IHR Newsletter - Issue No. 1 - August, 2005
By: Brenda Jean Lycett, President, Lycett 4Change & Associates
If not used for commercial purposes, this newsletter may be reproduced, all or in part, providing it is credited to "Brenda Jean Lycett, Lycett 4Change & Associates, www.lycett4change.com". If included in a newsletter or other publication, we would appreciate receiving a copy.
In This Issue
- Welcome
- What's New
- Managing My LifeTM
- You Asked
- Diversity Knews... What I thought I knew but didn't
- Confessions of a Bleeding HeartTM
- As A Matter of Fact
- Smile
- The Last Word
1. Welcome
Welcome to the first IHR newsletter! The purpose of this newsletter is to keep you up-to-date with some of the changes in human resources practices/legislation; to acknowledge positive HR practices; to address stress to increase wellness; and to inspire thinking which results in continuous improvement in all of the above and more.
2. What's New
One of the most important topics in our newsletter is "You Asked". We would like to include questions and answers from our readers. Rest assured that if you have a question, some one else has the same question, so don't be afraid to ask!
New Web Site
We are happy to include registration for the IHR newsletter on our new Web site. This Web site has information on our products and services as well as "About Us". Please check it out and send us your comments.
Managing My Life, Managing Stress Workshop
As we continue to experience a considerable amount of change at work and in our personal life, we are also experiencing a considerable amount of stress.
The more we manage our stress effectively, the more positive and enjoyable our life will be. This is what the program is all about: helping you to manage stress more effectively. Workshops include CD's with relaxation exercises. Further information and registration is available here.
National Job Fair & Training Expo - Toronto
Career Professionals of Canada is a proud partner of The National Job Fair & Training Expo. Their professional resume writers will provide free resume assessments to job seekers at the National Job Fair & Training Expo on September 14th and 15th at the Metro Toronto Convention Centre, Exhibit Hall C.
I will be providing resume assessments 'personally' on September 14th. I hope to see you and/or your customers there!
Good Business Practices Award
It seems sometimes that the only news we hear about employers is bad news. To facilitate positive news and reward employers "In recognition of true commitment to practicing good business ethics that contribute positively to Canadian society", Lycett 4Change & Associates will be awarding employers with a "Good Practices Award".
This bi-monthly award will be sent to the employer and featured in this newsletter.
The first "Good Practices Award" goes to the Toronto Board of Trade for their efforts in the Toronto "Can The Litter" campaign:
"Without the support of Board of Trade members and Can the Litter partners, the Can the Litter campaign would never exist. As the champion of a competitive and vibrant Toronto, the Board of Trade thanks the partners who have helped us understand the negative impact of litter and what a clean city means to our fellow Torontonians." [Read More]
3. Managing My Life TM
Do you know people who have retired who may be having difficulty finding things to do with their extra leisure time? In the August Managing My Life newsletter in an article "Hobbies With A Difference And A Purpose", George Beshara writes:
Most people believe they will gain about 45 to 50 hours of personal time per week when they retire, because in addition to the time they actually spent at work, there is also travel time. For many, the time saved is even more because of time consumed with necessary reading, updating one's skills or making work-related plans for the next day.
What are we going to do with this time? It would be a pity to spend it just watching more television or sleeping longer - unless this is what we really want to do!
For many of us a new hobby, or getting back into a long forgotten hobby, is the best way to use our new hours of freedom.
4. You Asked
What is meant by TTY?
TTY is an abbreviation for teletypewriter, an apparatus that uses interactive text-based communications through the transmission of coded signals across the telephone network. TTYs are also called TDDs (telecommunication devices for the Deaf) or text telephone. [1]
5. Diversity Knews... What I thought I knew but didn't
Despite Canadian and international legislation to support the full participation of people with disabilities in the workplace, there continues to be the 'chicken and egg' dilemma. Specifically many employers persist that their pursuit of people with disabilities leaves them empty-handed while people with disabilities persist that access to employment is limited at best. Why does this gap continue?
I find the following article enlightening from the perception of people with disabilities about what is preventing their full access and participation in the workplace. Although it is from an American perspective, my ongoing work with people with disabilities and Canadian organizations working toward their employment reveals similar insights.
"Last month, eight members took advantage of an opportunity to help employers understand their perspective on 20 false assumptions job seekers with disabilities find most harmful in their efforts to gain meaningful employment."
It all took place on eSight's "Swimming in the Mainstream" (SiM) blog as we celebrated the ADA's 15th anniversary during July. Take a look at the insights SiM bloggers generated. They're summarized in a new article, "20 False Assumptions to Tackle as an Equal Opportunity Employer".
6. Confessions of a Bleeding Heart TM
I have so many ideas for articles that I would like to write, I couldn't decide what to include in this very first IHR newsletter. Do I write about entering the workforce, racism, accommodation, proactive policies and practice; How about what makes a good HR practitioner? What is the role of HR? I just couldn't decide. So I did what I sometimes seem to do best... procrastinated! Then I decided, why not all of them? After all, they are all connected, aren't they?
Take racism for example. Many of the complaints of discrimination such as racism happen at the point of entry to the workforce. This may not be intentional discrimination; It is typically a result of unintentional or systemic racism that results in practices that present barriers based upon discrimination such as race or culture.
The new Secretary General, Mary M. Gusella has received The Outstanding Achievement Award of the Public Service of Canada, 2005. In describing her contributions, her management style is noted.
"Ms. Mary Gusella's management style, particularly her commitment to people has earned her the loyalty of her colleagues and staff". [2]
In the Secretary General's Column, she states:
"The Canadian Human Rights Commission supports the provinces and territories in their efforts to combat racism by adhering in principle to the Canadian Commission for UNESCO's proposal to establish a Canadian Coalition of Municipalities Against Racism, provincial and territorial commissions are making a strong statement that racism has no place in the areas under their jurisdiction." [3]
The column continues,
"...the federal government announced a $56 million investment over the next five years for the implementation of its own action plan to combat racism - A Canada For All."
This led me to wonder how much money the average Fortune 500 company spends on addressing racism and other forms of discrimination in their hiring and workplace practices. Most companies probably do not spend time addressing policies or practices until there is an issue. Perhaps a complaint of racism or harassment rears its' ugly head. The fact is there are hidden costs of not analyzing workplace practices and policies and its' impact in terms of racism, ableism or other 'isms' even in the absence of complaints of discrimination.
Hiring the best qualified applicant and retaining good employees requires practices that are inclusive and value differences. Taking advantage of applicants and employees through unfair workplace practices may seem to pay off in the short term. In the long term, people who are treated unfairly, who may not tell the employer about what they believe to be unfair treatment, will tell their family, friends and other co-workers. The result may be a shortage of skilled labour, lower productivity and quality, a low retention rate and a decline in customers.
Tips for analyzing workplace practices include:
- Identifying and analyzing perceptions of diversity aspects such as race, gender, culture, ability, age, etc. and how they may impact employment decisions and workplace practices
- Measuring results of hiring, retention, promotion, talent development as well as productivity and quality by diversity aspects
- Monitoring workplace policies and practices to foster positive employee relations and prevent employee complaints or turnover
- Two-way communications with employees about policies and practices
- Working with community groups to identify social needs and foster good public relations
A good HR practitioner has the responsibility to lead the organization in these complex areas. Among other characteristics, the ability to learn and challenge their own perceptions is very important.
As usual, I may have challenged myself a little too much in attempting to completely address these topics in one newsletter. Luckily for me (and I hope you) I will continue to tackle these areas in future issues. Your comments are always welcome.
7. As A Matter of Fact
Celebrate Happiness Happens Month & Day, August & August 8th
In 1999 the Society declared August 8th as Admit You're Happy Day (now Happiness Happens Day). Thanks to the response of not-so-secretly-happy people from around the world, the celebration was expanded to include the month of August in 2000.
There are two purposes of the month: Recognize and express happiness; Don't rain on other people's parades. Check it out at http://sohp.com/happymonth.htm
8. Smile
Employee: "Boss, I need a raise."
Boss: "Well, due to the fluctuational predisposition of your position's productive capacity when juxtaposted with the current industry norm, it would be financially injudicious on your part to advocate an increment until such time that this shorthcoming is overcome."
Employee: "I don't get it."
Boss: "That's right!"
9. The Last Word
"The great thing in this world is not so much where we stand as in what direction we are moving."
Oliver Wendell Holmes
Footnotes
[1] Canadian Human Rights Commission, Proactive Initiatives, Questions & Answers
[2] Public Service Human Resources Management Agency of Canada, Program Booklet - 2005, The Outstanding Achievement Award of the Public Service of Canada
[3] Canadian Human Rights Commission, Media Room, Secretary General's Column, Together in combating Racism
