Not Done Yet – Protecting Inclusion in a Changing World

How Are We Future-Proofing Inclusion?

The global landscape is shifting. Across various sectors, and notably in higher education and technology, programs centred on Diversity, Equity, and Inclusion (DEI) are facing significant political headwinds. What is being witnessed overseas, the dismantling of vital systems under the banner of political expedience, is a clear alarm signal for institutions everywhere, including in Australia.

This climate of uncertainty forces a crucial conversation: when the pressure mounts, how do we ensure that the progress we have fought so hard for is not merely a policy footnote, but an indelible part of an institution’s DNA?

This was the central focus of the September panel event, 'Disrupted: Not Done Yet—Protecting inclusion in a changing world,' held on September 22nd as part of UNSW’s Diversity Festival. Hosted by Professor Bronwyn Fox AO, UNSW’s Deputy Vice-Chancellor (Research & Enterprise), the discussion transcended debate, offering an urgent call to action for the Australian STEM sector to solidify its commitments now, making inclusion too valuable and too deeply embedded to be undone.

The Imperative of Cultural Strategy

The most resilient institutions understand that inclusion is not a separate project; it is the engine of high performance.

At UNSW, this principle is codified in its overarching strategy, “Progress for All,” specifically through Pillar 4: Create a culture in which all people are united by purpose and can deliver their best work.

This Pillar is a declaration of strategic intent, viewing the diversity of the community as an indispensable strength. It moves beyond simple compliance to focus on profound, systemic change:

·       Elevating Diversity as a Critical Strength: UNSW aspires to actively reflect and celebrate the diversity of Australia in its staff. This is explicitly recognized as a "critical strength" for the University, essential for positive societal impact and necessitating increased employment and retention across all diversity groups.

·       Building a Values-Based Environment: The commitment extends to fostering a supportive culture that prioritises safety, both physical and psychosocial. Objectives focus on cultivating trust, empowering staff to focus on what matters most, and developing a culture that exemplifies the UNSW Values in Action, which means acknowledging that how we achieve our goals is as important as what we achieve.

·       Enhancing Equity by Investment: The Strategy commits to enhancing equity by recognising, leveraging, and investing in our diverse strengths and creating a dynamic environment that fosters belonging for all people.

By integrating these values into the core cultural framework—the very heart of its operations—UNSW is strategically positioning inclusion as a permanent feature of its success.

Learning from the Backlash: Securing STEM's Future

The expert panel—featuring the pioneering insights of Wendy Wong (AWS Data Hero and accessible AI advocate), Helena Ng (AWS Asia Pacific business leader driving diverse representation), and Professor Angie Abdilla (Palawa woman, Professor of Cybernetics, and expert on Indigenous knowledge systems)—identified three non-negotiable foundations for safeguarding inclusion in Australian STEM:

1.        Systemic Depth Over Surface-Level Compliance: The panellists affirmed that programs that rely solely on external funding or political goodwill are vulnerable. True resilience comes when inclusion is woven into core business—from ethical design principles in AI development, as championed by Ms. Wong, to the strategic mandate of fostering diverse talent pipelines in the technology industry, a focus for Ms. Ng. Inclusion must become an operational necessity.

2.        Strategic Recognition of Indigenous Knowledges: Professor Abdilla’s perspective highlighted the critical importance of embedding Indigenous knowledge systems and culture in the design of new technologies. This is not simply a matter of equity; it’s an opportunity for national innovation, pioneering methodologies that centre on Country and deliver profoundly ethical and relevant technological solutions.

3.        Leadership as a Shield: When external pressures rise, institutional leadership must act as a transparent and uncompromising shield. Protecting inclusion means actively championing it as a source of competitive advantage and demonstrating investment in diverse talent as a long-term strategic priority.

The global environment is sending a sharp, clear warning. The 'Disrupted: Not Done Yet' event served as a necessary reflection point. For institutions like UNSW and the broader Australian STEM community, the path forward is to ensure that our progress is rooted, enduring, and non-negotiable. By aligning our commitment to diversity with our highest strategic purpose—as UNSW is doing through Pillar 4—we can build a future where opportunity is truly resilient for everyone.