#HRD11 final thoughts Part 1

In a range of posts recently, I’ve been posting thoughts about the sessions I attended, and the planning of #HRD11 itself. Today, I’d like to address something about the content of the exhibition and conference. If you look at both the exhibition free sessions or conference seminars, is there a particular topic which seems to be glaringly missing? Let’s take a look…

Leadership development? Check.
Organisational development? Check.
Change management? Check.
Wellbeing? Check.
Coaching? Check.
Conflict? Check.
All manner of things to do with being an effective internal L&D consultant? Check.
e-learning and blended learning? Check.
Social learning? Check.
NLP? (Trusty old NLP – *spits* > I really should write a post on why NLP sucks arse.) Check.

I’ve probably missed others, but I’m building the case for my point.

Why have attendees or conference organisers not thought to include Diversity as a topic that should be discussed? There were several suppliers present, but I saw none of them present, or the timetable didn’t have them on there. What’s going on here? How have we missed this? Seriously?

Cynicism on the topic aside, there is currently so much happening in our workforces that Diversity is pretty much the one topic that just doesn’t get enough PR. And to not include it on the rolling list of topics at a celebrated event such as #HRD11 just serves to reinforce this point.

There are a myriad of positive ways to reinforce the message of Diversity and Inclusion. The days of sitting people in a workshop to make them ‘get it’ are long gone. Well, ok they’re not gone, they still exist, but they’re so old hat it makes me sad. But let’s take a basic look at this topic. On your team, what is the mix of people you have? A wonderful mix, I’m betting. And what is your organisation doing to reinforce that mix? Not a lot I bet. But not because they’re ‘afraid’ of the topic, or because they don’t want to upset the ‘PC brigade’, but I’m betting more because they’ve just not put the right thought on the topic.

People ‘get’ Diversity and Inclusion on an intuitive level. And that’s fab. But the trouble is organisations are not intuitive, and there’s too much scaremongering going on that enables a culture to be rich with this type of thinking.

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Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

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