Category: Australian HR

Australian HR, Leadership

I can’t believe this STILL happens

@ReneeRoberz

Last night I caught up with a very good friend after a long day’s work. We’re both in enjoyable but really full-on jobs (his requiring a ridiculous amount of creativity that I can only watch from the sidelines and admire/be envious of).

He told me about something that happened at work – to be clear, it was retold in the context of “wasn’t this so funny – but also, can you believe it???”

He was at work and someone was asked if they knew any jokes, the guy who was asked doesn’t pause a beat and says “Well, three faggots walk into a bar….”. The room of 30 or so went silent. My friend laughs it off.
Laughs off the slur that he’s been called plenty of times, in a room full of people, because he’s at work.

The dynamics are tricky here, it was a client who made the “quip”. Clearly the room was not impressed (a silence came over them all).

The fact this still happens in workplaces in 2021 beggers belief. (Well to be honest, anywhere, but people have to put up with this AT WORK TOO???) Acknowledging the ridiculousness of this, we discussed strategies for dealing with it (‘it’ being racism, homophobia, sexism, the whole gambit). He laughed at this instance – it was a client after all – but said normally his instinctive response is to laugh, agree and double down sarcastically. I shared my strategy has always been asking for more details/not understanding, i.e. “wait? Why’s that funny? “I don’t get it, can you explain why it’s funny that they’re gay?” “How is it funnier if you’re using a slur?”

So my first reaction is personal – yuk! This is unbelievable! I can’t believe people still have to navigate this at work in 2021! My second? Liability for the employer.

If you’re the employer (manager, owner, HR) whose staff are exposed to this type of abhorrent behaviour, take this as notice. If you know about it, and don’t do anything, you’re a part of the problem. If you know about it, and don’t do anything, you’re reinforcing that this is ok. If you know about it, and don’t do anything about it, you’re opening yourself & your company to a huge amount of legal risk (although I’d hope that you’d do something just because you think it’s repulsive behavour).

30% of LGBTIQ+ employees, and 29% of workers who have a disability, say they do not feel able to speak up openly at work without fear of criticism [source]. These figures are unacceptable, and particularly sobering when you consider that in situations like the above you might never be made aware if you’re not present to witness it yourself.

So what can you do? The most obvious is to call this behaviour out if you see it, make it clear that it’s not a standard that you will accept by walking past and letting it slide. But you also need to create an environment where people feel comfortable raising these issues with you, and for that, your employees & leaders need to “own” diversity & inclusion initiatives – not just your HR team.

Hahaha, I’m not suggesting reducing your D&I team if you’re lucky/smart enough to have one in the first place, but I am a firm believer in ensuring that your employees and leaders are fundamentally driving this work. If you don’t have a team (particularly if you don’t have the funds to create it), it doesn’t have to be an HR function! Initiatives can be led by voluntary working groups, as long as you ensure that you’ve got good support for the team through external mentoring/support. I highly recommend encouraging a few senior managers/execs to be involved so initiatives can be supported as they need and systematic issues are raised within your C-Suite.

AHRI, Australian HR, Career, Human Resources, Leadership

5 Key Takeaways From The AHRI Awards

@ReneeRoberz

AHRI get a lot of things right for me as an association – they work incredibly hard (every employee or volunteer I’ve met have confirmed this), they listen to their membership, and they lead with the genuinely good intent that our profession can be better and can create better work environments for others.

Last week I attended the AHRI Awards, a national event that I have never had the opportunity to go to before. It was fabulous. Not just because of the great MC (Peter Berner), performances & food – but for the great conversations and stories that were shared throughout the evening.

The “people profession”, as described by Lyn Goodear, came together to celebrate the hard work of both individuals and workplaces in bettering work for others.

Ok, ok, ok – without further ado, here are my 5 key takeaways from the event:

1. Individual awards are where it’s at

The first two acceptance speeches for the night really set the tone, both giving heartfelt thanks to their teams, mentors and managers who believed in them. It was a timely reminder that no matter how busy you are, how much you’ve got going on, the support you give those in your team will make an impact far bigger than you realise at the time.

There is amazing talent coming through in the field of HR and I’m excited about the impact and change that this will inevitably bring.

2. Diversity & inclusion is where all the cool work is happening

The HR Diversity Champion Award as a really big one for me. The Defense Force isn’t necessary an employer that I would have picked as a front runner in innovative HR practice (which I full well acknowledge may be my own denseness) but I was really impressed with Shane Cox’s work in providing career pathways for indigenous youth.

3. The numbers of people with AHRI certification are growing

I’m really enjoying the growing professionalisation of HR in Australia, largely due to the efforts of AHRI. Certification was a topic of conversation at the awards – which definitely prompted me to reflect on exactly when I will be getting my A into G on that one!

4. AHRI = genuine advocacy

A message I heard loud and clear – not just from AHRI (because what member association isn’t going to advocate this), but from volunteers, staff members, and from what efforts are recognised makes it clear, we are fortunate to have this be our professional association.

I heard multiple times from the winners in their acceptance speeches of the honour of their work being recognised by AHRI. What AHRI is doing is celebrating work that is changing the way others work, interact and experience their own work. Work that is genuinely changing peoples’ lives.

5. Conversations!

The AHRI Awards was a fabulous opportunity to get out and meet (and reconnect with) people who do great HR. Sometimes life can get busy and its easy to forget, or just not prioritise, meeting new people and listening to what makes them tick. I was lucky enough to sit next to someone who had also rejoined the workforce, and changed role, soon after becoming a parent for the first time. I got to hear about the fascinating experiences of someone who has moved into HR after a long career in energy. These conversations, among others, were a good reminder that its easy to get caught up in your own bubble and forget to take the time to learn from others.

I had such a brilliant night. Not just because of the organ (OMG THE ORGAN), the showtunes from Wicked, the Phantom, Les Mis & Jersey Boys, but because of the honour of being around people that are so brilliant at what they do that they inspire me to be better.

Australian HR, Human Resources, SHRM

MORE SHRM CONFERENCES! (Tips & tricks from a conference pro)

@ReneeRoberz

With a matter of days until heading to #ILSHRM18 & #OHSHRM18 I figured it was high time to share some tips & tricks of how to get the most out of attending a conference. From 19-21 September I’ll be at the Ohio SHRM Conference and then 23rd – 25th I’ll be at the Illinois SHRM Conference – I’m at both to speak about HR in Australia. So much conferencing and so much to learn! I now consider myself a seasoned conference pro and, having learned a few lessons along the way, (never, ever wear heels to a conference unless you’re a serial-wearer and can stomach the foot pain,) thought I’d share some of my favourite tips.

 

seasoning

Seasoning for seasoned-professionals

 

Conferences are what you make them. Yes, amazing headline speakers (of which #ILSHRM18 & #OHSHRM18 deliver in spades) are often the major draw-card, but the real value I believe they deliver is having an opportunity to get yourself out of your day-to-day headspace, creating opportunities to think about problems and solutions differently, and sharing the awesomeness of your profession with other attendees. It’s incredible what you can learn waiting in the line for the bathroom!

 

What are some basic do’s and don’t’s for a HR Conference?

Do: bring a phone charger, find out where to get the best coffee and talk to as many people as you can. Have a look at the agenda ahead of time and mark your ‘must sees’. I like to have an element of flexibility but if there’s a have-to-attend you don’t want to miss out because you decided that was the best time to line up at Starbucks!

Don’t: wear new shoes (very important) or get hung up on planning out every second of your experience. The gold always comes from something you didn’t expect.

 

I get the most out of conferences when I talk to as many people as possible, although I find it daunting to rock up to new people and strike up a conversation I know that when I do I meet the most interesting people.

An easy way to start that conversation? Asking people about what brought them to the conference – often there’s a particular challenge/area of interest where you can find common experience. If that fails, find out whether they’re a cat or a dog person. You can then dismiss them entirely based on their response (you know there’s a correct one).

I’m also excited about the opportunity to visit Ohio (I’ve never been) and head back to Chicago (favourite city ever).

Suddenly realised you didn’t book? Head to Ohio SHRM Conference or Illinois SHRM Conference and get on it!

Hope to see you there!

 

 

 

Australian HR, Human Resources, SHRM, Social Media & Learning

HR in Australia (Unlike everything else here, it probably won’t kill you)

@ReneeRoberz

Everything is more likely to kill you in Australia right? The snakes, the spiders, the great whites…

When I moved to Australia (from New Zealand, a rainforest-filled paradise with amazing beaches… but a small economy) I had a rude awakening – luckily this wasn’t in the form of meeting the wildlife face to face. Despite having heavily preparing for the changes in employment law I would encounter on my transition ‘across the ditch’ I realised there was a lot I didn’t know. There are a lot of facets of HR that are location-agnostic. Sure, there are legislative differences, and cultural/business practice differences. But the core of what we do is understanding both people and organisations and help them work better together – and that doesn’t change across borders. I relied on this in my move, although I think I underestimated how much there would be that I didn’t know.

Now, 5.5 years later, I’m travelling to the USA to speak about lessons learned over my time working in HR in Australia; the good, the bad & the ugly (just kidding, there’s not too much that’s ugly). I’ve learned from some amazing HR practitioners, both in Australia and internationally, I’ve benefited from some (forced) networking and getting my head around social media and I’m excited to share the lessons learned over the past few years.

In a matter of weeks I’m catching up with my SHRM friends, speaking at both the Illinois and Ohio State Conferences. Even though it was just a couple of months ago that I had the pleasure of seeing many of these superstars at the SHRM18 National Conference, I’m even more excited about this trip, reasons being;

– smaller conferences are less overwhelming (There were 22,000 people at SHRM18 – TWENTY-TWO THOUSAND!) and I find it easier to join more conversations, learn from people and you get a better chance of speaking with keynote speakers at a smaller conference

– the speaker line ups for both conferences are incredible – seriously, check them out

– even though I’ll miss my son I’ll get a good week of uninterrupted sleep – win!

I can’t wait to share my learnings and meet more SHRMers at these conferences. If you’re heading along and would like to find out about something in particular message me – I’d love to chat. I hope to see you there!