A Strategic Conversation Cultural diversity

1
A Strategic Conversation Cultural diversity
how we approach it

• Heather Cameron
• Principal Adviser Equity, Diversity
• Strategic HR Planning
• Martin Teml
• Coordinator, Indigenous Australian Employment

2
Staff from culturally and linguistically diverse
backgrounds

• How do we know theyre getting a fair go?

3
The Givens

• Our staff profiles, especially academic,
  indicate wide cultural diversity
• At Griffith we have included representation in
  senior management of people from culturally and
  linguistically diverse backgrounds as a diversity
  indicator

• Our various policies cover discrimination, and
  recruitment, promotion etc practices are
  inclusive
• Universities are inhabited by humans with diverse
  backgrounds, beliefs and values

4
The Issues

• Are people from non-Western backgrounds victims
  of subtle discrimination?
• - recruitment
• - promotion
• - committee selection
• - social inclusion
• - access to research grants
• - teaching evaluations

• Are the views of people who differ from the
  majority listened to, respected and taken on
  board?
• Are we appointing selecting non-Westerners to
  management positions?
• Are non-Westerners likely to be the subject of
  complaints more often?

5
The Concerns

• Despite the policies and practices, subtle (and
  not so subtle) racism intrudes
• The current hysteria around terrorist threats and
  subsequent changes to law are creating/have the
  potential to create quite overt racial
  discrimination

• Government policies and practices and individual
  ministerial behaviour are encouraging racist
  behaviour

6
The Discussion

• How do we know if the issues are problematic?
• How do we find out how staff really feel?

• What can we do to really address current issues,
  and prevent future ones?