In this video, Katie Kelly shares insights on how organisations can be more flexible and innovative on role descriptions and agile with a person's role as people go through various life stages during their employment or their circumstances.
Visual description of images and footages in the video are provided below
Visual description
The video includes Katie sitting on a high stool chair by herself, in a green dress. It is being filmed in a film studio and throughout the video Katie is talking and facing the camera as she shares insights on being creative in the workplace in regards to job descriptions and roles and responsiblities. experiences of competing in Para-triathlon, and her career as an advocate for disability and inclusion.
At times there is soft gentle music in the background. There are no other sound effects. The video starts with footage of people in an office, dressed in office wear including a man and two women as they collaborate and talk around a table. It then includes footage of a man standing in a safety helmet in a warehouse, then to another man who is a wheelchair user working at his desk.
The footage then cuts back to Katie talking. As Katie talks about solutions including job carving the footage includes people in a a board room having discussions and sharing ideas.
The video ends with an image that includes the text Katie Kelly OAM PLY, Disability and Inclusion Advocate and 2 x Paralympian, with the website www.katiekelly.com.au The image includes at Katie Kelly logo which has the letters KK, and it is on a navy background with white font.
Transcription
Over half of us will experience disability or short term injury during our working life.
Which really points to the importance of creativity in our workplace.I think about when I was younger and I was a person who didn't have the confidence to seek support and ask for adjustment in my workplace.
I was working in a role in a major stadium in Australia, and the role required working at night time with over 80,000 people. As I was losing my eyesight, it was becoming increasingly difficult to do that role. The event part of that role was only, say, 20% of what I did.
At the time I didn't feel I could have the conversation with H.R. to job carve and to be flexible with my roles and responsibilities. Had I had that conversation, we would have found some solutions. Perhaps I would have done and picked up some other responsibilities, some other admin, comms, marketing path, but we never had that conversationand I resigned.I think it really points to all of us being creative the way we work and being flexible and agile in people's job roles.
People need to feel comfortable to be able to have conversations, to ask for modifications, for their role, because inclusion benefits everyone.
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