Last month, more than 80 leaders from Perth’s advertising and marketing industry gathered to tackle one of its most pressing challenges: advancing diversity, equity and inclusion (DE&I) in the workplace.
Co-hosted by Advertising Council Australia and the Western Australian Marketing Association, the event — Moving Forward, Together — sought to inspire tangible action and accountability.
The discussion was framed by sobering data from ACA’s biennial Create Space Census and WAMA’s A Way to Go report, both of which reveal persistent challenges.
One in four WA workers has experienced workplace discrimination, with only 42 percent choosing to report it. Nationally, nearly half of Asian respondents observed casual discrimination in the
workplace, 56 per cent of women believe parental leave has negatively impacted their careers, and data reveals women in advertising earn 25 per cent less than their male counterparts, further underscoring the need for cultural transformation.
Tess Palmyre, Founder of Brandable and DEI Lead at WAMA, expertly facilitated a stellar panel discussion featuring industry leaders Michael Rebelo (CEO of Publicis Groupe ANZ and ACA chair), Hannah Sturrock (ACA’s national head of engagement and DEI lead), James Pritchard (senior UX designer at RAC CoLAB) and Bruno Di Girolami (partner at Lavan Legal).
The group dived into topics ranging from unconscious bias to leadership accountability, advocating for DE&I to be treated as a core business imperative rather than a tick-the-box exercise.
“Leadership isn’t about doing it all yourself,” Mr Rebelo said. “It’s about creating the air cover, culture and permission for your teams to drive the change.
“This isn’t just an HR exercise. It’s a business imperative if the ad industry wants to remain relevant and competitive in the years ahead.
“While there’s no silver bullet, the progress over the past five years off the back of initiatives like Create Space, ACA’s industry-wide DE&I program, has been encouraging.”
Ms Sturrock highlighted the need to approach representation and inclusion with the same rigour as a marketer solving a business problem.
“Start with diagnosis to understand the issues, develop a clear strategy, and implement targeted tactics,” she said. “This ensures you focus on the right areas and empower teams to drive meaningful change.”
Mr Pritchard underscored the importance of fostering environments where all employees feel valued and included, regardless of ability or background.
“Understanding your ‘why’ is crucial — it drives authentic engagement and creates cultures where diverse voices are genuinely valued,” he said, adding leaders must actively dismantle barriers through accessible and inclusive practices.
From a legal standpoint, Mr Di Girolami noted the evolving framework around workplace inclusivity in Australia.
“Bystander liability, flexible working rights, and addressing psychosocial hazards are now legal imperatives,” he said.
“Leaders must proactively create environments where equity and safety thrive. This involves clear policies, robust training and holding individuals accountable at every level.”
The panel also delved into micro-aggressions, warning of their insidious impact on work-place culture.
“These small, seemingly harmless interactions can have a profound effect,” Ms Sturrock said.
“Leaders must own their biases, educate themselves and foster cultures where calling in, not calling out, creates a safer environment for everyone.”
Transparency and accountability emerged as overarching themes throughout the event. Attendees agreed that for DE&I efforts to succeed, organisations must embed these principles into their operations, track progress rigorously and empower teams to champion change.
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Check out ACA’s suite of DEI tools and resources on the Create Space Hub.