Just last year, we defended comments from Andy Kessler, who suggested the collapse of Silicon Valley Bank (SVB) may have resulted from the team “being distracted by diversity.” 

Yet, it’s when pressure is applied that change happens. 

Take COVID-19 as a recent example. Employee demand to work from home and flexibly was growing, yet companies were painfully slow to respond. Then, a global pandemic took hold, and we saw an unprecedented acceleration in the enablement to work remotely. 

Post-pandemic, we commented on this trend, wondering what significant event could put a rocket up the stagnant progress happening in the DEI space. Enter the legal battles in the U.S., placing the whole industry under fire. 

This presents us with an opportunity and we need to make the most of it. Below are three ways organisations can safeguard and optimise the effectiveness of their DEI efforts. 

1.       Evolve from DEI initiatives to DEI integration.

DEI efforts are most impactful when embedded in the organisational strategy; they become much easier to defend when they are integral to a business’ success.

Don’t silo DEI in HR, it impacts every aspect of an organisation. Placing it solely under HR can diminish its impact, often making it the first to be overlooked. HR traditionally focuses on risk mitigation to safeguard the organisation, but DEI thrives on risk-taking for value creation. It should be treated as an essential function that is a key contributor to business performance.

To achieve this, DEI should be owned by business leaders, with key metrics embedded into business unit KPIs. Further, it needs to be woven into the way of working for all teams, with inclusive behaviours being the status quo and equity being top-of-mind across all hiring and promotion decisions.

2.       Walk the walk before talking the talk.

To date, DEI has primarily been treated as a tick-the-box exercise, with efforts focusing largely on brand image rather than lasting and impactful change. As external promotion of DEI efforts becomes increasingly scrutinised, it encourages us to move beyond surface-level initiatives that focus more on external perceptions and towards those that drive impact and progress internally.

Organisations can take the opportunity to assess the current initiatives they have in place and what their expected outcome is. Every initiative should be closely linked to a business priority, with mechanisms for measurement of effectiveness in place. Activities that are just for show should be challenged; they are taking money, effort, and resources away from actions that drive true and lasting progress.

Gone are the days of being able to bluff our way out of DEI scrutiny. In Australia, we’re on the brink of gender pay gap data being publicly released. Organisations will have the opportunity to release a statement to defend existing gaps. Still, for them to be regarded, they will need to demonstrate tangible steps that are being taken and the expected outcome of these. 

3.       Tweak positioning and messaging, not effort.

Responding to DEI backlash has been a requirement for as long as the discipline has existed due to the redistribution of power, the inevitable resistance to change, and the “perceived” threat it brings. The focus and sensitivity we should have is on how efforts are being communicated and positioned with a consistent talk track and rationale across the board. 

When launching or rolling out a new DEI initiative or project, organisations must be clear on how it has come about, how it’s intended to support the business, and the role all employees play in supporting it. Consider employees’ different perspectives, anticipate the threats they may perceive as a result of suggested initiatives, and address these proactively in your communication strategy. 

It feels like DEI as an industry is dealing with one new challenge after another. Still, we’re optimistic about the opportunity this time presents for realising what we’ve all been working towards for years: for full DEI integration to be the natural and expected way of doing business.

The post Why DEI ‘being under fire’ is a good thing appeared first on Women's Agenda.

So how can the Australian media, advertising, and marketing industries become more inclusive and representative of PWD? Well, I’ve seen enough articles written about disability where able-bodied ‘experts’ speak on our behalf. Instead, I wanted to speak with the real experts, people living with a disability.

Here are some women, from intersectional backgrounds, with disabilities who have some great things to say. Each of these women is doing incredible work to shape and reshape perceptions about disability in the work they are doing in everything from film production, media and marketing to small business and sales.

Move beyond defining individuals by their disabilities

We need to move beyond defining individuals by their disabilities. “My disability is bittersweet. It has given me an insight into life like no other. But. It has also defined how others see me, if at all! I want to be seen for WHO I am and not to be defined by my disability,” says Charmaine Idris, owner of Diva Headwraps. The industry needs to see PWD for who they truly are, highlighting their passions and achievements that go beyond their disability. Charmaine believes that if the media can start using the correct language and avoiding stereotypical portrayals, we can transform mindsets and promote genuine inclusivity.

Diverse representation needs to include people of all disabilities, races, and LGBTQIA+ backgrounds

True representation sends a powerful message that everyone belongs. Businesses and organisations need to prioritise the needs of PWDs and recognise the value they bring as consumers. Zoe Simmons, says “When we don’t see ourselves represented, it’s like society is telling us that we don’t belong–that public spaces aren’t meant for us. I hope more businesses and organisations consider the value of representation with genuine inclusivity, not just token gestures.” She also adds “The media, advertising and marketing space also needs to become more accessible for the disabled community, with consideration to those who have intellectual disabilities, energy impairments, and mobility difficulties, as well as those who are Deaf and blind. Ask for our access needs. Make sure we feel safe enough to disclose them and make spaces feel safe.”

Move beyond inspirational portrayals of disability

Disability representation reflects the real experiences of individuals with disabilities in everyday situations. Mel Watson, a busy entrepreneur and mum with disabilities, says “We all understand that it’s trickier to show the representation of less visible disability in short forms of media, but the representation of any disability in advertising has got to be done better. It’s an industry filled with creatives that thrive on thinking outside the box, so it’s not a stretch – they can be more inclusive and rather than inspirational, paralympic style ads.” She also adds “I’d love to see the “busy mum” trope. I’m a busy mum, I run a business in the health and wellbeing sector, and I don’t know any parents who stand in a pristine kitchen, looking glowy, suspiciously upbeat and perfectly put together as they make afternoon snacks as their pristine children run through the kitchen in their tidy school uniforms. This isn’t aspirational for me or an incentive to buy.”

Representing invisible disabilities

We’re at the perfect point in time for the advertising and media industry to showcase individuals with disabilities in prominent roles, such as newsreaders and television show hosts. Joe-Anne KekPamenter, a Graphic Designer and Communications Officer, says “I am quite impressed the last few years with the inclusive representation of people with disability and diversity in the media. This has come about from the hard work and perseverance of the many wonderful disability advocates we have in Australia, as well as globally.” She adds “Where I think media can improve is to include more diversity by way of invisible disability. To me, this may include a Deaf, Blind or neurodiverse newsreader or television show host, showing models with hearing aids, cochlear implants and wearing glasses, or accompanied by seeing eye dogs and companion animals. These types of disabilities are prevalent and, on the rise, particularly hearing impairment.”

Diversity within the media, advertising, and marketing industries themselves

By nurturing a diverse workforce behind the scenes, the industry can incorporate varied perspectives and experiences into its creative output. Film producer, Stephanie Dower, a member of the media herself, believes that true change begins within the industry and calls for a genuine representation of people with disabilities, challenging preconceived notions. “What we need more of in the media is a diverse range of people in permanent roles, this is particularly true of people with disabilities. We see diversity sort of flicker in and out but the majority of mainstays on our screens are still predominantly white, cis-gendered, non-disabled individuals. If we could see characters/people on screen living with disability, we can work to dismantle the pre-conceived ideas that people with disability are less than or experience life so differently from those who are non-disabled.”

We need the media and advertisers to be reflective of the communities they operate in – including showing the range of what disability looks like in Australia.

The media holds the key to public perception, and public perception holds the key to opportunities. The media must get on board. Emma Olivier, founder and CEO of Twenty Percent Disability Inclusion Advisory, says “We are 20% of the population and yet we don’t see that 20% represented in media and advertising in a consistent and real way. When we do see disability represented, it’s a person with a disability reporting on Disability focused stories, it’s the Paralympics where we are set up to inspire the rest of Australia, or it’s a story where pity or the word sorry is used. We need to be represented in a way that shows people first, then our disability. Not stories led by our disabilities. Then we will know disability inclusion has truly evolved.”

The journey to achieving fair and accurate disability representation is well underway

The journey towards inclusive media representation is ongoing, but the collective voice of women with disabilities is growing louder and more impactful. Their advocacy, resilience, and unwavering spirit remind us of the urgent need for change. By heeding their call for inclusion, the media, advertising, and marketing industries can become powerful catalysts for societal transformation, paving the way for a future where all individuals, regardless of their abilities, are seen, heard, and valued.

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Manal al-Sharif, Malala Yousafzai, Ellie Cole, Dr Lois Peeler and Phearong Sdeung and others shared their inspiring stories, outlining what it takes to push through seemingly unbreakable barriers and put yourself forward as a spokesperson for others without a voice. 

Their stories and advice were invaluable to the 450 business leaders in the room at the August event, held two days before the 2023 FIFA Women’s World Cup final, with Coca-Cola being a major sponsor of the tournament. 

Below are some of the key takeaways from some of the remarkable women who took to the stage. 

‘It was about driving our own destiny’ 

Manal al-Sharif was a key player in the movement to win back the right for women to drive in Saudi Arabia. Back in 2011, she posted a video of herself driving on social media during the Arab Spring, sparking intense backlash in the Kingdom. But it was her activism that helped launch a movement that ultimately saw the ban on women driving overturned.  

Al-Sharif told attendees at the Coca-Cola summit about being jailed for nine days, and what it was like to be exiled from the country and separated from her son.  

“We won the right to drive. It wasn’t about driving cars; it was about being seen, being heard. It was about driving our own destiny,” she told the summit in Sydney.  

Her key advice to those at the summit? In bringing about change, silence is costly.  

“The cost of silence is even more because in silence, tyranny and injustice happen more” she said. “What if we all spoke? That is deafening. That is unstoppable. Those few brave won’t be singled out and targeted.” 

Holding on to culture is paramount 

Yorta Yorta and Wurundjeri woman, Dr Lois Peeler, highlighted the importance of connecting to culture.  

As an Aboriginal woman and respected Elder, Dr Peeler said her lived experience has taught her many things about what’s needed for young Aboriginal people to thrive.  

“I’m Aboriginal, a woman, and I’ve been around long enough to have lived experience,” Dr Peeler said.  

“Giving young women the opportunities to have preferred futures and choose what they want to do. Holding on to their culture, and being proud of who they are as Aboriginal people.” 

Truth-telling is key to this process and essential if we are to close the gap in outcomes for Aboriginal and Torres Strait Islander peoples, Dr Peeler explained. 

“We are still trying to close the gap. We are not represented in these corporate bodies, and barely in the public sector,” she said. “It comes back to education and providing opportunities.” 

“It’s about the entire Aboriginal and Torres Strait Islander population. It’s about corporate responsibility. It’s about truth telling and creating opportunities so the young women and men can make the decisions about what’s best for them.” 

Difference can be a superpower 

When Ellie Cole was 2 years old, she was diagnosed with cancer. After a year of chemotherapy and unsuccessful clinical trials, her parents made the shattering decision to amputate her leg.  

“I was born a fully able-bodied girl, but as soon as I came out of that operating theatre, I was branded with the word ‘disability. I was a girl who didn’t know I was different until I was told that I was.” 

Fast forward to 2000. Cole was 9 years old and Sydney was hosting the Olympic Games. She fell in love with the heroes of swimming and realised that’s what she wanted to do.  

But there was a problem. “I was chasing a dream that was never going to happen for me,” Cole said. 

“I didn’t know anything about the Paralympics, because it didn’t exist in the media. I didn’t see anyone who looked the way I did.” 

Fast forward another two decades and Cole made history at the Tokyo Paralympics. She became Australia’s most decorated female Parlaympian of all time. It was an achievement like no other, but it didn’t come without struggle. 

“It’s really hard to feel like an Olympian when you are made to feel invisible,” Cole shared. “I was always reminded that I was less than them. I was always reminded that I was “just” a Paralympian.” 

And Cole’s key learning? There are three types of people in this world including: 

1. those who make things happen 

2. those who watch things happen 

3. and those who wonder what just happened.  

We must realise the power of education 

Her first name is known all around the world. Her survival after being shot in the head by the Taliban is a miracle. And it’s a miracle that Malala Yousafzai uses every day to fight for the rights of others, particularly girls who are being denied access to education.  

“I think the Taliban have figured it out. They don’t want women to have a voice,” Yousafzai told the Coca-Cola summit. “They know the best way to deprive women of their rights is to never let them learn.” 

“The best way to fight back is to educate women and educate girls. Education is one of the best equalisers.” 

At the summit, the Nobel Peace Prize winner shared the story of her beginnings in Pakistan, her survival, and the years she has dedicated to being an activist for the rights of girls. She also spoke about her desire to keep learning every day, even though her formal education is over for now. 

“I realised that I cannot stop my journey as a student. We have to keep learning from the experts,” she said. “We have to keep learning from people with wisdom. We have to keep learning from people with experiences. We have to keep learning from people who are a lot younger than us, who see the world in a very different way.” 

Yousafzai is also advocating for the recognition of the Afghan women’s national football team, who are living in Australia in exile, and were not included in this year’s FIFA Women’s World Cup.  

Empowering women at the grassroots is critical 

Executive Director at Banteay Srei, Phearong Sdeung is passionate about giving women in Cambodia access to finance, mentors, and support so they thrive in a country that has few female role models. 

Speaking at the Coca-Cola summit, Sdeung shared her insights into the state of play for women in Cambodia, and how she is working to empower women at the grassroots so they can become leaders in their communities.  

“Women have a lack of access to finance,” Sdeung explained. “We empower those in the community with access to finance so they can start their own businesses.” 

‘In Cambodia, there aren’t many female role models. When I am sitting at a table and it’s all male, I have to work out how I’m going to have my voice heard.” 

Her key piece of advice? 

“Empower those who are near you, if you can. If you have the opportunity, do it, because you never know where it could go.” 

Women’s Agenda is sharing a number of key insights from the Diversity, Equity, and Inclusion Summit held in line with the 2023 FIFA Women’s World Cup, thanks to our partnership with Coca-Cola. You can read our first piece in this series, exploring how Jessica Brown’s charity helps vulnerable women take charge of their lives.  

You can read Coca-Cola’s Level the Playing Field Report here. 

The post What we learned from global activists levelling the playing field for women  appeared first on Women's Agenda.

Understanding an organisation’s ‘why’, is instrumental in establishing more effective DEI policies and practices, driving commitment and fostering a culture of accountability.  

Global Chief Diversity, Equity, and Inclusion Officer at Coca-Cola, Tameka Harper, explained this approach during her recent address at Coca-Cola’s 2023 Diversity Equity & Inclusion Summit, Level the Playing Field, which took place during the 2023 FIFA Women’s World Cup.  

Understanding your organisation’s ‘why’ 

“It’s really about understanding your ‘why’.  Why is inclusion even necessary? Why do we need to think about it in this way?” Harper told the summit, which was held in Sydney, in August.  

Harper suggests that once organisations comprehend their ‘why,’ they should pledge commitment to DEI goals, establish what success would look like, and devise a plan to accomplish those targets. 

Alisha Fernando, the Head of Diversity and Inclusion APAC, Bloomberg, said her organisation’s media arm had intentionally worked to diversify the talent it booked in speaking slots.  

Fernando shared. “A lot of the speakers we were booking were male. We were told no one else had the experience to be able to speak.”  

So we intentionally looked at the why, and then we asked why not?”  

Fernando explained how Bloomberg took action and developed its own media training program called New Voices, and went out to other big organisations offering to train underrepresented people and voices. As a result of the program, Bloomberg is now booking more diverse and media trained speakers. 

“Our intention was there, and we’ve now seen through our organisation more diverse speakers being booked and featured,” she said. 

‘Welcomed, safe, valued and respected’ 

What about those people, especially leaders in organisations, who might be feeling uncomfortable with the changes that come along with bettering DEI practices?  

Fernando has a simple fix, and it’s something she exercises every day in her role at Bloomberg: “I tell people four words – welcomed, safe, valued and respected.” 

“I say if you strive to making sure every single person you come into contact with feels welcomed, safe, valued and respected, then you’re on your way,” she explained. “If you break it down and make it that simple, that’s where progress starts.” 

“Sometimes DEI practitioners tend to make it a bit hard for everyone, but if you’re sitting there thinking I’m scared of doing something wrong…just remember those four words.” 

‘It’s not a quota, it’s an understanding’  

Director of the TechDiversity Foundation, Luli Adeyemo told the summit that it’s time organisations start getting to know their employees better. Understanding your people is key to authentic DEI practices, and building healthy, thriving organisations.” 

“We spend billions of dollars to understand everything about the people we want to sell to…yet when it comes to our employees – who allegedly are our most important assets – what we truly know about them is the information we need to hire them. Beyond that, what do we really know about our workforce?” Adeyemo asked at the summit. 

“When we talk about equity, and we talk about inclusion, we can’t truly build the programs… if we haven’t taken the time to know who our employees truly are,” Adeyemo shared.  

“And we aren’t going to get that information unless they feel safe, and that they work for an authentic organisation.” 

Adeyemo said there is ample opportunity in the tech industry to work towards understanding employees better.  

“Let’s use tech for good. Let’s use the information for good. It’s an opportunity to understand our workforce and then do something about it. It’s not a quota, it’s an understanding.” 

Vulnerability goes hand in hand with DEI 

Co-Chair of the Women Leadership & Diversity Committee at Citi Singapore, Munir Nanji said he has learnt through experience how focusing on inclusion, and showing vulnerability to your team can be vital to inclusive leadership. 

“Flip DEI around,” Nanji told the summit. “When you bring inclusion into an organisation, it becomes front and centre, the D and E will follow. There’s also a whole point around vulnerability.” 

“When people realise we are all people, that we all have our own challenges, we all have our own goals and ambitions, and at the end, we all want to do good. Vulnerability is very important, especially in management.  

“As you move through an organisation, your shell gets thicker and thicker. We end up building our own biases and we need to understand what they are, and be able to confront that.” 

Women’s Agenda is sharing a number of key insights from the Diversity, Equity and Inclusion Summit held in line with the 2023 FIFA Women’s World Cup, thanks to our partnership with Coca-Cola. You can read our first piece in this series, exploring how Jessica Brown’s charity helps vulnerable women take charge or their lives. You can read Coca-Cola’s Level the Playing Field Report here. 

The post Understand the why, then get intentional: DEI leaders on creating change  appeared first on Women's Agenda.

Despite male investors still outnumbering women, more Australian women than ever before are investing beyond their primary residence and superannuation.

Of the net 1.2 million investors who joined the market after 2020, half were women, according to the ASX research. This rise is particularly notable among the next generation, with the percentage of female investors increasing from 9 per cent in 2020 to 11 per cent in 2023, marking a positive shift toward gender parity in investing.

The ASX Australian Investor Study provides an authoritative guide on the evolution of investment markets and changing investor behaviour and is based on research conducted on behalf of ASX from an in-depth survey of a nationally representative sample of 5,519 Australian adults conducted in November 2022.

ASX Managing Director & CEO Helen Lofthouse became the first female chief at ASX when she was appointed in August 2022 and has highlighted the next wave of investors, many of them women, and the rise of the younger tech-savvy investor.

“These valuable insights help us understand how investor attitudes are changing and will guide us on how we develop the market in the future,” Lofthouse says.

Addressing investment disparity

While progress has been made, there are still gaps to close in achieving gender parity. Male investors continue to maintain larger portfolios, with an average balance of $667,000 compared to $413,000 for women. Additionally, 31 per cent of female investors have balances below $50,000, compared to 21 per cent of male investors. These disparities are complex, with income levels and investment types contributing to the asset gap.

Differences in investment allocation

Male investors tend to hold higher levels of growth assets compared to their female counterparts. For instance, 63 per cent of men hold Australian shares, while only 54 per cent of women do. Similarly, 21 per cent of men invest in international shares, while only 11 per cent of women do. The discrepancy extends to ETFs, with 27 per cent of men investing in them compared to 13 per cent of women. This imbalance may result in female investors having less exposure to diverse investment opportunities. The only investment type where women hold higher holdings than men is term deposits, which are low risk but offer correspondingly low returns.

Risk aversion and response to market volatility

Female investors tend to be more risk-averse than their male counterparts. The study shows that 55 per cent of women prefer stable and reliable returns over higher-risk investments, while only 40 per cent of men share this preference. When faced with a scenario where their portfolio balances fell by 20 per cent, 47 per cent of female investors expressed concern but chose to wait for improvements, compared to 33 per cent of males.

Additionally, only 6 per cent of females would seize the opportunity to invest more, whereas 9 per cent of males would.

Challenges of trust and knowledge

Female investors identified trust and a lack of knowledge as major challenges when investing. A higher proportion of women find it difficult to determine trustworthy information sources (38 per cent compared to 31 per cent of men) and providers acting in their best interests (28 per cent versus 17 per cent). Selecting the right investments is also a challenge for 30 per cent of women compared to 20 per cent of men. While both genders face challenges related to diversification, women express slightly less trust in financial institutions overall, except for financial planners and advisors.

Barriers preventing female participation

Among Australians who have never invested before, 64% are female. More women than men cite the inability to afford investing as a reason (45 per cent compared to 39 per cent). This can be attributed to the significant wage gap between men and women, with Australian women earning an average of 25 per cent less than their male counterparts. Lack of confidence is another factor that prevents more women from investing, with 30 per cent of females expressing a lack of confidence compared to 21 per cent of males. Uncertainty about finding reliable information also plays a role, with 20 per cent of females struggling to locate the right sources compared to 15 per cent of males.

Empowering women investors

To promote gender parity in investing, it is crucial to address the challenges faced by female investors. ASX CEO Helen Lofthouse emphasizes the importance of educational resources for investors, stating, “As the number of new investors continues to grow year on year, it’s important for investors to have educational resources available to assist in their investment journey.” Empowering women with knowledge, building trust in financial institutions, and bridging the income gap are key steps towards achieving gender parity in the Australian investment landscape.

Foundations set for future

Despite the challenges of recent years, ASX believes its Australian Investor Study shows that the Australian investment market continues to thrive with a significant influx of new investors, including a growing number of young women. While interest rates and the cost of living pressures continue to impact households, exchange-traded funds (ETFs) have emerged as a relatively affordable entry point for investors. And, while environmental, social, and governance (ESG) considerations may have taken a backseat to managing living costs, there is a growing awareness of ESG principles among investors.

The increasing participation of women in the investment market is a positive development that underscores the solid foundations established in Australia. It reflects progress towards fostering a more inclusive and diverse investment landscape. However, it is important to acknowledge that there are still areas for improvement. By actively addressing the remaining gaps and striving for greater gender parity, we can cultivate an environment that offers equal opportunities for all investors. This commitment will contribute to a more equitable and prosperous future, where individuals from all backgrounds can thrive in the realm of investing.

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So, let’s see what businesses that fail to be inclusive are missing out on and what the costs of that could be. 

Meijer

Meijer is an American firm which is regularly named as the best place to work if you’re a person with disabilities. That means the firm gets free publicity each year thanks to their inclusive nature. 

Seth Major of Meijer told Rapid Growth Media that, “Diversity and inclusion and working with the disability community has always been important to Meijer, so we look for leaders who value that. Any team member that comes in who’s eager to work, who’s engaged, is a joy for us. We sure appreciate having these jobseekers work with us. It’s been a great experience.” 

Eric Thomas Of Genesys

Eric Thomas of the call center business Genesys told Eric L Pines for Medium that Genesys wasn’t in the business of inclusivity because it was nice, but because it was profitable.

He said that with nearly 1 in 4 people having some form of disability, that’s a huge market that you’re not tapping into.

He illustrated the point with a service they launched to help people with visual disabilities access call centers, a market of 2.2 million people! 

He says, “By helping visually impaired customers navigate the sight-biased world, brands can revisit their entire customer experience to be more inclusive and accessible. More importantly, consumers no longer need to wrestle with a product that doesn’t work for them.”

Lauren Winans Of Next Level Benefits

An HR manager, Winans says that one of the key benefits of including people with disabilities is propelling an attitude change within the business.

She told Medium, “The most impactful example is that of a more inclusive hiring process. People with disabilities and neurodiversities have been commonly passed over for positions and have a much higher unemployment rate overall (like 30 to 40 percent higher). When the hiring process was revamped at one of my past workplaces, it was amazing to see how the workforce and the environment changed for the better — more kindness, more support, and greater sense of being connected as one team.”

Leo, Costa Verde Landscaping

Another example is Leo Costa, who works distributing fliers, for a landscaping firm. He was the company’s very first teenager who was hired with special needs.

He quickly became so good at his job, that even athletes can’t keep up with him.

The company owner Dan Milbrath told WorkBC, “Once you give Leo a task and teach him how it should be done, he really puts his head down and gets it done as fast as possible.” Now, Dan says, “Leo delivers more flyers than anyone else. Using a map to orient himself, he flyers almost every home in Victoria twice per year. Leo also records his hours, the roads he has covered and the approximate number of flyers he has delivered, so he can report by email after each shift.”

Martin McKay and Texthelp

Martin has gone beyond inclusive in his business. Texthelp is a business that he founded in 1996 to help people suffering from communication difficulties.

He estimates that by 2030, his business will have served a billion customers improving literacy and understanding around the world! 

Final Thoughts On The Cost Of Ignoring Folk With Disabilities

So, we have businesses gaining millions or even a billion customers, obtaining global publicity for free, becoming nice places to work and landing their most productive employees by being inclusive.

The cost of ignoring people with disabilities is thus clearly limitless. You’re losing potential customers, productive workers and the benefits of being a better organisation. Can you really afford that in these economic times?  

The post The cost of ignoring people with disabilities appeared first on Women's Agenda.

All names of participants mentioned are pseudonyms to protect their identity.

In our recent study of 150 non-English speaking background migrants and refugees living in Australia, nearly 80% revealed using their birth names in their CVs led to fewer call-backs or no response at all.

This highlights language-based discrimination, and is an example of “name microaggressions” – negative assumptions based on ethnic-sounding names.

Our participants said experiencing microaggressions against their birth names has taken a heavy psychological toll on them.

What is name microaggression?

Name microaggression refers to a stigma based on negative assumptions associated with migrants and refugees, purely based on their ethnic-sounding birth names. Research has found more ethnic-sounding birth names can cause unfounded negative beliefs about the person, such as being less skilled or less capable than someone with a more Anglo-sounding name.

Name microaggressions can present as names being mispronounced, misspelled, misunderstood, misgendered, or mocked. A common occurrence is for some people choosing to use a more “English-friendly” variation of a migrant’s name instead of the person’s birth name if it’s not easy to say, spell or remember. This microaggression is an act of symbolic violence that is not always intentional, but is still hurtful and disrespectful.

Our participants talked about why name microaggressions are so hurtful, describing how their birth name carries crucial cultural, ethnic, linguistic, and family significance. Many participants suffered and continue to suffer from psychological distress and negative emotions such as embarrassment, self-shaming, fear, anxiety, and nervousness when they hear their names mispronounced.

Name microaggressions are often barriers to employment

Our interview data found newly arrived migrants and refugees who use their birth names seem to be the most vulnerable. Because their birth name sounds different, looks odd or is hard to pronounce, their skills and qualifications are discounted or rejected in institutional contexts such as recruitment and employment.

Name microaggression is primarily found in the initial hiring process of recruitment when a candidate’s CV is examined before they decide whether to go ahead with an interview.

As a result, most migrants in the study claimed to have adopted a “CV whitening” strategy by using an alternative English name.

For example, one research participant, Oksana (pseudonym) from Ukraine, has altered her birth name by removing her heavily “post-Soviet sounding/looking” last name “Пугачева” (Pugacheva) to give a more Western feel. Instead she uses “Pugachev” in order to sound more Western.

Name microaggressions are not limited to job recruitment. We found most of our participants adopted “renaming practices” in every day life. This involves choosing new Anglo-sounding names instead of correcting their teachers, peers, friends, and colleagues when their names are mispronounced.

Some Chinese participants replaced their names with English names during their adolescent years while taking English classes in China.

As a result, many Chinese students offer alternative Australian-sounding names – Andy instead of Wang, Grace instead of Qian.

The wider (whiter) community needs to do better

The first step in maintaining an inclusive multicultural society is to start respecting migrants’ birth names. Names are identities and histories. Names not only specify and individualise their bearers but also serve as means of empowerment and belonging. This sense of belonging connects them to their respective cultures, and the correct usage of birth names can bring a feeling of belonging in society.

When educators, policymakers, or employers practise name microaggressions, they convey a message that people’s racial, ethnic, cultural, and linguistic backgrounds don’t matter.

Most employers in Australia explicitly declare their commitment to diversity. But our research shows they still engage in these microaggressions against migrants. Someone’s birth name may not seem like a big deal, but it shows a significant expression of ignorance.

Workplaces, schools, colleges and universities need to improve their efforts to build an inclusive environment that accepts diverse names originating from many different languages.

Social justice, diversity and inclusion all start here.

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This recognition honours inclusive workplaces where a diversity of people are respected, connected, progressing and contributing to organisational success, with the achievement based on a survey of the organisation’s employees.

CEO of DCA Lisa Annese said on the release of today’s list that “inclusion is a super power” that is critical to business success.

“This year’s list of organisations is diverse – with employers large and small from a wide spectrum of industries. Inclusion isn’t an add on extra for these organisations,” Annese said.

Employees who work for inclusive organisations are four times less likely to experience discrimination and/or harassment, according to DCA. And they’re eight times more likely to be highly effective than those in non-inclusive teams. 

They’re also eight times more likely to be innovative and four times more likely to provide excellent customer service. 

Celebrating this type of environment is even more important as an increasing number of employers are finding it difficult to fill roles in a tight labour market– fostering a more inclusive and diverse workplace is key to attracting and retaining workers. 

To be eligible as a DCA Inclusive Employer, DCA members are required to invite at least 60 per cent of their employees to participate in DCA’s Inclusive Employer Index Assessment, where they provide detailed responses about their experience of inclusion at work. 

These responses must then show that the employers are active and committed to inclusion by achieving results that exceed the National Index Benchmark on at least five out of six of the following measures: (i) Awareness;  (ii) Engagement; (iii) Inclusive Organisational Climate; (iv) Inclusive Leadership; (v) Inclusive Team; (vi) Exclusion. 

“Our Inclusive Employer Index is rigorous, it is not an award, it is a way to measure the work of inclusion in employers in a robust way,” said Annese. “Those who have been recognised today are doing the work of diversity and inclusion and making progress on greater inclusion.”   

Diversity Council Australia 2022-2023 Inclusive Employers

ACOR Consultants

Adelaide Airport Limited

Alinta Energy 

CEO Jeff Dimery: “The energy industry is currently grappling with its biggest challenges– and we need fresh and diverse thinking from the broadest range of people possible.”

Anglicare Victoria 

CEO Paul McDonald: “The focus of Anglicare Victoria (AV) is to work for better! We strive to provide welcoming, inclusive and responsive services and workplaces. It is fantastic to be recognised as an Inclusive Employer by DCA so that we can continue to shape effective responses and interventions that will lead to optimal outcomes for our clients, to advocate for an effective, fair, and compassionate service system, and to actively support wellbeing and inclusion for our employees, volunteers and clients.”

Australia Pacific Airports Corporation

Australian Maritime Safety Authority

CEO Mick Kinley: “We are immensely proud to be designated an Inclusive Employer. This achievement is a testament to our continued focus on embedding inclusive values at AMSA and provides us with a clear baseline from which to grow.”

AVID Property Group Pty Ltd

Banyule Community Health 

CEO Michael Geary: “Banyule Community Health values the richness and experience that comes with a diverse workforce. We are so proud to be recognised as an Inclusive Employer by the Diversity Council Australia.”

BaptistCare NSW & ACT

CEO Charles Moore: “BaptistCare NSW & ACT is thrilled to have been recognised by Diversity Council Australia as an Inclusive Employer. Our 3700 passionate and hard-working staff working across the aged care and community services sector speak 56 languages and come from 69 different cultural backgrounds. We also have staff who identify as Aboriginal and Torres Strait Islander, LGBTIQ+, and who live with a disability. We are blessed to be so diverse and we celebrate this. Despite our uniqueness, we also have much in common, including our shared values that are lived out through the care we show for our residents, clients, tenants, and each other daily.”

Carers Queensland Ltd

CEO Debra Cottrell: “Achieving Inclusive Employer Status through Diversity Council Australia, not only validates the work we have done, it encourages us in our continued endeavour to make Carers Queensland a place for everyone.” 

Chamber of Commerce and Industry WA

CEO Chris Rodwell: “We work on the principle that more diverse and inclusive workplaces are more creative and productive and there’s no doubt that our efforts to improve our culture over the past few years have delivered stronger performance. DCA’s recognition of CCIWA as an inclusive employer gives us further assurance that we’re on the right path. Importantly, its assessment tool also highlights opportunities for further improvements. The focus now needs to be on continuing this journey with our team and also sharing our efforts with the 8,000 businesses across our membership.”

Cisco Systems Australia Pty Ltd 

City of Stirling 

CEO Stuart Jardine PSM: “The City of Stirling is pleased to be recognised by the Diversity Council Australia with Inclusive Employer status. Local government works best when it employs people who are a part of the community, and who reflect the diversity of that community. The City of Stirling is proud to be one of the most culturally diverse communities in Western Australia and we will continue to ensure we build an inclusive and harmonious City where everyone feels like they have a place.”

Clean Energy Finance Corporation 

ConnellGriffin Lty Ptd 

Chair of ConnellGriffin Diversity Council, Lauren Whelan: “ConnellGriffin’s recognition as an ‘Inclusive Employer’ is an extremely proud moment for the company. We enjoy connecting with each other and fostering strong, lasting relationships with our clients and industry partners. Diversity is not a catch phrase for ConnellGriffin, rather it’s embedded within our everyday actions. Our diversity journey will continue to change and grow with our business.”

Davies Collison Cave

Managing Principal Michael Wolnizer: “I’m thrilled that DCC has received Inclusive Employer status after participating in the Inclusive Employer Index for the first time. It’s an important recognition of the work we’ve been doing across the firm over the last few years and goes to the heart of building a truly diverse and inclusive workplace. I am immensely proud of what we have achieved together so far and seeing the impact this has had on our people. It gives me confidence that our ongoing commitment and investment in this work is contributing to our firm’s success”. 

Defence Housing Australia

Managing Director Barry Jackson: “I am proud that Defence Housing Australia has been acknowledged as an Inclusive Employer in 2022 by Diversity Council Australia. This recognition acknowledges DHA’s ongoing commitment to becoming a more respectful and inclusive workplace, where all employees feel safe and confident to bring their whole selves to work.”

Helping Hand Aged Care, South Australia

CEO Chris Stewart: “The absolute highlight for Helping Hand is that 60 per cent of Helping Hand employees report having an inclusive manager, which is almost double the Australian workforce average of 31 per cent. This speaks volumes about the culture at Helping Hand and how the leadership across the organisation truly does live our values and creates a safe and inclusive workplace. Aged care across the country needs to boost its workforce and I am hopeful this result will see people attracted to choose Helping Hand.”

Impact Community Services

Managing Director Tanya O’Shea: “As an organisation focused on improving lives we are on a journey to greater understanding of what it means to be inclusive. Participating in the Diversity Council Australia’s Inclusive Employer Index allows us to identify areas where we can focus our energies.”

John Deere Limited 

Managing Director Luke Chandler: “As a leadership team, we are committed to achieving our business vision through an engaged, diverse, and inclusive team. This recognition demonstrates how our employees across Australia & New Zealand are engaging in DEI initiatives as part of their commitments to create the inclusive workplace culture that leads to our competitive advantage in the marketplace.”

Landcom

Mars Australia & New Zealand 

Craig Sargeant, on behalf Mars Australia & New Zealand: “Mars is proud to be recognised as an Inclusive Employer 2021-22 by Diversity Council Australia because we’re passionate about creating an environment where all Associates are respected, valued, and celebrated for who they are. At Mars, we’re committed to doing what we can to ensure Mars provides an inclusive workplace and embraces diversity now and for future generations.”

Perron Group

Property Council of Australia 

Schneider Electric

Chief of Staff at Schneider Electric Pacific Zone, Dean Summlar: “This recognition is an important reflection of Schneider Electric’s culture. As a global leader in the digital transformation of energy management and automation, Schneider Electric is focused on bringing about long-term positive impact for our teams and the communities we operate in. As such, we are strongly committed to being an Inclusive Employer, today and in the future.”

Services Australia

CEO Rebecca Skinner PSM: “As an agency that supports almost every Australian at some point in their life, regardless of ethnicity, religion, gender, gender expression, sexual orientation, age or ability, it’s important that inclusion is at the heart of everything we do.”

The Social Research Centre

CEO Diane Herz: “At the Social Research Centre, we see achieving Inclusive Employer status as a critical step to not only advancing equity in employment but also supporting ethically and culturally sound research. Employing staff with diverse demographics, lived experiences, and professional backgrounds supports more robust research.”

Ultimate Kronos Group 

WISE Employment

WPP

Country President Rose Herceg: “ This result is a testament to WPP’s commitment to being the employer of choice for all as we build better futures for our people, planet, clients and communities. We believe that ultimately diversity produces extraordinary creativity, manifested in the work we do for our clients and the impact we have on the world. It is the very reason we put the principles of diversity, equity and inclusion at the centre of everything we do at WPP.”

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In under a decade, we’ve seen significant progress on the representation of women, the embrace of First Nations people and cultural diversity, and the important inclusion of the LGBTQI+ community.  

We’re far from the finish line, but reflecting on what’s been achieved shows us what’s possible and what we should expect from the next decade and the one after that. 

Some codes of course have come further than others, and the AFLW’s commitment to inclusion is ever-building and led with true conviction.  

Executive General Manager Inclusion and Social Policy, Tanya Hosch says that’s because celebrating and championing diversity is critically important for everyone involved—players, fans, and all those in between.   

“Having representation matters. One of the strengths of the NAB AFLW competition is that many players, coaches, and members from the wider football industry are proud to embrace their identities and are open to share this with the league and its fans,” she says. “The AFL is on a journey to being more inclusive and continues to actively consult and build an understanding of what it means to be a sport for all.” 

This commitment will be bolstered over the weekend as fields, flags, guernseys and socks turn rainbow in celebration of the annual NAB AFLW competition’s Pride Round.  

Running from October 14-16, it’s the third time the NAB AFLW competition will hold a dedicated Pride Round, embraced by all 18 teams including Essendon, Hawthorn, Port Adelaide, and Sydney Swans which joined this year.    

All AFL Field and Boundary umpires will wear rainbow-coloured sweatbands, while Goal umpires will exchange their traditional white flags for Progress Flags, acknowledging trans-visibility and people of colour. 

Port Adelaide star, Gemma Houghton describes it as a “fantastic platform” and a meaningful exercise for anyone—especially kids—who might be struggling with their identity.  

“We see so much representation this weekend and see young kids who might be struggling with their sexuality. I think it’s a fantastic platform for them to feel accepted, and not judged for being who they really are,” she tells Women’s Agenda.  

“I think it just shows that we take a stand. And obviously, everyone’s more powerful together when we stand united.”  

Responding to opinions of certain commentators who deride dedicated inclusion rounds as “woke politics gone mad”, Houghton simply shrugs.  

“I think we should use the competition to have a voice for minority groups. And it just makes sense to use football in a positive way”, she says.  

She notes that overwhelmingly, players support the AFLW’s pledge to inclusion.   

“As athletes, we always say that footy is about more than playing the game. It’s about the connection with fans, with each other, and about being accepted for who you are. 

“The movement that it’s [The AFLW’s] already had and the impact it’s had on the community. I think it’s so visible and so widespread that it’s almost a universal language. And it connects people from all over the world with the messages that it brings,” she adds.  

Houghton also credits trailblazing queer players for their courage in showing the world who they are. And of course, Kara and Ebony Antonio’s story is one that stands out.  

Hailing from Perth, the couple first met at Swan Districts in the WAFLW. They were engaged soon after when Kara popped the question, before tying the knot in 2019 to become the first married couple to play in the AFLW competition. 

Houghton, who attended and took part in the ceremony as a bridesmaid for Ebony, says the pair epitomise inclusion in the game.  

“They just paved the way through their actions and how they include everyone” she says, adding that the pair are “definitely trailblazers in the competition and for the community.”  

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A post shared by Kara Juddy Antonio (@kdjudd15)

Outside of Pride Round, the AFL continues to champion progress through its ongoing partnership with not-for-profit organisation Pride In Sport and its support of the National Gallery of Victoria’s recent Queer Exhibition. 

The league also established an inaugural Pride and Allies Committee, delivering LGBTQI+ education sessions for its staff and all 18 AFLW Clubs alongside Pride Cup, Proud 2 Play and Pride In Sport. 

“We want all people to feel welcome in our game, as players, fans, members and officials,” says Hosch. It’s that simple.  

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If it’s the latter, did you stop to consider that these two descriptions might in fact belong to the same person? There are many career-driven people in the workforce who prefer, or need, to work part-time, and who are looking to continue to grow exciting and challenging careers while doing so. And the unfortunate reality is that this is an extremely challenging thing to achieve in today’s workplaces. 

The problem with part-time work

Part-time work has the potential to change lives. Done well, it can drive hugely positive outcomes for individuals, families, workplaces and society. Yet most people and organisations don’t yet realise its power. They still think of it as an inconvenient, but obligatory perk they can offer certain people in certain circumstances. And what’s worse, they often view those who want to work part-time as less committed than their peers. Or even less capable.

Because of these misconceptions about the structure and the people who prefer to work part-time, workplaces rarely put any resources into setting part-time work up for success. And when it then doesn’t succeed, the biases are reinforced.

The result is that there are not enough part-time roles out there, and that employees who do manage to access them tend to experience part-time work as a temporary holding pattern. Their arrangement is ‘tolerated’ by their employers until the time comes when they are ready to step back into full-time work. Part-time work effectively becomes a career handbrake, and something that can’t be sustained over the long term.

Why should anyone care?

At this point you might be wondering why this matters. Surely it’s a bit of a niche issue? And if parents choose to work part-time, and are in a privileged enough position to be able to do so, then maybe they should be prepared to deal with the consequences? Well, the first reason we should care is a purely economic one. 

Data released by the Workplace Gender Equality Agency (WGEA) in June this year shows that at every age, less than 50% of women in the Australian workforce work full-time. It’s not just working mothers who need part-time roles either. Being a mother is, of course, a compelling reason to seek part-time work, but there are many other equally valid reasons. Such as being a father. Research shows that a third of young fathers in the UK say they would take a pay cut to work less and spend more time with their families.

There are also many other talented and experienced people in the workforce who can’t, or prefer not to, work part-time for other reasons. Such as:

• People with disabilities that preclude them from working full-time,
• People running small businesses alongside their day jobs, 
• People wanting to take a phased transition to retirement,
• People on visas limiting their working hours.

This is by no means a niche issue. And if so many people are at risk of not being able to achieve their full potential in the workplace, think about what this means in terms of wasted talent and the impact on our nation’s productivity.

The second reason we should care is workplace diversity, equity and inclusion (DEI). The consulting firm Timewise warns that if a company’s DEI programs aren’t underpinned by a commitment to flexible working that includes part-time, they will struggle to be fully inclusive. ‘This will not only have a negative impact on their gender pay gap, but is also likely to impact their employer brand’.

And the final reason we should care is talent attraction. Given the talent shortages that organisations everywhere are currently grappling with, it seems like madness not to create job structures that allow employers to access the full spectrum of talent within the workforce.

What next?

The message couldn’t be clearer. We need to create more part-time roles and, importantly, set them up for success. This will require all of us to change our assumptions about part-time work and those who want, or need, to take it up. And it will require more organisations to step up to the plate and take this important form of workplace flexibility as seriously as they are now taking remote working.

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Sharing the news to her 200k+ instagram followers, Jirau thanked them for all their support in her modeling journey, saying it was ‘a dream come true’ to be working with Victoria’s Secret.

‘One day I dreamed of it, I worked for it and today it is a dream come true.’

The 25 year old kicked off her modelling career in 2019, at the age of 23, and in the same year, launched her own online fashion store, Alavett. She then made her debut at New York Fashion Week just before the pandemic.

Jirau joins 17 other women for the launch of the brand’s new Love Cloud collection, the latest collection of bras and underwear, and a first of its kind campaign featuring women from a myriad of backgrounds. 

In a press release issued on Valentine’s Day, Victoria’s Secret stated that the new Love Cloud collection launch is a milestone in the brand’s new vision, focussed on continuing to support women. Modeled by the 18 dynamic women, the collection is “reinforcing Victoria’s Secret’s commitment to welcoming and celebrating all women.”

In recent years, Victoria’s Secret has come under scrutiny for their lack of diversity and inclusion, and setting impossible beauty standards for women. With all the backlash, the brand has since joined the ‘inclusive revolution’, rebranding themselves and introducing new initiatives to welcome women to all different backgrounds, shapes and sizes. 

Jirau’s debut with Victoria’s Secret will make waves for people living with a disability, and to help motivate others to “break through their self-imposed limitations”, as her website reads.

“For me, the most important thing about fulfilling my dreams is to show people around the world that there are no limits and to inspire them to pursue their own dreams.”

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Matt Canavan no doubt thought he was mega clever for coming up with it this morning, when asked about The Wiggles’ decision to diversify its lineup.

The globally popular children’s ensemble, announced over the weekend that they’d be adding four new members to their existing group to better reflect Australian society for a YouTube exclusive, #FruitSaladTV.

New members will include, Tsehay Hawkins, 15, originally from Ethiopia who will don red, 24-year-old, Indigenous woman Evie Ferris, who will wear blue; Kelly Hamilton, 45, an Asian-Australian who will wear yellow; and 28-year-old John Pearce, who has Filipino heritage and will wear purple.

Blue Wiggle and one of the founding members of the original Wiggles, Anthony Field told NCA NewsWire he felt “morally, we have to do this”.

“I looked around the world and I thought: ‘We have to reflect our audience’. Our audience is not just one culture, we want children to see a mirror of themselves. I hope people, mums and dads as well, will feel included.”

Most Australians, I’m sure, would feel good about this decision.

As the parent of an 18-month old boy (who’s obsessed with the Wiggles), I certainly do. I’ve long wondered when The Wiggles would take the necessary step to be more inclusive and culturally representative– particularly given they originate from a country where one in four people of our 22 million population were born overseas.

But, apparently, Matt Canavan doesn’t like it one bit. It’s left a bitter taste in his mouth– unsurprising really for a politician who seems perpetually perturbed by progress.

“The Wiggles are free to do what they like. It was nice while it lasted. But you go woke, you go broke,” Canavan said.

He was swiftly shot down by countless Aussies across social media who mocked the Senator’s beef.

Despite Canavan’s grinch-like prediction, the risk of the Wiggles going “broke” is about as great as Canavan becoming a respectable and worthy member of Parliament. The group is one of the most successful in Australian entertainment history, with estimated earnings of $30 million annually.

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