Betts noted that a lack of support mechanisms within his football club made it difficult to speak out, as did the fear of being vilified, like Adam Goodes had been, when he spoke out against racism several years before.¹

Many Australians are familiar with the story of how Goodes was racially vilified while playing for the Sydney Swans.² In 2019, the AFL issued him an apology for failing to address the experiences of racism that preceded his 2015 departure from the game.³ During this period, Goodes was targeted on and off the field, regardless of his performance. Attempts to call this out as racism were routinely denied by the AFL, by media, and by many in the sporting community.

It’s well documented that players from First Nations and culturally and linguistically diverse communities are subjected to racial slurs and booing from the crowds.⁴

At a junior level, a review of over 100 interviews conducted with Australian players, coaches, club leaders and parents concluded that on-field racism was a ‘common everyday occurrence’.⁵ The interviews further found that many instances of racism went unreported, that those who spoke out against it experienced backlash, and that official grievance processes were ineffective and likely to worsen the trauma of children who had been vilified.⁶

Structural racism within sporting organisations can prevent them from addressing incidents of interpersonal racism when they occur. In an independent review of Collingwood Football Club, the 2020 Do Better Report noted that ‘[c]hange needs to be driven from the top if it is to address racism and set the tone for the culture within the club.’⁷  

Sport can bring out the best in our communities, and can be a place where values of equality, fairness and participation are realised. But in a space where so many Australians find a sense of belonging, community and comradery, racism remains an ongoing issue. It continues to separate players from the games they love, and undermines their ability to thrive. We need a coordinated approach to addressing racism in sports that considers racism on and off the field, interrogates institutional bias and supports all players to feel safe and supported.

By reflecting on the impact of racism, and taking a stand against it, we can build a fair and equal society – for all.

Racism.

It stops with me.

Research shows that, in an education context, assuming a child is an underachiever directly impacts their academic outcomes, affecting their belief in their own ability.¹ And yet, a number of studies highlight the fact that Australian teachers often hold different expectations of their students based on racial identity.² For example, a 2015 study of 199 Australian teachers found a majority expected Anglo-Australian students to perform better than Indigenous students in mathematics courses.³ Even if expectations aren’t intentional, they can still be racist.

It’s true that structural barriers play a role in limiting the opportunities and outcomes of some communities. This can lead to differences in the overall employment rates, graduation rates, and health outcomes for people of different racial identities. However, acknowledging this doesn’t mean we simply expect more or less from someone. It means we have work to do in tearing down those biases and structural barriers to ensure that everyone is provided with equitable access and opportunities.

By reflecting on the impact of racism, and taking a stand against it, we can build a fair and equal society – for all.

Racism.

It stops with me.

When researchers from Sydney University sent resumes to over 1000 job advertisements, 13% of those with Anglo-Saxon sounding names were invited back to an interview, while only 4.8% of those with Chinese names were given the same chance.¹

Another Australia-based study using equivalent CV’s found adding Anglo-Saxon names led to a 42% call-back rate while providing a distinctly Indigenous name brought that number down to 33%. ‘Middle Eastern’ sounding names halved the responses to 22%.² In other words, “Charlotte” and “Jack” are statistically more likely to get an interview than “Sabreen” or “Muhammad”, even if they are equally qualified.

These results have been emulated around the world, showing that racial discrimination in the hiring process is a widespread phenomenon.³ This is compounded by discrimination at other points in the recruitment process, with some job requirements excluding applicants from culturally and linguistically diverse communities, such as English fluency instead of proficiency, or local work experience or qualifications.⁴ Often, these requirements are not necessary to competently undertake the job.

Of course, this is multiplied when an individual is subject to a number of forms of discrimination, such as discrimination on the basis of sex, disability, sexuality, gender diversity and/or class. Too often, hiring managers fail to consider the ‘cultural add’ that can be brought by a particular candidate, and instead look for candidates who are most like themselves, or who hold skills and attributes associated with whiteness, gender conformity, or conforming to particular social norms.

While the discrimination here may be unintended, it results from widely held cultural and racial biases and the impact is undoubtedly real. Moreover, it is multiplied by every hiring manager who fails to challenge their own biases, or whose prejudices go unchecked. This blocks the door to career opportunities and is a direct contributor to unequal representation in positions of power.

Research shows that cultural diversity throughout an organisation enhances organisational performance and profitability.⁵ By recognising the benefits of a diverse workforce and approaching recruitment through the lens of equity, organisations can start to challenge their own institutionalised bias and find the applicants who are genuinely right for the job.

By reflecting on the impact of racism, and taking a stand against it, we can build a fair and equal society – for all.

Racism.

It stops with me.

A recent report found 88% of Indigenous Australians had seen racism towards other Indigenous people on social media.¹ Of those respondents, 21% reported having received threats from other users, and 17% indicated that these had impacted their ‘offline’ lives.²

A separate study of online media revealed that comments sections are a place where racism runs rampant. A survey of 2900 comments using text analysis software found that comments tend to replicate and amplify racist themes, creating an echo-chamber that reinforces racial vilification and abuse online.³ Those targeted by racism online report feelings of fear, helplessness, sadness, worry, anger and disappointment.⁴

Complaints systems and regulatory regimes can be slow and confusing for some, making it difficult for targets of online racism to access support and act against racism.⁵ This also makes it difficult to identify and de-platform those who perpetrate racism online. The ease with which perpetrators can set up fake accounts often provides them with the safety of anonymity, allowing for online hate to continue.6 Racist literature and platforms can also facilitate the radicalisation of perpetrators and translate into offline acts of physical violence.⁷

The online world provides a veil of anonymity where blatant racism is often masked and excused as ‘humour’.⁸ Studies show how humour is used as a tool to perpetuate racism and has been shown to increase tolerance of racism in the public.⁹

However, we don’t have to stand by when witnessing racism online. Report racist comments when you see them. Visit the Responding to Racism section of this website for more information.

By reflecting on the impact of racism, and taking a stand against it, we can build a fair and equal society – for all.

Racism.

It stops with me.