#NZLEAD RECAP: Disabled HR Professionals = An Enabled Human Resources Profession

Anne T

Discussion this week was based on my recent blog with the same title – see http://annetynan.wordpress.com/ , which highlighted three issues:

  • There appears to be little or no publicly available information about the issue of      disabled people working as HR professionals
  • Google search results invariably highlighted a division, with ‘disabled people’ on one side and ‘HR professionals’ on the other – i.e. it’s a ‘them and us’ scenario
  • HR has clearly done a great job helping other professions to open up to disabled   people but appears to have forgotten to do the same for itself

We asked four questions, all aimed at gathering information from the #NZLEAD community. As everyone who has been involved in tweet chats knows, they are a bit like trying to put together a meal with people throwing ingredients at you from every side. It was not until I went back through the tweets that I realised exactly who had said what, made slightly more complicated when we had forgotten to use the hashtag. The other fun aspect is that we often answer different questions or reply to earlier tweets all at the same time – it is a real Twitter Tower of Babel and I salute Tash and Amanda for their weekly dedication to this.

What follows is a brief summary that you should therefore take with a pinch of salt. I could not include all tweets so this is a sample – feel free to comment subsequently if you think I missed something crucial. I will follow up some of the issues myself in subsequent blogs but for the moment, this is what I think happened this week. This may be a longer recap than usual but it would be a pity not to share information when there is so little of it at present.

Experience:   What is your experience of disabled people working in HR?

The consensus seemed to be that most people had little or in most cases no conscious experience of working with disabled HR colleagues.

It was accepted that colleagues may have/have had hidden disabilities but it had to be assumed that these were undisclosed and with no obvious external signs.

However, we were fortunate to be joined in the chat by colleagues who themselves have either disabilities or other relevant experience. Have a look below but if anything seems incoherent, go back to the original #nzlead source. The tweets below are not consecutive.

https://twitter.com/RoyalToots/statuses/375519216612679680

Data:  

What are the benefits of knowing the numbers and characteristics of                         disabled people who work in HR and their impact on others?

Opinions were divided about the need for data and published case studies but it was established that information is needed to fill the current gap.

Impact:          

Do you think that employees find HR more approachable if they can see                   that disabled people are well integrated into the department?

Most people felt that HR should always be approachable but that seeing people with disabilities working in HR could be beneficial.

Future:

What could/should organisations such as HRINZ and CIPD do to                                encourage disabled people to consider a career in HR?

Although there were a few suggestions relating to HRINZ and CIPD, people also looked beyond the HR profession itself for support.

Before we close…..

An unexpected but great finishing touch to this week’s #nzlead involved the sudden intervention of Vaughan Smith, Radio Announcer at The Edge Radio Station, wanting to know what #nzlead was all about. After Tash neatly informed him that:

And so we leave you to it! Thanks for joining the session.

Get in contact with Anne via @AnneTynan her blog http://annetynan.wordpress.com

or look her up on LinkedIn or her website https://sites.google.com/site/tynanequality/

Advertisements

#NZLEAD PREVIEW: Disabled HR Professionals = An Enabled Human Resources Profession

Anne T

This week we’re turning the equality spotlight onto HR and ask: “What has the profession done to encourage disabled people to sign up?” Yes, we know we’re great at encouraging disabled people to apply for posts within your organisation – but what’s our track record of enticing them into HR itself?

The discussion is going to be based on the blog published earlier this month – see http://annetynan.wordpress.com/. As you will see when you read it, Anne went looking on the internet for information about disabled people working as HR professionals. The topic has interested her for a long time so when David D’Souza roped her in to his ambitious Book of Blogs project, it was an obvious choice.

If you can’t be bothered to read the blog, the executive summary is:

There appears to be little or no publicly available information about the issue of disabled people working as HR professionals. This means no research, no recorded experiences or case studies, no career advice, no targeted information for applicants and candidates. The results that did come up when you type ‘disabled HR professionals’ into Google invariably highlighted a division, with ‘disabled people’ on one side and ‘HR professionals’ on the other – i.e. it’s a ‘them and us’ scenario. HR has clearly done a great job helping other professions to open up to disabled people but it is now time for it to look to itself to do the same

Why is this topical for #NZLEAD?

Currently underway in New Zealand is the 2013 Disability Survey, with the results due next year. The previous survey (2006) is awash with data and “describes the types of industries and occupations that disabled people are employed in and compares them with those of non-disabled people.”

Look 2013 Disability Survey

Occupations are broken down into 9 major groups so the data is unrefined but the 2 groups most relevant to HR are: ‘Professionals’ – 8% disabled ‘Clerks’ – 9% disabled

What about HR?

Do we know how many disabled people work in the profession? Do we have any inkling of the impact that they have on its workings? Do we understand how they contribute to the image of Human Resources as perceived by other employees?

Questions for #NZLEAD

1. What is your experience of disabled people working in HR?

2. What are the benefits of knowing the numbers and characteristics of disabled people who work in HR and their impact on others?

3. Do you think that employees find HR more approachable if they can see that disabled people are well-integrated into the department?

4. What could/should organisations such as HRINZ and CIPD do to encourage disabled people to consider a career in HR?

Get in contact with Anne via @AnneTynan or look her up on LinkedIn or her website https://sites.google.com/site/tynanequality/