As Sex Discrimination Commissioner and Commissioner Responsible for Age Discrimination, it is no surprise that I am an advocate for workplace diversity. My commitment to diversity began many years before I started in my current role, while I was still a corporate lawyer and later a partner of a large law firm.

I specialised in technology law, so even very early in my career I was convinced of the need for constant innovation and change in the workplace. Later, as a partner, I had the opportunity to expand that general belief in innovation to specific workplace practices. On one particularly memorable day one of my lawyers came into my office to tell me she was pregnant. The same afternoon another senior manager came to see me with the same news. I congratulated them, but didn’t yet tell them that I was also pregnant. Three weeks later a fourth lawyer contributed her own happy news. That was half my team and I wanted to make sure I kept them all, as well as ensuring that my own career was not sidelined. That was the impetus for some creative thinking: our next office assistant was hired for her childcare skills as much as for her administrative abilities. The team often worked remotely and worked different hours, however, we found ways to meet the demands of work as we adjusted to our roles as new mothers.

As well as retaining staff, my own practice was a more enjoyable, more vibrant place to work in because we worked differently. The beauty of a diverse workplace for both employers and employees is that it enriches the workplace— financially and culturally. Managing a diverse workforce is not about giving something up, but creating something that benefits all. Diversity benefits individuals by giving them genuine equality of opportunity: a clear message that difference is valued at every level of an organisation. It benefits the organisation by attracting and retaining the highest calibre of staff and by creating a more complex, responsive and flexible workforce. An organisational monoculture is the enemy of creative work. Diversity also benefits the entire community by removing the stereotypes and biases that underpin social inequality.

As Commissioner, I spend a great deal of time talking to men and women from all walks of life about their daily concerns. The more interactions I have, the more I see how important workplaces are as foundational institutions for human rights. Work remains the linchpin of our social networks, economic security and our sense of our own value as citizens. If our workplaces put dignity and respect at the heart of every interaction, that is a significant step towards a society that promotes those same values.

With the firm belief that diverse workplaces work better, I encourage readers of Managing Diversity in Australia to approach this collection with the spirit of innovation and creativity that has enriched my own experience of working life.

Elizabeth Broderick
Sex Discrimination Commissioner and Commissioner Responsible for Age Discrimination Australian Human Rights Commission