Blended

Today the panel will be talking about traditional mentorship and how it looks different across communities and contexts; the rise of reverse mentorship and its importance in intergenerational workforces; how to measure the success of mentor/mentee relationships and the common mistakes to look out for; and how to avoid the trap of seeking a mentor for the sake of it.  

IN THIS EPISODE:

[01.40] Introductions to our Blended panellists.  

·       Dillon – Senior Consultant - People Consulting at EY

·       Sandi – Owner/Lead Reconciliation Trainer/Consultant at Mishkwe Enterprises

·       Sarah – Leadership Coach/Program Manager at Joyful Catholic Living LLC

·       Jill – Material Program Manager at Raytheon

[06.32] The group discuss traditional mentorship: what it means, what it can look like, and why it’s so important.  

“A traditional mentorship relationship would be pairing a senior person, who has a wealth of expertise in certain areas, with someone who’s junior or trying to make their way up the ranks and get that knowledge transfer.” Dillon

·       Formal programs within a business

·       Informal relationships

·       Individuals connecting on a platform like LinkedIn, etc

·       How mentorship changes during the course of your career

·       How receptive you are to listening vs how willing people are to talk to you

·       Influence/looking up to someone  

·       How mentorship looks different in different contexts

·       Community

·       Indigenous peoples:

o   Intergenerational trauma

o   Traditional mentorship community structure

o   Finding your path

o   Affinity with mentors/mentees 

o   Impact of removal of mentorship on community

o   Internalized oppression

“For traditional indigenous communities’ mentorship was a given. And with residential schools, mentorship was lost and destroyed.” Sandi 

·       Personal and professional exploration

·       Flattening of traditional career trajectories – moving horizontally, not just vertically

·       Mentorship is not just about careers

·       Understanding the ‘code of conduct’ of the environment you’re stepping into, so you’re more likely to be successful 

·       How culture changes what a mentor/mentee relationship looks like

·       Responsibilities of mentors and mentees

·       Mutual respect

·       Impact of the pandemic

·       Remote mentors  

·       Matchmaking

·       Impact of personal life on work life

·       Natural chemistry of choosing mentors from your own culture/identity

·       Cross-cultural mentors

o   Challenging yourself

o   Identifying bias

“It allows for exploration; you can find your tribe… For underrepresented groups, there’s often a feeling of isolation within corporate environments, and mentorship breaks down that feeling… it makes people feel seen and protected.” Dillon

[42.18] The panel discuss how we measure the success of mentor/mentee relationships and share some of the common pitfalls or common mistakes to look out for.

“Define success before you even take one step! I can think of so many mentor/mentee relationships where the emphasis has been on the sharing of the information, not on what they do with it.” Sandi

·       Time it takes for results to be realized

·       Who is successful, why, what can you learn?

·       Move away from judgement

·       Observing the skills, habits and traits that work  

·       Avoid putting all focus on just finding a mentor

·       Difference between coaching and mentoring

·       Setting expectations

·       Importance of common values

·       Organic evolution of relationships  

[52.00] The group explore the rapidly growing trend of reverse mentorship: how it works, how it’s different to traditional mentorship, and why it’s key for organizations to support and embrace both forms.

·       Dillon’s own experience of reverse mentorship, and an insight into the program at EY

·       Listen, learn, ask questions, challenge back

·       Wisdom from different generations

·       Building trust

·       Respect

·       Intent

“Humility builds bridges; egos burn them.” Sandi

[01.09.38] The panel discuss what we can learn from their discussion and share key takeaways.  

“Believe in your own superpowers and see how that can be complemented by a potential mentor or mentee.” Dillon

·       Patience

·       Power of social media

·       Work on your confidence

·       Do the research

·       Don’t put people on a pedestal  

·       Be prepared

·       Honesty

·       Creating safe spaces

·       Empathy and humanity

·       Structure and boundaries

·       Transparency

·       Discovering mentorship all around you, in different places

“Be very clear about ‘what is it I’m trying to learn?’ and ‘which ways am I trying to grow?’ … So, by the time you meet your mentor, it’s very clear you respect their time.” Sarah

[01.22.24] The group reflect on the pressure to find a mentor, and their key takeaways for individuals trying to tackle that pressure. 

“My view of mentorship has evolved… Over time, I went from ‘I need to find a mentor’ to ‘I need to take control of my life and career.’” Sarah

RESOURCES AND LINKS MENTIONED:

You can connect with Dillon, Sandi, Jill and Sarah over on LinkedIn.  

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

·       Out of touch leadership

·       Lack of understanding of how work really gets done

·       What are you rewarding?

·       Shift recognition away from time

·       Moving away from tradition

“We get taught how to lead people by what we saw in the past.” Pam

“A lot of the people making these decisions are wildly out of touch with what the general people in their company deal with day-to-day… they don’t see the blend of  life and work.” Jen

“There’s a theory called Parkinson’s Law that work expands to fill the time allotted. If you’ve ever seen how much work you can complete the day before you go on vacation, you’ve see this in effect! But a lot of organizations still reward people for time. You can almost see the badges people wear: “I’m so busy, I was here all weekend!” – and that’s what you get rewarded for.” Pam

[57.55] The group discusses bias – the legalities of promotion bias; the impact of bias on minority groups; why promotion bias is culturally accepted; the psychology of proximity bias; and why working from the office is still seen as so desirable, despite the wealth of evidence that supports the positive outcomes of working from home.

·       Empowering leaders

·       Psychology of proximity bias  

·       Looking at diversity in a holistic way

·       Adjust decision-making with different parameters

·       Authenticity

·       Impact on protected groups

·       Impact of not being able to be yourself

·       Comfort of home

·       Culture

“There’s a difference between working from home, and not being involved in the culture of your company.” Jen

[01.14.52] The panel shares tips and advice for how organizations, leaders, and individuals can drive change.  

·       Bias training

·       Managers working from home more often

·       Adjust performance management

·       Creating cross-department connection

·       Model behavior

·       Zoom parties and pods

·       Trying different things

·       Being creative and fun

·       Getting to know your people

·       Embracing flexibility

·       Empathy

·       Motivating people to drive change

“Wake up – it’s not 1926! You’re going to lose the war on talent if you’re not more attuned to how things are changing.” Srividhya

[01.24.21] The group sums up their thoughts from today’s discussion. 

RESOURCES AND LINKS MENTIONED:

You can connect with Srividhya, Pam, Jose and Jenn over on LinkedIn.  

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 informed and showing intent with our purchases.

“People save somewhere south of 5%, so we’re consuming with 95% of our income, or more. So that’s an incredible amount of money… To me, purchasing power means voting for the world you want to see every time you make a purchase.” Dave

·       Money is power

·       Making conscious choices

·       Keeping money within communities

·       Making an impact by shopping local

·       Affordability

·       Supporting through ways other than dollars:

o   Sharing on social media – vote with your clicks!

o   Writing reviews

·       Intention and awareness

·       Avoid analysis paralysis!

·       There are no rights and wrongs – everyone is on a different journey  

·       Don’t wait! Take small steps

·       Focus on what matters to you

“When you’re purchasing from under-represented business owners, you’re changing the power dynamic in that community.” Dave

[01.06.22] The panel sum-up their thoughts from today’s discussion. 

“The best way you can make your purchasing decisions is to decide if there is something you care most about, and prioritize, focus on that.” Dave

RESOURCES AND LINKS MENTIONED:

You can connect with Anwin, Hillary, Dave and Jennifer over on LinkedIn.  

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 discussion. 

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 Benita over on LinkedIn.  

The panel discuss allyship - what it means; the cost, challenges, and sacrifice involved; and how individuals & workplaces can cultivate a culture of allyship. 

[01.12] Introductions to our Blended panelists.

“Allyship needs to be focused on how we can support each other, and vice versa. And being self-aware is key.” Dylan

• Roquita – Vice President of Intermodal Sales and Operations at Coyote Logistics
• Sharon – Vice President/CFO at Talon Freight Services
• Dylan – Founder and Chief Navigator at DylanListed LLC
• Mickey – COO at UNIQUE Logistics
• Weston – Chief Spokesperson at Cargomatic

“I’ve had a 27 year career in the logistics space and, along that journey, my understanding of allyship and what it required to be an effective ally has been challenged. Especially at the moment when I incurred enough political currency within my organization, when I was no longer the recipient of allyship, but now responsible as a leader to be an ally.” Roquita

[07.35] The group discusses allyship – what it means, how it’s changed, the dangers of performative allyship, and why we should all be viewing allyship as a journey, not a destination.

“We all have adversity in life that we need to overcome… by understanding people, and by being open and honest about who we are as a person, we can cut through the BS and help each other, be allies for whatever we need allyship for.” Weston

• Opportunity
• Active support
• Advocacy
• Standing up and speaking out
• Being a vocal ally vs a supportive ally
• Addressing bias
• Mentorship
• Leadership
• Challenges for women entering the “boys club”
• Importance of learning and education
• Integrity
• Complexity
• Self-advocacy
• Ableism
• Understanding
• Intent
• Balance between asking for help vs giving help without asking
• Privilege
• Self-awareness
• Questions to ask yourself before offering help
• Helping yourself first

“Allyship is an opportunity to drive social change by leveraging privilege for equity, bringing attention to injustice, and challenging systemic oppression.” Roquita

[35.38] The panel shared their thoughts on the real cost, challenges, and sacrifice involved in allyship, from personal and corporate perspectives.

“From a personal standpoint, the cost of allyship is exclusion – the very opposite of what you’re trying to achieve.” Mickey

• Fear
• Modern cancel culture
• Corporate risk
• Perception
• Emotional fatigue
• Slow change
• Honesty
• Titles are not equivalent to power or influence
• Context of allyship
• Limits
• Expectations
• Divisive topics and politics
• Empathy
• Ability to understand all sides of an argument, all perspectives
• Breaking down barriers
• Self-development

[49.49] The group discusses the risks inherent in allyship, and how we can move away from blame and judgement – of ourselves and others.

• Different capacities for engagement
• Levels of agency
• Burden of responsibility
• Allyship as a journey
• Training
• Silent vs vocal allies
• Progress over perfection
• Grace

[1.03.04] The panel discuss the different ways that individuals and workplaces can cultivate a culture of allyship.

• Tackling prejudice and bias
• Teaching because of love
• Releasing defensiveness
• Make it about making a difference, not proving a point
• Making changes on a small scale
• Boundaries
• Listening
• Calling in vs calling out

“Sometimes the best opportunity you have to make a difference in the world is to have real frank conversations with the people you’re closest with… you’re doing it in a private setting, you’re not doing it for some sort of accolade or recognition, and you’re doing it with people you genuinely care about and you want to see be better humans.” Weston

[01.19.22] The group sum-up their thoughts from today’s discussion.

RESOURCES AND LINKS MENTIONED:

You can connect with Roquita, Mickey, Sharon, Weston and Dylan over on LinkedIn.

For other inspirational conversations around diversity, equity and inclusion, why not check out 366: Blended – 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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