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Blended

Blended

Auteur(s): Sarah Barnes-Humphrey
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À propos de cet audio

 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. Sciences sociales Économie
Épisodes
  • 60 - One billion women: Why we’re finally talking about menopause

    60 - One billion women: Why we’re finally talking about menopause
    Sep 22 2025
    Welcome back to Blended! Today, we’re talking about menopause. Women’s health issues, from menstruation to menopause, have long been overlooked in workplaces, schools, even families. But, increasingly, those issues are coming to the fore. Women are finding their voices and speaking up about the things that impact them every single day. And finally people are paying attention. Menopause has been hitting the headlines. Many organizations are starting to look more closely at the impact of menopause in the workplace, and what it really looks like to be a more supportive, inclusive employer. But where do they start? Awareness, policies and procedures, workplace accommodations, health and wellbeing – there’s a lot to consider. Our guests will be shining a light on it today. They’ll be exploring what menopause is and what it can look like for women, the stigma and negative connotations attached to menopause, and how organizations can better support women in the workplace. IN THIS EPISODE: [01.15] Introductions to our Blended panelists. · Karin – CEO at NIRAKIO · Nadine – Creative Director and Founder of Mayana · Claudia – Retired Global Supply Chain Executive, DEI Champion and Community Activist [07.08] The group discuss what menopause is, the common symptoms, and what it’s really like for women as they navigate this transition. “One billion women will be in menopause at this time. So it’s a very lucrative opportunity, and it’s also a very predatory environment.” Nadine “It’s a natural stage of life that most women experience between the ages of 44 and 55. And, given that women represent 40% of the workforce today – and growing! – its impact on the workplace is a really critical topic.” Claudia · Stages of menopause (peri-menopause, post-menopause) · Psychological symptoms o Mood changes o Anxiety o Lowered confidence o Second-guessing o Feeling a loss of control o Rage o Loss of patience · Physical symptoms o Hot flashes o Night sweats o Joint pain o Weight gain o Sexual impact o Lack of sleep · Cognitive symptoms o Brian fog o Inability to concentrate · Claudia’s positive experience of training, awareness and education at IBM · Understanding the impact on women in the workplace · Identifying symptoms · Encouraging women to ask for help/speak up · Link to aging · Cultural differences in symptoms · How menopause impacts women’s tolerance level for things they’ve been socially conditioned to quietly accept · Empathy · Vulnerability · Public display of private health · Uncomfortable · Weaponization/reclaim of language “It’s a stage of life that’s typically experienced in the latter stages, so it identifies as aging. I identified as getting older. So did that diminish my value to the organization, did they think I could still lead innovation when, suddenly, I’m an older member of the team?” Karin “Black women are the last to get diagnosed, they’re the last to get help. And that’s where we’re seeing these big disparities. The menopause space was predominantly white-facing, and there was not a lot of information for racialized people, so the goal for us is to have that conversation. Because when we’re serving everyone, everyone benefits.” Nadine “I started making jokes that I wasn’t having hot flashes – I was having power surges! But, in making those jokes, it opened the floor to discussion.” Karin “To have something so personal and health related happen, it amplified that I was female in a room full of males. Not that I tried to dress like men, or act like men – but I never really tried to call out that I was female.” Karin [36.06] The panel explore the negative connotations around menopause, the stigma of aging, and how we talk about menopause, to ourselves and to each other. · Tackling stigma · Creating awareness · Open conversations · Education · Women leaving the workplace · Feeling of diminished value and vibrancy in the workplace · Shame · Women often internalize struggle/‘suffer in silence’ · Interplay with personal life · Who’s responsibility is it to change the conversation/challenge the stereotypes/tackle the stigma? · ERGs/women’s groups · Systemic issue · Creating community · Safe spaces · HR “I was a diversity and women’s network leader for many years, and it wears you out… I would like to see more...
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    1 h et 11 min
  • 59 - Privilege

    59 - Privilege
    Aug 22 2025
    Episode 59 – Privilege Hello everyone! Welcome to Blended and, today, we’re talking about privilege. It’s a topic that’s been a part of many of our conversations here on Blended, from immigration to education. So, today, we’re going to put the spotlight onto privilege in the workplace. According to a March 2025 report, conventionally attractive employees earned $20,000 more than co-workers due to an apparent ‘pretty privilege.’ Meanwhile, another report revealed that white people as a group have better employment outcomes than their black peers. There are so many different types of privilege at play, and we’re going to be taking a closer look at four key areas today. And we’ll be shining a light on what organizations can to identify, tackle and prevent privilege in all it’s forms. So, welcome to Bobbie, Christy, Claire, Devon and Nik-Keisha who are going to share their thoughts. Let’s get started with some introductions; can you each tell me who you are, what you do and how you identify? Starting with you, Bobbie. We’re going to do a deep dive into types of privileges but, for context: What is privilege? What does it mean? Is privilege something anybody can have? Why/why not? Why has the understanding of/discussion around privilege grown in recent years? There are so many different angles to discuss the topic of privilege, but today we’re going to focus on the workplace. Firstly, what is workplace privilege? How does workplace privilege create a structural, unequal playing field? What impact can workplace privilege, and its intersectional biases, have on potential earnings, career success or, equally, falling behind? Let’s break this down a little more, and dive into four key areas of workplace privilege. First: access to opportunity. What does this mean? What can that look like? ie. Elite universities ‘Jobs for the boys’ ‘It’s who you know, not what you know’ Do you have any examples/experiences to share? Second: comfort in professional settings. What does this mean? What can that look like? ie. Networking Meetings/presentations Office dynamics How does this intersect with other areas, eg. Neurodivergence Mental health Disability Introverts Do you have any examples/experiences to share? Third: safety. What does this mean? What can that look like? ie. Physical Emotional Sexual Do you have any examples/experiences to share? Fourth: financial. What does this mean? What can that look like? ie. Stable housing Ability to manage finances Support in family responsibilities How does this intersect with other areas, eg. Class Disability Mental health Do you have any examples/experiences to share? Privilege is a widespread issue, and one that is deeply rooted. What can organizations do to: Identify privilege, both in their own practices but also in the wider team culture? Start to dismantle it? Establish processes/policies for prevention in the future? What can individuals do: If they’re facing privilege in the workplace? To guide/support their organization in tackling privilege? Let’s wrap up: can you each give me one take-away, or sum up, from today’s discussion? Thank you so much to Bobbie, Christy, Claire, Devon and Nik-Keisha for joining me today. A workplace study in the UK found that 90% of respondents think that privilege has a negative impact in their workplace. Privilege left the majority feeling undervalued, demotivated and excluded, and it had a significant impact on their commitment and productivity. Yet, 58% of the organizations surveyed had no policies for privilege. It’s time to close the gap, and finally recognize privilege for the huge issue it is. Remember that you can reach out to me, or any of the guests, on social media if you have anything you’d like to add to what we’ve talked about today. And don’t forget to join us again next month when we’re going to be talking about menopause. After years of women suffering in silence, menopause is finally coming out of the shadows. So we’re going to talk all about confronting stereotypes and supporting women in the workplace – the right way. I’ll see you then.
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    1 h et 28 min
  • 58 - Is A Re-Brand The Answer? The Face of ERGS in 2025

    58 - Is A Re-Brand The Answer? The Face of ERGS in 2025
    Jul 22 2025
    Is a re-brand the answer? The face of ERGs in 2025 Welcome back to Blended! Today, we’re re-visiting a popular topic from a previous show – ERGs. We took a closer look at ERGs towards the end of 2024, and covered a lot of the basics – how they work, the challenges and opportunities, and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs. But, since that episode, a lot has changed. The US has a new administration, and one that has made bold moves in the DEI space. Now ERGs, like many other initiatives, are under the microscope – despite the widely accepted benefits. And Lowe’s, Ford and John Deere are just some of the high-profile names that have shared plans to scale back ERGs. Meanwhile, others seem to be aiming for more of a re-brand. PR Week said that ‘in the age of aggressive anti-woke activism, companies are repackaging their ERGs to take a potential target off their backs while continuing to give their talent a sense of belonging and acceptance.’ So, what does that all really mean? Today’s guests are going to be unpacking it for us today. IN THIS EPISODE: [01.20] Introductions to our Blended panelists. · Amy – Senior Director of Network Supply Chain at UScellular · Eric – Senior Technology Editor at Journal of Commerce · Hady – Founder and CEO at Boldly Speaking LLC and author Lori - President at Benson [08.43] The group discuss what ERGs are, their purpose, and what they mean to them. · Sense of belonging · Inclusion · Safe spaces · Authenticity · Community · Centered around employee engagement, eg. o Professional development o Events o Community service o Discussions around important topics · Feeling seen/affirmed · Evolution · Having people to relate to · Fighting isolation · Issue with ERGs being under-resourced or under-messaged · The challenges of allyship · Builds culture · Talent development – helps develop leadership/managerial skills · Learning/education · Insight into microaggressions and challenges “They’re like clubs for employees that share an identity… As a Latina in corporate America, ERGs are the spaces I’ve felt the most comfortable, the most at home. Sometimes, they were the only places I could really be myself.” Hady “There’s a hesitance, even for people who want to be allies – you don’t want to be imposing yourself in a space that’s designed to make people feel comfortable… It’s a challenge to know where you can participate and it’s helpful, and where you step back.” Eric [24.03] The panel explore the challenges and opportunities of allyship, and share their personal experiences. · Balance · Respect · Hady’s experience of positive allyship · Collaboration · Intersectional allyship and ERGs · Making introductions/connections · Company size · Empathy · Lived experience · Blended families · Allies in specific functions · Keeping allies in the minority · Intent · Hady’s perspective on an individual running a Latinx ERG who was not Latin themselves · Amy’s experience of helping develop an ERG and grow a community as an ally “I also serve as an ally, and know how uncomfortable it can be... I have to be mindful of how much space I occupy when I’m there, because that space is not for me… You’re there to show support. Sometimes that means you speak up, and sometimes it just means you hold space for others.” Hady [48.25] The group discuss how ERGs have evolved, what they look like today, and how organizations can access the support of people like Eric in light of allyship challenges. · Hady’s experience of how ERGs evolved over the years in the companies she worked for · Short-term goals and long-term plans for ERGs · Purpose · How companies can leverage ERGs to help understand/communicate with customers · ERGs linked to current dismantling of DEI strategies · Measuring impact · Equitable access · How engagement has changed · Eric’s experience of volunteer groups at JOC · Investing in ERG leaders o Payment/bonuses o Rewards and recognition o Career development/leadership training · ERG partnerships · How allies can help in a meaningful ways · Non-alienating ...
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    1 h et 28 min
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