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Developing, supporting, promoting leaders with disabilities

Unique Leadership of Minority Women

read Christina Ryan’s keynote address to the Unique Leadership of Minority Women conference, now available on our blog site.

Don’t forget you can also subscribe directly to the site for all blogs and speeches.

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Identifying Disability

New blog post from Christina Ryan for DLI

Identifying Disability.

 

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Team Leading Disability Masterclass

As part of her Westpac Social Change Fellowship our Founder, Christina Ryan, has been talking diversity practice with many leading government agencies and companies. Its becoming clear that we are relying on good intentions to grow and sustain our disability workforce rather than skilling up the implementers.

Good intentions are great but good outcomes are better!

Grow your disability workforce and know that the people you are relying on to implement that change are skilled up for whats needed.

This Masterclass is designed for team leaders and supervisors of staff with disabilities, the ones who are at the coalface of diversity policy implementation. Groups will be kept small to ensure strong engagement. All participants receive a bonus one on one coaching session. This Masterclass is vital if you want to improve your diversity outcomes.

Sydney 26 September https://lnkd.in/gKPM2QE

Canberra 9 October https://lnkd.in/g5uZKAR

Melbourne 30 October https://lnkd.in/g6E-dm7

 

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Check Your Online Presence

Have you checked your online presence recently? Today we are all very connected to various social media channels, personal websites, and even searchable portfolios of mentions and articles.

Yet, somehow, many disability leaders are quite hard to find on the internet, including many Disability Leadership Institute members and National Register listers.

If you are hoping to find the right board opportunity, regular consulting work, or if you are currently seeking formal employment then it’s vital that you can be found through a google or LinkedIn search.

There is a strong presence of people with disabilities in social areas like Facebook, but very few have a strong profile or professional presence that can be used by prospective employers who want to know more about your work history, connections, or public profile. Why should you be employed as a conference MC, or a workshop facilitator? If no one can find you then they won’t employ you and you’ll keep waiting. Some people use Facebook for their personal website or landing page, so make sure it reflects your professional persona and not your social life if you are relying on it for this purpose.

If you don’t have a personal website or formal business, then the only real option is to have an up to date LinkedIn profile. Then you can be found and your information shared easily.

Keep your LinkedIn profile up to date. It is the most common search vehicle for finding professionals. Target your profile to the type of work you are currently seeking, you don’t have to tell your life story, or have a biography that covers every detail, focus on the relevant elements to the work you are looking for now. Even when you are not currently looking for opportunities your profile is a good way to keep you at the front of people’s minds for when the right type of opportunity comes along. You never know what’s out there and what might come your way.

Of course you also need to check in regularly, just like other social media, because if someone messages you they won’t wait forever for a reply. You are one of hundreds of qualified people and everyone else is actively promoting themselves. Unless you do the same you will be waiting a long time.

Regardless of the platform you prefer for your online presence you must keep it updated and refreshed regularly. If it looks old and stale then it’s clear you aren’t “out there” actively. This rapidly becomes a statement about the kind of person you are and the level of engagement that can be expected from you.

If we want to see more disability leaders appointed across all fields then we need to be present in the mainstream market places that are used to find the right people. Get your profile up to date today!

 

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Diversity through an intersectional approach

Approaching diversity through the prism of intersectionality assists us with bringing different population groups into our recruitment processes without tackling them one by one. It recognises that all diversity groups are present right across our population.

 

new article from Christina Ryan on LinkedIn. Read the full article

 

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Annual survey of disability leaders

The Disability Leadership Institute first undertook a national survey of disability leaders in 2016. That survey was highly successful and showed how important it is to continue to better understand the experiences of disability leaders. The survey is now an annual event and the 2017 survey has just been launched. You are invited to contribute your own leadership experiences, aspirations and understanding, or to share the survey with disability leaders in your networks.

 

Contributions to the survey are confidential and deidentified.

 

This year the survey looks at:

– experiences of leadership,

– types of training and development,

– how training and support has contributed to leadership, and

– what barriers have been encountered.

 

https://www.surveymonkey.com/r/3HS99NX

 

You are welcome to circulate this survey to other Australian disability leaders and emerging leaders that you know.

 

The survey will remain open until midnight Monday 31 July 2017.

 

 

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