Blended

The group shares their personal experiences with OCD, the challenges, and their advice for creating more supportive and inclusive workplaces.

The panel discusses ageism: their experiences, why it's not an issue for the old, its place within DEI discussions, and advice for creating more inclusive workplaces.

It’s episode 14 of Blended: I’m joined by another incredible panel of guests and we’re talking about veterans. It’s another emotive subject, but you should all know by now that we pride ourselves on open and honest, sensitive conversations that really aim to bring insight. And if anyone deserves the stage, it’s the incredibly brave and inspirational men and women who have sacrificed, pretty much everything, so the rest of us can live freely and authentically.

Today we’ll be diving into our guests' personal experiences of the military and transitioning to civilian life; inclusion and supplier diversity; employment struggles and entrepreneurship; and the panel will be sharing their advice and tips for both veterans and businesses looking to support them.

The group discusses what the word disability means to them, the challenges & positives & what brands can do to promote diversity and inclusion.

It’s episode 12, and that means it’s been a whole year of Blended! This year has flown by – I’ve hosted some incredible guests and it’s been a real honor that they’ve opened up, and shared their stories with us – in a lot of cases they’ve been really sensitive, personal topics and yet they’ve thrown themselves into it with authenticity and humor so that, as a group, we’ve been able to start to break down stigma and create a safe space for people to ask questions, learn, grow and work through their own belief systems and experiences. We’ve tackled some huge topics – social inequality, racism, sexism, trans rights – and we don’t plan on stopping now!

Today in episode 12, ‘Immigration and Identity,’ I’m joined by an amazing new group of supply chain and DEI professionals to tackle the, sometimes controversial, subject of immigration. I’ve interviewed so many first and second-generation immigrations on Let's Talk Supply Chain, and that aspect of the guests' identity, more often than not, really helps to shape who they are as people, their ambition and aspirations. It’s always a fantastic talking point, so we thought it really deserved a show of its own. Our panelists share their personal journeys and we tackle the challenges and biases as well as the joys and successes of immigrant experiences.

IN THIS EPISODE WE DISCUSS:

[03.04] Introductions to our Blended panelists.

• Stefanie – Product Manger at Terminal 49
• Martha – Global Snr. IT Manager of Enterprise & Corp Systems at McKesson
• Sneha – Demand Planning/Operations Program Manager at Crane
• Shana – Associate Director of Product Management, International Supply Chain at Wayfair

“It wasn’t actually until I went to college that I had my first experience where I felt different.” Shana

[08.57] The group defines the word ‘immigration.’

[12.13] The panel discusses their personal experiences of immigration.

“I learned to appreciate how diverse my home city of Mombasa was, and I saw that in the US it’s often not as tolerant as it should be for a first world country – it was a huge surprise.” Martha

[34.47] The group reflects on their accents, and the impact of ‘sounding different.’

• Bias
• Self-consciousness
• Identity
• Integration

“I tried to hide my accent, that bias is there… but my accent is a core part of my being so I don’t hide it anymore and I’m happy with the way I am – but it took me some years to learn that.” Sneha

[47.23] The panel discusses the word immigrant, and what it means to them.

• Context: facts vs assumptions
• Intention, bias and misuse
• When do you stop calling someone an immigrant?
• The controversial use of the word 'alien'

“There’s always a culture struggle of ‘who do I identify with?' Do I let go of my Asian culture so I can blend in more, or be more Chinese but have a conflict of ‘who am I?’” – Stefanie

[56.55] The group reflects on the widespread Asian hate experienced following the start of the pandemic, and the nuances around the word ‘Asian.’

• The fear felt by many Asian communities
• One word to represent so many different people
• Two-way communication – being open to both asking, and answering, questions
• Allyship

“We all come from a different ethnicity, we all have our own unique identities – and we would like to be respected for where we come from.” Sneha

[1.19.42] The panelists each give their sum-up from today’s discussion around what we can we do to celebrate diversity through immigration, to create opportunities and to elevate voices.

• Be a change agent: use your position to amplify voices – Shana
• We have a responsibility to each other as human beings, and everything begins with love – Martha
• Leaders need to have more empathy, and connect with immigrants more – Stefanie
• Embrace everyone, and stop filtering people by ethnicity or immigration status - Sneha

RESOURCES AND LINKS MENTIONED:

You can connect with Stefanie, Martha, Sneha and Shana over on LinkedIn.

Check out our other podcasts HERE.

Today in episode 11, ‘Shining a light on social inequality,’ I’m joined by an amazing new group of supply chain and DEI professionals, who are really committed to opening up conversations around diversity, inclusion, community – and they’re brimming with excitement and ideas for how we can bring positivity and drive change. And today, we’re going to be taking on social inequality. It’s another massive topic, but you should know by now that we’re not ones to shy away from a challenge, so we’re going to do our best to shine a light on it, and give you an entry point to take the conversation further.

We’re into double digits now: it’s episode 10 of Blended and we’re flying! I’m so proud of the panelists we’ve featured so far, the topics we’ve covered, and the sometimes tough conversations we’ve had, and I just cannot wait to bring you more.

Today in Episode 10, ‘Don’t forget the ‘T’: Talking Trans,’ my co-host Madison and I are joined by a fabulous new group of supply chain and DEI professionals, who are overflowing with passion, insight and experience when it comes to all of the issues around diversity, inclusion, equity and community. And today, we’re going to be diving specifically into the transgender and non-binary community, so that can we learn, educate and celebrate with our, often marginalized, friends.

IN THIS EPISODE WE DISCUSS:

[00.39] Introductions to our Blended panelists.

• Lori – Environmental Social Governance Services Canadian Lead at EY
• Kai – President at TransFocus Consulting, Inc.
• Brian – Founder and CEO at Chain.io
• Gabriel·le – Translator

[04.25] The group dive into the importance of words, looking at definitions, and what they represent to the communities involved.

“Understanding and appreciating the language is complex – we might have simple definitions, but they might not always fit for everyone.” Kai.

• Umbrella terms
• The difficulty in finding words to suit such a broad spectrum of people
• Asking people personal questions vs creating safe spaces for people to share naturally
• Making mistakes
• The constant evolution of language

“It’s more about respect than being an expert on definitions.” Brian

[31.06] The panel discuss pronouns – why they’re important, how to use them and why everyone should embrace them.

• Mis-gendering
• The importance of holding back on assumptions
• The effect of cumulative impact on trans people over time
• Give and take and shared responsibility between trans cis people
• The use of pronouns on social media
• Structural and cultural considerations within business
• Gendered structures within other languages, like French

“It’s not a political statement to put your pronouns out there – it’s just a way to make communication more effective.” Brian

[56.52] The group takes a closer look at bringing trans, and supporting the trans community, in the workplace.

• Why trans rights are lagging behind
• Stigma and resistance to change
• Intersecting ‘categories’ of people – people aren’t just one thing
• Expanding policy and being a conscious employer
• Internal education and communication

"Language is the main way we communicate and connect with each other... and people refusing to use the right pronouns is people refusing to speak the same language." Gabriel·le

[1.13.23] The panelists share their personal stories, and discuss allyship.

• Why it’s not the responsibility of trans people to educate cis people
• Can you Google that?!
• Finding the balance, of silent support and speaking up, as an ally

"The role of an ally is important... not just during the rainbow month, it's 24 hours." Lori

[1.26.31] The panelists each give their sum-up from today’s discussion.

• Identity is fluid, embrace it and commit to it – Madison
• Learn to make space for the messiness of being human; being curious, respectful and humble will get you far – Gabriel·le
• Be mindful – Lori
• Approach the issue from a place of compassion – Brian
• Re-frame trans people as a gift, who can bring so much through being allowed to be their authentic selves – Kai

“There are going to be terms that are accepted by some and rejected by others – you have to treat people as individuals.” Madison

RESOURCES AND LINKS MENTIONED:

You can connect with Madison, Lori, Kai, Brian and Gabriel·le over on LinkedIn.

Check out our other podcasts HERE.

It’s Episode 9 and we are growing and improving show after show! We’ve already featured some incredible panellists, who have really opened up, got deep, got vulnerable, and brought some amazing points of view to the table.

We’ve talked about all sorts of issues – the differences between equality and diversity, the Black Lives Matter movement, the gender equation and last episode, we got real about workplace bullying. It was an emotional one at some points, but yet again, so valuable in opening up the kinds of conversations we need to have to bring visibility to key issues and encourage positive change.

Today in Episode 9, ‘Handling Diversity in Business: Is there a right or wrong answer?’ Madison and I are joined by a new group of inspirational supply chain and DEI professionals who are passionate about people, about social issues in our industry and in the community at large; and they are going to share their insights and experiences with us to help shine a light on the huge topic of the right and wrong ways to handle diversity.

IN THIS EPISODE WE DISCUSS:

[01.11] Introductions to our Blended panellists.

• Rob – CEO at Mercado Labs
• Joselina – Vice President Of Global Supply Chain & Procurement Operations at Troy Corporation
• Kesha – National Diversity & Inclusion Specialist
• Gabby – Principal Consultant at Inclusive Kind

“Diversity should be a core value of every company: how you get there is as much art as it is science, but it should never not be the goal.” Rob

[07.01] The group share some personal stories of the wrong ways to handle diversity in the workplace and touch on the kinds of challenges we’re still facing in this area.

• Stereotypes and assumptions
• The role of ego
• Conforming and compliance
• Self-awareness, personal development and unconscious bias
• Good intentions vs being intentional

“We should work with people with who they are and what they have to offer, and value that. Diverse teams outperform homogenous teams but many people, for whatever reason, are uncomfortable with what doesn’t look familiar.” Joselina

[24.36] The panellists take a closer look at the widespread corporate policy of target setting, and whether this challenges inequality and enhances diversity, or just further commoditises underrepresented groups.

• Representation and diversity of thought
• Hiring vs retention
• Compliance and commitment
• Emphasis on employee experience
• Creating safe spaces
• Company vision and legacy
• Differing challenges based on company size and culture
• Goals vs targets

“Diversity and equity work is very purposeful… you need to know where you started from and where you want to get to, so you need to know the numbers to ground that work.” Gabby

[42.09] The group consider the idea of box-ticking, and what that means for company policies and belief systems.

• The language we use around DEI
• Policy vs empowerment
• Change management and transformation
• Finding the ‘why’ and tying into culture, mission and values

[1.00.50] Madison reflects on her appointment as head of Belonging, Inclusion and Culture and the panellists think about the pros and cons of hiring a DEI figurehead.

• Personal accountability, advocacy and driving awareness
• DEI as an almost daily evolution
• Authenticity

“Retention is a piece of this equation too: how strong is the culture that enables diverse employees to bring their full selves to work?” Madison

[1.12.15] The panellists each give their sum-up from today’s discussion.

• Be kind – Rob
• Take action – Joselina
• Create equitable foundations, that support everything from fair wages to talent development – Kesha
• Remember that we have the power to re-design the workplace – Gabby
• Be unapologetically you – Madison

“Integrate DEI into every facet of your organisation… make sure you have an equitable foundation that supports everyone.” Kesha

RESOURCES AND LINKS MENTIONED:

You can connect with Madison, Rob, Joselina, Kesha and Gabby over on LinkedIn.

Check out our other podcasts HERE.

I cannot believe we’re already at Episode 8 of Blended! I’m so proud of how the show has been received so far, and the positivity and open-mindedness that I’m hearing from you all is so inspiring – it shows how many of us really are open to educating ourselves, supporting our communities and making changes for the future.

Episode 8 also marks a change for Blended, as the absolutely fabulous Madison Mobley has agreed to join me as regular co-host!

Today in Episode 8, ‘From the classroom to the boardroom: the truth about workplace bullying,’ Madison and I are joined by a new group of inspirational supply chain professionals who are passionate about people and about social issues in our industry and in the community at large; and they share their stories with us to help shine a light on the big topic of workplace bullying.

IN THIS EPISODE WE DISCUSS:

[03.59] Introductions to our Blended panellists.

• Everette – Director, North America at Lyric Robot
• Grant – President at Procurigence, Inc.
• Judi – LinkedIn Business Accelerator

[09.31] The group discuss the difference between bullying, harassment and micro-aggressions.

“When you’re in a workplace, and somebody takes your power, it quickly brings you back to that place when you were a child.” Everette.

[16.21] The panellists share their different experiences of bullying, both personally and professionally.

• What drives acts of bullying, harassment and micro-aggression?
• The victim’s struggle with ‘Why me?’
• The role of job title, position and location in bullying.
• Why victims often choose to just ‘suck it up.’
• How to identify red flags.
• The impact of power struggles.
• The role of technology and the impact of COVID on bullying.

“As the primary caregiver, the weight of that was so heavy, I was nervous to disrupt my income… I was willing to put myself through anything.” Judi

[49.17] The group reflect on how we can call out bullying.

• Opening up conversations and the words we use.
• The role of personal responsibility.
• Training and education.
• The importance of empathy.
• Conscious and unsubconscious bias; and social conditioning.

“… occasionally you have to use a little bit of force. But sometimes by doing that you can give someone an ‘a-ha!’ moment.” Grant.

[1.24.18] The panellists each give their key sum-up from today’s discussion.

• Normalise open conversations and don’t get too hung up on solutions – Judi
• Treat other people the way you want to be treated – Grant
• Put a focus on trauma, and how that unfolds in behaviors – Everette
• Align therapy, leadership and growth in the workplace – Madison

RESOURCES AND LINKS MENTIONED:

You can connect with Madison, Everette, Grant and Judi over on LinkedIn.

Check out our other podcasts HERE.

This is the seventh episode of our new show, Blended. Hopefully by now, you know exactly what Blended is all about. We’re opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA+ community, people of colour, those with disabilities, whether they’re visible or hidden, and many more. And we’re getting candid, and sometimes uncomfortable, so we can challenge the status quo together and help move the industry forward for everyone.

Today in Episode 7, ‘Equality vs Diversity: What the Difference?,’ I’m joined by another group of amazing supply chain professionals who are passionate about the issues of equality and diversity and will be sharing their experiences, research and points of view with us, so we can open up this huge topic and tackle it head on.

IN THIS EPISODE WE DISCUSS:

[00.23] Introductions to our Blended panellists.

• Julie – Manager Business Systems Analysis at AMD
• Adrian – Director of Procurement Strategy and Innovation at Help My Bid
• Sabrina – Contract Specialist for the U.S Army Corps of Engineers
• Julian – Vocational Expert and Career Counsellor

“Diversity and inclusion means for me: treating everybody as a human being, with respect, kindness, humility and without judgement.” Julie

[04.34] The group discuss the difference between equality and diversity.

• The nuances around the words equality, equity, diversity and inclusion.
• Can businesses build strategies to tackle the issues of equality and diversity if they don’t understand how they align with their core values?
• Has diversity replaced equality?
• Backing up intention with real action and policy.
• The layers within diversity and appreciating the different perspectives behind the person.

“Are we holding our standards up to what our core values are, things like transparency, ethics, responsibility – so when you talk about equality does it all mesh and align?” Sabrina

[18.29] The panellists reflect on what the picture of diversity looks like at company level.

• Diversity targets and percentages.
• Where is the diversity located within the company – what are the levels of influence, and who are the decision makers?
• The importance of continuing to learn and improve.
• Does diversity policy actually represent everyone?
• The risk of alienating certain groups, by accident, whilst championing others.
• Fear of change.
• The need for people to be uncomfortable.

“If we’re all going to enjoy this place we’re creating, we all need to give a little. And when you start to do that, you really participate in the word equality by incorporating values and cultures that are important to others.” Julian

[32.18] The group take a closer look at the word ‘racism.’

• Its definition and connotations.
• Race as a modern invention designed to segregate and create hierarchy.
• Historical power and systems – who benefits?
• Can white people experience racism?
• Prejudice vs racism.

“Racism goes hand in hand with stereotyping. When we can get to a place of treating everybody on their own merit, then the chance for racism minimizes because we’re treating everyone as an individual.” Julian

[57.09] The panellists discuss the term ‘white privilege.’

• Does white privilege exist?
• Understanding the phrase – is it positive, negative or neutral?
• How do we use privilege for good?
• The importance of auditing privilege and being proactive about dismantling structures that give you privilege whilst subjugating others.

“White privilege just means that your race doesn’t put you at a disadvantage in society, but people get very wrapped up in the polarity of that phrase.” Sabrina

[1.13.38] The group give their ideas on how to start to create practical change, within the workforce and the wider community.

• Conduct self-study, research, ask questions and have open conversations from the heart.
• Be deliberate in your actions towards creating equity.
• Start with the people you already have in your workforce and ask them how they could be better heard and included.
• Remove unconscious bias from the hiring process.

“We are living experiences all at the same time, but we’re experiencing the same situation in different ways.” Adrian

[1.24.36] The panellists each give their sum-up for creating meaningful change.

• Be intentional – Adrian
• Be authentic – Julie
• Be human – Julian
• Listen – Sabrina

“Unless you audit what you’re doing, and you’re intentional about your action, it won’t change – just having the people in the room doesn’t make any difference.” Adrian

RESOURCES AND LINKS MENTIONED:

You can connect with Julie, Adrian, Sabrina and Julian over on LinkedIn.

Welcome to the sixth episode of our brand-new show, Blended.

Blended is all about opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA+ community, people of colour, those with disabilities, whether they’re visible or hidden, and many more.

Today in Episode 6, ‘My Journey,’ I’m joined by a group of amazing supply chain professionals who are opening up and sharing their personal stories with us – their experiences of being a woman, a person of colour, an indigenous person. And they’re going to really shine a light for us on how those formative experiences have impacted their lives and careers, and made them into the person they are today.

IN THIS EPISODE WE DISCUSS:

[00.34] Introductions to our Blended panellists.

• Devon – Founder of SheNative, Entrepreneurship & Business Skill Development Facilitator, Coach & Mentor
• Shay – President & Managing Partner at Allegiant Logistics
• Mike – Founder of Procurement Foundry and Managing Partner of AMPlify Resources Group
• Tzvete – Investment Banking Analyst
• Adeola (Addy) – Director of Additive Manufacturing Solutions at Desktop Metal

“Diversity and inclusion is more than a catchphrase. It’s direct action and opportunities for people that look like me.” Shay

[09.23] How Devon’s experiences drove her to shine a light on the common traumas of indigenous women and found SheNative, to inspire and support others.

"Indigenous women are some of the most disadvantaged women in Canada - we're five times more likely to go missing and to be murdered; we're 3% of Canada's population, yet 30% of the prison population."

[16.51] Shay’s ‘rags to riches’ childhood, and how that journey shaped the woman she is today.

“Starting a business will expose a lot of your trauma, and people don’t always talk about that.” Shay.

[22.53] Why Mike’s experiences led him towards helping others and creating Procurement Foundry, a community for people in the industry to come together, learn and grow.

“The people that are willing to expose their backgrounds and do a deep search into themselves to figure out where they came from, can ultimately say ‘now I know who I am today.’”

[30.04] How Addy’s experience of growing up in Nigeria instilled her with an intense desire to succeed.

“Since I started my career, I was always the only woman, and the only black person – there was never anybody who looked like me.”

[41.43] Why Tzvete’s multicultural upbringing and ambitious parents, as well as her desire to inspire her younger sister, were the key to her success.

“Being in such an international culture at a young age opened my perspective and showed me that there are so many different types of cultures and customs - and it taught me how to adapt.”

[50.20] The panellists reflections on young people in business.

• Lack of encouragement, low self-esteem and the importance of mentors
• Experience, knowledge, opportunity and giving the benefit of the doubt
• Inspiration, influence and visibility of positive role models
• Access to the right networks and communities

[1.06.11] The panellists take a closer look at diversity and inclusion.

• Conferences: a lack of diverse speakers, financial drivers and the emphasis on job titles
• Looking at diversity at a team level
• The issue with big business ticking diversity and inclusion boxes without truly committing to change
• The downstream impact of supplier diversity
• Barriers to becoming a diverse supplier, eg issues with long term sustainability, scaling and access to capital

[1.15.20] Creating meaningful change.

• Find your niche and be the best at what you do
• Build something for yourself, outside of the corporate environment
• The importance of diverse investors
• The importance of mentorship for diverse SME’s

[1.22.19] The panellists sum up their key piece of advice from today’s discussion.

• Diversity and inclusion only makes your company better: hear and respect their voices – Addy
• Put your money where your mouth is – engage with, and invest in, diverse businesses – Devon
• Just start – Mike
• Be aware – Tzvete
• Don’t be intimidated and once you’ve reached your destination, go back and carve out that path for others to follow – Shay

RESOURCES AND LINKS MENTIONED:

You can connect with Devon, Shay, Mike, Addy and Tzvete over on LinkedIn.

Check out our other podcasts HERE.

Welcome to the fifth episode of our new show, Blended. Blended is all about opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA+ community, people of colour, those with disabilities, whether they’re visible or hidden, and many more.

Today in Episode 5, ‘The history, the movement, the people,’ we’re going to be talking about the Black Lives Matter movement, specifically with 2020 in mind; why the movement blew up last year; the support, and lack of support, it received; its commercialization and our panellists reflections.

IN THIS EPISODE WE DISCUSS:

[03.31] Introductions to our Blended panellists.

• Len – Co-Founder & CEO at Everlasting Love Fulfilment
• Al – Global Vice President: Supply Chain and Procurement at PCI Pharma Services
• Audrey – In house specialist at Orchard Custom Beauty
• JD – Chief Creative Officer
• Madison – Enterprise Sales Director at Fairmarkit

“The BLM movement, to me, is bringing attention and awareness to the fact that it’s time for the conversation to stop being so hypothetical - there needs to be action.” Al

[13.18] The impact of George Floyd’s death and the panellists observations.

• JD’s experience of modern racism in the South.
• The difference between peaceful protest and the rioters, who helped to derail the support behind the movement.
• How businesses tick boxes with diversity officers, but aren’t translating that into practical change for their staff or their communities.
• Victim blaming and justifications for the murder of black people.

“When the movement happened, I was excited because I really want us to finally unite. But what I was afraid of, is that we had a lot of young people who had the gumption to get out and march, but I didn’t know if they had the leadership to communicate with the people in the community.” JD

[23.37] The swift decrease in support for the movement during 2020.

• White guilt.
• How the media used some groups taking advantage of the movement to condemn it.
• Society as a construct that benefits white people and actively oppresses others, and the fear of black skin.
• How the movement made black people visible.
• Right and wrong ways to protest, and why riots happen.

[37.15] The backdrop of COVID 19.

• Systemic racism, resources vs intent and personal choice.
• The responsibility of black people to help elevate each other.

[44.51] The ‘All lives matter’ retort.

• The bias and racism that often sits behind the phrase.
• The difference between having a lack of knowledge and being wilfully ignorant.
• The importance of research and educating yourself.

[66.26] The commercialization of the movement.

• The impact on the ‘buy black’ movement and giving to black causes.
• The positives of marketing and awareness.
• The powerful impact of white allyship.

“As white people, some of the basic steps you can take is saying ‘I’m an anti-racist. I don’t have all the answers, but I’m committed – publicly – to change’.” Len

[81.46] The future, and the panellists key takeaways from today’s discussion.

• Awareness and understanding – Len
• This conversation is here to stay – JD
• Question everything, and who it benefits – Audrey
• Understand your privilege and hold people accountable – Al

“It’s about elevating the human condition… but its also about creating space for black imagination, innovation and joy.” Madison

RESOURCES AND LINKS MENTIONED:

You can connect with Len, Al, Audrey, JD and Madison over on LinkedIn.

Check out our other podcasts HERE.

Welcome to the fourth episode of our brand-new show, Blended.

Blended is all about opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA+ community, people of colour, those with disabilities, whether they’re visible or hidden, and many more.

Today in Episode 4, ‘The World Stage,’ we’re going to be looking at diversity and inclusion from a worldwide perspective. What does it look like for our panellists; how does it vary by country, or continent; what are the conversations that are being had across the globe; and how can we join together to shape a better future.

IN THIS EPISODE WE DISCUSS:

[03.03] Introductions to our Blended panellists.

• Jenna – CEO & Co-Founder at Shipamax, based in the UK
• Nissrine – Supply Chain Advisor, originally from Morocco, raised in France and living in United Arab Emirates
• Demostenes (Demo) – Latin America Supply Chain Business Strategist, born and raised in Panama
• Akta – Co-Founder & CEO at Nomadory, born and raised in India and living in the USA
• Andrea – Senior Economist at Export Development Canada, born in Chile and raised in Canada

“I think about diversity from the perspective of embracing differences – and it’s beyond just your ethnicity or your race or where you were raised.” Akta

[15.09] The panellists experiences of diversity and inclusion around the world.

• How Akta’s parents broke from patriarchal tradition in her upbringing; but working in investment banking, she still found herself the only woman on the trading floor
• Jenna’s perspective through European eyes, and the difference between being a diverse city and having that diversity actually represented in the workplace
• Education bias, and its damaging trickledown effect
• Andrea’s perspective on integrating, accessing opportunity and thriving as an immigrant
• Nissrine’s contradictory experience of equality in the UAE, from a push towards gender equality to a shying away from equality in the LGBTQIA+ community
• Education and qualifications as a part of culture, and both the positive and negative impact
• Demo's experience of being surrounded by strong, professional women and how that influenced him in the workplace

“We have a very diverse city… but there’s a difference between having a diverse population and being inclusive as a society.” Jenna

[49.01] Individual experiences and the groups reactions.

• Jenna’s experience of gender bias in fundraising; the questions that are asked and playing the game, whether that’s adapting to or challenging, that bias
• How a male dominated culture has historically held back talent
• How an international work experience encouraged Andrea to understand the importance of encouraging openness on a corporate scale, not just a personal one
• The importance of advocacy and honesty
• Andrea’s take on the dialogue around pronouns and the danger of assumptions
• Why Demo created the first woman-only panel in Panama

“It comes down to the intentions in those conversations – is the intention to understand or learn more?... We can’t rely on marginalized communities to educate us.” Andrea

[77.35] The benefits of actively seeking out and nurturing a diverse and inclusive environment.

• Awareness and actively fighting subconscious bias
• The different perspectives that come from different industries and experiences
• Improved decision making, problem-solving and productivity
• Improved creativity and innovation
• Unlocking your potential and sense of purpose, and the power to be found in being – and being allowed to be – your best authentic self

“We all have a responsibility as a human being to include everyone.” Nissine

[87.31] How do we find a way to work together to keep driving diversity, inclusion and equal opportunity?

• Embracing differences
• Avoid associating genders with particular traits
• Speaking up
• Influencing the group you feel comfortable with, whether that’s home, work or community
• The power of social media
• Being vulnerable

“It’s about finding balance in the team of different perspectives… Having that balance helped us to be more successful, and grow faster.” Demo

[96.09] The panellists sum up their key takeaways from today’s discussion.

• Ask – Demo
• Keep talking – Jenna
• Be accountable – Akta
• Empathy – Nissrine
• Be vulnerable – Andrea

RESOURCES AND LINKS MENTIONED:

You can connect with Demo, Jenna, Akta, Nissrine and Andrea over on LinkedIn.

Check out our other podcasts HERE.

This is the third episode of Let’s Talk Supply Chain’s brand-new show, Blended.

Blended is all about opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA community, people of colour, those with disabilities, whether they’re visible or hidden, and many more.

Today in Episode 3, ‘The Gender Equation,’ we’re going to be exploring the different experiences that men and women have in their careers, the voices of conferences, why women have traditionally been pitted against other women, and how we can all work together to make meaningful change for the future.

IN THIS EPISODE WE DISCUSS:

[03.39] Introductions to our Blended panellists.

• Sofia Rivas Herrera – Airport industry data analyst, industrial engineer and supply chain ambassador
• Henrik Kofod-Hansen – Co-founder at novosensus
• Rashmeet Kaur – Supply chain consultant
• Jonathan Kempe – CEO and founder at Verifai
• Alison Cusack – Founder and principal lawyer at Cusack & Co Pty Ltd

Why are we gatekeeping people’s passions? I just want to do what I love – and I don’t want to have to fight to do it.” Alison

[14.46] What made Henrik write his paper “How a gender balance makes business better,” a summary of the findings and the groups reflections.

• Imposter syndrome – the potential causes, and its wide-reaching impact
• Rashmeet’s perspective on the gender equation in India
• Sophia’s take on culture and gender in Mexico
• The consequences of women starting a family
• Jonathan’s view on why employers need to get creative when looking to solve problems of gender balance in the workplace.

“Good leaders acknowledge any stage of life, and give opportunities equally.” Jonathan

[34.16] The age old issue of women being pitted against other women, and the panellists experiences.

• Are women are conditioned to judge other women?
• The role of ego
• The limited roles for women, and unnecessary competition
• The power of internalized misogyny
• Why we need to be pro-active in celebrating the successes of other women.

“I learned that it’s OK for other women to stand out as well.” Sofia

[56.56] The inequality often found in panels and conferences, and the excuses that the corporate world like to hide behind.

• How do we achieve diverse panels?
• The myth that there are no women who are interested in, or able to, contribute
• Why women need to say yes to everything – even if they need to figure it out later
• Why women need to create space for each other, coach and motivate each other whenever they can
• Why diverse panels are so important – and why they need to be approached with a genuine desire to do better, not as a corporate agenda
• Don’t be afraid to call out situations that you know aren’t right.

“Stop using ‘I’m a feminist’ as a pick-up line.” Rashmeet

[71.13] The importance of allyship.

• Key things for men not to do and say if they want to be a good ally for women
• The exhaustion of microaggressions
• Why women need to give positive reinforcement for good male allies
• Listen to women – and believe them!
• The damage of the “men too” approach – don’t use women opening up about their challenges as an opportunity to talk about your own
• What do women need in an ally?
• Why we all need to get comfortable with the uncomfortable conversations.

It’s nice to want allyship, but it seems that a lot of people aren’t equipped for it.” Henrik

[88.10] The panellists sum up one challenge and solution for the gender equation.

• Stand up: the change starts with you – Rashmeet
• Self-belief: move away from coping to creating – Henrik
• Don’t be afraid to break out of your box – Sofia
• Drive honest and authentic conversations – Jonathan
• Assert your boundaries and value the relationship with yourself – Alison

RESOURCES AND LINKS MENTIONED:

You can connect with Sofia, Henrik, Rashmeet, Jonathan and Alison over on LinkedIn.

This is the second episode of Let’s Talk Supply Chain’s brand-new show, Blended.

Blended is all about opening up conversations and giving the mic to all of the underrepresented voices in our industry – women, the LGBTQIA community, people of color, those with disabilities, whether they’re visible or hidden, and many more.

Today in Episode 2, ‘Story of my Life,’ we’re going to be delving into our guest’s personal stories: the experiences that made them who they are today and the impact, both positive and negative, that those experiences have had on their lives and careers.

IN THIS EPISODE WE DISCUSS:

[03.23] Introductions to our Blended panelists.

• Madison Mobley – Senior Account Executive at Fairmarkit
• Lamont Robinson – President and CEO at Robinson LaRueCo Consulting, LLC
• Claudia Freed – CEO and President at EALgreen
• Martin Stark – IT Strategic Sourcing Lead at University of Sydney and Founder and CEO World Gay Boxing Championships
• Angie Reno – Director of Procurement, Government Services at Crowley

[09.35] Martin’s story; from serious ill health to harnessing his courage, finding his voice and following his own path.

“Our experiences propel us forward.” Martin

[12.18] How minorities can find themselves the butt of the joke and often find themselves joining in, in order to fit in and not rock the boat.

• Why we need to keep sharing in order to move the dial of what’s appropriate.
• How inappropriate humor, and using jokes to demean, is not particular to one community.
• How we can use these incidents as opportunities to educate and ask questions.
• How jokes can often be a repeated turn of phrase, learned from previous generations, used without truly thinking about or understanding the meaning.

“I’m a black Mormon (which is rare!) so I’d get a lot of those ‘jokes;’ and if I don’t stand up and speak out, I’m doing not only myself a disservice but also anybody else that's at a disadvantage.” Lamont

[17.40] Madison’s experience as a black woman growing up in the suburbs, and the panelists reflections on language.

"Forums such as this, where we’re telling stories and educating each other around all the different flavors of humanity, are so important. And the more we do this, the more visibility we have into one another’s real life experiences - and then you can begin to adjust how we speak to one another." Madison 

[19.37] Claudia’s story, the boardroom experience that opened her eyes and the groups reflections on the power of words.

“It said to me that women are not valued in financial transactions.” Claudia 

• The implications of words, and the intent behind them.
• The proliferation of casual discrimination in the workplace.
• English as a second language, and understanding nuance and phraseology.

[30.03] Madison’s story, how it led to her passion for humanitarianism and the panelists reflections on background, privilege and self-improvement.

• Taking a hard line vs a soft line.
• Using your privilege for good.
• Being an example to others.
• Calling each other out when you need to.
• What it means to fit in, or not fit in.
• The danger of labels and assumptions based on issues like gender, race, religion or sexuality.

[51.55] Angie’s story, facing misogyny in the workplace and the groups reflections on behaviors and encouraging change.

• How do you take your experience and learn from it or change it?
• How do we think about gender bias?
• How our experiences impact us and/or change our behavior.
• Our reactions to our experiences, and other people’s perceptions of those reactions.

“As women we’re in a dichotomy: on one side we have to be assertive and confident, and on the other side we have to be very mindful that we’re being watched, in terms of our reactions.” Claudia

[70.13] The one piece of advice the panelists would share from their personal stories:

• If you’re not aligning, get out! – Angie
• Follow your passion – Lamont
• See color, and seek to understand – Madison
• Have courage, fear nothing and live your life for yourself – Martin
• Believe in yourself – Claudia

RESOURCES AND LINKS MENTIONED:

You can connect with all of our amazing panelists on LinkedIn - Madison, Claudia, Lamont, Martin and Angie - if you'd like to find out more.

Welcome to Blended! This is a brand new show for Let’s Talk Supply Chain 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 industry 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 industry forward. And specifically, the under-represented people in our industry.

I’ve been flying the flag for women in supply chain for a few years now, through the podcast and some of my other endeavors, but Blended is going to go much further than that. Because it’s not just women who are a minority – we need to be thinking about the LGBTQIA community, people of color, those with disabilities, whether they’re visible or hidden.

As minorities, we need to join together to support each other and be each other’s allies - to ensure we ALL have a seat at the table to make our industry the absolute best it can be.

Today in Episode 1, ‘What’s in a Name,’ we’re going to be talking all about the language we use when discussing minorities – what do these words mean to us, and to others; are there right or wrong words to use, and what are the subtexts of those words; and what does diversity, inclusion and identity mean to us.

IN THIS EPISODE WE DISCUSS:

[03.29] Introductions to our Blended panelists.

• Prakash M Radhakrishnan – Courier Operations at Toll and award-winning YouTube producer with a focus on disability and mental health.
• Holly Qualman – VP of Marketing and Client Solutions America for Apex Logistics and adopted Korean-American woman, flying the flag for multi-racial unity.
• Matthew Hernandez – General Manger for North America at Xenata and representative of both the LatinX and LGBTQIA communities.
• Hope White – Founder and CEO of HD White Logistics, Founder of Hope White Consulting and Logistically Speaking Online and proud black woman.
• Greg White – Founder of Blue Ridge Global, host of Supply Chain Now and father of daughters, with native American heritage.

[11.23] The word ‘minority’ and its connotations.

“It’s time to think about the world on a global scale.” Greg.

• Is it a beneficial or derogatory term?
• Does it perpetuate the feeling of being ‘other’ or ‘less than,’ since its technical definition is less than half the whole?
• How does the insistence on labelling people affect mental health and self-esteem?
• How does being a minority affect your goals and ambitions – are they personal to you, or are they developed so you can conform to a societal norm?
• Are we designed to keep each other at arm’s length; is the tendency towards segregation a result of evolution – how do we push the reset button on human nature?
• Are labels necessary at all, or are we all just people?

“It’s another stage of evolution – before we develop the language for it, we need to understand how we got here.” Matthew.

[33.20] What words should we be using specifically for the disability community?

“There’s no rulebook – and the disability community feel the same.” Prakash

[36.10] The impact of upbringing.

• Why the way that we’re raised is so vital – prejudice is learnt, or tackled, at an early age.
• Why we need to support everyone to succeed, and make sure that those at a disadvantage get equal if not greater support.
• The danger in not taking on board peoples experiences and viewpoints because of preconceptions.
• How the use of incorrect labels muddies the water and creates confusion.
• Assumption is ignorance: the importance of being able to continue to interpret and learn.

[44.12] What words should we be using specifically for the LGBTQIA community and people of color?

• Why it’s important to take the time to listen.
• How some words have traditionally been used to separate minorities and make them ‘an other.’
• Why education is so important.

[55.28] The importance of identity.

“It’s not what you’re called, it's what you answer to.” Hope

• Why we all need to be in charge of our own identities.
• How descriptors have changed over time and the impact that those changes have had.
• Why it’s OK to ask, as long as you’re asking for the right reason.
• Why we need to pay attention to the nuances of individual identities.
• The responsibility of minorities to educate others.
• The importance of open and honest conversations, that come from a place of empathy and understanding.

[69.09] Today’s buzzwords: diversity and inclusion.

So many of us minorities have to jump through so many hoops just to get a small slither of the pie.” Hope

• What do these words mean to us?
• Can you have one without the other?
• How the meaning of diversity and inclusion can be influenced by how we’re raised, or what we’re exposed to on a long-term basis.
• Why diversity and inclusion also need to include processes to build the foundations for education and understanding and promoting acceptance.

Often in the corporate world, we know there’s a problem, but we very seldom have the opportunity to talk about it openly.” Matthew

[80.16] Our summaries of ‘what’s in a name.’

• Keep an open mind – Holly
• Everyone has a story – Hope
• Don’t be scared to ask the question – Prakash
• Take some time to self-reflect – Matthew
• Seek first to understand – Greg