{"id":41490,"date":"2023-10-20T15:14:20","date_gmt":"2023-10-20T15:14:20","guid":{"rendered":"http:\/\/startupsmart.test\/2023\/10\/20\/why-startups-are-expected-to-do-better-on-diversity-than-corporates-startupsmart\/"},"modified":"2023-10-20T15:14:20","modified_gmt":"2023-10-20T15:14:20","slug":"why-startups-are-expected-to-do-better-on-diversity-than-corporates-startupsmart","status":"publish","type":"post","link":"https:\/\/www.startupsmart.com.au\/uncategorized\/why-startups-are-expected-to-do-better-on-diversity-than-corporates-startupsmart\/","title":{"rendered":"Why startups are expected to do better on diversity than corporates – StartupSmart"},"content":{"rendered":"
\"ANZ_SuS_roadblocks<\/div>\n

It can be easy to bag out startups on diversity.<\/p>\n

You\u2019re younger than the average business leader. You come with less commercial experience. And, most importantly, we expect you to learn from the mistakes of those who have come before.<\/p>\n

It seems that every week, if not every day, you make a mistake. It is then criticised and derided in the media and on Twitter.<\/p>\n

Just this week, TechSydney launched with a venerable collection of white guys and one woman.<\/a><\/p>\n

\n

Australia\u2019s biggest tech firms are joining forces\u2026 there\u2019s something about this photo thoooo https:\/\/t.co\/4z9N02pgNV pic.twitter.com\/Osy6dJjkye<\/p>\n

— Mark Di Stefano (@MarkDiStef) May 17, 2016<\/p>\n<\/blockquote>\n

We have recently seen tech company PayPal be shamed for having an all-male panel on gender diversity.<\/p>\n

\n

In which @PayPal imitates art, holds all-male gender equality panel. https:\/\/t.co\/qDbMQGMOAt pic.twitter.com\/vRzcqUCbJ3<\/p>\n

— Binge Thinker (@kimbaheartsyou) April 26, 2016<\/p>\n<\/blockquote>\n

But this is a heritage item for the tech and entrepreneurial field with Anita Borg raising this very publicly in 1997.<\/p>\n

When I sit across from senior corporate figures and we discuss diversity I see a longing in their eyes. They wish they acted earlier. Hindsight is always 20\/20, and they recognise the role inclusion could have played in their teams.<\/p>\n

We teach history at school so we learn from the mistakes of forebears. Economic history is laden with missed opportunities, and we must learn from them.<\/p>\n

The message I hear from corporate Australia is clear: do not make the same mistakes on diversity as they did.<\/p>\n

Ian Narev, CEO of the Commonwealth Bank, encourages promotion of women and LGBTI inclusion. He is known internally as walking the talk and genuinely championing staff to do so too.<\/p>\n

Telstra takes strides to foster inclusion in its investments, acquisitions and incubator.<\/p>\n

And the Business Council of Australia has a long record in supporting greater employment of people with disabilities.<\/p>\n

Beyond a strong rhetoric and calls for action we have an undeniably strong evidence base.<\/p>\n

We know so emphatically that gender equality in management and leadership leads to better returns and performance.<\/p>\n

When managers act against LGBTI discrimination and foster inclusion they become employers of choice and have access to more quality talent.<\/p>\n

And recent research from the Bankwest Curtin Economics Centre found that there is not a cost to hiring people disabilities.<\/p>\n

But this is evidence we all know and understand.<\/p>\n

Some feel there is a lack of quality talent. This has always puzzled me, so I asked a fintech expert about their views on staff in startup success. They called it critical and highlighted it as a part of proving legitimacy to investors and partners.<\/p>\n

Hiring women only for communications and HR roles is a dull view of inclusion. Some profess a difficulty in access women with technical skills, but this expert told me that startups weren\u2019t trying hard enough and that a little effort in recruitment went a long way.<\/p>\n

So rather than beating yourself up or thinking the world will change with one female speaker, consciously consider how you can disrupt your team.<\/p>\n

Bring in diversity, bring in difference and bring in opportunities, or you will make the same mistakes as our fathers.<\/p>\n

Follow StartupSmart on<\/em> Facebook,<\/em> Twitter,<\/em>LinkedIn <\/em>and <\/em>SoundCloud.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

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