Cultural Times ISSUE 14 Apr 2025

I S S U E 1 4 | A P R 2 0 2 5
W H E R E
D I V E R S I T Y
T H R I V E S
CULTURAL TIMES
Why is Donald
Trump Dangerous?

I S S U E 1 4 | A P R 2 0 2 5
C O N T E N T S
02
06
FEATURED
Beyond the Stereotype: Why
Incels Matter in Today’s DEI
Conversations
Why is Donald Trump
Dangerous?
02
Cover Story
Beyond the
Stereotype:
Why Incels
Matter in
Today’s DEI
Conversations
15
31
12
21
28
32
25
36
Should My Kid Talk More?
New Book Releases
A GLOBAL PERSPECTIVE
Intercultural Leadership
During Revolutionary Times
How the Patriarchy Hurts Men
Cultural Intelligence (CQ):
The Leadership Superpower
That Drives Global Success
News Around the World
HEALTH
The Emotionally Intelligent
Leader: Where Authority Meets
Empathy and Inclusive Thinking
Retaining Talent Through
Menopause is a Business
Imperative
6 - 10
Why is
Donald Trump
Dangerous?
15 - 19
Should My Kid
Talk More?
UPCOMING
20 Diversity and Inclusion Summit
31
34
New Book Release - From
Shadows to Safari: A Journey
to Inclusivity
Book Launch - The Fearless
Diversity, Equity and Inclusion
Practitioner - Leading DEI with
Impact and Sustainability
31
New Book
Release
From Shadows
to Safari: A
Journey to
Inclusivity by
Dr Tanya Finnie

Letter from the Editor
Living and Leading in Revolutionary Times
This year has been a scary one for those of us committed to diversity, equity and inclusion.
From the dog-whistling politics in America—where Trump’s rise once again threatens
hard-won rights—to the heartbreak of ongoing wars that dehumanise difference, the
world feels like it's inching toward division instead of connection.
Here in Australia and globally, backlash against DEI is becoming more organised and more
vocal. And yet—there’s hope. We’ve also witnessed powerful movements that centre
justice, visibility, and reform. Young voices are rising. Leaders are being held to account.
People are asking deeper questions, and some companies are doubling down.
In this issue, we lean into those questions. We explore why Trump remains dangerous, not
just politically but culturally. We offer practical tips for living and leading in revolutionary
times—especially for those holding space in workplaces, schools and communities. We
look at the structures of patriarchy and the rise of the incel movement, not as fringe
phenomena, but as part of the ecosystem we must confront if we want true inclusion.
We reflect on menopause and the silent ways ageism and gender bias intersect. And we
consider our children—how often we unintentionally box them in, burdening them with
outdated expectations around gender, behaviour, and identity. This is brought together
with practical EQ tips.
It’s a confronting issue. But it’s also energising. It’s in these moments, when the ground
feels unstable, that we can build something different. Something fairer. Something more
culturally intelligent, more radically kind.
Now is not the time to retreat. Now is the time to reimagine!
Warm regards,
Dr Tanya Finnie
Editor in Chief and
Content Director
Jessica Ulangkaya
Marketing Coordinator
and Design
We support young people in media and marketing because it simply makes good sense. We set up
young editors by providing opportunities for interns through a work-integrated learning program to
assist with articles, layout, editing and design.
Want to get in touch?
Have an amazing story to tell?
Write to us at editor@cultural-times.com
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| 1 |

Beyond the Stereotype:
Why Incels Matter in Today’s
DEI Conversations
Dr Tanya Finnie
When the UK Department for Education
announced plans to include the topic of
incels in the national curriculum, it
stirred a wave of responses—from
support to scepticism, and outright
denial.
The recent release of the film
Adolescents, which explores the
emotional isolation and online
radicalisation of young boys, has
added fuel to the conversation.
Closer to home, a Perth principal made
headlines for scoffing at the idea, stating
that “children from good homes simply
won’t fall into that behaviour.”
Let’s unpack what this all really means—
and why the subject deserves space in
our diversity, equity and inclusion (DEI)
conversations.
What is an incel?
The term “incel” stands for involuntary
celibate—typically referring to
heterosexual men who feel unable to
attract romantic or sexual partners
despite desiring connection.
What began as a support forum created
by a woman in the 1990s has, in many
online corners, morphed into a toxic
subculture steeped in misogyny, selfpity,
and resentment.
This doesn’t mean that every young man
who’s lonely or struggles with
relationships is an incel. But the incel
community has become a dangerous
echo chamber for some, breeding antiwomen
sentiment, glorification of
violence, and radical worldviews.
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Tragedies like the 2014 Isla Vista killings
in the U.S. have been linked to this
ideology, making it a public safety
concern as well as a social one.
| 2 |

Beyond the Stereotype: Why Incels Matter in Today’s DEI Conversations
Why It Matters to DEI
At first glance, incels might seem
outside the DEI frame—predominantly
male, often white, and self-aligned with
extreme right-wing views. But that’s
exactly why DEI conversations must
address it. DEI is not just about
representing diverse identities; it’s about
disrupting exclusion, deconstructing
harmful ideologies, and rethinking who
gets to be part of the conversation
about belonging.
Incel culture thrives in the absence of
healthy masculinity, emotional literacy,
and diverse narratives about manhood.
If we don’t include boys and young men
in our DEI work—especially those who
feel marginalised, misunderstood, or
angry—we risk pushing them further into
radical spaces where fear and misogyny
offer a false sense of identity and
control.
Pathway to Incel Ideology: A Simplified View
Feelings of rejection,
low self esteem,
lack of belonging
Exposure to Forums,
Influencers Reinforcing
Frustration
Anger and Blame focused
on Women/Society
Shared Language,
Memes, Identity
within the Group
Stages
Lonliness or
social Isolation
Online Communities
and Echo Chambers
Validation of
Negative Beliefs
Risk of Withdrawal,
Hostility or Violence
Adoption of
Incel Ideology
Potential for
Harmful Behaviour
Figure 1: Pathway to Incel Ideology – Adapted from various public research resources.
C U L T U R A L T I M E S | A P R 2 0 2 5
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Adolescents and the Echo
Chamber of the Isolated
The film Adolescents offers a rare,
empathetic window into how boys are
socialised in a digital world where
pornography, gaming, YouTube
personalities, and peer pressure collide.
It doesn’t excuse violent ideologies—but
it does explain how the combination of
emotional suppression, online validation
loops, and toxic masculinity leaves some
boys vulnerable to extreme thinking.
For boys with no safe space to express
rejection, sadness or failure, incel
communities can feel like the only place
where their pain is recognised. But that
recognition comes at a cost: it often
feeds into a narrative that blames
women, feminism, or ‘society’ for their
struggles, rather than helping them
process emotions or build social skills.
Beyond the Stereotype: Why Incels Matter in Today’s DEI Conversations
Boys from a range of socioeconomic,
cultural, and family backgrounds are
vulnerable. Why? Because the pressure
to be emotionally resilient while also
“masculine enough” cuts across class
lines. Add in the influence of online
algorithms, a culture of silence around
male mental health, and the everpresent
need to belong, and you’ve got
a potent mix—regardless of postcode.
By denying the problem, we
deny young men the tools to
talk about it—and deny
ourselves the opportunity
to understand.
This isn’t just a theoretical issue. It’s real,
it’s current, and it's affecting young
people across cultures—including here in
Australia.
The Danger of Dismissal
The Perth principal's remark that
“children from good homes simply won’t
do it” is a prime example of the danger
of dismissal.
It assumes a one-size-fits-all definition
of a “good home” and suggests that
incel-related ideologies stem solely
from dysfunctional families or neglect.
But that’s not what the data—and lived
experience—tells us.
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Beyond the Stereotype: Why Incels Matter in Today’s DEI Conversations
What Can Educators and Communities Do?
Bringing the topic into the curriculum, as the UK intends to do, is a powerful first step.
But it must be handled thoughtfully—not with judgement, but with nuance.
Here are a few practical approaches:
Teach Emotional Intelligence Early:
Help boys name, express and regulate emotions. Validate their experiences
without reinforcing gender stereotypes
Discuss Online Culture Critically:
Instead of demonising gaming or YouTube, equip students with critical thinking
skills to navigate digital spaces.
Include Masculinity in DEI Training:
DEI efforts must include discussions about how traditional masculinity can harm
not just women—but boys and men, too.
Create Male Ally Pathways:
Offer boys and young men positive role models and peer-led programs that
champion healthy masculinity, respect, and empathy.
Challenge Educator Bias:
Provide training to help school leaders and teachers recognise how their
assumptions (e.g. “good homes = no risk”) may be blinding them to real needs.
Moving Forward Together
Talking about incels isn't comfortable—
but it's necessary. And if DEI is truly
about inclusion, then we must include
those who might be drifting toward the
edges—before someone else welcomes
them into a more dangerous fold.
This is not about excusing misogyny or
violence. It’s about recognising that the
antidote to radicalisation isn’t ridicule—
it’s education, connection, and the
courage to have honest conversations
with our boys before someone else
teaches them to hate.
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| 5 |

WHY IS DONALD
TRUMP DANGEROUS?
Ros Lumley
The reaction of the liberal press to Donald Trump’s diatribes and slogans is to laugh at
such banal dross. He appears to be inarticulate, rambling without a clear agenda unless it
is to mythologise his actions or demonise a slight against him. This representation of
Trump as stupid grossly underestimates the man. He has got himself elected to one of the
most powerful positions on the planet. Twice. You are not stupid if you do that.
Donald Trump is smart enough to surround
himself with people who are skilled political
operators and who can achieve the goals of
their boss’ ambition. He is not an idealogue
with an increasingly crafted political agenda
that he will use the tools of powerful political
office to achieve. In some ways he would be
easier to politically assess and react to if he
were just an idealogue. The quid pro quo for
the political operators working for him is that
he by-and-large agrees with the headlines on
their political agenda. They put him in the
right places to emphasise what little
experience he has and to bully the governing
conventions of acceptable political debate.
His personality has been given expression in
a political space which had no experience
dealing with behaviour like that. The yapping
underdog turned into a popular, tormenting,
high school jock. That popularity has brought
a groundswell of electoral success, and
positive press coverage by sections of the
media which has long spoken to socially and
politically conservative, ‘good god fearing
folk’.
The thing about Trump that makes him dangerous is that his ambition has found gold in
being a populist leader with idealogues around him. The issue and the danger in that, is
what his ambition means his political operators will do in his name to the future shape and
form of American democracy.
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Why is Donald Trump Dangerous?
Populist leaders come about because they
represent the disenfranchised. The people
who for economic, social, and political
reasons either one or all, feel that they are
excluded. If we take Adolf Hitler as an
example, one of the reasons Hitler was able
to win elections was because of massive
economic failure and collapse in the Weimar
Republic which he promised to rectify by
removing those who he identified as having
created that collapse. Hitler promised to
bring back pride in Germany and unite all
Germans under one proud banner; a happy,
1
exclusive family of Aryans .
What we have in the United States is a
political community which is viciously
segregated living in a society that is
legislated by parties who can not
compromise with each other because of a
label that they wear. This is the legacy of
2
Mitch McConnell and possibly Nancy Pelosi,
and probably speakers and leaders before
them. “It’s one of the few regrets of my
presidency that the rancour and suspicion
between the parties has gotten worse instead
of better,” said President Obama in 2016 at
his last State of the Union address. It is
3
arguable that LBJ was the last President
who could walk around with chits in his
pocket literally, to call in favours from either
side of the aisle. Kennedy struggled; Carter
struggled. Nixon was paranoid so is possibly
not a good example. Reagan, the Bushs’,
Clinton, Obama - they all worked within the
majorities that they had in Congress.
Politics in America has become more and
more divisive, and more and more
segregated based on political ideals. This
is illustrated by the fact that the
Democrats - who are the party of the
blue-collar worker - campaigned in 2024
not on economic merit or experience.
The Democrats allowed the Republicans to
frame the debate into an area which is
marginalised. Thereby allowing themselves to
be portrayed as the ‘Radical Left’ and unable
to demonstrate the ongoing benefits of New
Deal economics (Franklin D Roosevelt,
Democrat) of determined ambition (John
4
Kennedy , Democrat) the over whelming
improvement of The Great Society in the
atoms of America today (Lyndon B Johnson,
Democrat) or the dignity given to millions by
the Affordable Care Act (Barack Obama,
Democrat).
1.Aryans were the group Nazism described as racially superior to all others. They were generally Germanic, blonde, blue
eyed, and athletic. Like no one in the NAZI cabinet.
2.McConnell used his power to "shift the country to the right during his 17-year tenure" as leader, Alex Rogers said at
Financial Times
3.President Lyndon Baines Johnson, 36th President of the USA, 1963-1969 (Democrat)2.
4.President John F. Kennedy’s address at Rice University, Houston, Texas on 12 September 1962. In his speech the
President discusses the necessity for the United States to become an international leader in space exploration and said,
"We choose to go to the Moon in this decade and do the other things, not because they are easy, but because they are
hard."
C U L T U R A L T I M E S | A P R 2 0 2 5 | 7 |

Why is Donald Trump Dangerous?
So whilst the 2024 Presidential election was lost
by the poor performance and internal fighting
of the Democrats; it was won by political
campaigning on ‘Make America Great Again’.
However much you roll your eyes at such banal
jargon, this slogan calls to the youth of the late
seventies and early eighties when Ronald
Reagan swung back the doors and brought his
brand of conservatism into 1600 Pennsylvania
Avenue.
In those days America needed to deal with
high unemployment, recover from the Iranian
embassy hostage crisis, the OPEC oil crisis,
Watergate and was recoiling from wars in
Korea and Vietnam.
5
Pause and consider that the reintroduction of
the slogan means divisive political operators
seeking to capitalise on motivating factors
thought there was real electoral traction in that
phrase.
It means that a lot of people are convinced
that they are experiencing an America in
decline and look back to the mythologised era
of Main St. From 2000 to 2018, the growth in
household income grew at an average annual
6
rate of 0.3% .
The gap between wealthy and poor has
increasingly widened since the 1980s with
lower income earners rising 67% to an
average of $20,600 in 2001. In the same
seventeen year period (1983-2001), top
7
earners rose 87% to $636,000, on average .
In 2022 the official poverty rate for the USA
8
was 11.5% or 38 million Americans . Child
poverty doubled to 12.4% of American
9
children .
That slogan has visceral context for millions
of Americans because of their lived
experience. Consider that. That is what
makes Donald Trump dangerous.
The issue and the danger that Donald
Trump represents is to American
democracy. He has been elected to one of
the most stable democracies on the planet.
He is a populist leader. That means he has
been elected by a lot of people who don’t
feel that the political processes and
outcome affect or even represent them.
This should not be a surprise to American
politicians or people watching American
politics. In 2008 in an arguably anti-elitist
campaign, Barack Obama stood as a
political operator who was not part of the
establishment in Washington.
He won. But.
During the eight years President Obama
was in office, the Democrats lost more
legislative seats than at any other point in
10
history and arguably the Affordable Care
Act is the not the jewel in the crown but the
only thing making a crown of his legislative
agenda.
5. And trademarking of the phrase by Trump
6. https://www.pewresearch.org/social-trends/2020/01/09/trends-in-income-and-wealth-inequality/
7. ibid
8. https://www.census.gov/library/publications/2023/demo/p60-280.html
9. ibid
10. https://www.brookings.edu/articles/the-fragile-legacy-of-barack-obama/
C U L T U R A L T I M E S | A P R 2 0 2 5 | 8 |

Why is Donald Trump Dangerous?
Hope didn’t deliver. So now comes anger
and that means democracy is in danger
because nothing delivered change at the
kitchen tables of millions.
A significant proportion of the population are
now willing to try something different. That
means they will cheer change without realising
that removing the ‘socialist’ ‘Obamacare’
means losing their access to healthcare under
the Affordable Care Act. They will cheer the
rollback of big government that started in The
Great Society without realising that means
ending Medicaid and Medicare.
They will cheer at the ejection of the ‘Radical
Left’ from schools without realising that means
parents are expected to become the main
11
funding for the schooling of their child .
They will cheer at cost cutting because it
implies lower taxes not less teachers or
streetlights.
They will cheer for a ‘streamlined’ government
because it costs less without realising that
means less social security, employment
protections and environmental regulation. To
paraphrase Plato, "Those who are too poor to
engage in politics are punished by being
governed by those who can afford to be there".
12
Al Gore published a book in the early 2000s
where he said that America’s level of
productivity per capita, was no higher than it
had been in the 1950s. Whether by its own
political quagmire or the global change to a
technological not heavy manufacturing
economy; America is in economic decline and
swathes of the population are suffering as a
result.
The election of Donald Trump says, you can
demonstrate, you can shout, you can be
13
angry . And dangerously for a democracy
where freedom of speech actually means
expression of opinion and debate without
violence, Trump says that it is absolutely
right to be violently angry at these small
groups of people. Whether we call them
Democrats or LGBTQi+. Whether we call
them women, Canadian, dog lovers, Mexican,
space aliens, French, or Guatemalan.
Trump is saying it is okay to be angry
at them because they are the ones that
are causing the problem.
Whenever there is systemic failure populist,
right wing politicians create an Other around
whom the disenfranchised can rally to
exclude, blame and disproportionately assign
responsibility for their woes.
What politicians and political scientists
around the world need to do, is look at how
the American system which has been hailed
as the ‘light of liberty’ since the both the Iron
Curtain and the Berlin Wall fell, has failed in
the post war era.
11. Project 2025, Policy Project, Section 3. The General Welfare, Chapter 11. The Department of Education -
xxxhttps://static.project2025.org/2025_MandateForLeadership_CHAPTER-11.pdf
12. An Assault on Reason by Al Gore (2006) Random House
13. Donald Trump pardons almost everyone involved in January 6 riot, 21 January 2025 ABC News online
xxxhttps://www.abc.net.au/news/2025-01-21/trump-january-6-insurrection-rioters-pardons-commutations/104842016
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| 9 |

Why is Donald Trump Dangerous?
We have to say that the American system has
failed because democracy does not expect
candidates to win elected office on a
campaign of ostracising, anti-elitism and
vitriol. “We’re in a very, very dangerous world
right now, reminiscent of before world war
two,” Senate Leader, Mitch McConnell
14
(Republican) said in an interview in late 2024 .
Donald Trump was not created or elected
15
because Barack Obama dropped the mic .
Trump has tapped into a stream that was
brought onto the world stage by an Alaskan
hockey mom. But she did not create it and
quite frankly, neither did Samuel Adams and
the Sons of Liberty at the Boston Tea Party.
Arguably, it started with Ronald Reagan and
his two terms of the ‘Reagan Revolution’.
Conservatism with increased defence
spending, lowered taxes and deregulation with
trickle-down economics. It is called neoliberalism
and was also championed by
Margaret Thatcher in the UK and John Howard
in Australia, amongst others. In 2011 Sarah
Palin said the USA had wandered too far from
16
Reagan .
The conservatism of the 1980s has grown-up
and because the established political system in
Washington did not grasp the reins and ride
the bronco. It has bucked them off and now
they, and the world, have Donald Trump and
his cowboys.
And that is why Donald Trump is
dangerous.
He has a long rein and support from people
who have been failed by their own system so
they will support complete systemic change in
the hope that it will bring them inclusion,
improvement and benefit.
However history says that when political
leaders are equipped like this; they can lead
their hopeful constituents to a place of rabid
and violent conservatism.
About Ros Lumley
Now self-employed, Ros is a former
Information Technology project manager
with a Master’s and Bachelor’s degree in
Politics and History. She remains interested
and opinionated about the world around her.
14. Mitch McConnell: ‘We’re in a very, very dangerous world right now’, Financial Times, 11 December 2024
xxxhttps://www.ft.com/content/11d29c2f-4575-4f33-9419-b7abca1dbf39
15. Referring to the White House Correspondents Dinner, May 2016.
16. Sarah Palin: America Needs to 'Reconnect' With Reagan's Values https://abcnews.go.com/US/sarah-palin-americaxxxreconnect-reagans-values/story?id=12848357
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| 1 0 |

"All the diversity,
all the charm, and
all the beauty of
life are made up of
light and shade."
Leo Tolstoy
C U L T U R A L T I M E S | A P R 2 0 2 5

INTERCULTURAL LEADERSHIP
DURING REVOLUTIONARY TIMES
Dr. Sujata Ives, PhD
The topic of “Leadership” conjures up a
myriad of mental images, diverse
experiences, and emotional reactions.
Modern leadership is evolving to
be a “Calling of Commitment”
where we need consciousness
and empathy as we lead through
our innate identity (implicit and
explicit) that has a vast impact on
how we self-lead and lead others.
Many people in the leadership role do
not know themselves, do not introspect,
and do not take the time to selfdiscover,
so they usually “learn as they
go” through trial and error.
For these reasons, I wish to highlight
self-discovery as a vital antecedent to
self-leading and leading others.
Quiet quitting and poor retention are
examples of workplace consequences
because the C-Suite does not train for
leadership styles that work well for their
individuals, teams, and unique contexts. As
a result, leaders fall into a natural pattern
where their personality dictates their
leadership styles.
Do not leave leadership to chance!
Workplaces are filled with confusion and
angst, guessing and inference through
chaos and crises. This unclarity produces
dire emotional and financial consequences
for everyone.
C U L T U R A L T I M E S | A P R 2 0 2 5
It takes time to foster the development of
an effective leader and I hope that this
article will help readers to better
understand this great calling and
commitment, appropriate training,
succession and sustainability. I invite you
to adopt a conscious mindset and resultsorientation
in the workplace clinical
setting.
| 1 2 |

Intercultural Leadership During Revolutionary Times
Yes: Clinical.
I consider real-life as a clinical setting
because it is experimental, qualitative,
and quantifiable.
The workplace and the people in it are a
clinical science (skill, art, discipline, and
knowledge) that needs careful attention
and consideration.
Intercultural leadership moves beyond the
simple awareness of cultural differences; it
emphasizes the capacity to understand,
respect, and integrate those differences
into successful leadership practices.
Key Aspects of Intercultural
Leadership that you will need:
Cultural Awareness:
Understanding the various cultural
backgrounds and how they influence
behavior, communication, and decisionmaking.
This includes awareness of one’s
own cultural biases and how they might
impact leadership style.
Communication Skills:
The ability to communicate clearly and
effectively across cultural boundaries. This
involves understanding differences in nonverbal
communication, language nuances,
and the importance of listening.
Conflict Resolution:
Intercultural leaders must be adept at
managing and resolving conflicts that
may arise from cultural
misunderstandings. This requires
patience, empathy, and effective
negotiation skills.
Building Inclusive Teams:
Encouraging diverse voices and
perspectives, creating an environment
where team members from different
cultures feel valued and included. An
intercultural leader ensures that
diversity becomes an asset rather than
a source of tension.
Cultural Intelligence (CQ):
A leader with high cultural intelligence
understands and adapts to cultural
contexts, demonstrating an ability to
work effectively in various international
or multicultural settings.
Global Mindset:
Intercultural leadership often extends
beyond national borders, requiring
leaders to think globally, understand
international markets, and navigate
various business practices worldwide.
Flexibility and Adaptability:
Being open to different perspectives and
adjusting leadership styles as needed.
Leaders must be able to adapt their
approach based on the cultural context of
the group they are leading.
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| 1 3 |

Intercultural Leadership During Revolutionary Times
Why is Intercultural
Leadership important?
How Do I Develop Intercultural
Leadership Skills?
Globalization: As companies and
organizations become more global,
leaders must manage teams from
different parts of the world. The
ability to bridge cultural differences
and unite teams with diverse
backgrounds is crucial for success.
Innovation: Diverse teams bring
varied perspectives that can spark
creativity and innovation.
Intercultural leaders can harness
these differences to create better
solutions and drive business success.
Learn about Different Cultures: Take the time to
study cultural norms, values, and communication
styles from around the world. This will help you
understand the backgrounds and motivations of
team members.
Engage in Cross-Cultural Experiences: Travel,
participate in cultural exchange programs, or
interact with people from diverse backgrounds
to gain firsthand experience and insight into
different cultural contexts.
Develop Empathy and Emotional Intelligence:
Understand how cultural differences may affect
people’s emotions, responses, and motivations.
Being able to empathize with others’ viewpoints
is key to successful intercultural leadership.
Practice Active Listening: Listen carefully to
what others say and pay attention to non-verbal
cues that might convey important information
about their feelings or perspectives.
Employee Satisfaction and
Retention: When leaders respect
and embrace cultural diversity,
employees feel more included,
supported, and understood, leading
to greater job satisfaction and
higher retention rates.
Conflict Management: Leaders who
understand cultural differences are
better equipped to resolve conflicts
that arise from misunderstandings,
leading to a more harmonious and
productive work environment.
About the Author
Dr. Sujata Ives is an award-winning career
counselor, author, international speaker, and global
consultant.
Author of the international bestselling
book and workbook
“Active Success – Tips, Tools, &
Insights to Be a Leader in Your
Niche”. To be launched later this
year: “Perspicacity: The
Extraordinary Power of
Perception at Work & Life”.
She can be found at www.drsujataives.com and at
Linkedin.com/in/drsujataivesphd
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| 1 4 |

SHOULD MY
KID TALK
MORE?
Rethinking Quiet
ANNA LIDDY
My daughter’s teacher thinks she’s too quiet. In the comments section on her report card last
semester, she wrote that she needs to ‘come out of her shell’ and talk more in class.
And I feel a combination of rage and hopelessness.
My kid is 15. She’s a stellar student, routinely wins academic awards across multiple subjects, is
a deep thinker and academically very capable. She’s good at languages, extremely creative,
and a talented artist and musician. She’s a hard worker, and one of the most resilient people I
know. She’s also funny and goofy, and a really lovely person.
And she doesn’t talk much. Especially in large groups.
This is not new feedback.
When she was little, we used to do ‘kid swaps’
with our friends, families she had known her
whole life.
One family would have all the kids at their
house, while the other parents went on a
date night. At the end of the night, they
would say “she seemed to have fun, but
she’s very shy, isn’t she. She didn’t say a
word the whole night”.
At playgroups, she would sit quietly to one side, studying the teacher and the other kids.
She didn’t feel the need to join in just because some teacher had decided it was time to
recite a nursery rhyme (later at home, she would recite it to herself, word perfect.)
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Should My Kid Talk More?
If we went to a public performance that demanded audience participation, everyone else
would be cheering and booing, and she would watch them, amused, as if she thought they
were all a bit unhinged. Her own mouth would stay firmly shut.
In early primary school, her favourite time was lockdown
practice. “Mum! We all hide under the desk
and read books, and everyone has to be completely
quiet!!” Her idea of heaven.
When she went for an interview at her future high
school, at the age of 9, we wrote on her intake form
that she might whisper her answers or might not
answer at all. “Good luck,” we told them cheerfully.
It didn’t change in high school. At every parentteacher
interview and on every report card, the
same – needs to speak up more.
I asked her favourite teacher once – in a subject she was passionately interested in and
getting A+s – if she spoke in class. The answer was, “No, never.” (That teacher didn’t mind
either way, which was probably why my kid thrived in her class.)
Sometimes, her teachers couldn’t name a single strength of hers.
When she was 12, the incessant noise of this chaotic world spiked her anxiety to the point
where we sought professional help. She was identified as Autistic, among other things.
Now that the medical system had given her a label, her communication style fell under the
category of a disability. She was given an individual learning plan – a document that goes
out to teachers to communicate a kid’s disability and any adjustments they need.
Hers says clearly that she might not talk, that it’s not something she can work on, and it’s not
a reflection of whether she cares or whether she understands the material. And that making
her talk more shouldn’t be the goal.
So when yet another report card focused on her quietness, despite the ILP, you can see why
my Mama bear instincts went into overdrive. Rrrrr.
On that same report card? Columns of A grades. Evidence that this kid has, well, one or two
strengths.
She can communicate in a thousand ways: in writing, in a foreign language, in charcoal
pencil drawings, in chemical symbols and mathematical equations (also in music, lemon
cupcakes, crocheted frogs, and beautiful handpainted watercolour cards, among other
things).
She can navigate complex academic concepts; execute creative ideas; take an idea through
to a satisfying resting place. There’s evidence of stellar research skills and analysis.
Hard work, follow-through, commitment, resilience, ability to respond to feedback (when it’s
feedback she can actually do something about, that is). Great effort, respectful behaviour.
And beyond the report card, a million other strengths.
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Should My Kid Talk More?
So much to offer.
And yet, all the teacher could find to say about
her is that she didn’t talk enough in class.
And I am so over it.
Imagine if we did this for other kinds of
disabilities.
“Stephen Hawking shows a lot of academic
potential but he needs to make more of an effort
to walk around.”
“Helen Keller needs to work on her listening skills.”
“Stevie Wonder hasn’t yet learnt to read music.”
Feedback is supposed to be something you can work on. Disability, by definition, is not
something you can overcome by trying harder.
But even if it wasn’t disability-related…and she’s just Autistic or an introvert, or she just
doesn’t feel the need to speak her thoughts out loud? So what?
Why is being quiet such a problem?
My daughter personally thinks that other people talk way too much. She finds it annoying.
And inefficient. She wishes people would get to the point more quickly and then be quiet. It’s
just as valid a perspective, isn’t it?
We live in a world that valorises extroverts. Everyone argues and scrambles over each other,
like crabs in a bucket, eager to have their voice heard. We normalise interrupting, and having
opinions on topics we don’t know anything about.
We live a noisy, chaotic existence where everyone vies for attention, and where speaking is
prioritised even when nobody is listening. We talk so much we can’t hear ourselves think.
Success is often defined by how many people we can talk to at the same time.
Maybe we need more people like my daughter. Maybe we need more people who listen and
study things deeply before forming an opinion, who critically weigh up options and do their
research, who think before they chime in with a perspective. Who would prefer to talk to one
person at a time. We should aspire to be more like her.
But there’s also a bigger issue here, a truth about how we approach diversity and difference.
How we try to squash people who are different into pre-conceived moulds of what we should
be, and how we see diversity through a deficit-lens.
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Should My Kid Talk More?
Diversity is the norm among human beings – anything else is an aberration, a completely
unnatural state that’s been imposed on us. And, wow, human diversity is spectacular. There
are so many different ways of experiencing the world, of communicating, of being, of
thinking. So many ways to see the world. So many different skills and talents and
perspectives. It’s stunning!
And we really, truly, sincerely need that
diversity right now. Diversity is an essential
part of creative problem-solving and, as you
may have noticed, we have one or two
things that collectively we need to problemsolve
– a few big, hairy social issues that are
going to need some creative solutions.
We cannot solve complex problems without
diversity – diverse perspectives, experiences,
priorities, cultures, ways of thinking, ways of
being. And we cannot solve these big, hairy
problems if we’re putting all our energy into
trying to make people conform to fit a
fictional idea of what we think success is.
We need people who can speak up and be sociable, sure, but we also need people who think
deeply and can squirrel themselves away to do rich, meaningful thought work. We need
people who can think quickly and speak their mind, but we also need people who listen and
think slowly.
We need people who can persuade, but we also need people who see that there are 300
sides to every argument. We need people to chat and make small talk, but we also need
nimble researchers and analysts who can sit quietly with a problem until they find clarity.
None of us can do it by ourselves. We are facing a complex, rapidly changing and uncertain
future. There are many, many skills and mindsets we’re going to need so we can face that
future head on. No single person can have them all. But together, we have a chance. We
need each other, possibly more than we’ve ever needed each other before.
Increasingly, we talk about the devastating impact of the loss of bio-diversity in our natural
world. But we are also facing the consequences of the loss of human diversity in our social
world. Imagine the cost to human potential if we continue to force people to be
fundamentally different from who they are, if we burn-out, exhaust and utterly demoralise
anyone who is ‘different’ in some way.
We may never truly know what we’ve lost, but the losses will be huge.
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Should My Kid Talk More?
There are kids like my daughter in every
classroom. Kids who think differently, or
communicate differently, or diverge from the
(perceived) norm. And schools typically take
these kids and burn them out, make them sick
and make them hate themselves.
It’s not the fault of individual teachers. My
daughter’s teacher is just one in a long line of
many. Schools are not set up to truly support
disability and diversity and inclusivity. We have
narrow definitions of success.
There is some excellent work happening – around diversity as a core component of a thriving
community, what students need in order to be psychologically and socially safe, and how we
support deep belonging and inclusion – but those conversations are still in their early stages
in most schools. In the meantime, teachers do their best, with ever-increasing complexity,
ever-diminishing resources and very little training about teaching difference.
My daughter isn’t upset about the comments on her
report card. She just says, wryly with a dose of
sadness mixed in, “I’m used to it.”
But me? I’m furious.
Diversity isn’t a fad. It isn’t a political position. It’s a
need – one of our most pressing ones – and also one
of our greatest strengths. We must embrace it, to
survive and thrive. We can’t afford to keep seeing
difference as a deficit, or an issue to fix.
My kid isn’t in a ‘shell’, and she doesn’t need to ‘come out of it’. She is already a whole, perfect
human being. We have to stop beating down people who are atypical in some way. The cost to
individuals is monumental, but as a society it’s even bigger.
We are stronger when we are different.
So my report card on society’s view of diversity? “Needs to stop talking so much and listen
more. Must do better.”
We can do this. But only if we do it together.
About the Author
Anna Liddy is an Australian freelance writer, a parent and a certified creative problemsolving
facilitator, who is passionate about the value of diversity.
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Diversity and
Inclusion Summit
We are stronger together
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As workplaces continue to evolve, it’s more important
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This summit is your opportunity to:
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inclusion, and belonging in your workplace
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tools to accelerate positive impact and grow
your cultural intelligence
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innovation, and build resilient teams
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to future-proof your organisation and create
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Diversity and Inclusion Summit

How the Patriarchy
Hurts Men
Kurt Yeoh
“The first act of violence
that patriarchy demands
of males is not violence
toward women. Instead
patriarchy demands of all
males that they engage
in acts of psychic selfmutilation,
that they kill
off the emotional parts of
themselves. If an
individual is not
successful in emotionally
crippling himself, he can
count on patriarchal men
to enact rituals of power
that will assault his selfesteem.”
- Bell Hooks
Everyone understands how patriarchal
relations involve men dominating women
through limiting the role they play in
society. But likewise for men, patriarchal
relations confine men to a set of
expectations which limit what they can and
cannot express that leads to harm. In 2023,
men represented 75% of all suicide cases in
Australia.
With our current day's worsening economic
circumstances, men are struggling to
provide for themselves. This problem does
not discriminate solely against men, as
women too are struggling. But in the case
for men, a travesty of salvation has arisen
from this dire predicament.
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The Manosphere
How the Patriarchy Hurts Men
The Manosphere has gained prominence in recent years among online
communities. Their core ideological tenets lie in promoting masculinity, misogyny
and a fervent opposition to feminism.
The Manosphere movement seeks to subvert the financial and social struggles
men are facing by directing that resentment towards feminism and women. All of
which ultimately helps build and reinforce the patriarchal ideal in the current day.
In a traditional sense, the “masculine” expectation for men is to
provide for women. It is the age-old notion of men being the
breadwinner of the household while women take care of the home
through unpaid domestic labour. Through this dynamic, men
typically exert much more control over women. The Manosphere
aims to recapture that tradition by espousing “self-improvement”.
To pull yourself up by your bootstraps. (Which ironically, is physically impossible).
Its role is to provide a merit-based justification for men to impose patriarchal
ideals upon women and themselves.
Manosphere figures such as Jordan
B. Peterson would emphasise the idea
of “Cleaning your room” and “Getting
your household in order” before
engaging with the world.
Many Manosphere influencers also
valorise working out in the gym to
achieve a desirable physique. These
are undeniably good practices, but
the movement appropriates these
actions for the sake of dominating
women rather than for selfactualisation.
Manosphere influencers like Andrew
Tate promote the idea that men are
worth nothing in society and they
should earn their worthiness through
becoming a “High value man”.
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How the Patriarchy Hurts Men
Value in this case is tied to the amount of wealth and access to women a man can
possess. Manosphere influencers would constantly flaunt their possessions and
wealth in their podcasts to present this frivolous image of success.
Besides that, Manosphere influencers place value on being stoic and
“independent” in the face of hardship which only further isolates men from
forming meaningful social connections.
Interestingly, women are
simultaneously viewed as a threat
and inferior in Manosphere ideology.
They are inferior in a sense that they
should be subordinate to men, as a
signifier of status. But that same
signifier of value also poses a threat
because a man dispossessed of a
woman is debased of “value” and
self-worth.
This contradictory notion limits the self-worth a man can have for
himself to the suffocating confines of the hegemonic masculine ideal.
Failure to adhere to the expectation of the hegemonic masculine ideal
can lead to a decline in self-confidence and depression.
Ultimately, men who are most vulnerable and insecure typically fall prey to the
Manosphere with the false promise of reclaiming a semblance of agency in their
lives.
Working-class men are dominated in the workplace by their bosses and so the
Manosphere redirects that resentment to make men dominate women in the
household to restore a sense of agency. The Manosphere subverts this resentment
by making men punch down rather than up.
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How the Patriarchy Hurts Men
It is also worth noting that not
all men equally benefit from
the patriarchy.
Subordinate masculinities such as
racialised men and gay men are often
stereotyped and hypersexualised to
frame them as threats to be
discriminated against. These
subordinate masculinities are at times
marginalised and made victim to
being dominated by men of
hegemonic masculinity.
Hegemonic masculinity bases itself on the idea of stoicism, machismo
and bravery which trap men into a rigid set of expectations.
But I would argue that there’s nothing more brave than to defy the expectations
that seek to mutilate our emotions and humanity. To redefine one’s self-worth in
terms of companionship rather than dominating our fellow people.
In the book “The Will to Change”, Bell Hooks highlights that to overcome the
patriarchy, we must supplant the dominator model with a partnership model. We
should view interbeing and interdependency as an organic relationship among all
living beings.
We need to recognise the dynamics of exploitation in our society and direct our
frustration towards the correct avenues. To unite the marginalised and to punch
up, rather than down.
About the Author
Kurt Yeoh is a student
studying at UWA
majoring in Statistics.
He is currently an intern at
RedHead Communications.
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THE EMOTIONALLY
INTELLIGENT LEADER: WHERE
AUTHORITY MEETS EMPATHY
AND INCLUSIVE THINKING
EI-LING TAN, PHD
In today’s workplace, the leaders of tomorrow aren’t the loudest in the room. They read the room.
Emotional intelligence (EQ) has shifted from a “nice-to-have” to a core leadership requirement. In
fact, a Harvard Business Review article revealed that 71% of employers now prioritise emotional
intelligence (EQ) over technical skills when hiring new team members.
This should not be surprising, as EQ boosts engagement, enhances productivity, and fosters longterm
loyalty (Forbes). Increasingly, organisations view it not as a soft skill, but as a strategic
investment. For emerging leaders, developing EQ is the defining difference between simply
managing tasks and truly inspiring performance.
What is Emotional Intelligence in Leadership?
It’s more than empathy. Emotional intelligence is the ability to understand your own emotions,
interpret the emotions of others, and manage relationships with clarity and intent. High EQ helps
teams feel seen, heard, and safe to speak up. It’s the core strength that creates genuine
psychological safety and encourages innovation without fear of being dismissed, or worse,
ridiculed.
The spot where emerging leaders often miss is the realisation that compassion and self
regulation alone doesn’t make you progressive. Effective leadership happens when emotional
intelligence is paired with assertion. A leader with EQ who avoids hard decisions out of fear of
discomfort isn’t helping their team grow. They often prolong a difficult situation until it can
longer be ignored, often with dire consequences to their team cohesion, morale and sometimes,
the jobs of their people. They are also shielding them from growth.
Another factor that does not get talked about enough is that diversity is a critical teacher of
emotional intelligence. The more diverse the people you lead, the more emotionally agile you
must become. Different perspectives challenge your assumptions, test your listening skills, not
to mention your communication style and expand your capacity to lead with nuance. Leaders
who embrace diversity don’t just create stronger teams. They become more self-aware, more
adaptable, and more future-ready themselves.
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The Emotionally Intelligent Leader: Where Authority Meets Empathy and Inclusive Thinking
Progressive leadership is equal parts compassion and command.
It’s holding space for emotion and holding the
line on standards. Sometimes, that means
making a call the team won’t love—but needs.
As Doc Rivers, the legendary former NBA coach
once said:
‘every decision that I make will be
good for the team. That may not be
what's good for you, or for me.’
How to Strike the Balance
When morale is low:
“I know we’re tired, but here’s why this next
step matters.”
Why this works: It acknowledges diverse
experiences and emotions without lowering
expectations. People feel heard, not dismissed.
They more likely to stay engaged when they
understand the importance of their role in
difficult situations. Respecting and identifying
their contributions also shows they are seen
and valued.
When goals aren’t met:
"We didn’t hit the target. Let’s step back and
understand what held us back, and reset with
a stronger game plan."
Why this works: It encourages a solutionsoriented
mindset without casting blame. By
focusing on barriers and brainstorming
together, it reinforces psychological safety and
collective problem-solving across diverse
thinking styles.
When deadlines are missed:
"This delay had knock-on effects. We need to
take responsibility, understand what went
wrong, and commit to doing better next time."
Why this works: It reinforces ownership and
standards while maintaining a respectful tone.
EQ-led accountability ensures fairness and
consistency—no matter someone’s background
or role—while supporting growth and trust.
When team voices are quiet:
“I’ve noticed we haven’t heard from everyone
yet. I want to make sure all perspectives are
on the table.”
Why this works: Proactively making space for
quieter or underrepresented voices is both an
EQ move and a leadership strategy. Diverse
thinking doesn’t just improve decision-making.
It strengthens your leadership credibility. For
emerging leaders, drawing out and integrating
diverse input positions you as someone who
leads with cultural intelligence and forwardthinking
agility.
Emotional intelligence isn’t a soft skill—it’s a strategic one. The most effective leaders bring
empathy to the table and pair it with decisive action. They lead with clarity, not comfort.
For emerging leaders navigating that tension between compassion and command, they are not
falling short—they are stepping up. It’s real leadership in motion.
Dr Ei-Ling Tan is a Career Acceleration and Leadership Coach who helps
corporate professionals break through career stagnation without detours or
delay. Using the same formula that landed her a job and a promotion before
day one, she now empowers others to get noticed, promoted, and paid their
worth.
She also holds a PhD in Biochemistry from the University of Western Australia.
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"If man is to survive, he will have
learned to take a delight in the
essential differences between men
and between cultures. He will learn
that differences in ideas and attitudes
are a delight, part of life's exciting
variety, not something to fear."
Gene Roddenberry
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CULTURAL INTELLIGENCE (CQ):
THE LEADERSHIP SUPERPOWER
THAT DRIVES GLOBAL SUCCESS
ANN MARIE LUCE, EDD
When I stepped into my role as an international
school principal in Beijing, my 28 years of Canadian
educational leadership experience suddenly seemed
inadequate. Despite extensive training, I faced an
uncomfortable truth: my leadership toolkit lacked a
critical component—cultural intelligence.
Beyond Surface Diversity
Most organizations celebrate cultural diversity
through surface elements— food, music, holidays,
and clothing. Effective global leadership demands
more. Cultural intelligence (CQ) is the ability to
function effectively across cultural contexts, adapting
your leadership approach to leverage differences for
organizational success.
In today's interconnected business
landscape, CQ has become nonnegotiable.
Leaders with strong
cultural intelligence can:
Navigate multicultural team
dynamics
Communicate vision across
cultural barriers
Build inclusive practices that
resonate globally
Drive success in diverse markets
Adapt swiftly to cultural
complexities
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Cultural Intelligence (CQ): The Leadership Superpower That Drives Global Success
The Multilayered Challenge 6.
Global leadership requires balancing multiple
cultural dimensions simultaneously as for
example national cultures, organizational
cultures, team subcultures, client expectations,
and community norms. This challenge
intensifies with personnel changes, evolving
markets, and shifting priorities.
My research revealed that culture operates in
layers, requiring leaders to develop
appropriate knowledge, understanding,
strategy, and behavior for each context.
Confront your biases: Acknowledge
and address your cultural blind spots
and assumptions.
7. Immerse yourself: Engage
authentically beyond office walls to
experience cultural contexts firsthand.
8. Suspend judgment: Approach
unfamiliar practices with curiosity
rather than evaluation.
9. Prioritize authentic relationships:
Build connections based on genuine
respect and interest.
10. Learn from mistakes: View cultural
missteps as valuable learning
opportunities.
The Continuous CQ Journey
Ten Actions to Develop
Leadership CQ
1. Ask powerful questions: Seek insights
from those with experience in your target
culture and organization.
2. Research deeply: Study the country,
cultural norms, business practices, history,
and current affairs.
3. Understand leadership expectations:
Different cultures expect different
leadership styles—know what works where.
4. Learn the language: Even basic skills
demonstrate commitment and open new
understanding pathways.
5. Build diverse networks: Establish
connections that span cultural boundaries
both professionally and personally.
My leadership failures in Beijing
taught me that cultural intelligence
isn't acquired through a workshop or
book—it's developed through
conscious practice, reflection, and
adaptation.
The most effective global leaders recognize
that CQ development is never complete.
They continuously refine their approach,
understanding that each cultural context
offers valuable lessons that enhance their
effectiveness in diverse settings.
One international leader in my study noted:
"Cultural intelligence transformed
not just how I lead abroad, but how I
approach diversity in every context.
It's become my competitive
advantage."
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Cultural Intelligence (CQ): The Leadership Superpower That Drives Global Success
Cultural missteps initially led me to research
CQ, but what I discovered was
transformative.
The capabilities of cultural intelligence—
motivation, knowledge, strategy, and
behavior—work in concert, not in isolation.
Influential leaders draw from this full
spectrum of skills, adapting their approach
to each unique situation.
In an era where business success
increasingly depends on cross-cultural
collaboration, organizations that
prioritize cultural intelligence
development among their leadership
will find themselves with a decisive
edge.
As markets become more integrated and
workforces more diverse, CQ may be the
defining leadership skill of our time.
The journey toward cultural intelligence
begins with recognizing what we don't
know. As one participant in my research
reflected: "I thought I was prepared for
global leadership until I realized how
much my cultural lens limited my
perspective. Developing CQ wasn't just
about understanding others—it was
about understanding myself."
The question isn't whether your
organization needs culturally intelligent
leaders—it's whether you're
intentionally developing them.
Ann Marie Luce, EdD, is an international leader with leadership experience across
North America and Asia. Her doctoral research at Gonzaga University focused on
leadership cultural intelligence in global contexts.
Luce, Ann. (2021). Beyond Festivals, Flags and Food Dissertation Final copy.
10.13140/RG.2.2.27052.18560.
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BOOK RELEASE
This book is part of a series that will take you on a journey of overcoming adversity,
unimaginable adventure, and the pursuit of equity and inclusion.
Growing up in an abusive household across Africa during tumultuous political
times, Tanya's story unfolds set against the backdrop of Apartheid. Woven through
with encounters both harrowing and heartwarming, Tanya’s journey reveals the
quiet power of curiosity, the courage it takes to step beyond silence, and the deep
desire to create a more inclusive and equitable world.
SCAN TO DISCOVER MORE
Scan to go to the website where
you can get extra chapters,
subscribe to the free magazine,
Cultural Times or book Dr Tanya
Finnie for your next keynote! To
be released in May 2025, and will
also be available as an e-book
Dr Tanya Finnie
C U L T U R A L T I M E S | A P R 2 0 2 5 | 3 1 |

News
Around
the World
AUSTRALIA
Australian Companies Unlikely to Backtrack
on DEI Despite US Trends
Despite shifts in the US, Australian
companies are expected to continue
embracing diversity, equity, and inclusion
(DEI). Legal expert Cilla Robinson
highlights Australia’s supportive laws and
the business benefits of inclusive
workplaces. Companies like James Hardie
Australia have implemented inclusive
policies, leading to recognition and a strong
workplace culture. Robinson warns that
abandoning DEI could result in legal risks
and discrimination claims, emphasising the
importance of inclusive practices for both
employee wellbeing and compliance.
AUSTRALIA
Australia Makes Gender Equality a Focus of
Foreign Policy
Australia is making gender equality central
to its foreign policy, trade, and aid under a
new strategy announced by Foreign
Minister Penny Wong. The International
Gender Equality Strategy will support
women’s rights, health, security, and
financial inclusion, particularly in the
Pacific, where two in three women face
violence. Wong called gender equality a
national interest, not a “special interest.”
Australia, which provides 40% of aid to the
Pacific, will invest A$30 million to
strengthen gender and inclusion targets in
aid programs.
HUNGARY
Hungary Bans Pride Events - Enforced
with Facial Recognition
Hungary has passed a law banning Pride
events, allowing police to use facial
recognition to identify attendees.
Violators face fines up to €503.
The law, backed by PM Viktor Orbán’s
government, expands “child protection”
rules restricting LGBTQ+ visibility.
Activists and EU officials condemned the
move as a serious attack on LGBTQ+
rights ahead of Budapest Pride’s 30th
anniversary.
THAILAND
Thailand Legalises Same-Sex Marriage
Thailand has become the first Southeast
Asian country to legalise same-sex
marriage. Couples celebrated with mass
weddings nationwide as the new law
grants full legal rights, including adoption
and inheritance. While hailed as a historic
milestone, activists say the fight continues
for transgender rights and gender
recognition.
UNITED KINGDOM
200 UK Companies Adopt Permanent
Four-Day Workweek for 5,000 Employees
A permanent four-day workweek is now
benefiting 5,000 UK employees with no
cut in pay or benefits. Led by the 4 Day
Week Foundation, the initiative spans
industries like charities, tech, and
marketing, with many companies based in
London. Past trials showed 71% of
employees felt less burnout and rated the
experience 9.04 out of 10. A similar move
in Iceland saw a 5% economic boost and
97% of workers reporting improved worklife
balance.
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| 3 2 |

UNITED KINGDOM
BAFTA faces criticism over gendered
award categories amid calls for inclusivity
BAFTA’s decision to require filmmakers to
confirm nominees’ gender identity has
sparked backlash, especially from those
advocating for nonbinary performers.
Critics argue the move lacks progress,
with calls for gender-neutral categories
growing louder—similar to changes made
by the Brit Awards. Nonbinary actor Emma
Corrin labeled the current system as “not
inclusive enough,” urging reform. While
major awards like the Oscars and Tonys
maintain traditional categories, the debate
highlights the entertainment industry's
ongoing struggle with representation and
change.
UNITED STATES
US colleges adjust DEI programs amid
Trump-led federal restrictions
Colleges across the U.S. are adjusting DEI
programs in response to Trump’s federal
ban on diversity initiatives tied to
government funding. Schools like
Northeastern have renamed DEI offices,
while others have cancelled events or lost
funding.
Advocates warn these changes could harm
students of colour and limit inclusive
programming. Some institutions are
quietly adapting, while others, like Mount
Holyoke, are pushing back. The debate
highlights growing tensions over equity in
higher education.
UNITED KINGDOM
Lego Criticized for Enforcing Gender
Norms in Science Museum Tour
A Science Museum tour claims Lego bricks
promote heteronormativity by assigning
male and female roles to brick parts.
Created by the museum’s Gender and
Sexuality Network, the tour aims to
increase LGBTQ+ visibility. Critics,
however, call the claims ideologically
driven and inappropriate for a science
institution.
UNITED STATES
Utah Bill Would Ban Pride Flags, Allow Nazi
& Confederate Flags for 'Educational' Use
A Utah bill (HB77) would ban Pride flags in
schools and government buildings while
allowing U.S., state, military, and some
historical flags, including Nazi and
Confederate flags, for educational use.
Supporters claim it ensures neutrality;
critics call it discriminatory. It now moves
to the full House.
UNITED STATES
Aldi Quietly Removes DE&I Programs
from Careers Website
Aldi US has removed DE&I content from
its careers site, with details now only
available internally. Its UK, Ireland, and
Australia sites still feature DE&I efforts.
Aldi
UKRAINE
declined to comment, while other US
grocers like Walmart and Costco
continue public diversity commitments.
GLOBAL
Gen Beta Is Coming: The AI-Native
Generation Set to Shape the 22nd Century
Experts say Gen Beta, born from 2025, will
grow up immersed in AI, climate challenges,
and a post-pandemic world. Unlike Gen Alpha,
they may face stricter tech limits from Gen Z
parents and live into a future led by millennial
and Gen Z leaders. Some researchers caution
that factors like class and race may shape their
lives more than generational labels.
C U L T U R A L T I M E S | A P R 2 0 2 5
| 3 3 |

BOOK
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As launched at the 2024 Diversity and inclusion Summit.
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their career, or seasoned individuals seeking to
rejuvenate their practice.
Written by three authors with long term careers and
success in this field, this rich collection of personal
insights, case studies, strategies and tools show you
how to tangibly integrate DEI into the fabric of
organisations, building resilience and adaptability
alongside an ongoing career with purpose.
They share their personal stories to help you drive
systemic change and accelerate the pace.
Roman Ruzbacky
An experienced diversity, equity and
inclusion leader and practitioner who
helps to create equitable, inclusive and
happy workplaces. He is a principal DEI
consultant at Roman Ruzbacky &
Associates.
Fiona Krautil
Fiona is a leading
diversity, equity and
inclusion specialist and
founder and Principal
of Diversity Knowhow.
Dr Tom Verghese
Scan this code to
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international consultant specialising
in diversity, cultural intelligence and
elderhood. He is the founder of
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romanruzbacky.com.au
DiversityAndInclusionSummit.com.au Diversity and Inclusion Summit info@diversityandinclusionsummit.com.au
C U L T U R A L T I M E S | A P R 2 0 2 5 | 3 4 |

Diversity | Inclusion| Unconscious Bias |
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www.redheadcommunications.com

Retaining Talent Through
Menopause is a
Business Imperative
REBECCA HANNAN
Each year, 2.5 million Australians enter
perimenopause, experiencing physical and
emotional changes that impact relationships, work
and life. Yet, despite its impact, menopause
remains one of the least discussed workplace
challenges, often leaving employees to struggle in
silence.
The stark reality is that 83% of people experience
menopause-related symptoms that disrupt their
work, from hot flushes, brain fog, and fatigue to
anxiety, depression, and sleeplessness. These
symptoms affect focus, confidence, and
productivity, and for a staggering 26% of people
(Circle In Report, 2021), the impact is severe
enough to force early retirement or reduced hours:
8% retire prematurely.
11% want to leave but can’t afford to.
7% permanently reduce their hours.
For businesses, inaction comes at a high cost.
Replacing a skilled, experienced person who
leaves due to menopause can cost up to 400% of
their salary (Australian Institute of Superannuation
Trustees [AIST], 2020).
A National Focus on Workplace
Menopause Support
Recognising the urgency for menopause
support, the Australian Government launched
a Senate inquiry in November 2023,
highlighting key areas for action:
Workplace Support: Exploring menopause
leave, flexible work, and internal resources
to help employees manage symptoms and
remain engaged.
Education & Awareness: Increasing
menopause literacy to reduce stigma and
foster open conversations.
Policy & Accountability: Proposed WGEA
(Workplace Gender Equality Agency)
reporting on menopause-related policies,
accommodations, uptake, and their
impact on careers.
But beyond financial loss, ignoring menopause in
the workplace has wider implications, impacting
gender equity, leadership pipelines, and retention.
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Retaining Talent Through Menopause is a Business Imperative
Some of these insights have already informed the
2025–26 Federal Budget, which includes:
Expanded access to affordable menopause
treatments to support women’s health and
career longevity.
A new Medicare rebate for menopause health
assessments to facilitate early intervention and
personalised care.
National awareness campaigns to reduce
stigma and encourage pro-active supportseeking.
Investment in healthcare education and
resources to better support people through
menopausal transitions.
These initiatives are an important first step, but
sustained progress requires further investment in
understanding the broader workforce impacts;
including retention, leadership diversity, and
career progression.
The Business Case for Action
Menopause isn’t just a health issue; it’s a workforce
and economic issue. Forward-thinking companies
are leading the way with awareness programs,
training, and flexible work initiatives.
The benefits are clear:
Higher retention of experienced workers
Reduced turnover and associated costs
A more engaged, inclusive, and productive
workforce
Closing the gender pay gap and increasing
leadership diversity requires structural
change, and it starts with supporting
employees through every stage of their
careers.
With growing national momentum and policy
shifts, the question is no longer whether to act
but how soon your workplace will be ready.
Reference list:
• Circle In. (2021). Menopause and the workplace. Victorian
Women’s Health Trust.
• Australian Institute of Superannuation Trustees. (2020).
Menopause costs women’s retirement outcomes.
https://www.superannuation.asn.au/mediarelease/menopause-costs-womens-retirement-outcomes/
• Duke, J. (2020, February 17). The real cost of losing a star
performer. Australian Financial Review.
https://www.afr.com/work-and-careers/careers/the-realcost-of-losing-a-star-performer-20200217-p541go
Author
Rebecca Hannan is a
workplace mental
health and wellbeing
specialist dedicated
to helping businesses
build sustainable
wellbeing strategies
and high-performing
teams.
With a focus on mid-life professionals, she
supports individuals navigating this stage of
their careers, empowering them to thrive.
Grounded in positive psychology and evidencebased
approaches, Rebecca delivers impactful
training and consulting that enables leaders and
employees to ThinkWELL, LeadWELL, and
LiveWELL.
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"Appreciation for cultural
diversity is essential for our
co-existence."
Lailah Gifty Akita