{"version":1,"type":"rich","provider_name":"Libsyn","provider_url":"https:\/\/www.libsyn.com","height":90,"width":600,"title":"63 - Politics, Publicity, People: What Does the Future of DEI Really Look Like?","description":"Welcome back to Blended!   Today, we\u2019re going full circle with the show. We\u2019re going back to our roots \u2013 because we\u2019re talking about DEI.   When Sarah founded Blended back in 2020, we were in the trenches of the pandemic. Everything was changing \u2013 within businesses, people\u2019s personal lives, within society as a whole. And it felt more important than ever to talk about people. To share stories and get to know each other better, to learn and to really think about what we wanted things to look like for ourselves when the pandemic was over. And the root of all of that was diversity, equity, inclusion, equality \u2013 community.    Now, five years later, a lot has changed. And so has how many of us think about diversity and inclusion. Political changes have seen many organizations publicly pull back from visible DEI efforts and, internally, scale back or completely retire diversity goals altogether. And that\u2019s a problem. For many people, it\u2019s a step \u2013 or more than a step \u2013 backwards.     So, as we look to 2026, what is DEI going to look like? And what\u2019s that impact of that on people, businesses and culture in general? Our guests will be diving into all of that today.     IN THIS EPISODE:   [01.23] Introductions to our Blended panelists.   \u00b7       Sue \u2013 Founder and CEO of Origen Air \u00b7       Sheri \u2013 Sourcing, procurement and supply chain leader      \u201cDEI is so important to me. Throughout my journey as an entrepreneur, it\u2019s become even more apparent. It seemed like we were getting to the point of equality, but as I started my own company and went through not only fundraising but also procurement, it became very clear that we still have a long way to go.\u201d Sue     [06.09] The group discuss what the current DEI landscape looks like, some of the biggest changes they\u2019ve seen this year, and what we might expect from DEI in 2026. \u00b7       Guarded, \u2018behind closed doors\u2019 \u00b7       Competing narratives \u00b7       Strategic \u00b7       \u2018Permission to backtrack\u2019   \u00b7       News ways to make progress \u00b7       Reframing of DEI programs \u00b7       Being less externally vocal \u00b7       DEI folded into wider social governance programs \u00b7       Integration of data analytics and technology \u00b7       DEI specialists stepping back\/reframing their value proposition   \u00b7       Firing of DEI employees \u00b7       Squeezed DEI budgets \u00b7       Negative links to other issues, eg. Sustainability, woman-owned    \u00b7       Words we use \u2013 diversity vs inclusion \u00b7       Organizations re-thinking core values  \u00b7       Rebuilding DEI \u00b7       DEI built in, rather than separate \u00b7       Advocacy \u00b7       Swinging pendulum of support for DEI \u00b7       Transformation   \u201cIt used to be something that lit a lot of people up, it was colorful. Now when I think about what the landscape looks like, it\u2019s muted and gray.\u201d Sheri \u201cI don\u2019t think it\u2019s fading out, it\u2019s just transforming. It\u2019s going to look different. It\u2019s going to be more of a quiet, strategic commitment.\u201d Sheri   [29.18] The panel dive deeper into allyship, why it\u2019s important, and how we communicate what we want and need from allies.   \u00b7       Mixed messages \u00b7       Men and women are not opponents \u00b7       Representation \u00b7       Working together\/collaboration   \u00b7       What men can do practically in the workplace \u00b7       Creating safe spaces    [39.45] The group discuss the public dialogue around DEI in light of current political influence, and how that\u2019s impacting people, organizations and their commitment to DEI.  \u00b7       Common misconceptions \u00b7       Access to opportunity \u00b7       Privilege \u00b7       Role of leadership \u00b7       Responsibility \u00b7       Fear \u00b7       Making excuses \u00b7       Scarcity \u00b7       Fairness \u00b7       Ego \u00b7       Women vs women \u00b7       Doing things quietly vs loudly \u00b7       Metrics\/measurement\/KPIs \u2013 what does success look like? \u00b7       Education   \u00b7       Redefining what diversity and inclusion actually means     \u201cThe misconception that I\u2019ve been hearing is that we\u2019re asking to \u2018take,\u2019 people are worried that things are going to be taken from them. But that\u2019s not what DEI is about.\u201d Sue \u201cWe\u2019re not asking for special treatment \u2013 we\u2019re just asking to be seen and heard. We don\u2019t want you to hire us if we\u2019re not the right person. We don\u2019t want you to buy from us if we don\u2019t have the best product\u2026 We just want the opportunity to be a consideration.\u201d Sue    \u201cIf the checklists and the targets go away, you\u2019re not boasting about it publicly, and it\u2019s all done quietly, how are we going to know if we\u2019re making progress?\u201d Sheri   [01.06.25] The panel sum up their thoughts from today\u2019s discussion and share their advice for approaching DEI issues in 2026.      RESOURCES AND LINKS MENTIONED: You can connect with Sue or Sheri over on LinkedIn.   Episode 20 - DEI in the Workplace - Not Just The Smart Thing To Do, But the Right Thing to Do   ","author_name":"Blended","author_url":"https:\/\/blendedpledge.org\/podcast\/","html":"