Blended

Hello everyone and welcome to Blended! This is a brand-new show and it’s going to be a little bit different to what you’ve heard before. We talk a lot about the challenges facing our industries as a whole – changing technology, network complexity, surprises like COVID-19 – but what we don’t talk as much about is the people. The people that really drive our businesses forward, and specifically, the under-represented. I’ve been flying the flag for women in supply chain for a few years now, through the podcast and some of my other endeavours, but Blended is going to go much further than that. Because it’s not just women who are under represented in Business – we need to be thinking about Everybody! the LGBTQ+ community, people of colour, those with disabilities and so many more, whether they’re visible or hidden. To me the word inclusive means that we need to join together, to support each other, to be each other’s allies, to ensure we ALL have a seat at the table to make our daily lives the absolute best it can be. How can we do that without leaning in, understanding and communication? This show will change all of that...

52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career 01/08/2025

52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career Today we’re talking, once again, about mentorship. We dove into this huge topic back in 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 , 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 behind you, it’s easier to advocate for yourself. Your advocacy is based in accomplishments and objectivity, not just ‘I want.’” Doug “It’s a matter of asking for advice… Be prepared, do your homework. Instead of personalizing it, take a moment to step back and assess: What is your next step? What would really push you forward?” Julienne [01.16.05] The panel sum-up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with , , , , and over on LinkedIn. /episode/index/show/blendedpodcast/id/34778925

51 - More than words: The Power of Intentional Inclusion 12/18/2024

50 - When cultures collide – bridging generational divides in the workplace 11/27/2024

50 - When cultures collide – bridging generational divides in the workplace 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 diversity while managing other pressing DEI issues in the workplace and shared some practical tips. In a survey by the Living, Learning, and Earning Longer Collaborative Initiative, more than 8 in 10 global leaders recognized that multigenerational workforces are key to growth. However, less than half of companies include age diversity in their DEI initiatives. · Age-neutral language · Eliminating age bias in hiring · Flexibility · Communication styles · Customized benefits “Companies are acknowledging that in order to diversify their hiring, they have to diversify their offerings.” Merlinda [01.26.35] The panel sums up their thoughts from today’s discussion. “Every generation has a superpower, and when you learn how to leverage that superpower, it makes you a powerhouse.” Merlinda RESOURCES AND LINKS MENTIONED: You can connect with , , and over on LinkedIn. [LINK TO OTHER RELEVANT PODCAST EPS] /episode/index/show/blendedpodcast/id/34177900

49 - Dos and Dont's of Employee Resource Groups 10/17/2024

49 - Dos and Dont's of Employee Resource Groups Today, we’re doing a deep dive into a DEI initiative that has rapidly grown in popularity over the last few years – and that’s employee resource groups, otherwise known as ERGs. They’ll be talking about how ERGs work and the importance of purpose; the challenges and opportunities; and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs. IN THIS EPISODE: [01.43] Introductions to our Blended panellists. · Lola – Founder of EQImindset and Immigrants in Corporate (IIC) · Sherica – CEO at Polished Consulting · Bart – Strategic Advisor for Supply Chain · Jennifer – International Speaker, Journalist and Author [10.12] The group explore the basics of ERGs: what they are, how they work, their purpose, and the benefits and opportunities to be found. · Psychological safety · Authenticity · Evolution of ERGs · Community · Connection · Acceptance · Shared values · Judgment-free zones · Intent vs reality · Affinity · Goals and purpose o Employee insight o Employee experience o Hiring o Retention o Sustainability · Intersectionality · Is there such thing as too many ERGs? · Benefits and opportunities · Post-pandemic mindset changes · Engagement/disengagement with work · The great resignation · Alignment · Burnout · Fostering meaning outside of work · Shared culture and passions “It’s a group of people with a shared interest; like minded people who can come and have a sense of community, be seen and heard, and be their authentic selves.” Sherica “The two words for me are: ‘organized’ and ‘goal’… Whatever organizations decide to call them, ERGs are organized groups with a goal, a purpose. And that might evolve over time.” Lola “You almost have to have ERGs now in order to do business… And you’re not going to be able to attract the best talent without it.” Bart “ERGs give people an idea of values and fit inside of an organization. And if you look at the root causes of burnout, values mismatch is one of them – that people don’t feel connected, and have a lack of meaning in their work.” Jennifer [25.22] The panel discuss the roles and responsibilities of leaders and teams in establishing, running, and supporting ERGs, and where the balance lies. · Creating the right culture · Embedding into mission, vision and values · Sponsors/champions: o Executive level visibility and influence o Securing budget o Holding organization to account o Support o Permission · Employees – execution · Role of HR · Incorporating ERGs into personal/career development · Access for different types of workers · Enablement · Active listening · Sacrifice · Personal time versus work time · Honesty · Empathy “Organizations have to create a culture where these types of groups can thrive and survive, and they do that by embedding it into their mission and vision, and making sure they have the right sponsor.” Sherica “You can have access, but you also need to have enablement with that access. One of the things that goes wrong with ERGs is that they build them… But don’t necessarily enable people to leverage it, because you’re not giving them the time. Wellbeing becomes workload.” Jennifer [45.45] The group reflect on the biggest ERG obstacles and challenges, sharing their experiences of what a bad ERG looks like and some of the reasons ERGs go wrong. · Regional focus · How many/which groups? · Challenges vary by company size · Growing interest from smaller size companies in ERGs · Smaller businesses intimidated and limited by enterprise organizations · Exclusion/gate-keeping · Forced participation · Allyship · How to bring allies into a group for marginalized/under-represented people · Creation of brave spaces, as well as safe spaces · Education, training and development · Using external co-ordinators · Conflict resolution · Emotional intelligence · Establish the rules of engagement · Bridging generational divides · Leadership · Mentorship “I’ve had conversations with leaders and employees, and the gap was unbelievable. The distance between the experience for employees, and what leaders thought they were doing and offering, was so wide… The big word that kept coming out was tone deaf.” Jennifer “You can have a big impact, especially if leadership is behind it… but if you don’t have that, ERGs can very quickly become a token.” Bart [01.24.24] The panel sum-up their thoughts from today’s discussion. “ERGs are not a checkbox for diversity. They are the backstage pass for fostering a vibrant, inclusive workplace where every voice is not only heard but celebrated.” Sherica RESOURCES AND LINKS MENTIONED: You can connect with , , and over on LinkedIn. /episode/index/show/blendedpodcast/id/33502242

48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship 09/20/2024

48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship Today the panel will be talking about traditional mentorship and how it looks different across communities and contexts; the rise of reverse mentorship and its importance in intergenerational workforces; how to measure the success of mentor/mentee relationships and the common mistakes to look out for; and how to avoid the trap of seeking a mentor for the sake of it. IN THIS EPISODE: [01.40] Introductions to our Blended panellists. · Dillon – Senior Consultant - People Consulting at EY · Sandi – Owner/Lead Reconciliation Trainer/Consultant at Mishkwe Enterprises · Sarah – Leadership Coach/Program Manager at Joyful Catholic Living LLC · Jill – Material Program Manager at Raytheon [06.32] The group discuss traditional mentorship: what it means, what it can look like, and why it’s so important. “A traditional mentorship relationship would be pairing a senior person, who has a wealth of expertise in certain areas, with someone who’s junior or trying to make their way up the ranks and get that knowledge transfer.” Dillon · Formal programs within a business · Informal relationships · Individuals connecting on a platform like LinkedIn, etc · How mentorship changes during the course of your career · How receptive you are to listening vs how willing people are to talk to you · Influence/looking up to someone · How mentorship looks different in different contexts · Community · Indigenous peoples: o Intergenerational trauma o Traditional mentorship community structure o Finding your path o Affinity with mentors/mentees o Impact of removal of mentorship on community o Internalized oppression “For traditional indigenous communities’ mentorship was a given. And with residential schools, mentorship was lost and destroyed.” Sandi · Personal and professional exploration · Flattening of traditional career trajectories – moving horizontally, not just vertically · Mentorship is not just about careers · Understanding the ‘code of conduct’ of the environment you’re stepping into, so you’re more likely to be successful · How culture changes what a mentor/mentee relationship looks like · Responsibilities of mentors and mentees · Mutual respect · Impact of the pandemic · Remote mentors · Matchmaking · Impact of personal life on work life · Natural chemistry of choosing mentors from your own culture/identity · Cross-cultural mentors o Challenging yourself o Identifying bias “It allows for exploration; you can find your tribe… For underrepresented groups, there’s often a feeling of isolation within corporate environments, and mentorship breaks down that feeling… it makes people feel seen and protected.” Dillon [42.18] The panel discuss how we measure the success of mentor/mentee relationships and share some of the common pitfalls or common mistakes to look out for. “Define success before you even take one step! I can think of so many mentor/mentee relationships where the emphasis has been on the sharing of the information, not on what they do with it.” Sandi · Time it takes for results to be realized · Who is successful, why, what can you learn? · Move away from judgement · Observing the skills, habits and traits that work · Avoid putting all focus on just finding a mentor · Difference between coaching and mentoring · Setting expectations · Importance of common values · Organic evolution of relationships [52.00] The group explore the rapidly growing trend of reverse mentorship: how it works, how it’s different to traditional mentorship, and why it’s key for organizations to support and embrace both forms. · Dillon’s own experience of reverse mentorship, and an insight into the program at EY · Listen, learn, ask questions, challenge back · Wisdom from different generations · Building trust · Respect · Intent “Humility builds bridges; egos burn them.” Sandi [01.09.38] The panel discuss what we can learn from their discussion and share key takeaways. “Believe in your own superpowers and see how that can be complemented by a potential mentor or mentee.” Dillon · Patience · Power of social media · Work on your confidence · Do the research · Don’t put people on a pedestal · Be prepared · Honesty · Creating safe spaces · Empathy and humanity · Structure and boundaries · Transparency · Discovering mentorship all around you, in different places “Be very clear about ‘what is it I’m trying to learn?’ and ‘which ways am I trying to grow?’ … So, by the time you meet your mentor, it’s very clear you respect their time.” Sarah [01.22.24] The group reflect on the pressure to find a mentor, and their key takeaways for individuals trying to tackle that pressure. “My view of mentorship has evolved… Over time, I went from ‘I need to find a mentor’ to ‘I need to take control of my life and career.’” Sarah RESOURCES AND LINKS MENTIONED: You can connect with , , and over on LinkedIn. /episode/index/show/blendedpodcast/id/33141217

47 - You’re fired! Working from home, and the emerging trend of promotion bias 08/21/2024

47 - You’re fired! Working from home, and the emerging trend of promotion bias Welcome back to Blended! Today, we’re talking about changing working environments, and promotion bias. The debate of working from home versus working from the office has been gaining traction over the last few years, and people have been discussing the different pieces of it, from work/life balance to in-person versus online meetings to loneliness to productivity. But where you work, and it’s impact on career progression, is one of the biggest conversations right now. At a recent event, I overheard two gentlemen talking about promotion at work, and they explicitly stated that they would only promote people who worked from the office – that they wouldn’t even consider promotion for those working from home. No discussion of individual merit, personal achievement, passion, dedication, talent, success. Just a blanket statement, no negotiation. Thinking about how much workforces have changed over the last few years, and why – and reflecting on how I benefit, as an entrepreneur, from a global workforce – that conversation has stayed with me. So our panel are taking a deep dive into this complex topic here on Blended. They’ll be talking about the changing landscape of work, and how workplaces haven’t caught up; why bias is slowing down change; how we can create cultures that support balance and provide personalized ways of working; and the importance of re-designing management styles and KPI’s, so we measure success, not time. IN THIS EPISODE: [01.24] Introductions to our Blended panellists. · Srividhya – Global Supply Chain Strategy and Process Transformation at Shell · Pam – Founder of Blue Rebel Works · Jose – Procurement Excellence Lead at SpendHQ · Jenn- Founder of Two Roads Logistics and Ship Happens [11.24] The group discuss how workplaces have changed over the last few years, from the impact of the pandemic to changing demographics; and they share their stories of what they’ve seen and experienced. “When the pandemic hit and people all of a sudden were forced to work from home – and it worked! – I said: ‘This is amazing! For the world of work, this is the catalyst that will finally make the changes that we’ve advocated for, for so long’... It had a profound impact on people’s lives.” Pam · Impact of pandemic · Positive impact of working from home · Individuals re-evaluating what’s important in their lives · The great resignation · Social justice issues · Pendulum swing back to work from office · Dated leadership styles · Keeping women in the workforce · Changing demographics in workplaces · Responsibility of child care and elder care for millennial workers · Impact of housing affordability when it comes to living in big cities to work · Accessing the best talent pool, then figuring out how to secure it and leverage it · Rise of technology · Trust · Greater focus on diversity and inclusion · Rise of digital nomads · Impact of typical commute o Cost o Loss of community o Loss of balance o Burnout o Wasted time · Impact on collaboration, teamwork and connecting with others · Structure and routine · Learning to adapt · Importance of flexibility “Because leaders have been leading in the same way for so long, it’s almost like they don’t know how to manage work without managing presenteeism.” Pam “The one thing that kept me sane, and in the workforce, was flexibility.” Srividhya “A lot of managers were promoted because they were good at their job, not because they were good leaders. And that’s an issue – you have to understand people to manage them from afar – you have to understand them, what motivates them, what drives them.” Jen “The younger generation are more aware of what they want. They’ve grown up digital-first and they don’t see the point in going somewhere else to get work done.” Srividhya “For people with children, or households to manage, being able to work from home changed their lives… It made things more productive, they got time back. And time is energy, freedom and power.” Jen [36.33] The panel explores what the world of work looks like now, in light of the changes we’ve seen; why workplaces and working styles aren’t evolving at the same rate of change; and why some organizations are still attempting to force workplaces to conform to the 5-day, 40-hour workweek, which was popularized in 1926. · Resistance to change · Comfort in control · Importance of personalization · Challenging assumptions · Ego vs self-awareness · Intent · Out of touch leadership · Lack of understanding of how work really gets done · What are you rewarding? · Shift recognition away from time · Moving away from tradition “We get taught how to lead people by what we saw in the past.” Pam “A lot of the people making these decisions are wildly out of touch with what the general people in their company deal with day-to-day… they don’t see the blend of life and work.” Jen “There’s a theory called Parkinson’s Law that work expands to fill the time allotted. If you’ve ever seen how much work you can complete the day before you go on vacation, you’ve see this in effect! But a lot of organizations still reward people for time. You can almost see the badges people wear: “I’m so busy, I was here all weekend!” – and that’s what you get rewarded for.” Pam [57.55] The group discusses bias – the legalities of promotion bias; the impact of bias on minority groups; why promotion bias is culturally accepted; the psychology of proximity bias; and why working from the office is still seen as so desirable, despite the wealth of evidence that supports the positive outcomes of working from home. · Empowering leaders · Psychology of proximity bias · Looking at diversity in a holistic way · Adjust decision-making with different parameters · Authenticity · Impact on protected groups · Impact of not being able to be yourself · Comfort of home · Culture “There’s a difference between working from home, and not being involved in the culture of your company.” Jen [01.14.52] The panel shares tips and advice for how organizations, leaders, and individuals can drive change. · Bias training · Managers working from home more often · Adjust performance management · Creating cross-department connection · Model behavior · Zoom parties and pods · Trying different things · Being creative and fun · Getting to know your people · Embracing flexibility · Empathy · Motivating people to drive change “Wake up – it’s not 1926! You’re going to lose the war on talent if you’re not more attuned to how things are changing.” Srividhya [01.24.21] The group sums up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with , , and over on LinkedIn. /episode/index/show/blendedpodcast/id/32672847

46 - Purchasing Power – Our Path To Change 07/18/2024

46 - Purchasing Power – Our Path To Change Welcome back to Blended! Today, we’re talking about purchasing, and about the power we have – as professionals and consumers – to help drive change. Over the last decade, purchasing has evolved. Ecommerce, technology, globalization, social media, geopolitical disruption – purchasing has, arguably, changed forever. And of the biggest changes has been the mindset shift with which many people, and organizations, are purchasing. As consumers, we no longer blindly buy from the top few biggest brands, without holding them to account. We want to understand their ethics and goals. We seek out small businesses, or actively look to support those operated by groups we feel an affinity with. Equally, businesses are changing too, adapting to meet the needs of consumers, whilst also understanding that it makes good business sense for them too. Our purchasing power has the potential to drive incredible change across the world. But how do we use our purchasing power the right way? What are the challenges and opportunities? And what can organizations and individuals do to drive intentional change? Our panel of guests are going to be diving into all of these questions, and more, today. IN THIS EPISODE: [01.28] Introductions to our Blended panellists. · Anwin – Founder of Wealthfluency · Hillary – CEO and Co-Founder at Liminal Network · Dave – Founder of Whirlwind · Jennifer – Global Director, Impact Entrepreneurship and Social Procurement, Corporate Social Responsibility at SAP [04.46] The group discuss what purchasing power means for brands and procurement teams; whether organizations and departments are actually set up to support internal teams’ ability to drive change through purchasing; the challenges and opportunities; and how organizations can embrace more intentional purchasing. “SAP’s Business Network helps to trade $5.3 trillion in annual commerce transactions. If we could help our customers shift a percentage of that to businesses that are re-investing their profit back into environmental and social opportunities and creating economic equity, we could create a transformation in sustainable economic development in a way that would never be possible through corporate philanthropy alone.” Jennifer · Understanding value propositions · Communication · Making connections · Investing in ecosystems · Building a diverse vendor portfolio · How does the data support initiatives? · Organizations should be looking inwards, as well as outwards · Organizations should provide better support for suppliers/trading partners · Payment terms, policies, procedures and contracts · Understanding suppliers and their needs · Asking the right questions · Resources/mentorship/advice · Assume everything is negotiable! · Outdated systems · Lack of training · Leadership commitment · Making a public commitment · Domino effect of decisions · Understanding true cost · Measuring correct metrics · Simplify qualifying metrics · ROI in areas other than finance, eg. Marketing and PR · Sharing suppliers · Greenwashing and pinkwashing · Separating fact from fiction · Certifications “I love the synergies you can find across doing the right thing, and helping your business, and helping your customers – all at the same time.” Hillary “With the pandemic, a lot became visible that hadn’t been before. And one thing that became even clearer to me is partnerships with suppliers.” Hillary “Most organizations have the data, but it’s not clean – so they can’t even use it. There’s a lot of junk in, junk out.” Anwin “At what level do you get leadership commitment to support those more impactful businesses?… There has to be an understanding to support products that may be slightly more expensive.” Dave “We’re seeing a huge opportunity to connect the data better… We’re making great strides in things like carbon calculators and emissions, but we’re not there from a social perspective. We know that there’s benefit but we can’t always track the data and benefit back for our business cases – yet!” Jennifer “Data is dispersed… it’s not unified to tell the story. And finance leads a lot of decisions, so we focus more on the leading metrics, rather than the lagging metrics.” Anwin [46.34] The group explore consumer spending: how consumers are ‘voting with their feet’ and feeling more empowered with their purchasing choices; how we know if we’re making the right decisions; and the impact we can make by getting informed and showing intent with our purchases. “People save somewhere south of 5%, so we’re consuming with 95% of our income, or more. So that’s an incredible amount of money… To me, purchasing power means voting for the world you want to see every time you make a purchase.” Dave · Money is power · Making conscious choices · Keeping money within communities · Making an impact by shopping local · Affordability · Supporting through ways other than dollars: o Sharing on social media – vote with your clicks! o Writing reviews · Intention and awareness · Avoid analysis paralysis! · There are no rights and wrongs – everyone is on a different journey · Don’t wait! Take small steps · Focus on what matters to you “When you’re purchasing from under-represented business owners, you’re changing the power dynamic in that community.” Dave [01.06.22] The panel sum-up their thoughts from today’s discussion. “The best way you can make your purchasing decisions is to decide if there is something you care most about, and prioritize, focus on that.” Dave RESOURCES AND LINKS MENTIONED: You can connect with , , and over on LinkedIn. /episode/index/show/blendedpodcast/id/32192207

45 - Closing the gap – equal pay for women 06/21/2024

45 - Closing the gap – equal pay for women Today, we’re talking about equal pay. Despite equal pay laws and increasing DEI initiatives across workplaces, women of every race are still paid less than men, at all education levels – and it only gets worse as women’s careers progress. Women in the U.S. who work full time, year-round are paid only 84 cents for every dollar paid to men. And for women of color, that gap is even bigger. That gap means that women have to work for longer – for some minorities, past their actual life expectancies! – to earn the same as white men. And that has a big impact on women’s health, careers, families, and communities. We are well overdue when it comes to closing that gap. And we all need to work together if we’re going to close it as quickly as possible. So today’s panel of guests will be talking all about what women can do for themselves to start to close the gap; how organizations can make meaningful change; the importance of male allyship; and the reality of why men are still paid more than women. IN THIS EPISODE: [01.04] Introductions to our Blended panelists. · Jennifer – Director of Development at Move for Hunger · Elba – Sustainability consultant and keynote speaker and trainer · Nicole – Founder and CEO at Candor Expedite [03.20] The group discusses why, in 2024, women are still paid significantly less than men. “Companies don’t invest the dollars needed in talent management systems, in training their leaders, in incentivizing their leaders to do the right thing, in recording and watching over the numbers so they know who/how leaders promote, to hold them accountable.” Elba “When you have a smaller company, you have a lot more control. Once you start getting to larger companies, it starts getting diluted – even if there are policies and procedures in place, there’s still this concept of relationships, hire and promote your friends.” Nicole · Internal cultures · Lack of investment · Policies and procedures · Investment · ‘Boys club’ · Coaching people to ask for what they’re worth · Women’s anxiety and fear · Celebrating women’s successes and achievements · Personal responsibility · Company responsibility · Advocating for yourself · Transparency · Impact on community, hunger · Complexity of the problem · What can we learn from the world of sports? Eg. equal pay in tennis · Risk for women for putting themselves out there · Pros and cons of pay ranges · Equalizing benefits as well as pay · What does equal actually mean? · Changing how roles work to support equality · What do women actually want? · Impact on skills gap · Importance of choice · Women’s ambition · Microaggressions · Inclusivity · Transferable skills · Pay transparency · The best ways to highlight the experience · Bias · Safe spaces · One-to-ones and roundtables “It boils down to transparency. It’s not just about what we want or what we should be asking for. Not enough organizations are standing on that precipice and shouting loudly “This is why, this is how and this is what we must!” Jennifer “I don’t like to talk about equal pay because it’s so complicated. Because it’s not about money. The reason people make different amounts of money – it’s death by a million cuts!” Elba “I want the opportunity to have the opportunity!” Jennifer “We have so many ways to find out how these companies operate, we just can’t be afraid… ask outrageously!” Nicole “Corporations aren’t pulling their weight. They have broken systems that perpetuate the systemic bias that is holding people back from achieving their potential.” Elba [01.04.07] The panel reflect on what individuals and organizations can do to start closing the gender pay gap. · Employee development programs · Start early! · Be proactive · Take advantage of industry data · Mentorship and sponsorship · Community building · Resources and training · Surveys · Education · Executive accountability · Importance of flexibility “Never settle… know your worth. Identify your worth and where you want to go, and let’s figure out the steps to get you there.” Jennifer [01.10.40] The group explores how women can positively engage men in this discussion; and the importance of male allyship. [01.16.32] The panel sums up their thoughts from today’s discussion. /episode/index/show/blendedpodcast/id/31839847

44 - From Handshakes to Cocktails: The Dos and Don’ts of Networking Etiquette 05/16/2024

44 - From Handshakes to Cocktails: The Dos and Don’ts of Networking Etiquette The panel of guests are going to explore the dos and don’ts; discuss the different things we need to consider, from drinking to shaking hands; reflect on the differences between on and offline networking; and share their own experiences for us to learn from. IN THIS EPISODE: [01.19] Introductions to our Blended panellists. · Lynn – Founder and CEO at LW Coaches · Kristy – President and Owner at Knichel Logistics · Benita – Independent Consultant at Benita Lee Professional Corp [05.16] The group discuss what we need to consider when it comes to networking etiquette and being professional; share some of their key dos and don’ts; and reflect on the differences between male and female experiences at in-person events. · Respect · Communication · Punctuality · Setting up meetings · Attending meetings/ghosting · Time management/scheduling · Safety · Dressing professionally · Awareness/understanding of your surroundings · Group settings vs individual encounters · Taking responsibility for yourself · Being intentional and self-aware · Planning ahead · Supporting each other · Body language · Anxiety · Mindset · Managing alcohol intake · Inclusion · Slow down and be present “At night, when you’re leaving a conference – I usually get someone to walk me to where I’m going, and men are just not as aware.” Benita “Be inclusive – make sure you talk to different attendees with different backgrounds, to get different perspectives.” Kristy “One of my ‘dos’ is planning ahead. You get what you put into it… take responsibility for responding vs reacting, and be very present.” Lynn “The more senior they are, the more I encourage them to take responsibility for role-modeling healthy, human-connecting behaviors… as a senior person you have the opportunity with your presence to open up the space, and bring people into the conversation.” Lynn “My Dad would tell me: “Business is done in the bar.” So I would stay at the bar until 2am – and he wasn’t wrong!” Kristy [31.59] The panel reflect on the positives and pitfalls of going out for group dinners – and exactly who pays the bill. “Who pays the bill changes the dynamic.” Benita · Expectations/assumptions · Navigating awkwardness · Paying as a sign of respect, thanks or appreciation · Setting boundaries · Clear communication · Misconceptions · Reciprocity [42.59] The group discuss the etiquette around greetings and physical touch. · Handshakes vs fist bumps vs hugging vs kissing · Self-control · Impact of the pandemic · Following others lead · The power of a smile · Normalizing asking for people’s consent/boundaries · Respecting cultural differences [50.39] The panel reflect on how we navigate difficult conversations, and how to react when we’re offended in a networking environment. · Intent · Shifting perspective instead of disagreeing · Understanding if you need to respond – what are you responding to? · Walking away · Responding without judgement · Leading with curiosity – “why do you say that?” · Asking for permission to support · Recognizing that we all have choices “Offer your perspective – it doesn’t have to begin with ‘I disagree!’” Lynn [59.08] The group talk about the dos and don’ts of online networking, and how we discuss or disagree in a respectful way in digital spaces. · Accountability · Intentional connections · Two-way conversations · The differing etiquette between social platforms · Introductions · Sending the right messages · Relationship-building rather than selling · Putting in the time/making the effort · Being mindful of how/why people use the space · Using first names · Making sure you have a picture · Creating safe spaces · Assuming good intent “It’s a platform tool for you, it should serve you. Don’t get trapped into serving it.” Lynn “I have a virtual book club… it gives people a forum to disagree respectfully… I can practice how to do it well.” Benita [01.15.47] The panel sum-up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with , and over on LinkedIn. /episode/index/show/blendedpodcast/id/31334152

43 - I’ll Be There For You - The Real Cost Of Allyship 04/17/2024

43 - I’ll Be There For You - The Real Cost Of Allyship The panel discuss allyship - what it means; the cost, challenges, and sacrifice involved; and how individuals & workplaces can cultivate a culture of allyship. In this episode we discuss: [01.12] Introductions to our Blended panelists. “Allyship needs to be focused on how we can support each other, and vice versa. And being self-aware is key.” Dylan Roquita – Vice President of Intermodal Sales and Operations at Coyote Logistics Sharon – Vice President/CFO at Talon Freight Services Dylan – Founder and Chief Navigator at DylanListed LLC Mickey – COO at UNIQUE Logistics Weston – Chief Spokesperson at Cargomatic “I’ve had a 27 year career in the logistics space and, along that journey, my understanding of allyship and what it required to be an effective ally has been challenged. Especially at the moment when I incurred enough political currency within my organization, when I was no longer the recipient of allyship, but now responsible as a leader to be an ally.” Roquita [07.35] The group discusses allyship – what it means, how it’s changed, the dangers of performative allyship, and why we should all be viewing allyship as a journey, not a destination. “We all have adversity in life that we need to overcome… by understanding people, and by being open and honest about who we are as a person, we can cut through the BS and help each other, be allies for whatever we need allyship for.” Weston Opportunity Active support Advocacy Standing up and speaking out Being a vocal ally vs a supportive ally Addressing bias Mentorship Leadership Challenges for women entering the “boys club” Importance of learning and education Integrity Complexity Self-advocacy Ableism Understanding Intent Balance between asking for help vs giving help without asking Privilege Self-awareness Questions to ask yourself before offering help Helping yourself first “Allyship is an opportunity to drive social change by leveraging privilege for equity, bringing attention to injustice, and challenging systemic oppression.” Roquita [35.38] The panel shared their thoughts on the real cost, challenges, and sacrifice involved in allyship, from personal and corporate perspectives. “From a personal standpoint, the cost of allyship is exclusion – the very opposite of what you’re trying to achieve.” Mickey Fear Modern cancel culture Corporate risk Perception Emotional fatigue Slow change Honesty Titles are not equivalent to power or influence Context of allyship Limits Expectations Divisive topics and politics Empathy Ability to understand all sides of an argument, all perspectives Breaking down barriers Self-development [49.49] The group discusses the risks inherent in allyship, and how we can move away from blame and judgement – of ourselves and others. Different capacities for engagement Levels of agency Burden of responsibility Allyship as a journey Training Silent vs vocal allies Progress over perfection Grace [1.03.04] The panel discuss the different ways that individuals and workplaces can cultivate a culture of allyship. Tackling prejudice and bias Teaching because of love Releasing defensiveness Make it about making a difference, not proving a point Making changes on a small scale Boundaries Listening Calling in vs calling out “Sometimes the best opportunity you have to make a difference in the world is to have real frank conversations with the people you’re closest with… you’re doing it in a private setting, you’re not doing it for some sort of accolade or recognition, and you’re doing it with people you genuinely care about and you want to see be better humans.” Weston [01.19.22] The group sum-up their thoughts from today’s discussion. RESOURCES AND LINKS MENTIONED: You can connect with , , , and over on LinkedIn. For other inspirational conversations around diversity, equity and inclusion, why not check out or . Check out our other podcasts . /episode/index/show/blendedpodcast/id/30825228