Episodes

  • Episode 65 – Fighting Stigma: Overcoming Stereotypes in the Workplace

    Episode 65 – Fighting Stigma: Overcoming Stereotypes in the Workplace
    Feb 19 2026
    Welcome back to Blended! Today, we're taking on a big topic – stigma and stereotypes. As laws and recommendations continue to evolve at both federal and state levels, employers face an increasingly complex landscape. According to reports, some of the top challenges for employers in 2026 range from navigating compliance and whistleblowing, to dealing with issues around immigration and mental health and wellbeing. But, below all of this complexity, many employees find themselves dealing with versions of the same old problems. Stereotypes, stigma, and bias are still felt deeply by women, people of color, the LGBTQIA+ and disability communities, and more. So, whilst the big battles are happening at federal and state level, what can the rest of us do to address what it all means for employees on a day-to-day basis? Our guests are going to be diving into all of that today, and exploring addressing stigma and overcoming stereotypes in your organization. IN THIS EPISODE: [01.12] Introductions to our Blended panelists. · Jenny – Chief Executive Officer at Catalais Consulting · Tedi – President and CEO at MI Diversity Center · Robbin – Founder and CEO at Women Igniting Change [04.58] The group share their personal experiences, and discuss what stereotypes and stigma really mean, how they show up in the workplace, and their impacts. · Gender-based stereotypes, eg. Emotion or working mothers · Credibility · Belonging · Negative perceptions · Unfounded truths · Assumptions · Judgement · Blame · Inherited beliefs and values · Influence of family, society and culture · Identity · Language – words have power · Dehumanization · Lived experience · Fear/self-protection · Privilege · Jenny's experience of immigration and assimilation · Limiting potential · Racism · Top down examples/leadership · Sources of information/disinformation · Asking questions · Doing due diligence · Control · Us vs them narrative · Challenges of multigenerational workplaces · Right and wrong, true and false · Physical and mental impact · Intersectionality · Active listening · Robbin's experience of reverse agism and stereotyping around her personality type · Misogyny · Tedi's experience of identity stereotyping · Bias – implicit and explicit, conscious and unconscious · Stereotyping and labels within individual communities "Someone who expresses passion and empathy in the workplace is often framed as too emotional, rather than that being seen as a leadership strength. To me, that's a stereotype… The stigma is when we start to internalize that." Robbin "There's no such thing as a true stereotype!" Tedi "Stereotypes are assumptions, shortcuts we take to understand others quickly. Stigma is what happens when those assumptions get loaded with judgement or consequence." Jenny "Our own unexamined beliefs and values tend to ooze out onto other people, either intentionally or unintentionally." Robbin "Privilege is not the issue – what we do with it is... Blind spots are the not issue – refusing to look at them, acknowledge them, and then learn and grow from them IS." Jenny [55.39] The panel explore how to tackle issues around stereotyping and stigma in the workplace. · DEI mapping/auditing · Examining attitudes of leadership team and employees · Examining policies and practices · Tracking, meeting and celebrating goals/milestones · Awareness · Responsibility · Communication · Safety/culture · Authenticity · Separation between work self and personal self · Accountability · Respect · Equality · Impact of current political climate · Transparency · Vulnerability · Value systems "It takes culture to create a safe container for those conversations. When I was in corporate, part of the management style was fear and intimidation. There was no way it was safe enough to have this kind of dialogue." Robbin "It comes down to our core values. If our core values, as human beings, are aligned, it's OK if we have different beliefs. As long as those ...
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    1 hr and 19 mins
  • 64 - Diverse Voices on Industry Stages

    64 - Diverse Voices on Industry Stages
    Jan 14 2026
    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.
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    1 hr and 32 mins
  • 63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?

    63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?
    Dec 15 2025
    Welcome back to Blended! Today, we're going full circle with the show. We're going back to our roots – because we're talking about DEI. When Sarah founded Blended back in 2020, we were in the trenches of the pandemic. Everything was changing – within businesses, people's personal lives, within society as a whole. And it felt more important than ever to talk about people. To share stories and get to know each other better, to learn and to really think about what we wanted things to look like for ourselves when the pandemic was over. And the root of all of that was diversity, equity, inclusion, equality – community. Now, five years later, a lot has changed. And so has how many of us think about diversity and inclusion. Political changes have seen many organizations publicly pull back from visible DEI efforts and, internally, scale back or completely retire diversity goals altogether. And that's a problem. For many people, it's a step – or more than a step – backwards. So, as we look to 2026, what is DEI going to look like? And what's that impact of that on people, businesses and culture in general? Our guests will be diving into all of that today. IN THIS EPISODE: [01.23] Introductions to our Blended panelists. · Sue – Founder and CEO of Origen Air · Sheri – Sourcing, procurement and supply chain leader "DEI is so important to me. Throughout my journey as an entrepreneur, it's become even more apparent. It seemed like we were getting to the point of equality, but as I started my own company and went through not only fundraising but also procurement, it became very clear that we still have a long way to go." Sue [06.09] The group discuss what the current DEI landscape looks like, some of the biggest changes they've seen this year, and what we might expect from DEI in 2026. · Guarded, 'behind closed doors' · Competing narratives · Strategic · 'Permission to backtrack' · News ways to make progress · Reframing of DEI programs · Being less externally vocal · DEI folded into wider social governance programs · Integration of data analytics and technology · DEI specialists stepping back/reframing their value proposition · Firing of DEI employees · Squeezed DEI budgets · Negative links to other issues, eg. Sustainability, woman-owned · Words we use – diversity vs inclusion · Organizations re-thinking core values · Rebuilding DEI · DEI built in, rather than separate · Advocacy · Swinging pendulum of support for DEI · Transformation "It used to be something that lit a lot of people up, it was colorful. Now when I think about what the landscape looks like, it's muted and gray." Sheri "I don't think it's fading out, it's just transforming. It's going to look different. It's going to be more of a quiet, strategic commitment." Sheri [29.18] The panel dive deeper into allyship, why it's important, and how we communicate what we want and need from allies. · Mixed messages · Men and women are not opponents · Representation · Working together/collaboration · What men can do practically in the workplace · Creating safe spaces [39.45] The group discuss the public dialogue around DEI in light of current political influence, and how that's impacting people, organizations and their commitment to DEI. · Common misconceptions · Access to opportunity · Privilege · Role of leadership · Responsibility · Fear · Making excuses · Scarcity · Fairness · Ego · Women vs women · Doing things quietly vs loudly · Metrics/measurement/KPIs – what does success look like? · Education · Redefining what diversity and inclusion actually means "The misconception that I've been hearing is that we're asking to 'take,' people are worried that things are going to be taken from them. But that's not what DEI is about." Sue "We're not asking for special treatment – we're just asking to be seen and heard. We don't want you to hire us if we're not the right person. We don't want you to buy from us if we don't have the best product… We just want the opportunity to be a consideration." Sue "If the checklists and the targets go away, you're not boasting about it publicly, and it's all done quietly, how are we going to know if we're making progress?" Sheri [01.06.25] The panel sum up their thoughts from today's discussion and share their advice for ...
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    1 hr and 13 mins
  • 62 – Self-Worth: The Most Important Journey You'll Ever Take

    62 – Self-Worth: The Most Important Journey You'll Ever Take
    Nov 18 2025
    Episode 62 – Self-worth: the most important journey you'll ever take Welcome back to Blended! Today, we're talking about something that is incredibly close to my heart – and that's self-worth. Personally I've been on a self-worth journey for a while, but 2025 has been the year that I really committed much more to it. I've researched what self-worth really means, I've experimented with different ways of nurturing it, but – most importantly – I've started talking about it. And that is where the real change started happening for me. It's been amazing. So, now I've started talking about it, I don't want to stop! Through my LinkedIn newsletter The Monthly POP to my socials, my personal emails to my brand new book, I'm opening up on my self-worth journey so I can help as many people as I can. Because I know just how much of a gamechanger it can be. And our guests will also be sharing their own experiences with me today. They'll be discussing what self-worth means, and why it's so important. They'll be shining a light on the dangers of comparison and the impact of social media on self-worth. And they'll be sharing their advice for getting out of your own way, and learning to accept and love yourself for who you really are. IN THIS EPISODE: [01.14] Introductions to our Blended panelists. · Dave – Speaker, author and Miracle On The Hudson Survivor · Maureen – Hair stylist and makeup artist for film and TV · Katie – Senior Vice President of Industry Relations and Strategic Initiatives at Manifest · Sarah – Founder and CEO of Ask A Concierge, speaker and author [06.09] The group discuss what self-worth means to them, the different factors that build self-worth, and some of the issues that can impact it. · Background/upbringing · Authenticity · Confidence · Calm · Acceptance · Courage · Personal values/ethics · External vs internal validation · Clarity · How you show up · Evolution/journey · Boundaries · Avoiding absorbing others emotions · Tying your self-worth to others behaviors/reactions/emotions · Protecting yourself · Expectations · Judgement · Identity "It's about acceptance, acceptance of yourself and where you are on the journey. We're always evolving… When you fully own who you are, that's where self-worth lies." Sarah "Self-worth is when you have the confidence and courage to live your values, whatever they are." Dave "It's a sense of quiet confidence, that you really are enough. It's not because of what you've achieved or how others have seen you, but because of who you truly are at your core. It's been a journey for me, realizing my value doesn't rise and fall with the titles, the paychecks or the praise… Once I stopped looking for that external validation, and started trusting that inner voice, that's when everything shifted." Katie [23.01] The panel dive deeper into identity, labels and share their 'Three C's of Self-Worth.' · Pressure · Societal norms/social construction · Perspective · Curiosity · Asking questions/learning about others · Negative self-talk · Comparison · Role of money · Gratitude · Nature of humanity · Journey, not a destination "If you find yourself in a room and you feel intimidated, you need to change the script for yourself. Instead of: 'How did I get here, why am I here?' It's 'I'm here for a reason.'" Sarah "For a long time, it was difficult for me to not make myself small… But you have to think about all the things you did to get to the place you are now." Maureen "If you go into things, not with comparison, but with curiosity – that changes the playing field." Sarah [47.35] The group discuss the negative impact social media can have on self-worth, and the danger of comparing yourself with others. · Vulnerability · Connection · Truth · Likes/comments/engagement · Algorithm/trend chasing · Originality · Detachment "A lot of times, it's a façade. You're not seeing peoples authentic selves." Maureen [1.02.56] The panel explore why self-worth is important, and why there's no set timeline for success. · Investing in yourself · Empowering others · Overcoming challenges · Inspiration · Reinvention · Experience · Getting out of your own way · Understanding the big picture ·...
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    1 hr and 31 mins
  • 61 - From authenticity to accountability – what does ethical AI really mean?

    61 - From authenticity to accountability – what does ethical AI really mean?
    Oct 16 2025
    Episode 61 – From authenticity to accountability – what does ethical AI really mean? Hello everyone! Welcome to Blended and, today, we're talking about AI – who isn't?! But we're not talking about efficiency or data-driven decision-making today – we're talking about ethics. Gabriela Ramos, Assistant Director-General for Social and Human Sciences at UNESCO, has said that "In no other field is the ethical compass more relevant than in artificial intelligence. AI technology brings major benefits in many areas, but without the ethical guardrails, it risks reproducing real world biases and discrimination, fueling divisions and threatening fundamental human rights and freedoms." And that's something we all have to take seriously. Whilst many organizations have even excitedly talking about the potential to be found in AI, some have been overlooking the big challenges that come along with it. As AI becomes more intelligent, with some models even taking autonomous action, questions have been raised about what it's actually saying. Job loss and displacement has been a big concern for workers. And AI's huge carbon footprint is a real issue, in a climate where most organizations are attempting to reduce emissions. As we think about all of these different elements and more, it's clear that ethics are key to the conversations we should be having around AI, and that robust standards are crucial to ensuring healthy, scalable adoption. So we're going to be diving into that today. Welcome to Corey, Lauren, Noelle and Giselle. 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, Corey. As always, let's start by laying a bit of groundwork for the discussion. · What is ethical AI? · Is ethical AI something that's being talked about as much as it should be/as much as we're talking about the potential applications for AI? · What are the risks if organizations don't consider ethics in AI? UNESCO produced the first-ever global standard on AI ethics at the end of 2021 and central to their recommendations were four core values: Ø Human rights and human dignity Ø Living in peaceful, just and interconnected societies Ø Ensuring diversity and inclusiveness Ø Environment and ecosystem flourishing Ten principles then sit beneath these values, in a human-rights centred approach. Ø Proportionality and Do No Harm Ø Safety and Security Ø Right to Privacy and Data Protection Ø Multi-stakeholder and Adaptive Governance & Collaboration Ø Responsibility and Accountability Ø Transparency and Explainability Ø Human Oversight and Determination Ø Sustainability Ø Awareness & Literacy Ø Fairness and Non-Discrimination Obviously we don't have time to do a deep dive into every single principle, but I think it's important to touch on the ideal framework that's being recommended. • What are your thoughts on these values and principles? • What do you think they say about collaboration between people and technology? • Do you see them being applied to the AI you encounter (professional or personal)? It might be helpful to use a real-life example as a jumping off point to discuss some of these principles. Last year, Air Canada was in the news after its chatbot gave a customer inaccurate information. The airline attempted to distance itself from the technology, there was a lawsuit and, ultimately, Air Canada was ordered to pay compensation. And I think this is a really interesting example to dig into, because it does raise multiple questions about ethics. · If the chatbot is 'responsible for its own actions' as the airline claims: o Are we expecting AI to be innately ethical/meet human standards? o Are we training AI models to do that? · Where do the ethical standards lie for the businesses utilizing AI models in this way? Pretty much all businesses are thinking about how to leverage AI, how to incorporate it more and more into systems and workflows. • How should organizations be thinking about ethical AI? • How can they ensure they're applying the right values and principles to new AI projects? • How can they analyze what they might already have in place to ensure it meets those standards? • How can they utilize guidelines like UNESCO's and create a tailored framework for their own organization? • How can they educate teams on the importance of ethical AI? • How can leaders step up and show accountability and responsibility and ensure AI governance is robust, transparent and managed? Let's wrap up: can you each give me one take-away, or sum up, from today's discussion? Thank you so much to Corey, Lauren, Noelle and Giselle for joining me today. AI is here to stay,...
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    1 hr and 28 mins
  • 60 - One billion women: Why we're finally talking about menopause

    60 - One billion women: Why we're finally talking about menopause
    Sep 22 2025
    Welcome back to Blended! Today, we're talking about menopause. Women's health issues, from menstruation to menopause, have long been overlooked in workplaces, schools, even families. But, increasingly, those issues are coming to the fore. Women are finding their voices and speaking up about the things that impact them every single day. And finally people are paying attention. Menopause has been hitting the headlines. Many organizations are starting to look more closely at the impact of menopause in the workplace, and what it really looks like to be a more supportive, inclusive employer. But where do they start? Awareness, policies and procedures, workplace accommodations, health and wellbeing – there's a lot to consider. Our guests will be shining a light on it today. They'll be exploring what menopause is and what it can look like for women, the stigma and negative connotations attached to menopause, and how organizations can better support women in the workplace. IN THIS EPISODE: [01.15] Introductions to our Blended panelists. · Karin – CEO at NIRAKIO · Nadine – Creative Director and Founder of Mayana · Claudia – Retired Global Supply Chain Executive, DEI Champion and Community Activist [07.08] The group discuss what menopause is, the common symptoms, and what it's really like for women as they navigate this transition. "One billion women will be in menopause at this time. So it's a very lucrative opportunity, and it's also a very predatory environment." Nadine "It's a natural stage of life that most women experience between the ages of 44 and 55. And, given that women represent 40% of the workforce today – and growing! – its impact on the workplace is a really critical topic." Claudia · Stages of menopause (peri-menopause, post-menopause) · Psychological symptoms o Mood changes o Anxiety o Lowered confidence o Second-guessing o Feeling a loss of control o Rage o Loss of patience · Physical symptoms o Hot flashes o Night sweats o Joint pain o Weight gain o Sexual impact o Lack of sleep · Cognitive symptoms o Brian fog o Inability to concentrate · Claudia's positive experience of training, awareness and education at IBM · Understanding the impact on women in the workplace · Identifying symptoms · Encouraging women to ask for help/speak up · Link to aging · Cultural differences in symptoms · How menopause impacts women's tolerance level for things they've been socially conditioned to quietly accept · Empathy · Vulnerability · Public display of private health · Uncomfortable · Weaponization/reclaim of language "It's a stage of life that's typically experienced in the latter stages, so it identifies as aging. I identified as getting older. So did that diminish my value to the organization, did they think I could still lead innovation when, suddenly, I'm an older member of the team?" Karin "Black women are the last to get diagnosed, they're the last to get help. And that's where we're seeing these big disparities. The menopause space was predominantly white-facing, and there was not a lot of information for racialized people, so the goal for us is to have that conversation. Because when we're serving everyone, everyone benefits." Nadine "I started making jokes that I wasn't having hot flashes – I was having power surges! But, in making those jokes, it opened the floor to discussion." Karin "To have something so personal and health related happen, it amplified that I was female in a room full of males. Not that I tried to dress like men, or act like men – but I never really tried to call out that I was female." Karin [36.06] The panel explore the negative connotations around menopause, the stigma of aging, and how we talk about menopause, to ourselves and to each other. · Tackling stigma · Creating awareness · Open conversations · Education · Women leaving the workplace · Feeling of diminished value and vibrancy in the workplace · Shame · Women often internalize struggle/'suffer in silence' · Interplay with personal life · Who's responsibility is it to change the conversation/challenge the stereotypes/tackle the stigma? · ERGs/women's groups · Systemic issue · Creating community · Safe spaces · HR "I was a diversity and women's network leader for many years, and it wears you out… I would like to see more engagement with HR to help fuel some of these things to create awareness ...
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    1 hr and 11 mins
  • 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.
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    1 hr and 28 mins
  • 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 language · Making things less corporate...
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    1 hr and 28 mins