64 - Diverse Voices on Industry Stages

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.