We’ve all seen the statements.

“We’re committed to Indigenous employment.” “We value diversity at every level.” “We’re an equal opportunity employer.”

But when it comes to actual appointments—especially at the executive and board level—the numbers still don’t reflect the promise. So what’s really holding organisations back from hiring Aboriginal and Torres Strait Islander executives?

At Pipeline Talent, we’ve been recruiting senior and executive First Nations talent for nearly a decade. We know the talent is there. We know the leadership is there. And we know that placing the right person in the right role can change not just the workplace—but entire communities.

So the question becomes: why is it still so rare?

It’s not a pipeline issue. It’s a perception issue.

Let’s start with the myth we hear most often:

“We’d love to hire a First Nations executive, but we just couldn’t find the right person.”

Translation? You didn’t look in the right place—or you didn’t know how.

Culturally safe executive recruitment takes more than posting a job on a generic platform and hoping for the best. It requires targeted outreach, trusted relationships, cultural knowledge, and often, a different understanding of what leadership looks like.

We have a saying at Pipeline Talent: “If not you, then who?” This isn’t just a tagline—it’s a strategy. We headhunt. We yarn. We engage with community. Because we know that many of the strongest leaders aren’t actively applying. They’re busy making change elsewhere.

Fear of ‘Getting it Wrong’ is Real—But So is the Cost of Doing Nothing

Another reason we hear:

“We didn’t want to make the wrong call or offend anyone.”

Of course cultural awareness matters. But fear is not an excuse for inaction. In fact, when organisations avoid First Nations recruitment out of fear of ‘getting it wrong’, the impact is far worse. It tells mob: “You’re not safe here.”

The antidote to fear is partnership. When you work with an Indigenous-led agency like Pipeline Talent, we walk with you every step of the way. We brief, we educate, we support the candidate and the employer. We know the spaces where trust needs to be built—and we’ve built those bridges.

Leadership Looks Different—And That’s the Point

If your idea of leadership is based on the same mould that’s existed for the last 100 years, then yes—you’ll miss incredible Indigenous talent.

True cultural leadership isn’t always polished or packaged in the ways we’re conditioned to expect. It can look like:

• Deep grassroots knowledge and community connection
• Leadership through storytelling and consensus
• A track record of change without the flashy title

When organisations value lived experience and cultural intelligence as equal to formal qualifications, they unlock transformational leaders.

So… What’s Actually Holding You Back?

If you’re serious about Reconciliation, about equity, about innovation—your leadership table needs to include Aboriginal and Torres Strait Islander voices. Not someday. Now.

It’s not just about ticking a box. It’s about making decisions that better reflect the communities you serve.

If you’re not sure where to start, reach out. At Pipeline Talent, we’re not just recruiters—we’re your partners in building a stronger, more representative future.

Because if not now, when?