Diversity, equity and inclusion in the workplace are under attack. Here’s why they matter more than ever
- Written by Gemma Hamilton, Senior Lecturer, RMIT University
As International Women’s Day approaches, we must redouble our efforts to champion social justice and the principles of diversity, equity and inclusion (DEI). These are under unprecedented attack by some political leaders.
In the United States, President Donald Trump has recently dismantled[1] DEI measures, claiming they are wasteful and discriminatory. Without evidence, he even blamed diversity hirings for a deadly[2] collision between a military helicopter and a passenger plane that killed 67 people.
In Australia, Opposition Leader Peter Dutton is echoing a similar agenda[3] with his criticism of “culture, diversity and inclusion” positions in the public service.
We must resist attempts to tear down all the progress that has been made and remind ourselves of the many good reasons[4] why we pursue DEI in the workplace.
Women, racial minorities, people with disability and others continue to face barriers[5] to equal opportunities at work. Too often, they remain excluded from leadership and decision-making roles.
Defending diversity
Given the assault on DEI measures, it is worth restating why they are so important to a truly inclusive modern workplace.
DEI initiatives work to address obstacles and correct disadvantages so everyone has a fair chance of being hired, promoted and paid, regardless of their personal characteristics.
They ensure every person has a genuinely equal chance of access to social goods. They can be seen as “catch up” mechanisms, recognising that we don’t all start our working lives on an equal footing.
Gender equality[6] initiatives address discrimination, stereotypes and structural barriers that disadvantage people on the basis of their gender.
These initiatives call into question the idea of “merit-based” hiring, which often disguises the invisible biases[7] which are held by many people in power – for example, against someone of a particular gender.
Australia’s story
In Australia, we have a mixed story to tell when it comes to diversity, equity and inclusion.
The federal workplace gender laws[8] require companies with more than 100 employees to report annually on gender equality indicators, including pay gaps and workforce composition.
In Victoria, the Gender Equality Act 2020[10] promotes “positive action” to improve gender equality in higher education, local government and the public sector, which covers around 11% of the total state workforce.
Despite these laws, Australia is behind on gender equality indicators compared to other countries such as Iceland, Norway and New Zealand. According to the World Economic Forum’s Global Gender Gap report[11], Australia is ranked 26th out of 146 countries, albeit a step up from 54th in 2021.
The report shows continuing and significant gender gaps, particularly regarding women’s representation in various industries such as science and political leadership.
Increased recognition
But in a cross section of fields, including politics[12], sports[13], medicine[14], media[15] and academia[16] there have been positive changes. Gender equality is being promoted through a wide range of initiatives that seek to push back against centuries of patriarchal dominance.
Workplace policies around paid parental leave, flexible working arrangements, part-time work, breastfeeding and anti-discrimination[17] are part of the broader agenda to make workplaces more inclusive for women, gender-diverse people and working parents.
While many would not consider these improvements specific diversity initiatives, they are clear examples of the ways in which workplaces now recognise the different needs of women and working mothers.
Today, we see more women[19] in the workplace and in positions of leadership across sectors.
But as feminist Sara Ahmed[20] has noted, it is often the marginalised employees who carry the burden of doing all the “diversity work” in the workplace.
Diversity becomes work for those who are not accommodated by an existing system.
Redoubling efforts
Despite the welcome advances made, inequalities[21] persist in the workplace.
We recognise many in positions of power are not willing (or able) to acknowledge their own privileged positions. Therefore they do not see the barriers[22] that exist for others.
Social justice will not simply be gifted by those in power.
Given the challenging political climate, it is more important than ever that we continue to strive for gender equality – rather than simply uphold the status quo.
References
- ^ dismantled (time.com)
- ^ deadly (www.theguardian.com)
- ^ agenda (www.abc.net.au)
- ^ many good reasons (www.dca.org.au)
- ^ barriers (www.emerald.com)
- ^ Gender equality (www.un.org)
- ^ biases (journals.sagepub.com)
- ^ federal workplace gender laws (www.legislation.gov.au)
- ^ Gorodenkoff/Shutterstock (www.shutterstock.com)
- ^ Gender Equality Act 2020 (www.genderequalitycommission.vic.gov.au)
- ^ World Economic Forum’s Global Gender Gap report (www.weforum.org)
- ^ politics (www.pmc.gov.au)
- ^ sports (www.clearinghouseforsport.gov.au)
- ^ medicine (www.mja.com.au)
- ^ media (www.womeninmedia.com.au)
- ^ academia (www.advance-he.ac.uk)
- ^ anti-discrimination (www.ag.gov.au)
- ^ Jacob Lund/Shutterstock (www.shutterstock.com)
- ^ more women (www.wgea.gov.au)
- ^ Sara Ahmed (www.dukeupress.edu)
- ^ inequalities (www.pmc.gov.au)
- ^ the barriers (www.emerald.com)
Authors: Gemma Hamilton, Senior Lecturer, RMIT University
