Cultural Times ISSUE 3 OCT 2019

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Letter from the Editor
They say time flies, but it truly does. I have this theory that
the older you get the quicker time goes by. We are heading
into the last quarter of the year and I hear many business
owners and CEOs saying they are starting to feel burnt out.
The last few months was a difficult period for me with a
death in the family and burning the candle on both ends. I
could not have released this edition without my wonderful
team and would like to loudly acknowledge their
contribution! We are celebrating mental health week in
October and I would like to encourage you all to seek help
if needed or do regular check ins with those around you.
This edition is filled with the stories of amazing people who
showed resilience and continue to do so. A reminder to all
that when we feel stressed our biases are highlighted.
We specifically chose to highlight feature two women who are making an enormous difference in male
dominated industries and a male founder with his female partner in what some may see as a more female
dominated area. I gave a different perspective on the Formula 1 after I recently attended the Singapore Grand
Prix. This is followed by a variety of articles to inform you around cultures you may not have considered from
politics to theatre and everything in between.
I'm also delighted to stick with our Uluru promise of highlighting an Indigenous story in each publication. For
this one I'd like to invite you to an Indigenous author's book launch if you are in Perth, Australia, London, UK
or Paris, France. (Coming to Canada and the USa, but you can also order her book on Amazon.
May you find strength and courage for the last quarter of the year and don't hesitate to keep the stories
coming for our next edition or send us any cultural questions you may have.
Tanya Finnie
MEET THE TEAM!
Ronald Chua - Deputy Editor, Social Media Manager
from left to right
Sophie Barclay - Deputy Editor, Researcher
editor@cultural-times.com
C U L T U R A L T I M E S | O C T O B E R 2 0 1 9

MINING FOR
DIVERSITY:
A P R O F I L E O N W O O D S I D E C F O
S H E R R Y D U H E
Written by Sophie Barclay
Interviewed by Tanya Finnie
Meet Woodside’s CFO, Sherry Duhe: Until she was 35, Sherry Duhe
thought that the need for gender sensitivity was nonsense and that
sexism had long been rooted out of organisations.
Born in Louisiana, both her parents were employed at Exxon Mobil and
she grew up around the oil and gas industry. Mrs. Duhe studied
Accounting and Internal Audits at Louisiana State University, before
backpacking around Europe. During this time, she realised she loved
travel and that she wanted a job that combined both her love of finance
and her desire to go everywhere.
Returning from her travels, Duhe began working for Exxon
Mobil, where she remained for six years including a stint in Miami,
doing internal audits across Latin America. In 2000, she decided she
was done with oil and gas and applied to University of South Carolina
to undertake an MBA. She continued her love affair with travel, going
on an exchange to Paris and working at Citibank for a year.
After her MBA, Duhe ended up in Houston, Texas, and eventually
began working for Shell in 2004. She worked at the company for
thirteen years, working her way up to Unconventionals Vice President
in Shell’s Exploration and Production Company and working in many
different countries around world, including the UK, Qatar and the
Netherlands.
SHERRY DUHE, CFO, WOODSIDE
C U L T U R A L T I M E S | O C T O B E R 2 0 1 9
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GRAND
PRIX
Disclaimer: An article for
the uninitiated
This year I was lucky enough to attend the Grand
Prix in Singapore. It is not like I’m totally uninitiated
as I live in a house with car
enthusiasts and have travelled on several family
holidays based around the Formula 1, I just never
bothered to attend. (From a diversity stance I can
hear the privilege in that statement.)
Before I start, I should explain that Formula 1 is the
whole year’s worth of races and a race is called the
Grand Prix. F1 is named after the ‘perfect formula’
for first class racing and has been going for 6
decades. Winners are evaluated on a point-based
system with races throughout the world over a oneyear
period.
This year I made an effort to attend with an open
mind, and this is what I learnt:
NOISE
We packed 12 different types of earphones to make
sure we protect our ears. We did book tickets for all
three days after all. It turns out I missed the news
where fans have been complaining for the last few
years, that the new 1.6 litre turbo charged V-6 hybrid
power plants are not noisy enough. I was pleasantly
surprised at how I did not even need earphones.
However, Formula 1 is looking into ways to introduce
engine changes to satisfy fans and bring back the
noise…
CROWD
Below: Japanese attendee in traditional kimono
This year had 268 000 attendees
– 5000 more than the previous
year. Many were dressed in their
team’s paraphernalia, but I also
spotted a couple of people
wearing some amazing traditional
outfits.
Many attended only for the side
concerts and (like me) knew little
about cars.
There was a lot of bantering by the large Australian
crowd and many were quite surprised when I admitted
I was not shouting for Ricky Ricardo, but rather for the
red team. (In saying that I also like the silver team and
wore one of their shirts one night to blend with the rest
of my family.)
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vs.
Colour Bias Pink Red
As a cultural specialist I am hyper aware of biases and
know I hold some. Here is one – Red goes faster. Hence
me supporting Charles Leclerc. The fact that the two red
cars crossed the finishing line first totally reinforced this
bias. Which did make me momentarily wonder how often
humans hold these biases about other people without
being aware of their own biases. I must also quite upfront
admit, that I was very surprised to see pink cars racing.
Yes, I realise the colour should not make a difference and
maybe the fact that they went with a different theme, will
strengthen their brand?
CARS
The total basic expenditure of a Formula 1 car is around
$15.52 million and an additional $350 million in yearly
maintenance costs. It takes approximately 80 000
components to come together and of course needs 100%
accuracy to work. This seems like a lot of work if you realise
the engine can only last for up to 2 hours of racing before
blowing up and a maximum of 5 races. Due to their
aerodynamics they can technically drive upside down at high
speeds for up to 2 seconds. It is their wings that keep them
on the ground though, as they do reach speeds in excess of
small aeroplanes taking off. They reach speeds of up to 360
Kilometres an hour. Cars have a pipe attached to a water
bottled installed for drivers to stay hydrated whilst driving.
ENTERTAINMENT
There was over 130
hours of entertainment
across 10 stages.This
included stars such as:
Gwen Stefani, Red Hot
Chilli Peppers, Hans
Zimmer, Swedish House
Mafia and more.
Above: Gwen Stefani
DRIVERS
The Top 5 Drivers in Singapore 2019:
1. S. Vettel - German
2. C. LeClerc - French
3. M. Verstappen - Dutch
4. L. Hamilton - British
5. V. Bottas - Finish
MONEY
The previous 11 editions of the night race brought in over
$1.4 billion (SGD) in tourism receipts and according to 2017
Minister for Trade and Industry, Mr S. Iswaran – the cost in
2017 decreased by $15 million for hosting it to $135 million.
Fun fact – Nobody with the surnames Hill who ever entered
the sport has failed to win a world championship. [Graham
(father and one of the oldest people to win at aged 36),
Darion (son) and Phil (no relation to father and son)].
Weight
My fun fact for the night was that a
driver could lose up to around 4%
of their body weight per race,
equivalent of around 3 litres of
water.
Now if you have not been to
Singapore it is humid, to be exact
the September average is 80%
humidity, but some days are as high
as 96%. Minimum temperatures are 25 degrees Celsius
or 77 degrees Fahrenheit and at night goes only as low
as 21 degrees Celsius (69 Fahrenheit).
I’m not convinced about the impact of their carbon footprint.
Some sources state the Mclaren team has been carbon
neutral for 8 years (through emission controls). I do however
believe this fact needs further investigation as cars and
equipment get transported around the world every season. It
was a very interesting experience, but probably not a sport I
will ever get into. Maybe it’s the noise, maybe the masses of
people or the fact that it’s predominantly a male-dominated
sport.
I DO HOWEVER REMAIN A STRONG BELIEVER
THAT YOU SHOULD TRY EVERYTHING ONCE.
Singapore is the only city that holds a night race, but of
course it is no cooler than for example Malaysia that also
hosts a Grand Prix. Apparently, the reason they have a
night race is to be able to broadcast it at lunch time in the
UK. (and the Singapore Tourism board was more than
happy to promote their city at night). As the cockpit can
reach 50 degrees Celsius, you should not be surprised
though. It did make me wonder for a brief moment if I
drive faster if I would lose weight?
However, I decided probably not if that means I also must
wear two suits including fireproof
underwear.
Above: The writer Tanya Finnie with her son at the end of
the race.
C U L T U R A L T I M E S | O C T O B E R 2 0 1 9
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"Strength lies in differences, not in
similarities."
Stephen R. Covey

Inclusive Leadership:
Have the Courage to Seek Feedback
by Felicity Menzies
Deloitte’s survey of inclusive leaders from Australia, New Zealand, Singapore, Hong
Kong, Canada, and the U.S. shows that such leaders possess six fundamental traits
that foster diversity and inclusion on their teams; cognisance of bias, curiosity,
collaboration, commitment, cultural intelligence, and courage. This blog is concerned
with the last trait listed—courage. Inclusive leaders demonstrate courage in three
ways:
First, inclusive leaders challenge mindsets and practices that stifle diversity. For
example, by calling out bias or setting targets with accountability for hiring or promotion.
Second, inclusive leaders acknowledge that they don’t have all the answers and
invite others to contribute their ideas.
When leaders are humble enough to admit their limitations, they model
collaborative problem-solving.
The researchers compared leaders’ self-ratings with ratings of those leaders by
bosses, peers, and subordinates on two items: “Takes initiative to support and
include people of different backgrounds and perspectives.” “Actively builds a climate
of trust, appreciation, and openness to differences in thoughts, styles and
backgrounds.”
The researchers reported that many leaders assume they are better at valuing
diversity than they are. In particular, consistent with the Dunning-Kruger effect
(unskilled people are particularly prone to thinking they are more skilled than they
are), leaders who are the worst at valuing diversity are more likely to overrate their
effectiveness, and leaders who are the most effective tend to underrate their
effectiveness.
In today’s volatile, uncertain, complex and ambiguous (VUCA) business environment
where prior methods cannot solve new problems, eliciting and integrating a diversity
of thought is essential for challenging established practices and for breakthrough
innovation.
Inclusive leaders
acknowledge that
they don't have all
the answers.
Command and control styles of leadership that
penalise subordinates for challenging the status
quo or raising novel solutions must give way to
new styles of leadership that focus on
fostering psychologically safe workplaces where
all team members are empowered and willing to
contribute their ideas and perspectives.
Third, inclusive leaders solicit honest feedback
from followers. Harvard Business Review
contributor’s Zenger and Folkman analysed
360-degree feedback assessments for roughly
4,000 leaders in one large organisation with an
excellent track record of hiring and promoting
diverse candidates and a reputation for
inclusion.
The researchers conclude that
‘leaders might intend to be
inclusive, and even think they
are inclusive, but their impact on
others might be very different’.
C U L T U R A L T I M E S | J U L Y 2 0 1 9 | 1 9 |

Stepping Into The
Unknown
BY GUGLIELMO PLACANICA
“You are going to a country that you know nothing about and your children will speak a
language that you don’t understand.”
This information was given to my mother by an old man before she left her beloved homeland, Italy. There are
elements of truth in the statement as many Italians, including my parents, migrated to Australia, a country, culture
and environment they did not know and where the residents spoke a language they did not understand. Some
Italians left not only their homeland but their entire family. It must have taken a great deal of courage to leave what
you have known and step into the entirely unknown.
Times in Southern Italy were particularly harsh after the devastation of World War Two; living in poverty and the
struggle of daily life was almost unbearable. Many people seized the opportunity to start life anew in another
country. My parents migrated in the 1950’s, a time that saw a mass exodus from Italy to many countries
throughout the world including Canada, Argentina, USA, UK, New Zealand and Australia. As Italy’s economy
developed stronger this wave of Italian migration ceased in the 1970’s.
I recently saw a documentary on the Sudanese migration and a scene from the film Fiddler on the Roof of
people leaving their countries. In both situations the people were forced to leave because of political
circumstances. They would not have left had it not been for the brutal state of affairs they found themselves in.
The reasons why people migrate are complex and varied and each individual has their own personal story. A
friend of mine, originally from the UK, who was a teenager at the time, saw his migration to Australia as an
opportunity for adventure. However, all migrants are in search of a better life. I have written a poem as a
dedication to all those who have left their homeland and stepped into the unknown.
We Have:
We have severed our roots
To create a better future
We have travelled angry seas
To explore new horizons
We have landed on strange stores
To forge new paths
We have raised our children
To make a new homeland
We shall now reap
The harvests of our new lives
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CALM BEFORE THE STORM: Prime Minister
Boris Johnson's first Cabinet meeting
Credit: Wikimedia Commons
Breach of Trust:
A Minority View of Brexit
by Placide St George
Possibly the most encouraging sight in the Brexit debacle
occurred in the House of Commons on the day when the UK
Parliament was reconvened after its unlawful closure. The
debating chamber boiled over. MPs on all sides trembled
with rage.
Even the memory of Jo Cox – the female British MP who,
seven days before the controversial referendum in 2016,
was fatally shot and stabbed because she opposed Brexit –
was resurrected and trampled upon.
Despair consumed this child of the Caribbean
who saw a rabble that called itself Parliament. Somehow it
was comforting. This trusting soul felt bottled and pickled in
the vinegar of post-referendum Britain but no longer on his
own. Others, too, had been soured.
The distemper in the House of Commons
indicated that mild words eventually might soothe the fever
but leave the UK body corporate indelibly scarred; a rational
outcome for policy so disfigured at birth.
Lesson learned: Never offer policy you want the electorate
to reject or that is unready for delivery. Such was Brexit – a
Trojan horse fiendishly crafted to entice heroes but, unlike
the classic narrative, the bile within the beast could render
friend and foe pitiable.
How did we get
here?
C U L T U R A L T I M E S | O C T O B E R 2 0 1 9
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Dr Chelinay Gates
Indigenous Author
Hauntingly Beautiful, Mesmerizing, Devastatingly
Moving,
Book Launch
Inspirational
Get tickets for Perth at:
http://eventbrite.com.au/e/73682320805
http://eventbrite.com.au/e/73681562537
Coming to the UK and France end October and
November for book signings