Acknowledging one’s own privilege crucial to improving DE&I in the workforce

Recognising one’s own privilege is one of the first steps in moving towards a more diverse, equitable and inclusive business.

Digital Nation Australia spoke to Amylia Harris, Artistic Director at Darlinghurst Theatre Company, whose mother was one of Australia’s first directors and female editors during the seventies.

According to Harris, “She broke down the glass ceiling for me significantly by connecting me to her networks to get to where I was. And I don't think I would have been able to do that without that network and connection.”

Acknowledging the privilege in her own intergenerational social capital, is the first step in the self-reflection process required of leadership in building more diverse teams, she said.

“Yes, we work hard. I work very hard and I deserve my job, but that doesn't mean that I didn't get here through the social constructs that supported that growth.”

Harris asks leaders to consider who is not in the room, when it comes to leadership and a having a seat at the table.

“Our responsibility as leaders of organisations is to see who's not in the room and then find why, and then dismantle those barriers,” she said.

“I hear time and again, ‘Well, you know, there's not enough seats at this table. Make a bigger table.' There's no reason why we have to have to work in the same rule book we've inherited. We can throw out that rule book. We can make a bigger table.”

Harris shares a story of a First Nation’s friend who is also a board executive. When he attends board meetings he drags a spare seat next to him she said.

“He says, this seat is empty because there should be more First Nations people sitting at this table. And all that I had to do is drag the seat over.”