Moving from Colour Blind to Colour Brave Is Necessary to Progress DEI
“Today’s topic specifically is about race, a conversation that’s difficult, at times uncomfortable; but the reality is, if we don’t talk about it, we’ll never make the progress that’s necessary.” — Bob Moritz, Chairman, PwC
Advocating for Cultural Diversity in Leadership
After spending a decade living and working in Asia, I returned to Australia to launch the Sydney office of Include-Empower.com. Over the past year, I’ve been advocating for greater cultural diversity in Australian leadership. This mission is driven by a sense of fairness and the clear benefits outlined in the business case for diversity.
The Business Case for Cultural Diversity
Research consistently highlights the value of diversity. McKinsey’s Delivering Through Diversity study reveals that organizations with ethnically and culturally diverse leadership teams are 33% more likely to achieve above-average profitability compared to the least diverse companies. This figure surpasses the 21% increase linked to gender diversity, emphasszing the unique value of cultural diversity in leadership.
Cultural diversity amplifies organisational success by fostering varied perspectives, knowledge, and experiences—crucial for decision-making, innovation, and understanding diverse consumer segments. Studies show 90% of cultural differences are psychological (values, beliefs, and assumptions), which contribute to diversity of thought, compared to the more visible differences often emphasised in gender diversity discussions.
Australia’s Diversity Potential—and Its Leadership Gap
Australia’s demographics make it uniquely positioned to benefit from cultural diversity. Around 28% of Australians are born overseas, with another 20% having at least one parent born abroad. However, the potential remains underutilized.
The Australian Human Rights Commission’s Leading for Change report highlights stark underrepresentation:
- 76.9% of CEOs have Anglo-Celtic backgrounds.
- 20.1% are of European descent.
- Only 2.7% are from non-European backgrounds.
- Just 0.3% of CEOs identify as Indigenous.
Rigid leadership stereotypes, cultural bias, and systemic barriers contribute to this disparity. However, as seen with women in leadership, intentional efforts to create inclusive workplaces can close this gap and unlock the competitive advantages of cultural diversity.
The Challenge of Talking About Race
Despite the strong business case for diversity, progress in Australia is slow. Over the past year, I’ve noticed hesitation among Australian organisations to invest in cultural intelligence and inclusion programs. In contrast to culturally diverse cities like Singapore and Hong Kong, there’s a notable gap between discussion and action in Australia.
This reluctance stems from societal discomfort around discussing race, culture, and religion. Historically, Anglo-Celtic Australia has shied away from such conversations, fearing accusations of racism or unintentionally offending others. However, avoiding these discussions perpetuates systemic barriers, limiting progress.
Race in Australia: Breaking the Silence
While contemporary Australian society outwardly rejects racism, this has led to significant challenges:
- Hidden Racism: Social and legal penalties drive racist beliefs underground, where they unconsciously influence decisions.
- Avoidance of Discussions: Fear of appearing racist discourages open dialogue about racial and cultural issues.
Addressing racial and cultural inequality requires honest conversations, even when they’re uncomfortable. Ignoring these issues only entrenches biases that hinder career progression for culturally and linguistically diverse (CALD) individuals.
Strategies for Moving from Colour Blind to Colour Brave
To move forward, Australia must embrace colour bravery, as outlined in the McGregor-Smith review:
“It is OK to talk about race. Celebrating the differences between people is what makes the most successful companies succeed.”
Here’s how individuals and organizations can take actionable steps:
Start the Conversation
- Acknowledge the Problem: Ask why CALD individuals are underrepresented in leadership roles.
- Remain Curious: Engage in discussions despite fears of saying the wrong thing.
- Recognise Bias: Identify and challenge unconscious preferences and judgments.
Educate Yourself
- Learn About Cultural Differences: Go beyond surface-level diversity (e.g., food and dress) to understand values and work norms.
- Explore Australian Race Relations: Accept the complexities of Australia’s multicultural history.
Take Action
- Build Diverse Networks: Actively seek perspectives from underrepresented groups.
- Amplify Voices: Ensure CALD voices are included in decision-making spaces.
- Set Goals: Establish measurable diversity and inclusion targets and hold leadership accountable.
Resources for Moving from Colour Blind to Colour Brave
For further guidance, explore PwC’s Being Colour Brave discussion guide and Mellody Hobson’s inspiring TED Talk on colour bravery.
Taking these steps will empower organisations and individuals to foster inclusive environments that celebrate diversity and unlock Australia’s full potential.
By embracing conversations about race and diversity, Australia can pave the way for equitable leadership that reflects its multicultural society.
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