By Ko Ko Aung When a powerful earthquake struck northern Myanmar on 28 March, its epicentre may have been far away — but its emotional impact rippled right across to Australia. For those of us in the Myanmar diaspora, the devastation wasn’t only physical. It shook us at our core. The 7.7 magnitude earthquake, followed by numerous aftershocks, hit an already vulnerable population. Sagaing and Magway — two regions at the heart of the disaster — have for years endured military violence, displacement, and political oppression since the 2021 coup. Details remain patchy, with information tightly controlled by the regime and telecommunications often cut off entirely. Here in Australia, we’ve been left to piece together the aftermath through fractured updates, sporadic social media posts, and whispers from contacts on the ground. For many, there has been no word at all. In rural areas, electricity is unreliable. The internet is fragile. And the junta’s ongoing restrictions on communication have made even the simplest text message a lifeline that might never arrive. I've spoken to people in Sydney, Brisbane, and Melbourne who are in anguish. Some have elderly parents they can’t reach. Others know their hometowns were near the quake’s epicentre but haven’t received any updates. The uncertainty is paralysing. Work is missed. Sleep is lost. Yet many keep their grief private — because in a hurting community, where does one find the space to speak? This is the quiet aftermath — the grief that doesn’t make headlines. Our community is no stranger to hardship. Many of us came to Australia seeking safety from military persecution and violence. But this earthquake has reopened old wounds and reawakened buried fears. It reminds us how far we are from home — and how powerless we feel when home is in crisis. Mental health support exists, but often only in name. The systems in place rarely understand the intersection of migration, trauma, and cultural nuance. University students might have counselling services, but getting timely, sensitive care is another story. Elderly community members, often isolated and still supporting families back in Myanmar, suffer in silence. And what about those between jobs, or waiting endlessly for family reunification — all while worrying their loved ones may not survive long enough to join them? Even those of us who are now citizens or permanent residents, with a sense of security here in Australia, feel the ache. We cannot return. We cannot help. And we live with the guilt of having escaped while others remain trapped in a cycle of crisis. People often assume we are safe, and therefore okay. But safety and peace are not the same thing. Myanmar is in deep crisis. Since the 2021 coup, the military has waged war on its own people. Entire villages have been destroyed, children have been killed, and millions displaced. Humanitarian agencies are blocked from providing aid where it’s needed most. This earthquake is not just another disaster — it’s devastation layered atop systemic violence. We’re not asking for pity. We’re asking to be seen. Diaspora pain doesn’t always look obvious, but it is real. And it needs attention. So where do we go from here? We need trauma-informed mental health services that reflect our lived experiences. We need more investment in community organisations already doing the hard work of providing care and cultural connection. And we need the Australian public — friends, neighbours, colleagues — to understand that for many of us, this isn’t a faraway crisis. It’s personal. We’re grateful for the ongoing support — the fundraisers, the solidarity, the awareness. But we also need you to know: some of us here are quietly breaking. And sometimes, all it takes to tip us over is one unanswered call from home. This earthquake may not have shaken the ground beneath our feet in Australia, but it has rattled the emotional foundations of our lives. Grief travels. It crosses oceans. And it deserves to be acknowledged.

The Asian Australian Lawyers Association is delighted to announce that William Lye OAM KC has been appointed as the new List Chairman of Foley's List , marking a significant milestone in Australian legal history. As the first Asian Australian to hold this prestigious position, William Lye's appointment underscores the growing diversity and inclusivity within the legal profession. As a distinguished King's Counsel at the Victorian Bar and Adjunct Professor of Law, William Lye OAM KC brings extensive experience in commercial and corporate law, intellectual property, technology, and cross-border disputes. His leadership and commitment to fostering diversity and inclusion have been instrumental in his role as a founding member and former National Vice-President of AALA. This appointment reflects the progress made towards greater representation and opportunities for Asian Australians in leadership roles within the legal sector. William’s appointment to Foley's List, a barristers’ clerking institution with a rich history dating back to 1860, highlights the evolving landscape of the legal profession. His tenure as List Chairman will undoubtedly contribute to the continued growth and success of Foley's List, while also serving as a beacon for diversity and representation within the legal community. AALA congratulates William Lye OAM KC on this achievement and looks forward to his leadership in promoting diversity and excellence in the legal profession. This milestone is a testament to the progress made by Asian Australians in achieving leadership positions and serves as an inspiration for future generations of legal professionals. Willam Lye OAM KC, said: "Throughout my career, I have witnessed firsthand how diversity strengthens our profession. My appointment represents an important step forward, but the journey continues. I am committed to ensuring Foley's List remains at the forefront of both legal excellence and inclusive leadership for the next generation of barristers.” Matt Floro, AALA National President, said: “William exemplifies leadership. His groundbreaking achievements in the law and the legal community and his strong advocacy for cultural diversity and Asian Australian representation, are an inspiration to us all. The Asian Australian Lawyers Association is very proud of William and we congratulate him on his well-deserved appointment as List Chairman of Foley’s List.” MEDIA CONTACT: Matt Floro, 0403 935 811, president@aala.org.au .

18 February 2024 The Asian Australian Lawyers Association ( AALA ) notes the attention and rhetoric emerging from the USA against diversity, equity and inclusion ( DEI ) initiatives and several reports that some Australian organisations are reconsidering their support for DEI initiatives. The Australian Bureau of Statistics found in the 2021 Census that 27.6 percent of Australians are born overseas with 3 out of the top 5 countries of birth (apart from Australia) being in Asia (4 if New Zealand is included to capture the broader Asia-Pacific region). In 2022, a qualitative AALA study found that members of the legal profession who identified as culturally diverse continue to experience situations where there is a lack of representation in decision-making, leading to deficits in familiarity, relatability, and cultural competence in bridging different cultural values. In a 2024 submission to the ASX Corporate Governance Council, AALA raised concern about backsliding in representation, with more non-inclusive teams and managers now compared to prior to the pandemic as noted by the 2023-24 Inclusion@Work report. AALA National President, Matt Floro, said: “Inclusion and diversity are fundamental to a fair and just legal system that reflects the rich multicultural fabric of Australia. Efforts to undermine DEI initiatives risk reversing the progress made toward achieving greater representation and equality for historically underrepresented communities, including Asian Australians, in positions of leadership in the law, business and government. “While we acknowledge that appointments to the upper echelons of our institutions must be made on the basis of merit, we must be careful not to entrench a hereditary meritocracy – one drawn from a narrow cultural, socioeconomic and professional hue. “AALA champions a diverse meritocracy, one free of bias, stereotyping and typecasting, discrimination and racism. “The legal profession must be a leader in upholding principles of fairness, inclusion, and opportunity . A profession that embraces diversity is better equipped to serve the public and administer justice fairly for all Australians.” MEDIA CONTACT: Matt Floro, president@aala.org.au , 0403 935 811.

The Asian Australian Lawyers Association (AALA) welcomes the National Anti-Racism Framework initiated by Australia’s Race Discrimination Commissioner, Giridharan Sivaraman. This framework, crafted by the Australian Human Rights Commission with significant input from the government, is tailored to systematically eliminate racism across Australia, with focus on reforms within the legal and justice systems.   The framework, resulting from three years of extensive consultations with diverse community organizations and experts, advocates for 63 targeted recommendations across legal, educational, health, and employment sectors. These recommendations aim to create environments free from racism and are backed by a call for the Australian Government to establish a National Anti-Racism Taskforce to lead the implementation efforts.   The framework specifically addresses the pervasive racism that exists within the legal sector. It has been consistently reported that racially marginalized legal professionals, particularly those of Asian descent, face significant barriers, from discriminatory hiring practices to limited advancement opportunities and unequal treatment within legal practices and processes. To counter these issues, the framework recommends implementing robust anti-discrimination policies, regular auditing of racial equality practices, and mandatory anti-racism training for all legal professionals.   A central measure proposed is the implementation of a positive duty under the Racial Discrimination Act 1975, compelling legal firms to prevent racism and promote equity actively. This aligns with AALA’s objectives to bolster training at all levels of legal education, focusing on systemic racism's impacts on Asian Australians to foster a knowledgeable and culturally aware legal workforce.   The AALA advocates for greater diversity in legal leadership roles and supporting community legal services to better serve Asian Australians' needs.   AALA National Vice-President Belinda Wong commented, “Diversity in leadership is essential to building a profession that reflects and respects the multicultural fabric of our society. It is time for legal organisations to act decisively to remove systemic barriers to leadership for Asian Australians and other CALD communities.   The National Anti-Racism Framework represents a transformative and long-overdue step toward systematically eliminating discrimination on the basis of race within Australia’s legal system. We strongly support the establishment of a National Anti-Racism Taskforce to drive the implementation of these reforms and ensure meaningful, measurable change across the legal profession”   The AALA calls on the legal community to actively participate in implementing the framework's recommendations, aiming to set a precedent in combating racism and fostering a more equitable society.   MEDIA CONTACT: Matt Floro  president@aala.org.au

The Asian Australian Lawyers Association ( AALA ) applauds the release of the An Anti-Racism Framework: Experiences and Perspectives of Multicultural Australia , a report commissioned by the Australian Human Rights Commission ( AHRC ) and conducted by the Federation of Ethnic Communities’ Councils of Australia ( FECCA ). The report’s findings reaffirm the urgent need for systemic reforms to combat racism in Australia. The report, based on consultations with over 860 participants and a survey of 411 respondents, highlights the persistence of racism in workplaces, schools, healthcare, and interactions with law enforcement. It brings to light systemic discrimination against First Nations peoples and underlines the experiences of individuals from culturally and linguistically diverse ( CALD ) communities, including Asian Australians. AALA is deeply committed to addressing these issues, both within the legal profession and broader society. Key Findings of the Report: Systemic Racism : Racism extends beyond individual prejudice, permeating policies, practices, and institutions. Workplace Discrimination : Many participants reported barriers to employment and promotion, including bias against individuals with non-Anglo names. Education and Representation : Schools must adopt anti-racist curricula, ensure safe reporting mechanisms, and promote fair representation of multicultural Australians. Legal and Institutional Reforms : The report advocates for mandatory anti-racism training and stronger reporting mechanisms across sectors, alongside the introduction of a Federal Human Rights Act. AALA welcomes the report’s call for comprehensive, trauma-informed frameworks that engage directly with affected communities and emphasise the intersectional causes and consequences of racism. Asian Australians continue to face workplace barriers, media misrepresentation, and everyday discrimination. The report’s focus on these challenges is essential for shaping a more inclusive future. Matt Floro, AALA National President, said: “This report aligns with AALA’s mission to advance diversity, equality, inclusion and access to justice. The findings reflect what many Asian Australians have experienced firsthand—systemic barriers to recognition, opportunity and advancement. “As legal professionals, we recognise the central role that law and policy must play in dismantling these entrenched forms of bias, discrimination, and racism. AALA stands with other community groups to champion these much-needed reforms. “AALA urges public and private institutions to engage with the report’s findings, adopt its recommendations, and join in fostering a more just and equitable society. “Combatting racism must be a shared responsibility—one that ensures every individual, regardless of their background, has the opportunity to fulfil their dreams in the country we call home.” MEDIA CONTACT: Matt Floro, 0403 935 811, president@aala.org.au .

The Asian Australian Lawyers Association ( AALA ) fully supports the Australian Bar Association’s ( ABA ’s) initiative to introduce compulsory “equality and wellbeing” training for barristers. This proposal seeks to enhance the ongoing professional development requirements for barristers by incorporating training on critical issues such as staff welfare, unconscious bias, mental health, and cultural competency. “The ABA’s proposal is a proactive response to growing concerns about psychosocial risks within the legal profession. This initiative is closely aligned with AALA’s foundational objectives of advancing cultural diversity in the law and ensuring that our profession upholds robust ethical and professional standards,” said Matt Floro, AALA National President. “By endorsing this initiative, AALA is reaffirming its commitment to a legal profession that is representative, inclusive, and equipped to serve our diverse Australian community.” The support from various barrister associations across New South Wales, Victoria, and Western Australia underscores a collective recognition within the legal profession of the crucial link between a barrister’s wellbeing and their professional conduct. The training is expected to not only elevate the practice standards but also to enhance barrister civility and empathy, integral to the profession’s integrity and public trust. “Introducing this training will mark a significant step towards creating a more supportive and respectful work environment in the legal sector,” Matt Floro added. “It addresses the urgent need to reduce instances of bullying and harassment, which surveys show remain a concern. We encourage the legal community to embrace and implement these enhanced training requirements with gusto.” MEDIA CONTACT: Matt Floro, 0403 935 811, president@aala.org.au .

19 August 2024 The Asian Australian Lawyers Association (AALA) welcomes the Australian Human Rights Commission's (AHRC) recent release of the report "Mapping Government Anti-Racism Programs and Policies." This report, which analyses the nature and scope of Australia’s government anti-racism policies and programs over the past five years, is a significant step towards developing a National Anti-Racism Framework. The report highlights the challenges faced by government departments in identifying and addressing racism, as well as a lack of coordination among them. It notes a preference for the term “social cohesion” over “racism,” which has weakened anti-racism efforts. The report also identifies a significant gap in evaluating the effectiveness of anti-racism programs and highlights that current initiatives are often ad-hoc and disjointed. However, the report commends Victoria for its effective cross-sectoral approach to combating racism. The AHRC makes six key recommendations, including establishing a National Anti- Racism Council, developing a nationally recognised definition of racism, and creating a clear, whole-of-government strategy to address racism in Australia. Belinda Wong, the Vice-President of AALA said: “We commend the Australian Human Rights Commission for its comprehensive analysis of government anti-racism efforts. The findings highlight crucial areas for improvement and underscore the need for a unified, strategic approach to combat racism in our society. At AALA, we are dedicated to advocating for these recommendations and fostering a more inclusive and equitable community." MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au .

12 June 2024   The Asian Australian Lawyers Association (AALA) congratulates former president Ms Tuanh Nguyen, who was awarded the Medal of the Order of Australia (OAM) in the King’s Birthday 2024 Honours List for service to the community through governance and advocacy roles.   Ms Nguyen is a Partner at the global law firm Norton Rose Fulbright, specialising in providing legal advice to Australian and international clients on corporate transactions. She has nearly 20 years of experience in assisting clients with fundraising transactions as well as private and public M&A.   In addition to Ms Nguyen’s legal practice, she is actively involved in promoting diversity, equity, and inclusion (DEI) in professional services. Her work as a DEI consultant helps organisations improve their DEI outcomes through leadership development, workplace culture reviews, and governance and policy reviews.   Ms Nguyen’s advocacy includes serving as the former National President of the AALA, where she advocated for greater representation of Asian-Australians in senior legal positions. “I am deeply honoured and humbled to receive the Order of Australia Medal. This recognition is not just for me, but for everyone who has supported and worked alongside me in serving our community, particularly those from marginalised and underrepresented groups, including through the work at the Asian Australian Lawyers Association,” she said.   She further added “I am incredibly grateful for the opportunity to contribute to such meaningful work, and this recognition motivates me to continue our efforts, knowing that we can create a positive impact for many.”   Ms Nguyen has also contributed significantly to the issue of Asian-Australian representation through extensive public speaking engagements and published articles.   In 2020, Ms Nguyen was recognised for her work as a cultural diversity advocate as a recipient of the 40 Under 40 Most Influential Asian Australians as part of the Asian Australian Leadership Summit.   Ms Nguyen holds various board roles, including positions with CatholicCare Victoria, Birdlife Australia, the Asian Australian Foundation, and the Vietnamese Museum Australia. She serves on the Advisory Board of La Trobe Asia (La Trobe University) and Migrant Women in Business. She is also the Co-Patron of the Vietnamese Australian Professional Network.   The AALA celebrates Ms Nguyen's remarkable achievements and her dedication to community service, governance, and advocacy. Her impactful contributions have profoundly enriched Asian cultural diversity within the Australian legal profession.    MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au .

30 April 2024 The Asian Australian Lawyers Association welcomes the landmark announcement by the Australian Public Service Commission that it will introduce a “reportable benchmark” of 24% for culturally and linguistically diverse (CALD) representation in the Commonwealth Senior Executive Service (SES). While approximately 25% of Australians and 25% of Commonwealth public servants have a CALD background, only 11% of the Commonwealth SES come from a CALD background. The 89% of the Commonwealth SES who have a non-CALD background is similar to the statistics for ASX300 directors recently published in the 2024 Watermark Search International Board Diversity Index, which showed that 90.5% of ASX300 directors had an Anglo-Celtic background in 2017, increasing to 91.2% in 2024. Section 10A(1)(g) of the Commonwealth Public Service Act 1999 states that the Australian Public Service “recognises the diversity of the Australian community and fosters diversity in the workplace.” AALA National Vice-President, Belinda Wong, said: “The low level of multicultural representation in the upper echelons of the Commonwealth public service does not reflect the rich cultural diversity of Australia. “It is vital that public servants in our national government, particularly the Senior Executive Service, General Counsel and senior legal staff, are drawn from the wide variety of cultural backgrounds in the Australian community. “A more representative public service would not only better reflect the Australian community – it would also strengthen our democratic institutions and contribute to the improvement and adaptation of laws and public policy to suit that community. “Senior multicultural public servants bring their lived experience, cultural backgrounds and linguistic capabilities to their roles, contributing their unique perspectives, strengthening government decisionmaking and increasing the community’s confidence in public administration. “AALA commends the Australian Public Service Commission for setting a landmark CALD target for senior Commonwealth public servants and looks forward to its implementation across government agencies.” MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au.

7 April 2024 The Asian Australian Lawyers Association is very disappointed that the level of cultural diversity on Australia’s ASX 300 boards has stalled over the past decade, according to the landmark findings of the 2024 Watermark Search International Board Diversity Index. In 2024, only 6.6% of ASX300 directors have a non-European background and this includes non- European Anglo-Saxon directors from countries like USA, Canada, New Zealand, South Africa. In 2017, 90.5% of ASX300 directors had an Anglo-Celtic background, increasing to 91.2% in 2024. This is despite the 2021 Census revealing that 27.6% of Australians were born overseas and 48.2% of Australians have at least one parent born overseas. Further, approximately 1 in 4 Australians have a non-European background and around 18% of Australians have an Asian background. The Watermark Index states that ASX300 boards “could be described as the ‘whitest shade of pale’” and that “we’re often simply replacing white men with white women from a similar background.” AALA National Vice-President, Belinda Wong, said: “The levels of multicultural, First Nations, LGBTIQA+ and disabled representation on ASX 100, 200 and 300 boards are disappointingly low. The composition of Australian boards does not represent the diversity of the talent in the communities that they serve. “Multicultural communities, which include AALA’s diverse membership of over 1,000 members, are highly qualified and aspire to serve our Australian community in roles where we can best utilise our skills, lived experience, cultural backgrounds and linguistic capabilities. “By failing to raise the representation of multicultural communities on Australian boards, our institutions risk succumbing to inequitable and fixed expectations, where stubbornly monocultural boards oversee an increasingly diverse workforce to which they bear little resemblance.” Katrina Rathie, AALA NSW Patron, said: “These entrenched structural issues affect access to opportunities and can result in directors being chosen based on old school networks and ties. Unconscious affinity bias, fishing from the same pond and a lack of transparency around access to merit-based selection processes prevents new blood being found. “Forward thinking and enlightened chairs and their recruiters need to look more widely to find and meet talented candidates from a variety of multicultural backgrounds who are hungry for opportunities to shine. I know so many amazingly skilled culturally diverse men and women just waiting for the call that never comes. “More needs to be done to connect the talent with the opportunities to provide the diverse talent pool for Australia to grow and succeed in the markets of tomorrow.” Matt Floro, AALA National President, said: “Of course, appointments to leadership should be made on merit. But, in doing so, we should be careful not to entrench a hereditary meritocracy, drawn from a narrow cultural, socioeconomic, and professional hue. “Ten years of data show that the dial hasn’t moved on cultural diversity. AALA is committed to advocating for change. We will be the change we want to see.” MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au.

11 February 2024 The Asian Australian Lawyers Association (AALA) congratulates Giridharan Sivaraman on his appointment as the new Australian Race Discrimination Commissioner. “Through Mr Sivaraman's work, including as Chair of Multicultural Australia and his conduct of state and federal Race Discrimination cases, Mr Sivaraman's appointment gives us faith that Australians can expect to be robustly and fearlessly defended against race discrimination,” said AALA National Vice-President, Belinda Wong. “His tireless advocacy for systemic equality and human rights, coupled with his extensive legal expertise, will undoubtedly make a profound impact in fostering a more inclusive and equitable Australia.” “Here's to a future of greater understanding, tolerance, and harmony in Australian society. AALA extends its best wishes to Mr Sivaraman on this important appointment. AALA looks forward to working with him to achieve these goals.” MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au.

14 February 2024 The Asian Australian Lawyers Association welcomes an increased focus on cultural awareness and diversity in the selection of Australian judges, as described in the Australasian Institute of Judicial Administration's updated handbook titled "Suggested Criteria for Judicial Appointment". AALA National Vice-President, Belinda Wong, said: "Embracing diversity within the judiciary is not merely about representation - it is about fostering a judiciary that is sensitive to the needs of a multicultural society." "Judicial diversity brings varied perspectives, lived experiences and insights into the courtroom. It empowers marginalised communities to see themselves reflected amongst decision makers and instils confidence in the fairness and impartiality of our legal institutions." "By promoting both diversity and merit in judicial appointments, as the Australasian Institute of Judicial Administration's report suggests, we affirm our commitment to upholding the principles of equality before the law." "It is heartening that the Australasian Institute of Judicial Administration has recognised that consideration of diversity is an important factor in enabling courts to better address the complex social, cultural, and systemic issues that form the context of underlying disputes." "AALA stands ready to support and advance initiatives that promote diversity and inclusivity within our judiciary and tribunal appointments." MEDIA CONTACT: Belinda Wong, vicepresident@aala.org.au. References: https://aija.org.au/publications/suggested-criteria-for-judicial-appointments-2024-update/ https://www.theaustralian.com.au/nation/emotional-management-diversity-key-to-selecting-judges-handbook/news-story/bb1d536ba54aafb0fc8044d312ee2a65