In the 20th century Australia became increasingly multi-cultural and our citizens more educated and worldly. Do we still need diversity training?

Just how much has Australian demography changed? In the 2006 Census (the latest figures available) 22.2% of Australians counted were born overseas. The top countries of birth (other than Australia) were: England, New Zealand, China, Italy and Vietnam. English was the only language spoken at home by 78.5% of people. So 1 in 5 people speak a different language at home, the top five being Italian, Greek, Cantonese, Arabic, and Mandarin. Indigenous people represent 2.2% of Australia's total population.

If you have been following my blogs you will have heard me mention before about the Australian Stock Exchange implementing recommendations to the over 2,000 publicly listed companies to improve their gender balance, i.e. promote more women in their ranks. This is because the business case for embracing diversity is so compelling yet diversity in all its forms hasn't significantly impacted management levels of Australian business. Consequently the white male Australian business culture is quite strong and that plays out in other areas of society, sport being a very strong case in point.

The ASX Guidelines stipulate that gender programs and statistics need to be reported in Annual Reports released from July 1, 2012. One of the positive side effects of this has been a spotlight on broader diversity - ethnicity, age, disability and LGBT diversity. Many organisations are setting up diversity policies and forming diversity councils. I serve on four diversity councils and consult to others.

It's important to build foundations but the real work and results are going to come from implementing best practice programs that shift attitudes and develop potential.

This focus on diversity comes at a time when Australia is still struggling with appalling diversity issues that call for strong leadership, particularly from men. And there are some great male examples out there. Eddie McGuire confronted racial slurs at a recent football match and then publicly campaigned that there is no place for such comments in Australian sports or Australia for that matter.

We need more role models like him and we need organisations and our tertiary educational institutions to take a role in educating their staff and students on appropriate and respectful behaviour. (I say tertiary because in my experience, secondary schools are vey proactive in this area.) Consider these recent examples:

• A National Union of Students survey released in June 2011 of 1500 female tertiary students shows one in six respondents had been raped and a further 12 per cent had experienced attempted rape, while two in three had an ''unwanted sexual experience'' - This from a community where males are supposedly intelligent and educated.
• The recent Australian Defence Force Academy Skype sex scandal.
• Respected Ninemsn Marketing and Small Business Writer, Sharon Taurus, received this comment to her ‘Tax Time' article. "Nice article sweetheart. Next time lose the pout."
• Liberal senator David Bushby cat's ''miaow'' at Labor Senator Penny Wong.
• Former Clayton Utz lawyer Bridgette Styles' sexual harrasment claim against the top-flight law firm, with commentators saying actual and anecdotal evidence suggest that for many women such sexual harassment remains a part of life in such firms.

Chauvinism, sexual harassment and exploitation, unconscious bias and ignorance are still a feature of our business and societal landscape. It's time to stamp it out once and for all through leadership and education. That is why male gender diversity programs are a critical part of gender diversity initiatives. Implementing programs for females is only half of what needs to happen in the gender diversity space.

A workforce and society where men respect women and understand how best to work with each other will benefit every one.

Ask yourself, "Where are people going to learn what is and what is not appropriate if they didn't learn from their parents and don't learn from an employer or educational institution?" As a parent think about what messages you might be giving to your children.

And why should they learn it? Because if people feel threatened or unsupported in any organisation or environment, they will opt out and other great people won't join-up - it's that simple. I'm not just talking about losing women. There are many men who find mistreatment of a male or female distasteful. Just like they find racism, ageism, and other isms unacceptable. The only problem is too few people speak out and act out. Be vigilant, stand up and take action - at the time. If you leave it too late or do it in private, the message you send is that you condone the behaviour. Do you?

I'm Maureen Frank. Join me here and on womensvillage.com to discuss these and other issues that affect women and men.