Captain Mona Shindy is an accomplished Naval Officer – one of the first to serve on an Aussie warship. She wears many hats: Telstra Business Woman of the Year (2015), Conspicuous Service Cross recipient, migrant, mother and now… author.
Propel Her Co-Founder Shamsa Lea sat down with Captain Shindy to learn more about her incredible life, her philosophy and what she’d tell her younger self.
You were one of the first three women to serve on HMAS Canberra. A locker area had to be converted into sleeping quarters due to the lack of female sleeping arrangements. How have you seen the culture change over your 30 year career and what are the major roadblock still experienced?
Back then, as women we were a novelty; something foreign in a traditionally male only environment. There were some men who just assumed I couldn’t actually be a professional engineer or that somehow my qualifications carried less value than those of my male peers; and others who believed I simply did not have the capacity to understand what they did about ship operations, equipment and routines.
A few of the all-male crew in my engineering department at the time, also thought it was fun to give me incorrect information and lessons about the shipboard systems and weapons. I still vividly remember all the times I was embarrassed and made to look as though I was incompetent when briefing superiors, by my own team members who were meant to be assisting with my progress and development.
Then there were those who struggled to take orders from women and others who seemed oblivious to sexist comments and behaviours. From the many unwanted propositions to the suspicious looks from wives convinced women at sea would destroy their families; the environment had many challenges to be worked through.
It was an era where the introduction of women presented big differences, that needed significant changes to structural practices and policy. Many women and men, having learned lessons the hard way, have been instrumental in helping to design a better Navy for those that have followed. It certainly fills me with great joy today to know that I was part of that journey and the design of structural changes that better support the service of women in all capacities today.
We have without doubt come a long way. Culture has changed predominantly because of women proving their worth through professional excellence and resilience over many years. The integration of women has in my view also made more room for deeper conversations where personal and family needs are more readily communicated and able to be accommodated. We have realised many efficiencies through new ways of working.
Your book, Shattering Identity Bias, is a story for all women – it resonates across cultural backgrounds, services, ranks and experiences. It will resonate with so many Propel Her readers. What led you to writing the book – why now, and what do you hope it will contribute to the conversation?
My book is a few things – first, a memoir covering significant aspects of my life and career journey as a minority migrant, mother and military woman in Australia- straddling communities, trying to belong to all, while not always being understood or accepted by each. Being true to self and finding a sense of place at the intersection of traditionally segregated groups, requires nuance and a willingness to be inquisitive and open; while still being firm on personal boundaries and values. Having a different perspective where there are power imbalances and homogeneity of thinking is never easy. Even harder, is the challenge of convincing the majority to respect and embrace difference as a powerful input for improved decision making; where opportunities and risks can be better understood.
The book also explores the science behind social cognition and how human biases manifest and play out in workplaces and society more broadly. The book seeks to give a voice to many who have been silenced and others who might be reluctant to speak up.
I wrote it after separating from the permanent forces as a way to collect my thoughts and to help myself heal. I wanted to share my truth and have others understand it, in the hope that various aspects of it would resonate with and inspire others.
In many ways, the book is my way of expressing gratitude and giving something back. I am proud of the contributions I was able to make and hope my journey will be something military leaders, academics, as well as policy and law makers, can build on to continue breaking down systemic and structural barriers that hinder our workplaces and hold back our nation’s advancement more broadly.
What is your personal definition of Identity bias and how have you seen that manifest across your career?
Identity bias occurs when we stereotype people into boxes. We assume certain things about others based on gut feel or what readily comes to mind rather the full facts, data and evidence. The stereotypes people use to judge are inaccurate because they are often assumed to apply to most members of a group; ignoring individual differences. Such stereotypes in turn can lead to prejudice and discrimination, and minorities being unnoticed or overlooked.
It means they have many more artificial hurdles to climb that are simply unseen and not understood by the majority. In some cases, as I have experienced, it can lead to hostility and deliberate attempts to frame and discredit. It means that minority views and voices are not taken seriously or at times not even heard. It becomes difficult to exert influence and make a real impact due to being excluded from opportunities and decision making forums.
A conscious effort is needed to include all people to capitalise on and benefit from diverse perspectives. Inclusion increases a sense of belonging and encourages retention. This is even more essential in a hierarchical institution where uniformity is a long and strongly held tradition, there are clear power imbalances, training human capital is lengthy and expensive and where the themes of “mateship” and “teamwork” often lead to comfortable “best fit”, rather than “best outcome” decision making.
This also explains why people of diverse/minority backgrounds have greater challenges in relation to talent development, recruitment and participation at all levels of leadership.
If you could go back in time to newly recruited Mona, what advice would you give her about the career she was about to have?
I would tell her that she has an amazing journey ahead of her. The professional opportunities, the pride in serving her nation, travel and friendships are incredible highlights that will truly enrich her life. I would tell her there will be many highs and probably just as many lows. I would advise her to always remain true to self and not be surprised by just how much positive impact she can have on the lives of those in her immediate spheres of participation and influence. I would tell her that success in her chosen career will require her to be resilient, to make tough decisions, always act with integrity, think long-term, be reflective, optimistic and grateful. I would also tell her not to be afraid to lead and respectfully push boundaries while seeking to further improve the career experience for those who will follow.
Captain Mona Shindy’s book Shattering Identity Bias is available via her website and at all good online bookstores. Mona is also available as a keynote speaker, consultant and coach.