Episodios

  • 46 - Purchasing Power – Our Path To Change

    46 - Purchasing Power – Our Path To Change
    Jul 18 2024
    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 ...
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    1 h y 13 m
  • 45 - Closing the gap – equal pay for women

    45 - Closing the gap – equal pay for women
    Jun 21 2024
    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...
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    1 h y 23 m
  • 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
    May 16 2024
    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 Lynn, Kristy and ...
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    1 h y 20 m
  • 43 - I’ll Be There For You - The Real Cost Of Allyship

    43 - I’ll Be There For You - The Real Cost Of Allyship
    Apr 17 2024
    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 LogisticsSharon – Vice President/CFO at Talon Freight ServicesDylan – Founder and Chief Navigator at DylanListed LLCMickey – COO at UNIQUE LogisticsWeston – 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 OpportunityActive supportAdvocacyStanding up and speaking outBeing a vocal ally vs a supportive allyAddressing biasMentorshipLeadershipChallenges for women entering the “boys club”Importance of learning and educationIntegrityComplexitySelf-advocacyAbleismUnderstandingIntentBalance between asking for help vs giving help without askingPrivilegeSelf-awarenessQuestions to ask yourself before offering helpHelping 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 FearModern cancel cultureCorporate riskPerceptionEmotional fatigueSlow changeHonestyTitles are not equivalent to power or influenceContext of allyshipLimitsExpectationsDivisive topics and politicsEmpathyAbility to understand all sides of an argument, all perspectivesBreaking down barriersSelf-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 engagementLevels of agencyBurden of responsibilityAllyship as a journeyTrainingSilent vs vocal alliesProgress over perfectionGrace [1.03.04] The panel discuss the different ways that individuals and workplaces can cultivate a culture of allyship. Tackling prejudice and biasTeaching because of loveReleasing defensivenessMake it about making a difference, not proving a pointMaking changes on a small scaleBoundariesListeningCalling 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 – Leveling The Playing Field: What Women Have To Think About Vs Men or 283: Blended – The Rise of Asian Discrimination. Check out our other podcasts HERE.
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    1 h y 24 m
  • 42 – What We Need To Know About Bias

    42 – What We Need To Know About Bias
    Mar 20 2024

    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.
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    1 h y 26 m
  • 41 - Preference vs Bias: What’s The Difference?

    41 - Preference vs Bias: What’s The Difference?
    Feb 21 2024

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

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    1 h y 16 m
  • 40 - Let's Change The World! Organizations Doing Good Now

    40 - Let's Change The World! Organizations Doing Good Now
    Jan 17 2024

    The panel discusses doing good - personal vs corporate responsibility; the line between people and profit; & how organizations can create a positive impact.
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    1 h y 27 m
  • 39 - Don’t Cancel Us! Calling out Cancel Culture

    39 - Don’t Cancel Us! Calling out Cancel Culture
    Dec 20 2023

    The panel discusses cancel culture; how and why it's changed; the role of social media; & what organizations can do to tackle it and create thriving workplaces.
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    1 h y 19 m