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Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability
 

Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability

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Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability, a sponsor at the marcus evans HR Summit 2013, ...

Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability, a sponsor at the marcus evans HR Summit 2013, discusses how a more inclusive culture would give organisations access to a wider choice of talent.

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    Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability Winning the War on Talent through an Inclusive Culture: Interview with: Suzanne Colbert, Chief Executive Officer, Australian Network on Disability Document Transcript

    • Winning the War on Talent through an Inclusive Culture disability but are incredibly talented and markets they serve. Historically, skilled. HR systems are often homogenous organisations have not reductionist in approach. A resume from been successful. Organisations can be a graduate who may have taken a stronger by more appropriately semester off for a knee operation may representing the service delivery automatically get discarded, despite an requirements in the customer base that excellent academic transcript. Anything they are supporting. that is a little different does not get through automated processes. Organisations have to be broad in their approach and inclusive in their design. What is the best way of gaining By overlooking certain groups of people, access to this talent pool? including people with disability, they are not accessing the entire pool of talentedInterview with: Suzanne Colbert, The brand must be associated with people out there.Chief Executive Officer, Australian being able to confidently recruit andNetwork on Disability retain people who have disability. Some of that competence comes from already being skilled at retaining people, but the“Employers recruit people for their skills rest is from understanding the diversityand want the best possible talent, of talent that is available and ensuringhowever, by overlooking the skills that the organisation welcomes people basedpeople with disability can bring in, they on their skills and capabilities. Access toare not accessing the entire talentpool,” says Suzanne Colbert, Chief the entire talent pool means being able to consider all diverse candidates. OrganisationsExecutive Officer, Australian Networkon Disability. Does this call for an organisational culture change? What are the have to beA sponsor company at the marcusevans HR Summit 2013, in the Gold biggest obstacles to a more inclusive culture? broad in theirCoast, Queensland, Australia, 13 - 15March, Colbert shares her perspectiveon why Human Resources (HR) The biggest obstacle is the concern about not knowing about the disability, approachdirectors have to be broader in theirapproach to finding and retaining but that is not so important. It is all about job match and culture fit. That is and inclusiveemployees. when they will get fantastic results,Why should HR directors increase great employee engagement and job satisfaction. in their designtheir organisation’s disabilityconfidence and competence? How What if an organisation isdoes this relate to the war for concerned about the costtalent? implications of a more inclusive approach?Australia has an aging workforce, andpeople already in the workforce may I will give you an example of why thisacquire a disability at any point. approach makes business sense. IBMOrganisations need to have the right considers itself an innovations company,processes and approaches in place to be and believes that innovation comes fromable to retain their skilled and talented a diversity of thought, which comespeople. from a diversity of people. People with disability are part of the naturalThe other part to this is the war for diversity of humanity. For manytalent and ensuring that organisations organisations, having diverse thinkersaccess the entire talent pool, and people from all walks of life isparticularly graduates who may have critical for being able to tap into the
    • About the HR Summit 2013 The HR Network – marcus evans Summits group This unique forum will take place at the RACV Royal Pines Resort, Gold Coast, delivers peer-to-peer information Queensland, Australia, 13 - 15 March 2013. Offering much more than any conference, on strategic matters, professional exhibition or trade show, this exclusive meeting will bring together esteemed industry trends and breakthrough thought leaders and solution providers to a highly focused and interactive networking innovations. event. www.hranzsummit.com Contact Please note that the Summit is a Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits closed business event and the Division number of participants strictly Tel: + 357 22 849 313 limited. Email: press@marcusevanscy.com For more information please send an email to info@marcusevanscy.com All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.comAbout Australian Network on DisabilityAustralian Network on Disability (AND) is a not-for-profit organization that advances the inclusion of people with disability in allaspects of business.We provide expert advice and services to our member organisations, helping them to welcome people with disability as employees,customers and suppliers.We are not an employment agency and do not find jobs for people with disability. We assist employers, government departmentsand industry bodies in creating disability inclusive organisations.www.and.org.auAbout marcus evans Summitsmarcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discussstrategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity toindividually tailor their schedules of keynote presentations, think tanks, seminars and one-to-one business meetings.For more information, please visit: www.marcusevans.comUpcoming EventsCorporate Learning & Talent Development Summit (North America) - www.cltdsummit.comHR Technology Summit (North America) - www.hrtechnology-summit.comTo view the web version of this interview, please click here: www.hranzsummit.com/SuzanneColbert