Diversity, Equity and Inclusion (DEI) has been the subject of much political debate and media attention across Australia and internationally in recent weeks and months. On 12 April, Senator Nampijinpa Price did not rule out the Coalition’s plan to remove DEI roles, when given an opportunity to do so .
As members of the academic community with expertise in the fields of industrial relations and human resource management, we express concern about public statements regarding the intention to ‘roll back’ diversity, equity and inclusion (DEI) initiatives. This is a real concern for business and society particularly in light of an upcoming federal election.
Opposition Leader Peter Dutton has described Australia’s political climate as an “anti-woke revolution”. This echoes US President Donald Trump’s “war on woke” in the USA. The Coalition has also signalled a crackdown on "woke" ideology in schools and universities, as well as public statements of removing DEI advisors from the Australian public service if elected.
What is DEI?
DEI strategies aim to foster more inclusive and equitable workplaces. There is abundant evidence that DEI brings positive impact for business and society.
‘Diversity’ initiatives bring different perspectives to the table, driving innovation and improving business outcomes. Research shows that diverse teams perform better than less diverse ones, and diversity in leadership results in stronger financial performance. A 2023 OECD study found that gender diversity in senior management boosts productivity, while a UK study found diverse boards improve company performance.
‘Equity’ focuses on providing fair opportunities, acknowledging that not everyone starts from the same place. Gender equity measures are particularly important, as Australia still grapples with the gender pay gap and workforce segregation.
‘Inclusion’ means that there are strategies and initiatives to ensure that everyone feels welcome in the workplace despite different views and backgrounds. Inclusion means that different voices are heard and valued so that the benefits of a diverse workforce can be fully realised.
Why is this a problem?
We are already seeing the impact of policies that directly target DEI. For example, in the US, many large corporations have taken steps to review their DEI initiatives across hiring, talent, performance and other areas.
“Woke” originally meant to be aware of racial and social injustices. But recent political commentary has turned this into a blanket dismissal of progress towards fairness and equity. There is a real danger in such simplistic thinking. It reflects a misunderstanding of DEI, and the benefits that accrue to organisations, society and the economy from diverse and inclusive workplaces.
The Bigger Picture
Sectors that lag with gender equity and workplace diversity can impact the broader economy. For example, in the Australian construction industry, poor gender equality and workforce diversity hinders attraction and retention, and ultimately productivity. In 2022, a parliamentary committee concluded that making this sector more diverse would benefit not only the construction workforce, but also the whole industry and the wider economy.
Evidence shows that hard won gains in DEI can be easily lost. We know that backlash to DEI measures is harmful. For example, an independent report into workplace culture at mining giant Rio Tinto found that backlash to its diversity and inclusion measures contributed to increased bullying of female staff.
As industrial relations academics, we are concerned about the misinformation being disseminated about DEI, and the policies being developed or public statements made based on this. We urge leaders of Australia’s political parties to consider the evidence around the importance of DEI initiatives at work and the risk of rolling back progress.
Letter initiated by:
Dr Mihajla Gavin, President of the Association of Industrial Relations Academics of Australia and New Zealand (AIRAANZ)
Associate Professor Sue Williamson, Vice-President of AIRAANZ
Dr Robyn May, UNSW Canberra
Media requests:
Email: sue.williamson@unsw.edu.au
Add your signature:
To add your signature to this open letter, please email info@airaanz.org indicating your name, title and affiliation.
SIGNATORIES
- Dr Mihajla Gavin, Senior Lecturer, UTS
- Dr Sue Williamson, Associate Professor, UNSW Canberra
- Dr Robyn May, UNSW Canberra
- Dr Isabella Dabaja, Postdoctoral Research Fellow, University of Sydney
- Dr Mahan Poorhosseinzadeh, Lecturer, Edith Cowan University
- Dr Maiono Jekope Ramala, Lecturer, University of Otago
- Dr Nimbus Staniland, University of Auckland Business School
- Dr Jim Arrowsmith, Professor, Massey University, New Zealand
- Dr Natalie Galea, Senior Lecturer, University of Sydney
- Dr Alexis Vassiley, Lecturer, Edith Cowan University
- Dr Susan Ressia, Associate Professor, Griffith University
- Dr Noelle Donnelly, Associate Professor, Victoria University of Wellington, New Zealand
- Tanya Ewertowska, Lecturer, Auckland University of Technology, New Zealand
- Professor Greg Bamber, Monash University
- Dr Senia Kalfa, Senior Lecturer, Macquarie University
- Dr Dimitria G. Groutsis, Professor, University of Sydney
- Dr Gerry Treuren, Senior Lecturer, University of South Australia
- Susan Ellicott, UTS
- James Fleming, Executive Director, AIER
- Professor Lucy Taksa, Deakin Business School
- Donna Baines, Professor, University of British Columbia, Canada
- Xavier Walsh, PhD Candidate, University of Auckland
- Dr John Burgess, Professor, Torrens University, Adelaide.
- Dr Linda Colley, Adjunct Professor, CQUniversity
- Ria Holmes, Postdoctoral Fellow in Law, Victoria University of Wellington, Te Herenga Waka, New Zealand
- Lynnaire Sheridan, Associate Professor, University of Otago, New Zealand
- Associate Professor Martijn Boersma, University of Sydney Business School
- Kevin Moore, Vice Chancellors Indigenous Pre-Doctoral Fellow, RMIT University
- Dr Diana Kelly, Hon Fellow UNSW / UOW.
- Dr Susan McGrath-Champ, Professor (Hon), University of Sydney
- Andrew Stewart, Professor of Work and Regulation, Queensland University of Technology
- Dr Rebecca Dong, Lecturer, University of Technology Sydney
- Adjunct Professor Cathy Brigden, University of Tasmania
Note - A fully-referenced version of this letter is available on request from AIRAANZ.