Diversity: ideas on migration

I was recently listening to Susie Babani, Group Managing Director of Human Resources at ANZ speak on workforce diversity as a driver of business performance. She has such a rich and diverse background herself after working on most continents. The way that she described the program at ANZ was fascinating. People come together organically to support the community they represent and then present a case to the bank for additional resources to market to that community or provide unique product.

Susie ensured that the audience understood that diversity was in no way a women’s issue – diversity of cultures, sexuality, ages, disabilities, it is a far-reaching program.

She was asked in question time: “Given your experience in working in many cultures – what do you think is the number one reason why women are so under-represented in senior roles in Australia?”

She responded (and I paraphrase). “There are of course many reasons, but as far as I can see the number one reason is the access families have to affordable childcare”. She went on to say that in the Asian cities she has worked in there are many more women in senior roles. She said: “I know that this will be controversial but – the reason is that they have ahmars at home, and they don’t need to take as much time out for parental leave – also it gives them the ability to attend to other activities that are not in work hours – such as networking or educational events.”

This is an interesting notion.

She said most Australian’s are aghast at the thought of ‘cheap labour from Asia’ and we could never do this in Australia… have a different class of citizen. She says quite to the contrary. Those people would be able to work in Australia under Australian law and the relativity of the wage (plus having good accommodation and food) is significantly better than that person would have in the Philippines. Most of them are likely to send the majority of what they earn home – which supports a community in need.

It got me thinking. We have student visas for people under 26 to work in casual jobs for up to three months for a total of a 12 months stay. What if there was a carer’s visa – getting to stay for up to five years – with restrictions and minimum conditions to ensure that this community is well looked after.

Perhaps it is not just the fact that women (or men on parental leave) are disadvantaged for taking time out of the workforce and don’t therefore have the same level of experience that limits their career opportunities and the equality of pay. But also as their young family grow they are under constant pressure to ‘get home’ because of child care restraints – so they cannot ‘network’, travel for work as required or attend educational or other events pertinent to furthering their career.

Food for thought…

What are your thoughts on how families can be better support – not just maternity leave but juggling work and family responsibilities after returning to work?

Naomi Simson is the 2008 National Telstra Women’s Business Award winner for Innovation. Naomi was also a finalist for the Australian HR Awards and a finalist for the BRW Most Admired Business Owner Award in 2008. Also in 2008 RedBalloon achieved a 97% Hewitt employee engagement score. One of Australia’s outstanding female entrepreneurs, Naomi regularly entertains as a professional speaker inspiring middle to high-level leaders on employer branding, engagement and reward and recognition. Naomi writes a blog and has written a book sharing the lessons from her first five years.