Cultural Diversity Data and Targets – If not now, then when, and how? My Opening Keynote
I was asked to provide a short introductory pre-recorded keynote at the Asian Leadership Project's forum on "Cultural Diversity Data and Targets – If not now, then when, and how?” in Sydney this week.
This was to set to help frame and set the context for a richer and more in-depth panel discussion with Karlie Neale, Mark Baxter and Lucienne Gleeson moderated by Gillian Woon, which I was able to attend. The pre-recorded keynote was visual and I have provided an audio version - my very first podcast.
I have tried to provide a deeply thoughtful and respectful message drawn from years of unlearning and practice from others (in particular racial equity and DEI data, and my own migrant experience to build connection). I recognise the great work of my peers to continually advance and accelerate cultural diversity in leadership and racial equity, including researchers, practitioners and people with lived experience of racial inequity. We've had many conversations on this topic over the years and there is no doubt, the vision, energy and following to bring about the change continues to grow.
Special thanks to Founder and CEO of the Asian Leadership project Julie Chai for inviting me to these spaces. My last article on racial equity on LinkedIn was eight years ago.
You can access the podcast here by clicking on the link on my website
Founder and CEO, Asian Leadership Project | Board Advisor | Keynote speaker | AHRI Awards Judge | DEI Advocate
5 个月Roman Ru?backy, it’s always purposeful joy everytime we collaborate! So glad my Project Members were able to connect with and learn from you too.
Challenging and changing oppressive status-quo - views are my own and doesn't represent anyone I am employed by - past, present or future.
5 个月Good hearing you, Roman. The stubborn refusal of organistaions (and DEI practitioners are conduits) to not practice intersectional data collection and analysis, which continues to ensure gaps are remaining or widening for certain groups of demographics any organisation works with...This dominant knowledge creation and use is a colonial construct that remains in place. This stubborn refusal is camouflaged in excuses such as "we dont know what we dont know..."; "Its a journey - a marathon not a race.."; we are always seeking capable people...having the right, capable people is what I want as a leader...." And other dominant constructs.. -How can equity be achieved without justice being embedded? -How is capability continued to be defined? By who? Guarded and used by who? -How is 'privacy' being framed to not collect important information to show as "evidence?"? - Why and How is "scientific rigor and evidence" being framed that is not sifting status-quo? -Whose purpose continues to be served? -Why are well meaning folks finding it ok to fall into these dominant traps? Love to chat,,, Our meeting - over chai and samosa is long overdue ??
Director, Baker McKenzie Global IP Support Unit | IPTech - Brand Strategy & Protection Specialist | Former VP, IPSANZ | BakerDNA Co-Chair | Dr John Yu Cultural Diversity & Leadership Fellow (2019) | Sydney
5 个月Thank you again Roman for carefully preparing this which set the context so well for our discussion. Karlie Neale Mark Baxter,BEc, FIAA, CERA, FGIA Lucienne Gleeson Anne-Marie Allgrove Georgina Foster Matthew Jones
Human Capital Advisor | Board Member | Professor of Practice | Speaker | Podcast host of award winning "The Business Of"
5 个月This is brilliant Roman Ru?backy wise, optimistic and practical ????
CEO Cultural Infusion | Cultural Entrepreneur | Diversity Atlas | The Traveller
5 个月Roman Ru?backy thanks for sharing this along with the link to the recording. I like the 3 Us you referred to along with the importance of the human story and human experience behind the data. Most appreciate the reference to Diversity Atlas. The challenge with Cultural Diversity is that by many it is still poorly defined, analytically neglected and still in need of robust understanding.