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Can your organisation meet the challenge?

January 19, 2018

I set this challenge last year’ 

“This is my challenge to Employment Agencies and Employers, look at the candidate’s skills not their Disability, Race, Sex, Gender, Gender expression etc.”

There is so much more to it than it seems, I attended the Better Together conference in Melbourne last week. The challenges facing transgender and intersex people in employment or looking for work is huge.

This is where flexibility and understanding of the issues facing these two groups would be beneficial to your organisation, I am going to give two real life examples of just what is faced,

  1. One of the issues facing transgender people looking for work is, what do you do about your referees on your cv? You could;

    1. Advise your referees of your change in status, this is great if they still agree to be a referee, but what too often happens, is that they will decline and you may end up with no referees. This is problematic as recruiters and human resources want at least two referees and with out these it is an up-hill battle to gain employment.

    2. You could not tell your referees, but tell the recruiter to use your dead name when checking. This is actually one of the biggest faux pas that anyone could make, using a person’s dead name is disrespectful, most transgender people will not even acknowledge that they have a dead name.

  2. There are 40 different intersex variants and are some what invisible to society how ever intersex people are 1 in 100 births. This cohort needs additional time away from work for medical reasons, the normal employment conditions give you about 8 days sick leave, these allotted days are used up vey quickly. As all HR departments do they start asking why you taking so much time off, having to explain what is a vey personal thing to anyone can be distressing.

As you can see from these examples you HR system needs to take into account and create an environment so these employees can thrive.

It is every organisations duty of care to provide a safe work place, this includes the removal of discriminatory practices. 

What to do next, Conduct an inclusion audit. An inclusion audit is a mix between HSE and Quality. It covers documents, polices, work place practices and facilities.

Claremont Goulet Consulting is offering a free 30-minute talk on inclusion with every inclusion audit conducted.

Contact us using the link below:

  https://lisetteclaremont.wixsite.com/claremont-goulet/contact

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