Couverture de Blended

Blended

Blended

De : Sarah Barnes-Humphrey
Écouter gratuitement

À propos de cette écoute

 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. Economie Sciences sociales
Les membres Amazon Prime bénéficient automatiquement de 2 livres audio offerts chez Audible.

Vous êtes membre Amazon Prime ?

Bénéficiez automatiquement de 2 livres audio offerts.
Bonne écoute !
    Épisodes
    • 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.
      Afficher plus Afficher moins
      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 ...
      Afficher plus Afficher moins
      1 h et 28 min
    • 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 ·...
      Afficher plus Afficher moins
      1 h et 22 min
    Aucun commentaire pour le moment