Agents of Change - Alumni Thought Leadership Series

In this edition of the Alumni Thought Leadership podcast, Alumni Manager DC Jacobs speaks with Glenn Davis, Principle Consultant at Respectful Relationships Consulting and Lecturer at the Chisholm Institute in Australia. This podcast, "Agents of Change - Alumni Thought Leadership Series," features DC Jacobs (Alumni Manager, Australia Awards) and Glenn Davis (Principal Consultant at Respectful Relationships Consulting and Lecturer at the Chisholm Institute in Australia). They discuss change management and practical solutions for effective change (0:59-1:05), particularly in gender equality and disability inclusion. Key discussion points include: What is Change: Glenn defines positive change as evolution, progression, and transformation, emphasizing that it starts with an inventory of one's own knowledge and values (2:00-2:55). He highlights the intrinsic link between change and leadership, conceptualizing leadership as an action anyone can undertake to make situations better (3:01-4:18). Practical Steps for Change Agents: Glenn advises looking for an "authorizing environment" (5:06) within an organization or community, identifying existing policies, procedures, and values that support change. He also stresses the importance of finding like-minded people (6:20) and forming collaborative work groups to share the load and gain diverse perspectives (8:35-11:06). Making a strong case for the benefits of change to leadership is crucial (7:09-7:46). Tools and Frameworks: Glenn recommends using resources from Our Watch Australia's Workplace Equality and Respect Program for assessing workplace capacity and tolerance, and the Champions of Change network for insights into women's leadership and representation (11:52-14:28). He introduces the concept of "fractal change," where change permeates every aspect of an organization's culture (15:29-16:00). Role of Technology and Social Media: While not a technical expert, Glenn emphasizes the power of marketing and communications professionals to amplify messages and increase exposure for change initiatives, making it harder to ignore key issues like gender equality and respect (19:36-20:42). However, he cautions that awareness-raising alone is not an implementing strategy; it must be attached to a solid policy agenda to create lasting impact (20:53-22:49). Defining Success in Cultural Change: Beyond structural changes, Glenn highlights the importance of measuring attitudes and beliefs to define success. He references Australia's National Community Attitude Survey and the "Man Box" study as valuable resources for tracking shifts in community tolerance towards violence against women and men's attitudes around masculinity (25:09-27:50). Overcoming Resistance in Traditional/Conservative Environments: Glenn suggests an "invitational approach" (32:00) by asking questions about culture and traditions to build relationships, acknowledging that culture is not fixed and can change over time (29:10-31:54). He advises focusing on the "movable middle" rather than those rigidly resistant to change (32:07-32:28). Importance of Male Involvement: Glenn strongly advocates for involving men in gender equality efforts, as they hold positions of power and can become great allies, agents, sponsors, and spokespersons for change (37:17-39:00).