LEADERSHIP AND VIEWS

Are we really tolerant of differences in our workplaces in Australia?

This question loomed large for me following the church v club ultimatum at the Essendon Football Club last week.

Newly appointed chief executive Andrew Thorburn resigned after just one day when it was revealed he was also chair of City on a Hill church, which condemns abortion and homosexuality.

The AFL club asked him to choose between his church and the club. He chose his faith.

It didn’t have to be this way. Thorburn should have been given six months to prove himself – not only that he could run the organisation, but to show his personal beliefs would not be forced on anyone or impact anything at the club.

AVOID GROUPTHINK

Sometimes we can be so anti a particular person, particular belief system or particular life choice that we end up going backwards in our diversity. If we only want to work and hang out with our own kind, and just have the people that support what we think and believe, then that’s not inclusive and doesn’t promote diversity. It promotes groupthink.

Your entire organisation is thinking the exact same way and you aren’t considering or having empathy for another person’s point of view or situation.

If you never hire Muslim migrants or LGBTQI staff, how can you represent them or society as a whole? How can your organisation be truly diverse and inclusive?

Common decency and our discrimination laws dictate you do not attack someone because they don’t look like you or they don’t believe what you believe, or don’t act like you.

Australia needs leaders of all different shapes and sizes who believe in different things.

A leader’s job is to make sure every voice is heard, and everyone is supported.

Strong leadership is about empathy and actions.