Policy review mechanisms ●● 56.7% of all Australian universities have specific committees that oversee the review of the identified university policies. ●● 35.3% of those committees have met in the previous 6 month period. ●● Of those universities that currently do not have a specific review committee, 15.4% stated that they would be interested in developing a review committee (or similar); & ●● 64.7% of those universities that do have a committee, currently have an Aboriginal and/or Torres Strait Islander representative as part of the committee membership.
Equal Employment Opportunity Officers ●● 76.7% of all Australian universities have a specific Equal Opportunity Officer employed at their institution. ●● 78.6% of all universities have positioned their Equal Opportunity Officer in both the Human Resources and/or a specific Equity and Diversity Unit, and ●● 71.4% of NTEU Branches state that university staff members are aware of the existence, location and role of the Equal Opportunity Officer.
Member Survey Racial Discrimination in Australian society ●● 98.2% of survey respondents agree that racial discrimination exists in Australian society. ●● 95.3% of survey respondents agree that racial discrimination is widespread in Australian society. ●● 93.1% of survey respondents and their families have experienced racial discrimination in their daily lives, and
●● Of this, 18.6% of survey respondents stated that their employer took positive action to address racial discrimination in the workplace, and ●● 12.8% of survey respondents stated that the action of their employer was successful in addressing issues of racial discrimination in the workplace.
lateral violence in the Workplace ●● 60.6% of survey respondents stated that they had, at times, experienced lateral violence in the workplace. ●● 57.9% of survey respondents state that colleagues were the main perpetrators of lateral violence in the workplace. ●● 8.6% of respondents stated that attempts were made by their employer to address issues of lateral violence in the workplace. ●● Of this, 5.7% stated that their employer took positive actions to address lateral violence, and ●● 10.0% of respondents stated that the actions of their employers were somewhat successful in addressing lateral violence in the workplace.
Summary of Recommendations 1. At the national level, undertake a subsequent detailed research project, possibly involving Universities Australia, the ARC and other partner Universities, to officially define lateral violence and develop strategies to tackle lateral violence in the workplace. 2. Lobby the Commonwealth and State/Territory Governments to examine detailed strategies and institute a public campaign to tackle racial discrimination in Australian society. 3. Lobby all universities to undertake a review of the effectiveness of current policies, in particular, procedural arrangements to tackle racial discrimination in the workplace.
Cultural Respect in the Workplace
4. Lobby university management to institute effective and appropriate reporting mechanisms for grievances involving racial discrimination that provide greater confidence for academic and professional/general staff members.
●● 79.5% of survey respondents stated they have been treated less respectfully in the workplace as a results of others perceptions of their culture and/or cultural obligations.
5. Undertake an information campaign on the issue of lateral violence and its relationship to successful staff recruitment and retention.
●● 67.9% of survey respondents have been treated less respectfully by their colleagues in the workplace as a result of perceptions of culture and/or cultural obligations.
6. Encourage NTEU Branches to undertake a survey of their membership on perspectives of the effectiveness of current university policies and procedures.
●● 17.3% of survey respondents stated that action was taken by their employer to address issues of cultural respect in the workplace.
7. Where possible, ensure NTEU representation on university policy development and review committees.
●● Of this, 21.8% of respondents stated that their employer took positive action to address issues of cultural respect and cultural obligations, and
8. At those universities where a policy development, review and implementation committee does not exist, lobby university management to implement a policy committee as soon as practicable.
●● 25.4% of respondents stated that the actions of their employers were successful in addressing issues of cultural respect and cultural obligations.
9. Lobby university management to ensure a diverse membership on policy development, implementation and review committees.
●● 93.0% of survey respondents agree that racial discrimination is a problem that should be addressed by the Australian Government.
Racial Discrimination in the Workplace ●● 71.5% of survey respondents have experienced direct racial discrimination and racist attitudes in the workplace. ●● 55.3% of survey respondents have experienced racial discrimination and racist attitudes at the hands of their colleagues in the workplace. ●● 15.3% of survey respondents stated that attempts were made by their employer to address issues of racial discrimination and racist attitudes in the workplace. 4
10. Encourage all universities to provide detailed training for all staff, both inductive and retrospective, to ensure staff members are aware of university policies on racial discrimination and the relationship to current legislative requirements. 11. Encourage university management to develop strategies to empower university staff to challenge racial discrimination in the workplace.
I’m not a racist, but...