Day 48 (Tuesday 17th January 2017)
Today's is the final post in this year's Advent Blog series. It has been a privilege being the host and curating some truly wonderful pieces. As in former years, I will produce a summary, once the dust has settled. Before then, I would like to thank all the contributors. We had a number of new voices this year, as well as some "old favourites" and we covered subjects on a gamut of topics, literally from birth to death. A traditional Advent Calendar has 24 windows, but we have doubled that and given people something to enjoy or to ponder through the dark days at the start of January. I find it heart-warming seeing the strength of the community that the Series inspires - encouraging new and shy bloggers, consoling those who had more hollows than heights, celebrating with those who have scaled new heights, and accepting the range of topics and interpretations of the theme. The Series is as much about the readers as it is about the writers. Huge Thanks to you All.
On the day when Gene Cernan, the last man to have walked on the moon back in 1972, has died (he has left a lasting impression on history, quite literally, as his footprints can still be seen), we have a post that urges us all too to make our mark and potentially to influence and change the future.
We are closing the series on a high with a "call to arms" by Jacqueline Davies, a well known and highly respected HR Director. She cares passionately about the HR profession and the impact it can have on workers and the workplace. In June last year Jacqueline was installed as Master of the recently founded Guild of Human Resource Professionals. (She is the first openly lesbian Master of any City Guild.) Jacqueline has experienced discrimination as well as support and inclusion during her career and she has no qualms about fighting for a fairer world; she was on the Board of the NUS, a Trustee of Stonewall for nine years, and its Chair from 2012 to 2014.
Jacqueline has an impressive career - she has been a Managing Director at Barclays - where she lead the talent and resourcing agendas for the global retail Banking division. She has held significant roles, primarily within the Talent space, for most of the UK's leading retail banks, including Lloyds Banking Group, HSBC and RBS as well as a time in insurance. She is a business writer - her first book, The Truth About Talent, was published in 2010. She is active on social media - you can connect with her on Twitter, her handle is @JacquelineLD.
Most importantly she is a devoted mother and loving wife.
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| 48% of workers in Brighton are happy - making it the happiest place in the UK in which to work, according to the Work Satisfaction Survey conducted by LinkedIn in early October 2016. (Glasgow and Leeds came 2nd at 45%; third were Manchester and Sheffield at 43%; then Edinburgh at 42%; Southampton and Birmingham were at 41%; with London, Liverpool and Cardiff scoring 39%. People in Norwich were the least happy with only a third saying they enjoyed their work. Workers in small businesses were the happiest. Other important influencing factors included a person's relationship with colleagues (rated at 55%), doing work that has a positive impact (44%) and having a healthy work/life balance (38%). |
Today's is the final post in this year's Advent Blog series. It has been a privilege being the host and curating some truly wonderful pieces. As in former years, I will produce a summary, once the dust has settled. Before then, I would like to thank all the contributors. We had a number of new voices this year, as well as some "old favourites" and we covered subjects on a gamut of topics, literally from birth to death. A traditional Advent Calendar has 24 windows, but we have doubled that and given people something to enjoy or to ponder through the dark days at the start of January. I find it heart-warming seeing the strength of the community that the Series inspires - encouraging new and shy bloggers, consoling those who had more hollows than heights, celebrating with those who have scaled new heights, and accepting the range of topics and interpretations of the theme. The Series is as much about the readers as it is about the writers. Huge Thanks to you All.
On the day when Gene Cernan, the last man to have walked on the moon back in 1972, has died (he has left a lasting impression on history, quite literally, as his footprints can still be seen), we have a post that urges us all too to make our mark and potentially to influence and change the future.
We are closing the series on a high with a "call to arms" by Jacqueline Davies, a well known and highly respected HR Director. She cares passionately about the HR profession and the impact it can have on workers and the workplace. In June last year Jacqueline was installed as Master of the recently founded Guild of Human Resource Professionals. (She is the first openly lesbian Master of any City Guild.) Jacqueline has experienced discrimination as well as support and inclusion during her career and she has no qualms about fighting for a fairer world; she was on the Board of the NUS, a Trustee of Stonewall for nine years, and its Chair from 2012 to 2014.
Jacqueline has an impressive career - she has been a Managing Director at Barclays - where she lead the talent and resourcing agendas for the global retail Banking division. She has held significant roles, primarily within the Talent space, for most of the UK's leading retail banks, including Lloyds Banking Group, HSBC and RBS as well as a time in insurance. She is a business writer - her first book, The Truth About Talent, was published in 2010. She is active on social media - you can connect with her on Twitter, her handle is @JacquelineLD.
Most importantly she is a devoted mother and loving wife.
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This is Your time
This week I have returned to work after two months sick leave. I've never had so much time off before but as the Dr also reminded me I've never really been ill before. In the scheme of things, a hospital stay with double pneumonia and then the draining, astonishing fatigue that follows is relatively modest but it's left me with a new sensitivity on things that matter. Time to take stock on a tumultuous year where the personal became political again and where our human differences were once again in the spotlight.
This week I have returned to work after two months sick leave. I've never had so much time off before but as the Dr also reminded me I've never really been ill before. In the scheme of things, a hospital stay with double pneumonia and then the draining, astonishing fatigue that follows is relatively modest but it's left me with a new sensitivity on things that matter. Time to take stock on a tumultuous year where the personal became political again and where our human differences were once again in the spotlight.
So as world leaders gather
in Davos to focus on Inequality and as Washington prepares for the Trump
Inauguration, I think in 2017 it will be important to return to the things that
matter to take the inspiration from Jo Cox, that we have #moreincommon and the
outgoing US First Lady Michelle Obama who said in her final speech:
“Our glorious diversity… is not a threat to who we are. It is who we are.”
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| Michelle Obama giving her final White House speech Credit: Manuel Balce Ceneta/AP |
In June 2016 I elected by
my peers to lead the new Guild of HR Professionals (@GuildHRprofs).
At my inaugural dinner I
spoke about returning to and being proud of our professional essence - being
specialists in humanity. And, that our companies needed our leadership to bring
humanity back to work. I've had a growing sense that our profession's now
routine emphasis on MI, process and service improvements has distracted us from
getting to grips with how we connect people and purpose. It seems to me that
all ‘highs and hollows’ in corporates and public services in ultimately pivot
on this. From Hillsborough to Saville, from banking failure to vehicle emissions
scandals. Every inquiry tells a story of people losing their way – no clear set
of values, no incentives to drive activity for the wider or future world and no
ways of responding to those with concerns or those impacted. The question I
have asked myself is as HR leaders what role do we play?
We have learned that we need
leaders who can learn from this and step up. I believe as a profession we have
much to contribute here but we must now go beyond 'serving, advising and
partnering'. We must be the standard bearers for the best of what it means to
be human. To hold ourselves and others to account and to be provocative when we
see integrity or conduct threatened. In this sense our role as leaders is to
act in the future interest of our organisations. We need to anticipate the
impact of decisions made today on tomorrow’s cultural health, workforce
capability and company reputation. This means leading in a sustainable way and
it requires us to tune in diligently to the social and political dramas playing
out around us.
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| Today's author - the current Master of the Guild of Human Resources Professionals Photo credit: Gerard Sharp |
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| Little Girl by Sarah Goodreau |
With this lens I reflect on June
2016, the historical month; when the UK elected to leave the EU, the Orlando
shootings where 49 LGBT people were killed and 53 injured, and the murder of Jo Cox. In 2016
social fault-lines seemed to be everywhere cutting across countries communities
and families.
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| How do people make decisions and respond to issues given the information available to them? Image via @PoliticsPunked |
I wasn't prepared for the personal
impact these events would have. I received calls and mail from HR professionals
across the world. I heard stories of fear walking to the tube, of sisters spat
at, of dreams evaporated and of others who had become unmoored from previous
certainties. These stories showed that uncertainty followed 'otherness', a
different colour skin, a different accent, a different gender or sexual
identity and we were suddenly more aware of this. I heard senior, experienced
folk from these groups express personal anxiety for the first time in years.
Across wider social groups I also heard unguarded comments surface some well
meant but with divisive undertones suggesting that fear and ignorance was back.
It took me back.
I'm old enough to remember a
time before 'Diversity & Inclusion' became a key part of our professional
repertoire. When outside of work, on early Pride marches we ran down the street
to hide from the bottles thrown at us, or where a trip to A&E was sadly too
regularly the end of a night out for friends who ‘looked different’.
Changes in the workplace
have in many ways helped drive wider social attitudes. I still remember when it
was legal to discriminate on difference; when it was commonplace to be
overlooked, side lined or threatened at work. I was once made redundant because
I had a female partner. I know of many others bullied or sacked because they
were different. Even now I have friends who are only just relaxing into being
themselves despite holding C-suite positions. Typically this discrimination
reached into every part of an organisation's culture or a company's way of
treating its customers. Many saw the tide of change as 'political correctness',
fortunately many more saw that this made sense to close a talent gap and others
just knew it was the right thing to do.
Research has now shown that organisations who got a hold of this agenda first are thriving; knowing, valuing and blending differences makes for stronger teams, innovation and organisations reflecting the constituencies they serve. And yet at the turning of a new year, I am reminded of Martin Luther King's warning that for evil to succeed all it takes is for 'good people to do nothing'.
It is with this in mind that I believe our profession has a crucial role to play - it's not political or politically correct to speak truth to power. We are what we do and at our best we notice potential, we nurture wellbeing and we have powerful conversations that move people and whole organisations forward. I appreciate that we are not always at our best and, to some, I will sound naive. But at the opening of 2017, I don't believe we have much more time to lose, humanity needs us to put humanity at the heart of HR. Let's step up and lead.
You Guys - William Ayot
This is your time
For frosty mornings in towns you will never know,
For resentful receptionists and chirpy secretaries,
For flipcharts and outcomes, for plans and reports,
For too much coffee and too many words.
This is your time.
This is your time
For dressing in the dark and cars to the airport.
For planes and trains and railway stations;
For loneliness, for grief, for embracing doubt,
For keeping hard secrets in the face of love.
This is your time.
This is your time.
For being what your people need you to be,
For managing fear while showing calm,
For being their mother, for being their father,
For holding the line, or the hope, or the dream.
This is your time.
This is your time
For sudden sunlight breaking through the overcast,
For sweet green spaces in concrete canyons;
For the care of strangers, for anonymous gifts,
For learning to receive little acts of kindness.
This is your time.
This is your time.
For standing to be counted, for being yourself,
For becoming the sum and total of your life,
For finding courage, for finding your voice,
For leading, because you are needed now.
This is your time.
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| John Griffith-Jones Chairman of FCA making the after dinner address & reply on behalf of Guests at the inauguration dinner for the new Master of the Human Resources Professionals Guild (today's writer) You can see Jacqueline sitting serenely beside him, having just made her own speech. Photo: Kate GL |
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| Humanity is a good thing |
