Épisodes

  • 57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression

    57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression
    Jun 24 2025
    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 ·...
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    1 h et 22 min
  • 56 - Designing Inclusive Spaces: Neurodiversity, Accessibility, and Mindful Communication

    56 - Designing Inclusive Spaces: Neurodiversity, Accessibility, and Mindful Communication
    May 29 2025
    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 · ...
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    1 h et 34 min
  • 55 - Mental Health Awareness

    55 - Mental Health Awareness
    Apr 18 2025
    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 ...
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    1 h et 27 min
  • 54 - Banning Non Competes: Good for Workers, Businesses and the Economy

    54 - Banning Non Competes: Good for Workers, Businesses and the Economy
    Mar 13 2025
    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 ...
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    1 h et 21 min
  • 53 - Don’t Feel the Burn: Fighting Workplace Burnout

    53 - Don’t Feel the Burn: Fighting Workplace Burnout
    Feb 13 2025

    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.
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    1 h et 28 min
  • 52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career

    52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career
    Jan 8 2025
    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 ...
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    1 h et 21 min
  • 51 - More than words: The Power of Intentional Inclusion

    51 - More than words: The Power of Intentional Inclusion
    Dec 18 2024

    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.
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    1 h et 23 min
  • 50 - When cultures collide – bridging generational divides in the workplace

    50 - When cultures collide – bridging generational divides in the workplace
    Nov 27 2024
    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 ...
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    1 h et 31 min