Networking Forum

Question ironic. Earlier today, as part of my job responsibilities, I was presenting to a luncheon of the Society of Human Resource Managers (SHRM). The organization is the single largest professional organization representing HR Managers. I began my presentation by asking, "How many of those present believe being an 'Agent for Change' is a critical component of your job?"

I then added, "Change may include hiring individuals with 'sexual preferences', "individuals with disabilities' or 'female candidates not usually found in your industry'". Not surprisingly, less than 25% of the audience acknowledge being an "Agent for Change" was a part of their job.

When we persued the question further, the most frequent response, "With the mandates placed on us to hire the most qualified, we don't have the time to promote 'diversity". We have a 'Job Order" to be filled by a certain date and, at a salary level established by the organization. If, we happen to match the position to a candidate with additional/value added atributes, it's a positive". The fact those responding were honest in their responses gives one food for thought. Perhaps the follow-up thread to the question posed might be, "With the limited time available during an interview with a HR Representative, how do you present your Knowledge, Skills and Abilities (KSA's) as well as your uniqueness as a qualified individual with a disability without losing focus or compromising the HR Reps ability to complete the interview in the most efficient manner possible?"

To use a baseball analogy, the pitcher controls the tenor and pace of the game. If the HR Rep is the "pitcher", how can you change the timber of the game and, insure you quickly have that role?

First, be aware of when the hiring manager is most receptive so that when that person does something or says something about how important inclusion is, affirm the statement and mention others you know of who are competent like yourself. Offer to do a presentation about inclusion of people with disabilities in the workplace and illustrate how beneficial it is to have such a diverse workplace (cite examples of companies that have grown and give names of othering managers who are change agents). Mention colleagues who have told you in one way or another that they have grown and perform better because you are so dependable, enthusiastic. Talk about the ADA and spice up the employment section by personal stories about the positives for you and others. Offer to write for the company newsletter about your career journey mentioning statistics regarding people with disabilities who are not given the opportunity of employment that you now have. Take responsibility for accommodations you need and be savvy about implementation of such accommodations and how they affect the company's bottom line. Benefits outweigh burden in most instances.

Being a Job Developer for a company that supports adults with intellectual disabilities, I have found the best way to get past the preconcieved notions some people have is to do a working interview. Show the employer that the individual can handle the responsibilities. If this person cannot...we find someone else. Let the employer know that we don't want any special favors, if they can't or won't do the job...fire them! Sounds harsh, but this is life in the real world and it usually serves as a good learning experience.

Good idea! P.S. A U realy girl?

давайте займемся этим!

my girl crazy, man!