45 episodes

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...

Blended Sarah Barnes-Humphrey

    • Society & Culture
    • 4.4 • 7 Ratings

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...

    45 - Closing the gap – equal pay for women

    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 o

    • 1 hr 22 min
    44 - From Handshakes to Cocktails: The Dos and Don’ts of Networking Etiquette

    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

    • 1 hr 20 min
    43 - I’ll Be There For You - The Real Cost Of Allyship

    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 Roquita, Mickey, Sharon, Weston and Dylan over on LinkedIn.
    For other inspirational conversations around diversity, equity and inclusion, why not check out 366: Blended

    • 1 hr 23 min
    42 – What We Need To Know About Bias

    42 – What We Need To Know About Bias

    The panel discusses bias - where it comes from; how we call it out; the process of learning and unlearning; the impact of titles; & the top 5 workplace biases.

    • 1 hr 26 min
    41 - Preference vs Bias: What’s The Difference?

    41 - Preference vs Bias: What’s The Difference?

    The panel discusses preference vs bias; the differences; the impacts; and the ways that we can tackle bias in ourselves and within our communities.  

    • 1 hr 16 min
    40 - Let's Change The World! Organizations Doing Good Now

    40 - Let's Change The World! Organizations Doing Good Now

    The panel discusses doing good - personal vs corporate responsibility; the line between people and profit; & how organizations can create a positive impact.

    • 1 hr 27 min

Customer Reviews

4.4 out of 5
7 Ratings

7 Ratings

clydene.horrigan ,

Relevant discussions for today’s world

I recently started listening to Blended. The content is so relevant to today’s world. Sarah is a great host who is passionate about collaborating with people from around the world to discuss all things diversity and inclusion. She is authentic with her guests and keeps them all engaged in the conversation. Speaking of guests, the participants have been so amazing and inspiring!

The My Journey episode really spoke to me - especially the section on using social media. We need to get our children exposed to success stories from all backgrounds so they can envision themselves being successful.

Looking forward to hearing more.

samguptausa ,

Blended with the Best of Sarah Barnes-Humphrey

While being under-represented is a serious problem, the more serious problem is to create a blended society. Just pushing or promoting one community is no longer enough. We need to take an inclusive approach to ensure that every voice is equally represented in the workplace whether we talk about LGBTQ, people of color, or even the majority that might be living under extreme conditions in poverty.

All lives equally matter. All voices equally matter.

And who better to start this show than one of the most popular hosts Sarah Barnes-Humphrey. The existing episodes have been amazing, and I am super excited to listen to future ones. This is your show if you are an HR professional or in the business of culture consulting, or someone who cares for creating an inclusive approach to your workplace.

Don't wait, just hit the subscribe button, and you will learn a lot while having tons of fun.

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