Expanding anti-racism strategy to workplaces will be ‘good for workers, employers, and the economy’

An Indigenous research institute has rallied behind the findings from an anti-racism roadmap, purporting the moral, wellbeing and economic benefits of implementing protective measures in workplaces nationally.

The Centre for Indigenous People and Work (CIPW) has urged the federal government to adopt recommendations outlined in the Australian Human Rights Commission’s 2024 National Anti-Racism Framework, noting that Labor’s new anti-racism strategy should include workplace measures proven to improve outcomes.

Key to the recommendations is an outlined “positive duty” or legal requirement for employers regarding the establishment and implementation of anti-racism policies and procedures, as well as mandatory anti-racism training, and national reporting standards for racism experienced in the workplace.

Findings from its Gari Yala 2 (Speak the Truth) survey, the CIPW noted, show that these measures can make a measurable difference, with experiences of racism dropping from 66 per cent to 40 per cent within organisations with a racism complaints procedure and anti-discrimination training.

Job satisfaction also rose 10 per cent, and the likelihood of looking for a new position dropped 14 per cent when the two measures were implemented.

These outcomes align with recommendations 10, 19, 20 and 25 of the AHRC’s framework, the CIPW noted.

According to CIPW director, Professor Nareen Young, “this is a chance for government to act on evidence it already has”.

“Committing to these measures nationally, through mandatory standards rather than leaving them to individual employers, would make a real difference for Aboriginal and Torres Strait Islander workers everywhere,” Young said.

“Our data shows that when these measures are in place, Aboriginal and Torres Strait Islander workers experience significantly less racism.”

Currently, only 21 per cent of Indigenous workers are employed in organisations with such systems, and almost 70 per cent do not have any racism complaint procedures to pursue.

The 2026 Australian Institute of Health and Safety (AIHS) survey similarly found that 44 per cent of respondents claimed racism is rarely or never recognised as a workplace health and safety issue, with employers urged to recognise it as a threat to worker health, wellbeing and safety.

According to AIHS chair Celia Antonovsky, “it can also hold those back in their careers and limit opportunities, which often has a ripple effect on their families and communities”.

And as reported recently, the Gari Yala 2 survey also found that it could take another 118 years to eradicate racial slurs and jokes in the workplace if no further measures are legislated, according to the CIPW.

The research institute further explained that racial discrimination costs Australia approximately 3 per cent of its gross domestic product (GDP) annually, referencing the Productivity Commission’s report, Meeting the productivity challenge, that asserts “investing in people and capital brings productivity dividends”.

In this way, Young said: “These measures are not just good for workers, they’re good for employers and for the economy too, increasing productivity and reducing the direct and indirect costs of racial discrimination.”

“A national anti-racism strategy that leaves our positive duty, mandatory training, complaints procedures and reporting standards for workplaces would miss one of the clearest opportunities we have to reduce racism in this country.”

Antonovsky said: “Racism is often treated as a personal issue rather than something employers have a responsibility to prevent. Organisations that allow racial discrimination without taking action are not only exposing workers to harm but are failing to meet their legal obligations.”

“Preventing racism is not just about responding when something goes wrong. It’s about creating workplace cultures where respect, inclusion and psychological safety are part of everyday practice.”

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