It's time to dismantle the glass ceiling and reshape the narrative surrounding Indigenous Australians, focusing particularly on the pervasive impact of deficit discourse. This narrative significantly influences every Indigenous person in Australia — affecting Indigenous businesses' ability to maintain their ownership, fuelling misconceptions about Indigenous culture, perpetuating stereotypes about Indigenous talents, and hindering efforts to overcome Indigenous disadvantage.
If you're unfamiliar with the term 'deficit discourse,' you're not alone. Many struggle to understand how it continuously frames Indigenous communities in terms of what they lack rather than their capabilities and contributions.
Indigenous leader Scott Gorringe illuminates this issue well when he points out the immediate shift in perception that occurs when labels like 'Aboriginal' or 'Indigenous' precede a noun. He said, 'Put the words Aboriginal or Indigenous in front or behind something, immediately it changes the way you think about it. Think of housing, now add Aboriginal in front of that word and you have Aboriginal Housing. What do you think now?' This labelling can instantly alter perceptions, often leading to a reduced expectation and a narrow, deficit-focused interpretation.
What deficit discourse is
Deficit discourse is a pervasive narrative framework that disproportionately highlights the perceived shortcomings and challenges faced by Aboriginal communities, often overshadowing their capabilities, achievements, and contributions. In the context of Indigenous Australians, this discourse tends to focus on issues such as economic disadvantage, health disparities, and educational gaps — painting a picture of a community in perpetual need of assistance.
This not only skews public and corporate perceptions but also influences policy and investment in ways that can reinforce the very inequities they purport to address. By constantly framing Aboriginal people within a context of deficiency, deficit discourse undermines their agency, obscures their diverse strengths, and perpetuates a cycle of marginalisation.
The talented Aboriginal trap
The deficit approach has led to an influx of Indigenous-identified positions, which is brilliant as it has given opportunity for Indigenous professionals to enter new organisations and industries. Why is it that this seems to be the only avenue for Indigenous people to hold executive or board roles?
In a world where the demand for diversity and social inclusion is ever-increasing, we might expect organisations to actively seek Indigenous talent for executive and board roles, especially to enhance Indigenous engagement. However, outside of roles specifically designated as 'Indigenous,' such opportunities are scarce. This scarcity arises not from a lack of talent, but because once an individual identifies as Aboriginal, they are then labelled as 'the talented Aboriginal'. This label imposes a heavy burden, restricting their recognition as simply 'talented' and forcing them into narrowly defined, stereotypical roles that fail to acknowledge the full scope of their abilities.
Indigenous business and the burden of proof
Another challenge is maintaining Indigenous ownership in expanding businesses. Indigenous entrepreneurs often grapple with the dilemma of scaling their operations while preserving their 100% Indigenous-owned status. This isn't merely about ownership — it's about protecting the right to operate within a unique cultural framework.
I once lost a significant coffee tender after the client discovered we were an Indigenous-owned company. Despite previously proving our capabilities and detailing our strategy to fulfil the contract, the revelation shifted the entire discussion. The procurement officer questioned, 'How can an Indigenous business handle this tender?' — as if our Indigenous ownership suddenly negated our proven competencies.
Recommendations for organisations
Overcoming the deficit discourse that often surrounds Indigenous businesses and professionals requires deliberate strategies and thoughtful changes:
- Implement strengths-based training — Educate your staff about the strengths-based approach.
- Promote Indigenous leadership — Actively promote Indigenous employees into leadership roles with mentorship.
- Support Indigenous businesses — Create policies that favour partnering with Indigenous-owned businesses.
- Create inclusive policies — Review hiring practices, communication styles, and performance evaluation criteria.
- Engage in long-term partnerships — Build relationships beyond transactional engagements.
- Transparent reporting and accountability — Maintain transparency in your efforts and progress.
- Leverage Indigenous advisory boards — Establish or engage with Indigenous advisory boards for strategic guidance.
- Celebrate Indigenous cultures — Regularly recognise and celebrate Indigenous cultures and achievements.
Lastly, challenge yourself. Maybe there is a little bit of racism there? I know that is confronting and it may make you angry or upset. But you live in this country and in this system. I do too. In my lifetime I have been racist — I too must actively remove myself from deficit discourse thinking. We are in this together. The more we talk about it, the better we will become at fixing it.