The power of diversity: Leaning into our differences

Hamish Straker has an inspiring vision: for Icon Group to set the benchmark for diversity, inclusion and belonging in the workplace. As Site Manager at Icon Cancer Centre - Redland, Hamish fosters a culture that values people’s differences. And it all begins with respectful conversations.

What does diversity mean to you?

A diverse workforce embraces differences and uniqueness. If you look at diversity from a financial standpoint, it’s good to have a diverse portfolio, as it secures long-term returns. You see that same benefit with a diverse workforce. People with different experiences and backgrounds bring a range of skills that can strengthen a business.

What does inclusion mean to you?

Inclusion means ensuring everyone has the same opportunity to succeed. Sometimes, that means giving some people a bit more support than others, and that’s okay. It’s about understanding people’s diversities and creating a platform where they can achieve. Inclusion also means ensuring people’s differences don’t hold them back in the workplace. For example, not everyone is a confident speaker, so they need to be given the time and space, so their voice is heard.

What does belonging mean to you?

To me, belonging means having a sense of pride, family, and ownership. Everyone likes to do a good job and feel part of something. They want to feel safe, secure, and valued. Belonging can’t happen unless you have those diversity and inclusion values, so people can take ownership of their work and feel part of a team.

What are your hopes for Icon Group, its culture and as a place to work?

Icon Group is growing rapidly. My hope is that the inclusive culture we have now will remain in Icon’s future growth. I’m confident it will.

It’s an interesting world for any business to be in right now; there are so many competing priorities. I hope Icon can adapt as needed and talk to employees about the changes they would like to see. It would be wonderful to have other businesses benchmark themselves against Icon Group as a leader in the diversity and inclusion space.

On an individual level, a culture of belonging often starts with simply asking a question and having a conversation. Transgender issues are a big conversation piece at the moment. As part of IDAHOBIT (International Day Against Homophobia, Biphobia, Intersexism and Transphobia), we provided educational material in our centre’s tearoom, which prompted conversations around pronouns. It made people realise it’s something to be more aware of. Sometimes, people are afraid to ask questions. They need that support to ask. No one is expected to know everything; the only way we can further our understanding is through respectful conversations.

Do you have a story you’d like to share of your own lived experience of diversity, inclusion and belonging?

I’m originally from New Zealand. I wasn't out yet when I started at my first professional place of work. But when I did come out to my colleagues, I felt respected and accepted. Ever since then, I’ve felt comfortable enough to say, “This is who I am.”

Australia is similar to New Zealand in that people are generally quite open and accepting to all walks of life. I’ve always felt supported at Icon Group. I’ve never had any issues or concerns, which means I can focus on my team and my work and be a good employee. I’m very comfortable sharing my life, but I know others may not feel as comfortable, especially if they are in the process of coming out.

The LGBTIQ+ Employee Led Inclusion Group – Icon Pride is a newly formed group. Our role is to ensure Icon Group is on a path where LGBTIQ+ people are supported. We also want to give their allies an avenue to support their LGBTIQ+ colleagues and set an example in the business world. We can lead by example by creating strong internal policies and providing education and opportunities for people to learn and appreciate people’s differences.

In my experience I have felt that identifying as LGBTIQ+ is normalised at Icon. I don’t feel the need to specifically tell people. In my mind, no one should assume anything about anyone they don’t know. But as conversations naturally occur, you talk about your life situation and your partner, so it becomes easy and normalised over time. It’s just part of your life. And the more comfortable I am with people, the more comfortable they are with me.