Welcome to this week’s Discuss HR, the HR blog written for and by members of Human Resources UK.
We’re nearing the end of our Olympic journey and you just cannot fail to be inspired by the efforts of the athletes. What is truly inspiring and something we should be very proud of is that this Olympics has seen the largest Paralympic event ever. As the games originated from Oxford it really is apt. Today our regular writer Susan Popoola looks at the legacy of the Paralympics. (Ed Scrivener)
Paralympics Legacy?
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| Oscar Pistorius is leaving a clear legacy |
I think the Paralympics are not just about sports or the back stories; it also presents insights into how the people see/define themselves
Not to long ago I was asked if I was interested in doing some research; “looking into the deaf community and issues playing in this minority culture and language group”
This led me to a visit to Doncaster to meet with some young deaf people from both the UK and the Netherlands for a preliminary visit in order to understand how I could be of help.
I spent some time participating in some of their group activities; I learnt how to sign my name and I was informed of a disco for young deaf people that was being planned – it involves the use of special equipment that is used to cause vibrations in the floor that enables the young people to enjoy the sensations of the music.
To bring this closer to home, if you watch the London 2012 Olympic opening ceremony you may have appreciated the percussion section led by a lady named Dame Evelyn Glennie who so happens to be deaf. I’m led to understand that she similarly picks up the vibrations of the music through the floor – hence she is often know to take of her shoes and play barefooted.
But back to my group of young deaf people – I spent lunch with them. I don’t mean to be critical, heaven knows how I would have responded without insight, but I noticed that the waiter who served us made little attempt to engage with the deaf people. He seemed to be in a hurry; he automatically communicated via the people that could hear and he barely made eye contact with the deaf people or even looked at them at all.
Over lunch I asked one young man what would make life easier for him i.e what would make him feel more included and better able to engage with the mainstream of society. Summing up the points that he made it all added up to communication and people taking the time to listen, ask questions and understanding him.
Other things aside – communication meant that he would like people to look at him when talking to him so that he could read their lips. Taking the time to listen meant that when he applied for jobs potential employers would take the time to understand both his capabilities and his limitations. (Something that I believe he also has a responsibility for communicating as well).
I found it interesting that he did not refer to himself as being disabled, but rather he spoke of his limitations. Similarly during the Paralympics, I noticed that Hannah Russell (Paralympics Swimmer) referred to her visual impairment as a limitation rather than a disability.
At the same time whilst I’ve noticed that people very rarely refer to colour to describe people these days for fear of causing offence – even though it is a very obvious descriptor, the deaf people readily referred to themselves as deaf as did the people that worked with them.
With the Paralympics on, I’ve watched a fair amount of wheelchair basketball. It’s fascinated me to see how the players fall over on their wheelchairs and just pick themselves back up and continue to play - just like most of us would hopefully do if we tripped over. People don’t get over sensitive – it’s part of the game or life respectively.
They have wheelchairs specially designed for the basketball court. Similarly most of the athletes competing have specially adapted equipment, inclusive of Oscar Pistorius the blade runner who competes in both the Paralympicsand 400m for the Olympics and other able bodied athlete events. They are often personalised adaptions that people want and need.
At the same time I’ve noticed that there’s almost a “movement with people suggesting that the Paralympics should be merged with the Olympics (referred to by someone as the ”main” event.) Aside from the questions of the practicalities around this, I’ve noticed Channel 4 conducting polls on the question, but I’ve noticed very little consultation on the subject with the Paralympians who I understand actually want to keep their event separate.
I guess this all leads me to think that as the Paralympics come to an end there will be a lot of talk on how we engage people with disabilities – or I think I will say limitations which actually broadens it out in a way that potentially breaks down barriers as ultimately we all have limitations – strengths and weakness; things that we are good at or competent in and things that we are not.
The Disability Discrimination Act will give full guidance on what you should or should not do, but a few things that immediately come to my mind as essential are:
Clear two way communication which involves asking people what they want and need to make things work for them
- Adjustments where practical and necessary
- Development of an understand of how people describe/see themselves
- Remembering that each person is an individual and no two people are the same.
- Patience and an understanding of difference sources of information and support.
- Individual and collective responsibility
Selah
About the author
Susan has established a successful career as an HR Consultant. Specialising in HR Transformation and Talent Management across the Private, Public & Voluntary sectors.
Susan serves as a Partnership Governor for The Hazeley School where she chairs the Innovation and Partnership Committee. She also serves as a Young Enterprise judge and a Business Ambassador for Countec Education Business Partnership. She is also the published author of Touching the Heart of Milton Keynes: A Social Perspective and the soon to be published book: Consequences: Diverse to Mosaic Britain.
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Discuss HR is the blog for Human Resources UK, the leading LinkedIn group for those involved with HR in the UK. Next week’s Discuss HR will be written by Training Consultant Jill Hart-Sanderson.
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