NAIDOC Week, observed annually in early July, is a time for workplaces across Australia to celebrate the history, culture, and achievements of Aboriginal and Torres Strait Islander peoples. Yet, despite these efforts, racism in the workplace remains a persistent issue. A recent survey of 1,158 Indigenous workers found that 58% reported experiencing racism at work—sometimes, often, or very often. The findings highlight a gap between corporate gestures and the lived realities of many Indigenous employees. This week also comes amid a broader national reckoning, as a parliamentary inquiry on racism, hate, and violence directed at Aboriginal and Torres Strait Islander people has received nearly 600 submissions. These hearings, which will continue for at least another month, follow a disturbing incident in January 2025, when a 31-year-old man was charged with attempting to detonate a homemade explosive at an Invasion/Survival Day rally in Boorloo/Perth. The device failed to trigger, but the event showed the ongoing risks faced by Indigenous communities in public spaces.
RAPs Reduce Racism, But Progress Is Slow
Workplaces with Reconciliation Action Plans (RAPs) show measurable differences in how Indigenous workers experience racism. Half of those in RAP organisations reported rarely or never encountering racism, compared to 36% in other workplaces. These organisations are also more likely to have anti-racism training and formal complaints processes. One Indigenous worker in Brisbane noted feeling safe enough to share their identity after joining a RAP working group, a stark contrast to past experiences of fear and silence. Beyond supporting inclusivity, RAP organisations are three times more likely to have both anti-racism training and complaint procedures, compared to 10% in other workplaces. These plans also contribute to tangible outcomes, such as strengthening career pathways for Indigenous employees and reducing the burden of unpaid cultural labour. For instance, Indigenous workers in RAP organisations are less likely to be asked to organise Reconciliation Week events or to field questions about their identity, which can be emotionally draining and perpetuate stereotypes.
However, RAPs are not a complete solution. Many Indigenous employees still report systems that fail to address racism effectively. The lack of progress is compounded by the fact that, despite the growing recognition of RAPs, the implementation of these plans in smaller or less-resourced organisations remains inconsistent, limiting their impact across the workforce.
Legal Measures and the Path Forward
While RAPs offer structure, broader legal reforms are needed. The current parliamentary inquiry may finally address this gap, but progress has been slow. Only 29% of Indigenous workers in 2025 reported never hearing racial slurs or “jokes” about Aboriginal or Torres Strait Islander people at work, a slight but incremental improvement from 26% in 2020. At the current rate of change, it could take generations before such comments are eradicated entirely.
Employers must expand RAPs, improve complaint processes, and invest in training. Without these steps, systemic racism in workplaces will persist. As one Indigenous worker put it, “When racism is reported, it must be taken seriously, acted upon swiftly, and met with appropriate outcomes.” Until then, the promise of safer, more inclusive workplaces for Indigenous people remains unfulfilled. The Gari Yala report, the first of its kind in Australia and developed exclusively by First Nations people, also highlights the importance of capturing diverse voices and experiences to drive meaningful change.