NGAARDA INVESTIGATES: EXPOSING RACISM IN THE WORKPLACE
By Cassandra Ariuu
In today’s professional world, diversity and inclusion policies are commonplace. Many companies proudly showcase their commitment to Equal Opportunity, Workplace Health and Safety, and Employee Codes of Conduct, promising fairness and an inclusive environment. Yet, despite these assurances, a persistent and insidious issue continues to undermine the integrity of workplaces across Australia: racism.
This is the focus of Ngaarda Investigates, a special piece dedicated to exposing the hidden and often overlooked problem of racism in the workplace. As someone who has personally experienced racial discrimination, I know firsthand the profound impact it can have on careers, mental health, and a person’s sense of belonging. While companies often tout diversity and inclusion in their policies, the reality for many workers of colour is starkly different. Racism—whether overt or subtle—continues to thrive in workplaces where it is either ignored or swept under the rug.
The Hidden Epidemic of Workplace Racism
Photo: Giridharan Sivaraman Credit: The Australian Human Rights Commission
Despite the ongoing push for diversity and inclusion in corporate settings, the lived experiences of many employees from racially marginalised backgrounds tell a different story. For many, racism is not a matter of isolated incidents but a constant, insidious undercurrent that pervades their work environments. Employees of colour continue to face microaggressions, exclusion from career advancement opportunities, and, in some cases, outright racial harassment.
Giridharan Sivaraman, Race Discrimination Commissioner at the Australian Human Rights Commission, has made it his life’s work to confront and address these systemic issues. In an exclusive interview with Ngaarda Investigates, Sivaraman discussed the ongoing struggles faced by employees experiencing racial discrimination, highlighting the urgent need for both legal reforms and a shift in corporate culture.
"Workplaces must do more than just implement policies," Sivaraman explained. "They must create environments where racial discrimination is actively addressed, where victims receive the support they deserve, and where diversity is genuinely embraced beyond surface-level gestures."
Sivaraman emphasized that the fight for racial equality in the workplace is not just about addressing overt racism but also about challenging the covert, often institutionalised discrimination that exists within workplace structures. His advocacy for First Nations peoples is particularly crucial in Australia’s broader conversation about equality and representation.
The Call for Change from Diversity Experts
Photo: Dr Virginia Mapedzahama Credit: Supplied
Dr Virginia Mapedzahama, Member Education Director at Diversity Council Australia (DCA), is another leader at the forefront of workplace inclusion. DCA, an independent, non-profit organisation that works with over 1,300 member organisations, has been dedicated to advancing diversity and inclusion in workplaces across Australia for over 30 years.
In our conversation, Dr. Mapedzahama discussed both subtle and overt forms of racial discrimination, emphasizing that addressing racism in the workplace requires more than just policy implementation. "For many workers, racism isn’t a rare occurrence," she said. "It’s an ever-present reality—a constant undercurrent in their day-to-day experience."
Dr. Mapedzahama also highlighted the critical role of support systems, particularly Employee Assistance Programs (EAPs), in addressing racial trauma. "EAPs are a good start, but they often fall short when it comes to addressing the specific needs of racially marginalised employees," she noted. "Organisations must ensure these services are accessible, culturally sensitive, and actively promoted so that employees know where to turn when they face discrimination."
Silence in the Face of Fear
One of the most striking revelations during our conversation was the number of employees who choose not to report incidents of racism. "For many, it’s not about shame," Dr. Mapedzahama explained. "Rather, it’s a protective coping strategy. Employees often stay silent because they fear retaliation or because they don’t believe their complaints will be taken seriously." This silence is often compounded by a broader societal narrative that champions multiculturalism and harmony, often at the expense of acknowledging the very real struggles of racial minorities.
Dr. Mapedzahama also pointed out that companies often fail to recognise the depth of racial trauma experienced by employees, urging them to offer support that goes beyond theoretical policies. "Organisations must make these support systems genuinely accessible and culturally appropriate," she stressed.
A Personal Story: Racism in the Workplace
The impact of racism in the workplace is not just a theoretical concept—it’s deeply personal. Melissa Sambono, an Indigenous Australian from Darwin, shared her harrowing experience of racial profiling while working on a project. She was unfairly targeted and subjected to discrimination that had a lasting impact on her mental health and sense of self-worth.
"It made me feel racially profiled," Melissa recalled. "If someone is experiencing racism, I reckon they should… go to a close friend and talk to them about it, and then they can both go together and report."
Melissa’s story is a powerful reminder of why addressing workplace racism is so critical. It's not just about ensuring fairness in the workplace—it's about creating a supportive environment where all employees, regardless of their background, feel valued and empowered to succeed.
The Path Forward
As both Dr Mapedzahama and Commissioner Sivaraman have pointed out, addressing racism in the workplace requires more than just surface-level changes—it demands systemic reform. Workplaces must confront the root causes of racism, not just its symptoms. This includes implementing meaningful diversity in decision-making roles, ensuring that policies are not only written but also enforced, and creating resources and avenues for employees to report discrimination without fear of retaliation.
Racism in the workplace is a multifaceted issue that requires collective action. It is no longer enough for organisations to simply pay lip service to equality and inclusion. True change requires a cultural shift—one that ensures all workers, regardless of their race or ethnicity, are treated with dignity and respect.
Seeking Help and Support
If you or someone you know has experienced racial discrimination, support services are available. It is vital to report these incidents to ensure both justice and support. Here are some key resources for those affected by racial discrimination in the workplace:
The Australian Human Rights Commission: For advice and information, contact the Respect@Work Information Service at 1300 656 419 (Option 2). It is available Monday through Friday, 9 AM to 5 PM AEST/AEDT. Alternatively, visit their website to submit a complaint or learn more about your rights.
Fair Work Commission: If you have concerns related to workplace discrimination, contact the Fair Work Commission at 1300 799 675. They offer assistance with workplace issues, including unfair treatment or discrimination.
Local Anti-Discrimination Bodies: Every state and territory has its own anti-discrimination agency. Contact details vary, but they can be found online. For example, the Anti-Discrimination Board in New South Wales can be reached at 02 9268 5544, and the Anti-Discrimination Commission in Queensland can be contacted at 1300 130 670.
At Ngaarda Investigates, we remain committed to amplifying the voices of those affected by racism in the workplace, challenging systemic inequalities, and advocating for meaningful change. Only through honest conversations and collective action can we hope to create workplaces where everyone is valued, respected, and able to thrive.