The Australian Model For Managing Cultural Diversity

Cultural diversity is a key feature of Australia’s national identity

So how are they managing it?

Get your pen and paper ready because we’re talking about The Australian Model For Managing Cultural Diversity

In today’s show we discuss several things including:

  • Cultural Diversity at Macro, Meso and Micro Level
  • The obvious omission from the Cultural Narrative
  • Why Representation is so relevant in Australia and much more

Here’s some of what we discuss on the show:

Australia is de facto a multicultural society

“In 2021 30% of Australia’s Population was born Overseas; 30%

in the paper it says 23%.. that’s in 2006. Both figures come from the Australian Bureau of Statistics.”

Australian Cultural Diversity narratives ignore Indigenous Australians

“The focus of this paper and the entire narrative of Cultural Diversity in this paper was based around migrant groups. People not born in Australia. That’s really important to know. “

Australia can be an example of contemporary cultural  diversity

“What does the future look like in a country that by any standard was historically racist, now de facto multi-cultural, with growing populations but still clinging to a White Western European past?”

SHOWNOTES

What is the Australian model for managing cultural diversity?

30% of Australia’s Population Born Overseas | Australian Bureau of Statistics

Migration, Australia, 2019-20 financial year | Australian Bureau of Statistics

New South Wales Employed persons by country of birth

Business In Colour: Dr. Jonathan Ashong-Lamptey/ Is D&I a Grudge Purchase?

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences