Harleen Oberoi: Driving Real Change in Diversity, Inclusion, and Organizational Culture

With a dynamic career spanning Human Resources, Organizational Development, and Diversity & Inclusion, Harleen Oberoi has earned a reputation as a transformative leader. Her expertise in program management, policy development, and change strategy has enabled her to shape inclusive workplaces and lead meaningful transformation across complex organizations.

Harleen’s journey began in HR operations before transitioning into consulting with prestigious firms like Ernst & Young, Hewitt, and KPMG. Working on large-scale programs for global clients, she quickly found her niche in organizational design and people analytics. Her career later took her into the banking sector, where she sharpened her focus on D&I, talent strategy, and the evolving role of data in workforce transformation.

Today, Harleen leads the award-winning D&I and People Analytics team at the City of Sydney. At the time of publication, she will be embarking on a new challenge as Group Head of Diversity, Inclusion, and Talent at Crown Resorts, one of Australia’s largest employers with over 25,000 staff. Harleen sees this role as a powerful platform to drive deeper cultural change as Crown reshapes its future under Blackstone Inc.’s leadership.

A Decade of Advocacy Before the Trend

Harleen has been championing D&I long before it became a mainstream corporate priority. As a woman of color, she trusted her lived experience to guide her understanding of the barriers faced by underrepresented communities. Combining this with her consultancy experience, Harleen brings both empathy and strategic clarity to the table—offering tangible, business-aligned solutions to cultural and systemic challenges.

Her path has not been without its share of roadblocks. Like many trailblazers, she encountered resistance, bias, and moments of self-doubt. But instead of letting these define her, she saw them as opportunities to grow.

One of Harleen’s most powerful learnings is the importance of engaging stakeholders and using intelligent metrics to build the case for inclusion. Data, she insists, is not just about representation—it must also track equity, progression, and psychological safety. It’s not enough to ask how many women or minorities are present; organizations must also ask:

• Are they being heard?
• Do they have influence?
• Are their ideas being adopted?
• Do they feel safe and valued?

This, Harleen argues, is the shift from diversity numbers to inclusion outcomes.

Constantly Learning, Always Listening

Staying informed is a priority for Harleen. She reads extensively, engages with thought leaders, and speaks at industry events. But for her, the most valuable insights come from listening to people’s lived experiences—stories of exclusion, identity, and hope. These conversations offer a deeper understanding of the invisible barriers many still face.

Harleen also remains attuned to generational shifts. Inspired by her children, she embraces new technology and perspectives, seeking to understand how young people perceive identity, equity, and inclusion in a changing world. Her openness to learning across generations keeps her strategies relevant and future-facing.

Small Actions, Big Impact

Despite earning accolades for her contributions, Harleen believes her work is far from over. In the Australian context, she observes that diversity and inclusion are sometimes seen as “checklist items” by those in positions of privilege. Tokenism—particularly in the form of symbolic hires—is a barrier she’s worked hard to dismantle.

She emphasizes that real impact often lies in the small, thoughtful actions—the programs that give someone the confidence to speak up, the policies that enable fairness, the leadership moments that model inclusive behavior. These incremental changes, she says, are what make workplaces truly equitable.

One memory she holds close is a note from a City of Sydney employee—an aspiring leader who was recently accepted into a top MBA program. As a woman of color, the employee wrote that Harleen’s work had shown her she had “permission to dream.” That message affirmed the power of quiet yet persistent leadership.

Redefining Success

To Harleen, success is not a fixed point—it’s a lifelong journey of growth. It’s about striving, evolving, and pushing beyond one’s limits. But more than that, it’s about impact: enriching the lives of others and leaving behind a more just and inclusive world.

“For me, success means contributing meaningfully to people’s lives,” she reflects. “It’s about the legacy we leave—especially for future generations.”

Owning Her Identity, Empowering Others

Early in her career, Harleen wished she had grey hair to gain credibility in the boardroom. Now, she knows leadership is not about how others see you—but how you see yourself.

She encourages women, especially those from diverse backgrounds, to stop focusing on perceived flaws and instead embrace their uniqueness. “Stay curious. Think like an entrepreneur. See obstacles as opportunities. And always compete with yourself to do better.”

As a woman of color in Australia, Harleen feels a deep responsibility—not just to herself, but to her daughter and to future generations of young women navigating systemic bias. She’s committed to breaking barriers and making equity a reality.

Starting the D&I Journey: Advice for Organizations

For companies just beginning their diversity journey, Harleen’s advice is clear: give D&I a seat at the leadership table. This means more than just launching programs—it requires honest conversations about privilege, power, and bias.

She urges leaders to reflect on the subtle privileges they may take for granted—like having a “neutral” surname, living in the right postcode, or speaking without an accent. Understanding this context is essential for real change.

And most importantly, she believes D&I must be woven into the fabric of an organization’s culture—not treated as an add-on or a momentary initiative. Only then can businesses truly thrive in a competitive, global, and inclusive marketplace.

A Message to Women Everywhere

Harleen’s message to aspiring women is bold and affirming: “You are not broken. You do not need fixing. You are already whole.”

She encourages women to invest in mentors, sponsors, and allies—those who will not only support them but challenge and uplift them. She advocates for sisterhood over competition and reminds women that their voices, experiences, and stories matter.

Equality, she believes, is the defining challenge of our time. Harleen’s two long-term goals are deeply personal:

1. To ensure all women attain financial independence, and
2. To eliminate the word “immigrant” as a cultural label in Australia.

Harleen Oberoi is not just leading conversations about diversity and inclusion—she’s reshaping them. With a steadfast belief in equity, data-driven insights, and the power of empathy, she is preparing organizations, leaders, and individuals for the future of work—and for a more inclusive world.