IDERD: Invisible Barriers for Migrants in Australia

When I first arrived in Sydney, I reconnected with an old friend who had moved here eight years before me. She had completed her MBA, built a life, and warned me about something I had never heard of before: tall poppy syndrome. Having never seen a poppy, let alone heard of this phrase, I asked what it meant. In essence, it describes a cultural tendency where people who stand out, excel, or do better than others can be cut down rather than celebrated.

Now, after nearly a decade in Australia, I find myself reflecting: how true is this? Are people really hostile toward those who succeed? In my experience, the answer is more complex. It’s not just about standing out; it's about belonging—or rather, about who gets to belong.

The Reality of Hiring in Australia

Lina had spent a decade building a career in hospitality across Southeast Asia. She managed luxury hotels, led multicultural teams, and turned struggling venues into thriving businesses. When she moved to Australia, she was confident her expertise would open doors.

At an interview for a hotel manager role, the panel seemed impressed. "Your experience is incredible," one said. "You’ve worked in five-star hotels, navigated cultural complexities—"

"But," the hiring manager interrupted, "you haven’t worked in Australia before."

Lina hesitated. "Hospitality is global. Guest expectations, leadership, crisis management—these skills are universal."

The manager smiled apologetically. "It’s just… Australian workplaces are different. We need someone who understands our culture."

A week later, Lina learned the job went to someone with three years of local experience—who had only ever managed a small café.

It wasn’t racism, not overtly. But it was a system that rewarded familiarity over capability. A system that turned skilled migrants into outsiders, no matter how qualified they were.        

From my observations, people gravitate toward those who feel familiar—whether through culture, language, or shared experiences. This isn't necessarily malicious; it’s human nature to find comfort in similarity. But in hiring, it creates an invisible yet powerful barrier for skilled migrants.

Consider this common scenario:

• Got international experience? Great!
• Got deep technical or functional expertise? Great!
• Got intercultural experience? Great!
• 10 years of experience? Even better!
• But… no Australian experience? Ah…

Meanwhile, someone else might have:

• No international experience? No issue.
• No deep technical expertise? No issue.
• No intercultural experience? No issue.
• But… more than three years of Australian experience? You’re hired!

This may not always be overt racial discrimination, but it is a systemic issue. It disempowers skilled migrants—people who are fully assessed, hold permanent residency, and are recognized by the government for their expertise, yet find themselves excluded due to hiring norms, biases, and preferences that favour familiarity.

The Need for Structural Change

On this International Day for the Elimination of Racial Discrimination, it’s crucial to acknowledge that racial bias isn’t always explicit. It exists in structures, processes, and unspoken preferences.

For Australia to truly be a land of opportunity, we need to shift from valuing familiarity to valuing capability. We need hiring managers who are willing to challenge their own biases and recognize the untapped potential of skilled migrants. We need to question the unwritten rules that prioritize “local experience” over global expertise.

So, what can we do?

1. Change the hiring mindset – Encourage employers to focus on skills, adaptability, and potential rather than comfort in similarity.
2. Challenge the ‘Aussie experience’ requirement – Assess candidates on their capabilities, not just their local tenure.
3. Create pathways for skilled migrants – Mentorship, sponsorship, and structured onboarding programs can bridge perceived gaps and unlock talent.
4. Advocate for inclusion in leadership – Representation matters. The more diverse decision-makers we have, the more inclusive hiring practices will become.

A Call to Action

This IDERD, let’s not just talk about discrimination in its overt forms. Let’s also address the quiet, systemic exclusion that keeps talent on the sidelines. Because if we truly believe in fairness, meritocracy, and diversity, then it’s time to ensure that opportunities aren’t just available to those who “fit the mold.”

Let’s move beyond safe options. Let’s build a future where everyone—regardless of where they were born—has a fair shot at success.

#IDERD2025

#InvisibleBarriers

#MigrantsInAustralia

#TallPoppySyndrome

#CulturalBias

#HiringBias

#SkilledMigrants

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#EqualOpportunity

#BreakingBarriers