Changing Perspectives... on Diversity

Growing up as a British-born Sri Lankan in London, I was fortunate to be surrounded by diversity, which shielded me to a point from feeling out of place.

However, diversity and culture are layered and deeply complex. Growing up in my own community, I encountered cultural norms that left a lasting imprint – an emphasis on fair skin, prioritising academic achievements over personal happiness, deeply ingrained patriarchy, deference to hierarchy, and a view of success defined by social status. These values shaped various aspects of my identity.

For a long time, I hesitated to speak openly about my cultural background, partly because I’ve always been aware of my privilege.

It was only after having children, with their mix of Australian and Sri Lankan heritage, that I began contemplating more seriously my cultural roots and my role in passing this on. Not just to my children, but also to the broader community and workplace.

Even though I have faced racism, sexism and ageism, my aim is to teach my children to take pride in their heritage and to embrace who they are. Dream without limitations. Now, without a close Sri Lankan community nearby, I feel challenged in passing my family’s traditions to my children and question how to actively preserve a version of their cultural heritage.

The grounding influence in my life was my Archi (Nan). Her guidance continues to anchor me, shaping my character and integrity in ways that go far beyond appearances.

It’s this foundation that has sometimes made me wrestle with the complexities of DEI. I often find myself questioning the intent behind organisational efforts to create equitable opportunities. Are they genuine, or just superficial box-ticking exercises? Are opportunities genuinely based on merit and capability, or is there something else at play?

Another important consideration for me is, how do we genuinely build and encourage diverse teams at the grassroots level to help expand the industry?

Such work doesn’t fill that pressingly vacant account manager role, but it does set the scene for the future. The challenge is finding the balance between a quick win in the present versus sustainable growth in the future. It’s a complex scenario with many layers, and often not one ‘correct’ answer.

A visit in 2024 by the Publicis Groupe APAC Executive Committee to Australia was an eye-opening and pleasant experience. Realising that most of the leaders were Asian women reminded me of the importance of representation, something I didn’t see very often.

Of course, like in most industries, certain demographics have historically dominated the advertising industry. It’s encouraging seeing a shift start to happen. We all, especially leaders, have a pivotal role in promoting inclusivity by valuing diverse backgrounds. An openness when it comes to an applicant’s experience, heritage and language skills may require a little more upfront effort during onboarding, or require us to adapt a communication style, but it can have wider long-term benefits to the organisation.

My purpose in writing this Changing Perspectives article is to connect. Regardless of one’s cultural background, being a role model and initiating positive change is important. Embracing one’s individuality and respecting differences at work should become second nature.

If my words resonate with even one person, showing them there’s a place for them no matter their role or level in this industry, or prompting them to think more carefully about inclusivity, it’s a step in the right direction. Intent is fine, but intent with impact is better.