'Think of an Australian boss’, I heard Race Discrimination Commissioner, Dr Tim Soutphommasane say on ABC Radio recently.
If you duly pictured such a leader, the chances are, Dr Soutphommasane tells us, that the boss is male, Caucasian and has a deeper, often authoritative voice.
Dr Soutphommasane wasn’t discussing gender. He was presenting views on the question of cultural diversity and leadership. This is a very current topic for our nation at a time of increasing racial division and a time when Prime Minister Malcolm Turnbull and Opposition Leader Bill Shorten both spoke out in favour of a formal motion of racial tolerance in the Parliament.
Several of the women I coach are facing gender challenges as they ascend the formal leadership ladder or as they deal with male colleagues who don’t listen to or respect their contributions. I have also coached non Anglo-Celtic and non-European males, who similarly do not ‘cut through’ in the workplace, where their non-assertive manner, communication styles and, often, softer voices do not match leadership stereotypes. This is often referred to as a ‘bamboo ceiling’.
I am not sure then how you would describe the special challenges faced by non Anglo-Celtic/European women in the leadership stakes – especially those who are deferential to authority and have a soft speaking voice. Can you imagine the battle if any also have a disability?
Dr Soutphommasane led research which found 77% of the 201 CEOs of ASX companies had an Anglo-Celtic background and 18 per cent a European background. Our nation’s Parliament, despite small recent gains, was much the same, and all bar one of our 40 university vice chancellors have an Anglo Celtic or European background.
Dr Soutphommasane tells us when he talks about his work at the Australian Human Rights Commission at parties and other gatherings, he is sometimes asked if he works in technology or finance!
Why should we bother challenging our stereotypes? Because our workplaces are literally and figuratively the poorer for lack of diversity. Research by McKinsey supports a positive relationship between a more diverse leadership team and better financial performance.
There is some good news. The radio report I heard mentioned ‘Presence training’ being undertaken to overcome some of the cultural barriers for Asian lawyers. Indeed, communication skills to improve presence in the boardroom etc are readily learnt and I have witnessed successful outcomes at all levels as a result of coaching.
While we wait for our workplaces to catch up, let’s at least take note of our biases, conscious and unconscious, against those who are not mirror images of ourselves and be open to our genuinely diverse pools of talent in Australia.