Home' HR Monthly : May 2018 Contents 5 reasons
to hire a person
Lower staff turnover rate
A person with a vision impairment
is more likely to show loyalty to
an employer, giving you a lower
turnover rate and a lower overall
cost of employment.
Due to the access challenges they
face every day, people with vision
impairment tend to be great
problem-solvers, flexible and
Less workplace incidents
People with a disability are far less
likely to have an accident at work
than their peers.
More days at work
People with a disability have lower
levels of absenteeism and use less
sick leave than their colleagues.
Diversity = good business
A more diverse workforce will
effectiveness. It will lift morale and
enhance productivity. In short,
diversity is good for business.
An untapped workforce
You are looking to recruit a new
employee for your business, but what if an
applicant is blind or vision impaired?
Understandably, you may initially question
how they can possibly do the job that you
advertised for – how would they read emails
or find their way to work?
You may also think, “What about
the extra costs and the changes
that I will have to make to my
To alleviate your concerns,
Guide Dogs NSW/ACT has
developed a handy guide to
highlight the benefits of employing
someone who is blind or vision impaired,
and provide solutions to common concerns.
These job-seekers are loyal, great
problem-solvers and can provide an
inspiration to your workforce.
All they need is an opportunity!
To download our free Employers’ guide for hiring
people who are blind or vision impaired please
Who would you like to have dinner
with and why?
As a sports nut, Roger Federer.
He is humble, professional and has
reached the pinnacle of long-term
success. I’d love to hear how he
maintains these qualities.
What’s your favourite travel
New York City. It’s one of the most
multicultural, vibrant and exciting
places I’ve been to. I’ve experienced
some of it, but there is so much more
I want to explore.
The head of people and culture
at GS1, the solutions company
that developed the barcode,
believes flexibility and employee
development are key to
Find out how you can achieve HR certification:
You have been at GS1 for 10 years.
What message does it send to
employees when the HR director is
around for the long haul?
I started at GS1 as an HR adviser, and I used my
initiative to seek out development opportunities.
I think that sends a strong message about what you
can achieve if you’re dedicated, and it demonstrates
my own commitment to the organisation’s success.
I have also been lucky enough to work for a
company that has allowed for that growth.
About 12 months into my tenure I had my first
child, and the company was very supportive
around flexibility. I was able to ease back into
full-time work by coming back three days a week,
then four, and eventually five. I didn’t suffer any
career consequences by having children, which I’m
very grateful for. In order to retain quality people,
you need to be flexible.
How do you find new talent?
We have a high retention rate at GS1, with our
average years of service sitting at 7.6 . We believe
in developing from within, but we balance that
by bringing in new talent. One of ou r successful
recruitment initiatives is to source candidates from
universities and bring in recent graduates. We are
always after people who are privy to the most
recent theory in the industry, and then we like to
develop them within the business.
You have also worked at big sports events.
Can you tell us about those?
I won’t forget the buzz of organising a major
international event such as the Australian Open.
I worked up to 15 hours a day in the six-month
period beforehand. Collaborating with casual
and volunteer workers who lived and breathed
tennis, and wanted to deliver great service, was so
motivating and rewarding. The Commonwealth
Games was a shorter stint, but an event of that
magnitude, with so many local and international
stakeholders, was a pivotal learning experience.
What impact has certification had on
One of the reasons I underwent certification was to
take the nex t step in my career. GS1 recognised the
strategic value H R can bring to the business and I
was fortunate enough to join the senior leadership
team midway through the program. My capstone
project was developing a flexibility program and
policy which will roll out across the whole business.
It was a lot of work but I have certainly reaped the
rewards, and the business will too. •••
24/4/18 4:29 pm
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