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The foray into trying an Australian Faux-Mamajauna went really well. I used the two finger rule where two horizontal fingers of red wine and two horizontal fingers of good honey were combined in the spice bottle with two fingers (thumb to index) of Bundaberg Select Vat Rum.

The result is surprising for a drink that would have to carry an ABV of around 30 per cent (60 proof). I could taste the cinnamon and berry flavours with a strong nearly medicinal smell. This worked in a really good way. The drink is spicy, fruity and extremely smooth without being sickly sweet. It’s a liqueur.

So if you’re thinking of that little something nobody else will sell you then I’d suggest you follow the recipe. I think only adding things you’d eat in your food was a good place to start. But be careful, it packs a punch.

In these days of ultra-right-wing politics and the proud bigotry of a rebranded National Front it shouldn’t be surprising to find business jargon like post-diversity in serious conversation. Post-diversity is the idea that we’re past diversity; that we are beyond paying attention to equality of pay, conditions and opportunity for groups perceived as disadvantaged.

What post-diversity means is that an organisation with post-diversity values will employ people who are a cultural fit. People with the same values, who look and speak the same language.

By a cultural fit they often mean – white, entitled and probably young. What cultural fit means is educated like us and thinks like us and comes from where we arose.

In everyday application, this post-diversity recruitment landscape dictates that non-normative prospective employees (ethnic, indigenous, female, or other group outside the cultural fit), with the same qualifications or greater, will be intentionally passed aside for a normative prospective employee who fits a predetermined cultural image that matches existing employee profiles.

Here’s the hard truth about post-diversity. OK, there may be a small benefit to having everyone in an organisation belong to a certain cultural fit. These employees like the same things and share common fundamental values. They go to the same church; or not. And they are cultural clones of each other. However, any small benefit of hiring to a cultural fit is so infinitesimally small that it’s hardly worth mentioning. Let’s say, at best, it’s not a direct negative if all the employees get along.

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