Amid global pushback on DEI, Karen Surmon sees an opportunity to flip the script and highlight positive data

Amid a global pushback on diversity, equity, and inclusion efforts, Karen Surmon is drawing on her “far from linear” global career path to highlight the benefits of DEI and support women leaders progress up the career ladder. The General Manager of Women & Leadership Australia, Surmon, initially sought a career off the back of a gap year studying in China, and an international business degree, which took her to different markets, working with the University of South Australia. After time in the private sector in China, she joined Austrade (the Australian Trade and Investment Commission) in 2013, working with the government for over a decade, on diplomatic postings in China and Thailand.

During her time in Asia, Surmon took the opportunity to join women’s leadership committees within the Australia China and Australia Thailand chambers of commerce, where she helped establish a women’s mentoring program.“That was my way of contributing to the [gender inequity] conversation, and pushing for progress,” Surmon tells Women’s Agenda, adding that it’s not just an Australian issue but a “global phenomenon”.When she was in China, Surmon remembers the conversation was focused on quotas, but critics would often push back against this, arguing that allocating a certain number of roles to women created an unfair advantage where they might otherwise not be selected on merit.



“I categorically dismiss that argument”, says Surmon, adding that DEI targets ensure intentional consideration, and action to address the range of barriers faced not just by women, but by people with diverse experiences, cultural backgrounds, sexual orientations, and lifestyles — systemic issues that tend to favour the majority and disproportionately disadvantage minority groups. To Surmon, achieving equality is about ensuring merit prevails.Karen Surmon, General Manager of Women & Leadership Australia A glass-half-full view on a global DEI backlash At a time when experts fear the DEI backlash in the US could spill over into Australia, Surmon remains optimistic, even if, as she reflects, “my mum and I were having this same conversation 40 years ago”.

She believes we can flip the narrative to ensure more people understand the benefits of diversity.“I’m a glass half full kind of gal,” she says. “I like to think this is an opportunity.

”“But if we’re talking about [DEI], let’s talk about it with facts. Let’s talk about it with evidence, and let’s reflect on the data going back many years, which shows the economic and social benefits of diverse, inclusive workplaces.”“Importantly, and this can be forgotten in the conversation, breaking down gender biases and embracing diversity is not just a positive thing for women,” she says.

“[DEI] is a positive thing for everyone.”Breaking down systemic barriersWhen it comes to supporting women in the workplace, Surmon says companies must recognise that even despite good DEI efforts, there may still be less visible barriers for women entering or progressing within the organisation. Most women (78 per cent) are eager to develop their leadership skills, predominantly for the purpose of career advancement, according to a recent WLA survey.

Despite this ambition, however, 94 per cent still face significant obstacles to career advancement. The most common barriers to career advancement cited by respondents include a lack of career progression opportunities (51 per cent), a lack of mentorship (50 per cent), a lack of management support (39 per cent) and gender bias (38 per cent). A total of 585 responses were received from this survey, which represents valuable insights into the views of emerging and existing women leaders in Australia and New Zealand.

Despite strong efforts to support women in the workplace, Surmon says companies must dig deeper to identify persistent barriers that may still be holding women back.“It could be anything from flexible work arrangements, part time opportunities that enable people to progress into leadership roles, hiring practices that unduly favor people who are available at certain times of a day or only available full time, it may be the [gendered] language that’s used” says Surmon, listing off some of the key areas for companies to take stock of. “There’s a range of internal and external factors, and many are within the reach of an organisation to address.

”Solutions for change“The problem of inequity for women, or a lack of diversity in leadership roles, is not a problem about women that women have to solve,” she says. For companies wanting to attract and retain talent and unlock the full potential of their workforce Surmon suggests offering women leadership development and mentorship opportunities, running inclusive leadership development for senior exec, as well as taking a look at the company policies and processes that may need to be revised. And there are plenty of resources available for women in leadership to access support, with Surmon saying that WLA runs symposiums and women-only programs “to create ‘psychologically safe spaces’ for women to explore the boundaries of their own confidence and understand their leadership style”.

Surmon says it’s not about “teaching women a unique set of leadership skills, but providing the tools and frameworks for individuals to contextualise in their own environment”.“Through applied teaching, peer support, and in some cases, formal coaching, these programs help unlock [women’s] capabilities more fully, increasing their confidence and their capacity to influence and advocate for themselves,” says Surmon. WLA has already seen big impacts through these programs, with nine out of ten graduates showing increased confidence to pursue higher leadership roles.

Along with this, 90 per cent say they improved their ability to lead workforce change. “It’s really a petty, throwaway trope to say women lack ambition, or they opt out of leadership, to explain the existence of a gender pay gap in all industries in Australia. It’s not a lack of competence,” Surmon says.

“Giving participants the ability to influence and lead workforce change, even if they are not in a position of formal management is really empowering.”Surmon is hopeful that progress in Australia will mean a better world for her daughters, and a positive influence on neighbouring markets to consider the value and importance of gender equality and diversity in leadership. Women & Leadership Australia specialises in high-impact, applied leadership development through its renowned programs and world-class events.

Don’t miss The Australian Women’s Leadership Symposium to be inspired and energised by real stories and practical insights from remarkable women. Events in Adelaide, Brisbane, Perth, Sydney, Melbourne, and online, starting in May – get your tickets now at: www.wla.

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