A recent comment on a LinkedIn post about The HR Big Meet caught my attention:
“This looks great, shame about the cost.”
Now, let’s just get this out of the way – I have no issue with this comment. I completely understand that for some people, the cost of attending events like this may be out of reach, or they may not see the value in it. That’s just how things work.
But this comment points to something much bigger, something I see time and time again in HR circles. There’s a pervasive mindset in our profession that I feel compelled to address:
The belief that we are less deserving of investment than others in our business.
Who Decided That?
Why do we, as HR professionals, take pride in making do with whatever scraps are left after everyone else has had their fill? Why do we constantly rely on freebies or only invest in something if there’s a qualification attached?
We know – better than most – that the biggest gaps in our organisations are not due to a lack of qualifications like PRINCE2 or Lean Six Sigma. The real gaps are in leadership, communication, emotional intelligence, and strategic thinking. Yet, we continue to model a mindset that suggests “soft skills” or “personal development” are secondary.
How does that make sense?
The Vicious Cycle of Underinvestment
We frequently lament the lack of investment in HR. We talk about how our function is overlooked, underfunded, and not taken seriously. But if we don’t believe we are worth investing in, why would anyone else?
It’s only ever going to pan out one way: we continue playing second fiddle while other departments receive the investment and recognition we crave.
How We Can Advocate for Our Own Development
Women in HR (and beyond) often face additional barriers when it comes to securing investment in their professional growth. Here are some practical steps to advocate for yourself and ensure you get the development opportunities you deserve:
- Shift Your Mindset – Believe that your growth and development are just as important as anyone else’s. You are a strategic player in your organisation, not just a support function.
- Articulate the Business Case – When requesting investment in training, coaching, or events, frame it in terms of ROI. How will your development contribute to the organisation’s success?
- Negotiate with Confidence – Approach conversations about development with the same confidence you would when advocating for others. Use data, industry trends, and case studies to back up your request.
- Seek Sponsorship, Not Just Mentorship – Mentors give advice, but sponsors actively advocate for your growth. Build relationships with leaders who can champion your professional development.
- Invest in Yourself – While employer-funded opportunities are great, don’t be afraid to invest in your own learning. It sets a precedent and shows that you take your growth seriously.
- Leverage Networks and Communities – Surround yourself with peers and mentors who encourage development and share opportunities. Women’s leadership groups, HR forums, and professional associations can be valuable.
- Challenge Bias and Speak Up – If HR budgets are consistently overlooked, call it out. Be a vocal advocate for professional development funding within your organisation.
This Isn’t About My Event
This isn’t about whether you attend The HR Big Meet or any other specific event. It’s about something much more fundamental: do you believe you are worth the investment in your development?
I believe you are. But my opinion doesn’t matter.
Yours does.
