Blended

De : Sarah Barnes-Humphrey
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  • Résumé

  • Hello everyone and welcome to Blended! This is a brand-new show and it’s going to be a little bit different to what you’ve heard before. We talk a lot about the challenges facing our industries as a whole – changing technology, network complexity, surprises like COVID-19 – but what we don’t talk as much about is the people. The people that really drive our businesses forward, and specifically, the under-represented. I’ve been flying the flag for women in supply chain for a few years now, through the podcast and some of my other endeavours, but Blended is going to go much further than that. Because it’s not just women who are under represented in Business – we need to be thinking about Everybody! the LGBTQ+ community, people of colour, those with disabilities and so many more, whether they’re visible or hidden. To me the word inclusive means that we need to join together, to support each other, to be each other’s allies, to ensure we ALL have a seat at the table to make our daily lives the absolute best it can be. How can we do that without leaning in, understanding and communication? This show will change all of that...
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Sciences sociales Economie
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    • 47 - You’re fired! Working from home, and the emerging trend of promotion bias

      47 - You’re fired! Working from home, and the emerging trend of promotion bias
      Aug 21 2024
      Welcome back to Blended! Today, we’re talking about changing working environments, and promotion bias. The debate of working from home versus working from the office has been gaining traction over the last few years, and people have been discussing the different pieces of it, from work/life balance to in-person versus online meetings to loneliness to productivity. But where you work, and it’s impact on career progression, is one of the biggest conversations right now. At a recent event, I overheard two gentlemen talking about promotion at work, and they explicitly stated that they would only promote people who worked from the office – that they wouldn’t even consider promotion for those working from home. No discussion of individual merit, personal achievement, passion, dedication, talent, success. Just a blanket statement, no negotiation. Thinking about how much workforces have changed over the last few years, and why – and reflecting on how I benefit, as an entrepreneur, from a global workforce – that conversation has stayed with me. So our panel are taking a deep dive into this complex topic here on Blended. They’ll be talking about the changing landscape of work, and how workplaces haven’t caught up; why bias is slowing down change; how we can create cultures that support balance and provide personalized ways of working; and the importance of re-designing management styles and KPI’s, so we measure success, not time. IN THIS EPISODE: [01.24] Introductions to our Blended panellists. · Srividhya – Global Supply Chain Strategy and Process Transformation at Shell · Pam – Founder of Blue Rebel Works · Jose – Procurement Excellence Lead at SpendHQ · Jenn- Founder of Two Roads Logistics and Ship Happens [11.24] The group discuss how workplaces have changed over the last few years, from the impact of the pandemic to changing demographics; and they share their stories of what they’ve seen and experienced. “When the pandemic hit and people all of a sudden were forced to work from home – and it worked! – I said: ‘This is amazing! For the world of work, this is the catalyst that will finally make the changes that we’ve advocated for, for so long’... It had a profound impact on people’s lives.” Pam · Impact of pandemic · Positive impact of working from home · Individuals re-evaluating what’s important in their lives · The great resignation · Social justice issues · Pendulum swing back to work from office · Dated leadership styles · Keeping women in the workforce · Changing demographics in workplaces · Responsibility of child care and elder care for millennial workers · Impact of housing affordability when it comes to living in big cities to work · Accessing the best talent pool, then figuring out how to secure it and leverage it · Rise of technology · Trust · Greater focus on diversity and inclusion · Rise of digital nomads · Impact of typical commute o Cost o Loss of community o Loss of balance o Burnout o Wasted time · Impact on collaboration, teamwork and connecting with others · Structure and routine · Learning to adapt · Importance of flexibility “Because leaders have been leading in the same way for so long, it’s almost like they don’t know how to manage work without managing presenteeism.” Pam “The one thing that kept me sane, and in the workforce, was flexibility.” Srividhya “A lot of managers were promoted because they were good at their job, not because they were good leaders. And that’s an issue – you have to understand people to manage them from afar – you have to understand them, what motivates them, what drives them.” Jen “The younger generation are more aware of what they want. They’ve grown up digital-first and they don’t see the point in going somewhere else to get work done.” Srividhya “For people with children, or households to manage, being able to work from home changed their lives… It made things more productive, they got time back. And time is energy, freedom and power.” Jen [36.33] The panel explores what the world of work looks like now, in light of the changes we’ve seen; why workplaces and working styles aren’t evolving at the same rate of change; and why some organizations are still attempting to force workplaces to conform to the 5-day, 40-hour workweek, which was popularized in 1926. · Resistance to change · Comfort in control · Importance of personalization · Challenging assumptions · Ego vs self-awareness · Intent ·...
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      1 h et 29 min
    • 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 et 13 min
    • 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 et 23 min

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