Page 57 - Australian Defence Magazine Sep 2021

SEPTEMBER 2021 | WWW.AUSTRALIANDEFENCE.COM.AU
FROM THE SOURCE
KATHERINE ZIESING 57
the former DMO CEO Dr Steve Gumley about how com- mon sole source contracts are, how many SMEs govern- ment works with. I highly recommend having a look at some of the Australian Strategic Policy Institute’s (ASPI) work around foreign military sales as a component of Aus- tralian acquisition and sustainment programs over time. That makes for some interesting reading.
There have been many changes. I think they happen at the government political level first and filter down. I did like Greg Moriarty, the current Defence Secretary’s use of the term “permafrost” within his organisation; those who have done things a certain way for a very long time. Get- ting that permafrost to change and evolve or, in a worst case scenario, take themselves out the door, is hard. But if we are going to do what needs to be done in our industry, change must happen. It’s inevitable.
ADM: Pushing for diversity has been a hallmark of your time with ADM. What does it mean to you and what would you like to see from here?
ZIESING: I think there’s a lot of rhetoric around diversity but at the end of the day it has serious business and organ- isational consequences.
There is a large body of work from eminent research or- ganisations that tell you where you have a minimum 30 per cent of your board members as females, your bottom line is higher. If you have more than 40 per cent females in your workforce, your bottom line is higher. It is about a style of leadership that is different, more collegiate, more collab- orative. Flexible work benefits everyone.
It’s not okay to yell in your workplace because someone forgot to log a document in. It’s not okay to go to a work function and hug every single person you see because you’ve had a few drinks. It is not okay to ask a woman when they’re planning on having their next baby. It’s just not okay. And females, particularly in the Australian workforce, are so under-utilised as a cohort across our entire economy.
Our Women in Defence Awards (WIDA) were a way of recognising the value of these individuals in our work-
“THE MARKET POWER THAT DEFENCE HAS TO SHAPE ITS SUPPLIER BASE IS HUGE. THEY DO NOT USE THAT POWER TO ITS FULLEST EXTENT”
place; a rising tide lifts all boats, as one navy mate put it to me. Funnily enough, when we started the Awards we got pushback from an interesting demographic – women under 30 – because they said this is discriminatory, there is no need for this, it puts a bigger target on our backs, it’s actu- ally not helpful. And I thought that was such an interesting way of looking at it because in some cases the grandmoth- ers of those women were not allowed to work once they got married. Within living memory, if you were in the APS and you got married, you had to leave, you had to go home and raise your family.
It’s only during my time that the ADF has more job categories in uniform have been opened up to females, that fitness tests have become more functional. They’re based on science rather than ‘this is the way we’ve al- ways done it’. It’s a more pragmatic way of looking at the world and planning your workforce. The value in that cannot be understated.
Again, change is happening but it is slow. ■
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