Australia’s leadership landscape: A mismatch with its multicultural fabric for women in leadership roles

Leadership & Management: Australian leaders expressed a sense of resignation and despair regarding the notable absence of women from First Nations and Culturally and Linguistically Diverse (CALD) backgrounds in prominent leadership positions. The study, conducted by Monash University health and social care academic and clinician researchers, aimed to shed light on the various factors contributing to this disparity and proposed systematic changes to address it.

The study involved interviews with Australian women from diverse backgrounds. Rather than focusing solely on gender or ethnicity, the research explored the intersection of multiple factors including gender, ethnicity, class, ability, and sexuality, acknowledging how these intersections contribute to social inequity, discrimination, oppression, and marginalisation.

Lead author Professor Helen Skouteris emphasised that Australia is one of the most culturally, ethnically, and linguistically diverse nations globally. However, she noted a significant gap in the representation of this diversity in women holding leadership positions. Skouteris stressed the urgency of addressing not only gender inequity but also the lack of cultural diversity among women in leadership roles.

Senior author Associate Professor Darshini Ayton highlighted the importance of diverse perspectives and experiences in driving innovation, economic growth, and social progress. Despite some improvements, Associate Professor Ayton noted persistent barriers to workplace equity for women from diverse backgrounds.

The women interviewed for the study included Senator the Hon Penny Wong, Yoorrook Justice Commissioner Sue-Anne Hunter, Mariam Veiszadeh of Media Diversity Australia, Her Honour Judge Nola Karapanagiotidis, and Duré Dara OAM, each possessing unique experiences and insights.

During the interviews, the participants discussed themes such as masculine and European privilege, the need for nuanced approaches to First Nations and CALD leadership, and systemic barriers that hinder progress. Senator Wong emphasised the necessity of engaging with individuals who may not fully grasp the ways in which behaviours can perpetuate existing structural inequalities.

Adjunct Professor Hunter stressed the importance of creating a narrative showcasing the success of women of colour and advocated for diversity at decision-making tables, challenging traditional paradigms.

In light of the findings, the authors proposed several recommendations:

1. Intersectionality matters: The intersection between gender and race should be integral to efforts promoting women in leadership.
2. Understanding the problem and generating solutions: Women with lived experiences should have a voice and opportunities to lead discussions and decision-making processes.
3. Reversing existing paradigms: Achieving equity and inclusion of women from diverse racial backgrounds requires systemic changes.
4. Layers of intersectionality: Beyond gender and race, other factors such as sexual identity, gender identity, disability, or migrant/refugee status shape the experiences of First Nations and CALD women. Understanding these layers and implementing appropriate changes are crucial to reversing inequality and inequity.

The study sheds light on the pressing need for a comprehensive and inclusive approach to leadership that embraces diversity in all its forms and works towards a more equitable future for all.

In reimagining healthcare across the entire patient journey, Health Industry Hub^TM is the only one-stop-hub uniting the diversity of the Pharma, MedTech, Diagnostics & Biotech sectors to inspire meaningful change.

The Health Industry Hub^TM content is copyright protected. Access is available under individual user licenses. Please click here to subscribe and visit T&Cs here.