because we've all been at conferences and events and seen the same type of person represented time and again. We've heard that diverse voices weren't invited or, if they were, they couldn't afford to fund the trip. Across industries, we're starting to see panels and stages work on that diversity, but progress isn't happening quickly enough. So, as we look towards a brand new year, we wanted to share some practical advice around what we can all do to get more diverse voices onto industry stages – and why it matters. IN THIS EPISODE: [01.04] Introductions to our Blended panelists. Karen – President and CEO at World Trade Center Denver Megan – Psychotherapist and host of Career Congregation podcast Mary – Senior Vice President of Business Development at Pallet Alliance [06.07] The group discuss what they see when it comes to diverse voices on industry stages, how inclusion has changed, and their experiences as speakers, organizers and attendees. Male representation on stage Different perspectives lead to better outcomes Small changes Slow pace Why should companies care? Diversity of country of origin Diversity of audience as well as panel Megan's experience of shifting gender representation in psychology, therapy, and wellness, as well as different representations across cultures (west vs east) "I've been going to conferences a long time and I do see a shift in the diversity that's on stages. But I'm still very familiar with the basics: Caucasian, male, business." Mary "Like attracts like, even though diversity matters. If you're trying to get a diverse audience, you need to have those people on the panel… I build a panel based on who I want in the audience." Karen [24.18] The panel explore common barriers and challenges to achieving more diversity and inclusion at industry events. Women rejecting opportunity/suggesting male colleagues Making mistakes Event planning Honesty Panel planning is an art, not a science Responsibility – individual and business Karen's experience of a speaker tying her personal talent for fire-eating to managing supply chain Inspiration Mary's experience of being a masculine-presenting lesbian and being treated differently Lack of exposure Being different is a superpower Courage Seeing to believe Corporate gatekeeping – who can represent the company? Travel – Expenses Getting creative Permission Company vs personal brand Calling people out Bias Leadership Fear Neurodivergence – creating diverse experiences different ways of learning/working "A lot of companies are afraid to talk right now, there's a fear of retribution, they don't want to get out in front on some of their challenges. But if you're vulnerable and talk about the mistakes you've made, you seem more powerful. And that's what people learn from." Karen "I'm a masculine-presenting lesbian… Who I am and how I present is NOT represented anywhere. I'm different, but that's been working for me... And I encourage people that are like me to be proud of who they are by sharing my story." Mary "These big decisions usually boil down to one person. They've been around for a long time, they're resistant to change and don't like the way things are going… These old white male headspaces need to shift." Megan [01.11.26] The group share some practical tips and advice for getting more diverse voices onto stages. Intent Research Goal-setting Calls for speakers Understanding/supporting the people you have in your company Upskilling Identifying strengths Personal ethos/mission/values Authenticity "Diversity is way beyond color of skin." Karen [01.25.33] The panel sum up their thoughts from today's discussion. RESOURCES AND LINKS MENTIONED: You can connect with Karen, Megan or Mary over on LinkedIn.
    続きを読む 一部表示
    1 時間 32 分
  • 63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?

    63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?
    2025/12/15
    Welcome back to Blended! Today, we're going full circle with the show. We're going back to our roots – because we're talking about DEI. When Sarah founded Blended back in 2020, we were in the trenches of the pandemic. Everything was changing – within businesses, people's personal lives, within society as a whole. And it felt more important than ever to talk about people. To share stories and get to know each other better, to learn and to really think about what we wanted things to look like for ourselves when the pandemic was over. And the root of all of that was diversity, equity, inclusion, equality – community. Now, five years later, a lot has changed. And so has how many of us think about diversity and inclusion. Political changes have seen many organizations publicly pull back from visible DEI efforts and, internally, scale back or completely retire diversity goals altogether. And that's a problem. For many people, it's a step – or more than a step – backwards. So, as we look to 2026, what is DEI going to look like? And what's that impact of that on people, businesses and culture in general? Our guests will be diving into all of that today. IN THIS EPISODE: [01.23] Introductions to our Blended panelists. · Sue – Founder and CEO of Origen Air · Sheri – Sourcing, procurement and supply chain leader "DEI is so important to me. Throughout my journey as an entrepreneur, it's become even more apparent. It seemed like we were getting to the point of equality, but as I started my own company and went through not only fundraising but also procurement, it became very clear that we still have a long way to go." Sue [06.09] The group discuss what the current DEI landscape looks like, some of the biggest changes they've seen this year, and what we might expect from DEI in 2026. · Guarded, 'behind closed doors' · Competing narratives · Strategic · 'Permission to backtrack' · News ways to make progress · Reframing of DEI programs · Being less externally vocal · DEI folded into wider social governance programs · Integration of data analytics and technology · DEI specialists stepping back/reframing their value proposition · Firing of DEI employees · Squeezed DEI budgets · Negative links to other issues, eg. Sustainability, woman-owned · Words we use – diversity vs inclusion · Organizations re-thinking core values · Rebuilding DEI · DEI built in, rather than separate · Advocacy · Swinging pendulum of support for DEI · Transformation "It used to be something that lit a lot of people up, it was colorful. Now when I think about what the landscape looks like, it's muted and gray." Sheri "I don't think it's fading out, it's just transforming. It's going to look different. It's going to be more of a quiet, strategic commitment." Sheri [29.18] The panel dive deeper into allyship, why it's important, and how we communicate what we want and need from allies. · Mixed messages · Men and women are not opponents · Representation · Working together/collaboration · What men can do practically in the workplace · Creating safe spaces [39.45] The group discuss the public dialogue around DEI in light of current political influence, and how that's impacting people, organizations and their commitment to DEI. · Common misconceptions · Access to opportunity · Privilege · Role of leadership · Responsibility · Fear · Making excuses · Scarcity · Fairness · Ego · Women vs women · Doing things quietly vs loudly · Metrics/measurement/KPIs – what does success look like? · Education · Redefining what diversity and inclusion actually means "The misconception that I've been hearing is that we're asking to 'take,' people are worried that things are going to be taken from them. But that's not what DEI is about." Sue "We're not asking for special treatment – we're just asking to be seen and heard. We don't want you to hire us if we're not the right person. We don't want you to buy from us if we don't have the best product… We just want the opportunity to be a consideration." Sue "If the checklists and the targets go away, you're not boasting about it publicly, and it's all done quietly, how are we going to know if we're making progress?" Sheri [01.06.25] The panel sum up their thoughts from today's discussion and share their advice for ...
    続きを読む 一部表示
    1 時間 13 分