00:02It's obviously quite shocking. Unfortunately, that's the experience that many mob within
00:06the workplace feel. I guess what is good is that we're actually able to show some of the
00:10data and shed light into some of those experiences. And we have 1,158 people share their experiences
00:16and their truths with us so that we can consolidate that into a report so that people can understand
00:22what that lived experience is like. Can you give us an example of that lived experience
00:25that stuck out to you in the course of your research? Yeah, I mean, there's a whole range
00:29of different experiences and obviously there's a risk of aggregating all the data up into one.
00:34But I guess some of the shocking things for me, one thing we found is that for every one in
00:38two
00:39Indigenous people during the course of their careers will work an additional year on unpaid workplace
00:44demands. That being, you know, going to a range of cultural activities, engaging in RAP and
00:48Reconciliation Action Plan and NAIDOC week activities. All of that consolidated takes over
00:53a year of work over their entire careers and that's completely unpaid. We've also had some real tragic
00:58stories of people who have been overlooked for promotion, hearing racial slurs and obviously
01:03the statistic that you shared before, 118 years. That's how long it will take before all of our
01:09workplaces, based on the current rate of change, will be free of racism. Oh, racist remarks.
01:14How did you come up with that number? Yeah, so we conducted this survey five years ago in 2020.
01:19We had over a thousand respondents to that survey and we've compared what the rate of change is compared to
01:25now over the last five years and then looked at what the rate of change across those two years has
01:30been and where we kind of think the trend is heading and that's given us the 118 years.
01:35Okay, so how can employers ensure that Indigenous workers feel safe and valued at work?
01:42There's a lot of things workplaces can do. One of the good statistics that's come out,
01:47one of the good findings, is that where workplaces have a plan around anti-racism, where they have
01:53complaints procedures, actually complaints procedures, that actually really reduces workplace
01:58racism and at least keeps people within the workplace. They're really obvious things to do.
02:03What instead though is happening is most workplaces are celebrating days of significance, they're
02:08celebrating Reconciliation Week or NAIDOC Week, but actually aren't doing the activities that are really
02:12needed to keep people in the workplace. So where organisations can shift, where they can do the
02:17positive work and can have anti-racism complaints procedures as well, all of that will make sure that
02:22people have a much better experience, they're more likely to stay in the workforce and therefore
02:26they'll have a much better experience as well. But do Indigenous workers tend to report
02:31instances of racism that they experience? Unfortunately not, there's a bit of a stigma
02:35around with people doing that. There's also some challenges, so one of the quotes that we shared
02:40this morning at the launch is somebody had made complaints around some of their staff members,
02:45all of those staff members had been promoted at work and yet that poor Indigenous person
02:49haven't been promoted. So that's obviously some of the things that we need to work on.
02:53Anti-racism complaints procedures definitely help with that and we're able to at least address some
02:58of those issues, you know, through that pipeline. So last week the Federal Government launched an
03:02inquiry into racism, hate and violence directed at Indigenous people. Will your organisation be making
03:08a submission to that inquiry? Yes, absolutely. We've been calling for a inquiry, a racism work inquiry
03:15for the last year with the ACTU and the Australian Human Rights Commission and we're really glad by
03:20the opportunity to be able to put in the submission to that inquiry as well. Josh Gilbert, thank you so
03:24much. Thanks so much.
03:26you
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