Jai Courtney Quotes

I'm not out for quotas. I'm out to attract the best young men and women of our nation.

Just like how you find players from different backgrounds in Indian cricket team, our Telugu industry is looking for talent, and it doesn't matter where it comes from.

I am not in favour of quotas. Just put the best person into the job. It is not about gender; it is about experience, leadership and vision.

We've heard the excuses from those responsible for hiring that they don't want to take a chance on a new director. But the truth is that the industry hires new directors all the time; it's just that most of them are white males.

Any smart executive understands that to find the best talent she has to explore new territory that lies beyond familiar geography. That applies not only to gender, but also to race, religion, background and age.

I'm always excited when I make it on anyone's list - even if it's for affirmative action. My attitude is, 'Am I the token woman on this list? Because I'll take it.'

I was offered and accepted a part in 'A Few Best Men,' and then the Australian actor's union argued that there were too many British actors. And the director decided to lose me.

I do think it's well over-time to have a female Doctor Who. I think a gay, black female Doctor Who would be the best of all.

The lamest excuse that I get incessantly is, 'Oh, we're not going ethnic with that role,' so I can't go in for it, or I can't get the part, which is really stupid, because, in today's world, people look different.

What women need are not benefits and advantages but a merit-based selection process that will allow them to automatically benefit from various opportunities.

I think it's embarrassing for our industry that we have such low diversity across senior-level management at all of the mainstream, top-tier venture capital firms.

I believe women and minorities often wait for permission to be invited to something; we need to stop doing that.

You're not tapping into the widest possible pool of talent if you're shutting some people out of particular careers.

The problem in business isn't that women are overlooked because they are women, it's that most people subconsciously look to employ a mini-me. It's not a gender issue, it's about diversification full stop. It's hard to change that mindset and it hits women particularly hard because men historically have always been the recruiters.

U.N. employees, including senior leadership, should be selected based on merit and competence while continuing endeavors to achieve gender parity and geographical balance.

There are certain directors who just don't cast diversely in prominent roles. Ever. Often it's just because they don't have a diverse social circle, so they don't think of black or brown people as husbands, best friends, bosses.

It's a question of not so much pushing the boys out of the picture, but making the whole frame bigger so that both men and women access the labor market, contribute to the economy, generate growth, have jobs, and so on.

When it comes to meritocracy and diversity, the symbolic is real. And that means that simple actions that reduce bias, such as blind resume or application screening, are a double win: they reduce implicit bias and they help communicate our commitment to meritocracy.

I'm a gatekeeper, and the gatekeepers all used to be mostly old, white men.

In order to cultivate a set of leaders with legitimacy in the eyes of the citizenry, it is necessary that the path to leadership be visibly open to talented and qualified individuals of every race and ethnicity.

The Australian way of affirmative action is setting goals and recognising discrimination and lack of opportunity and deciding to take action and setting some goals and targets. I guess I prefer that language to talking about quotas.

Of course we've been fighting against stereotypes from Day One at East West. That's the reason we formed: to combat that, and to show we are capable of more than just fulfilling the stereotypes - waiter, laundryman, gardener, martial artist, villain.

To anyone in the position to hire women directors: Make the commitment.

CEOs of top companies could probably use a dose of not-asking-for-raise behavior and less self-entitlement, rather than us trying to change girls in order to fit into the common mold of what we think a CEO looks like.

In the 2013 Economists Program, we hired 51 percent women, 49 percent men. And the reason for that is that we have a draft from all over the world, and we've hired, for instance, in that group, a good number of Chinese economists - highly qualified, all Ph.D.s from the best universities of the world. And guess what? They're all women.