Why is diversity and inclusion so important to you,
personally & professionally?
For me, embracing diversity of thought, background and experience
is about valuing people for their contribution, regardless of
gender, race, sexuality, age and disability.
As a father of two daughters who are in professional
careers, I want to see their career opportunities facilitated in an
environment that’s potentially free of the inhibitors and barriers
they would previously have experienced.
Professionally, a diverse workforce underpins more successful
business outcomes and is a foundation for better decision-making.
Statistics show that diversity is good for business, but it equally
enhances the experience of our people and clients.
What are you most proud of to date?
The strides we have made with flexible working to support men and
women to balance work and personal commitments.
Change takes time, and one of the biggest pieces is creating a
shift in the cultural acceptance of flexible working as a
legitimate and valuable way of delivery quality outcomes for our
clients and business.
We're seeing more people with flexible working and part time
contracts applying for management and other key positions, which is
fantastic. From an organisational viewpoint, it’s a real win-win
situation as we benefit from a more diverse talent pool.
You are a Consult Australia Male Champion of Change –
what does this involve?
If we’re going to achieve a more diverse workforce, we have to get
the environment right to facilitate these outcomes. In this role
with our industry’s peak body, I can influence change by
collaborating with a range of organisations to set about a
transition to a more diverse workforce. We need alignment in our
approach and this is a good way of achieving it.
I’m also a Workplace Gender Equity Agency pay equity ambassador,
which allows me to increase awareness for this issue within our
business, industry and the broader community.
What are your recommendations for others wanting to
embed diversity and inclusion in their teams or
A diverse workforce is an outcome that has the support of its
people. I recommend doing the foundational work to create the right
environment for change. There are both hard and soft elements to
consider. The hard elements are determining the policies,
procedures and frameworks in your business processes to enable an
increase in diversity. The soft elements are about communicating
the objectives and building an understanding within the
Finally, it’s about leading by example. The real changes we’ve
experienced at GHD are not just about leadership from the top down,
they’ve also occurred as a result of people — across all levels of
the business — who take on leadership roles and demonstrate
they can perform strongly irrespective of age, gender, race or the
need to work flexibly. That sort of role modelling from the bottom
up is an important step to making an even greater change.