As you said, poverty makes a lot of exploitation and abuse of power possible, because why does HR do what they won't condone, like expecting applicants to turn on their camera while yours is turned off, making the anxious person more unsettled, and then the communication gaps, and dishing strict policies or moves without empathy or communication, like it's a monologue.
I have also seen someone say: "Don't blame HR for things that are by management", and to that I'll say that by virtue of you being the HR, you are responsible for the employee's experience and the employer's branding - your action or inaction tells a lot about your own values, potentials, and perspectives. If you are in a toxic place as the HR, it means you condone or permit it, because you are comfortably there, no action against it, but your silence lets it live. Your action and even your inaction tell a lot about your own person, so yes, you have a responsibility to be truly the Human in HR.
We don't cry out about these things, same way we don't cry out about bad university lecturers while we're still under their systems, lest the system goes against us and they take their wrath on us, we've seen them (people in power) make a scapegoat of someone in a lesser position, and job applicants are in a lesser position in this case, scared to be fired or rejected or blacklisted from career opportunities.
Talks have not stopped founders and employers from doing these things, from underpaying, from oppressing people with bad and toxic cultures, and worse.
The flagged toxic companies we know are still wanted, because people need jobs to survive.
Not everyone has the balls to address these issues. To them, it is like career suicide. We all like to play in the middle. Organisations reward conformity.
But life rewards those who play at the edges--the very extreme edge. And it is at these edges that we get to create real changes. I like what you're doing and I have nothing but respect for your consistency.
Hi, this is Flora from LinkedIn. I'm here for this edition. I'm sat.
You're welcome, Flor. Get ready for more!
Hello, it's Dunni from LinkedIn
Hi Dunni, thank you for joining!
Hi this is Adejoke. Looking forward to this
Hi Adejoke, glad to have you on here!
These conversations are long overdue to be had. So looking forward to this.
Hi Jumoke, thank you for joining up. Glad to have you on here.
Biyi from LinkedIn, these issues have become a common happening in Nigeria companies and organisations. I anticipate this so much.
Thank you for coming on, Biyi. Let's goooo!
This is Sofiyah from LinkedIn.
Welcome Sofiyah!
I am really looking forward to this. Weldone
Thank you, Amirah. Glad to have on here!
Anticipating the lessons.
Let's goooooo!
As you said, poverty makes a lot of exploitation and abuse of power possible, because why does HR do what they won't condone, like expecting applicants to turn on their camera while yours is turned off, making the anxious person more unsettled, and then the communication gaps, and dishing strict policies or moves without empathy or communication, like it's a monologue.
I have also seen someone say: "Don't blame HR for things that are by management", and to that I'll say that by virtue of you being the HR, you are responsible for the employee's experience and the employer's branding - your action or inaction tells a lot about your own values, potentials, and perspectives. If you are in a toxic place as the HR, it means you condone or permit it, because you are comfortably there, no action against it, but your silence lets it live. Your action and even your inaction tell a lot about your own person, so yes, you have a responsibility to be truly the Human in HR.
We don't cry out about these things, same way we don't cry out about bad university lecturers while we're still under their systems, lest the system goes against us and they take their wrath on us, we've seen them (people in power) make a scapegoat of someone in a lesser position, and job applicants are in a lesser position in this case, scared to be fired or rejected or blacklisted from career opportunities.
That fear has to go, and the only way it goes is if we have conversations about these issues.
Talks have not stopped founders and employers from doing these things, from underpaying, from oppressing people with bad and toxic cultures, and worse.
The flagged toxic companies we know are still wanted, because people need jobs to survive.
Conversations don't change systems of oppression. Actions do, but we live in an unbalanced economic world.
No matter how low a job pays, someone will need and want it, because we're in a poor nation, so that person cannot afford to act differently.
In the same way we've been talking and praying about our government and policies, all talk, talk is good though.
Would you buy a product just because of talk, and not shown actions of value through change and more?
This is definitely going to hurt and trigger a lot.
I saw a LinkedIn post about HRs who ghost, and I hope they do better.
https://www.linkedin.com/posts/azibaanemmacaulay_dear-hrs-and-founders-this-is-a-note-to-activity-7416351564514287616-ytbU?utm_source=share&utm_medium=member_desktop&rcm=ACoAADt-7IoBH1Ml7sU_pruXoZ8Irk3b_c8sJGM
If it's too much, expand your team and systems, but don't leave communication gaps, gaps you won't like or forgive from other people.
Hi Gladys, I absolutely agree with you. There's so much room to do better.
Hi this is Adenike from LinkedIn, I anticipate this
Hi Adenike, thank you for joining!
These conversations are long overdue.
Thank you Isaac for coming up with this initiative.
You're welcome, Amarachi. Glad to have on here
Hi Isaac, I'm from LinkedIn and I'm really curious to know how these cultures are being shifted.
Glad to have you on here, Mercy.
Hello Isaac,
Not everyone has the balls to address these issues. To them, it is like career suicide. We all like to play in the middle. Organisations reward conformity.
But life rewards those who play at the edges--the very extreme edge. And it is at these edges that we get to create real changes. I like what you're doing and I have nothing but respect for your consistency.
I am rooting for you brother.
Well done.
Yours,
Theophilus Adeyinka B.
Thank you, bro. I appreciate your kind words. Let's do this!
Hi, this is Eromonsele from LinkedIn
Hi Eromonsele, thank you for showing up!
Looking forward to your next edition!
You're welcome, Nire. Next edition is arriving very shortly!