Link to book.

From the publisher:

‘In this rousing and deeply empathetic book, Ibram X. Kendi, founding director of the Antiracism Research and Policy Center, shows that when it comes to racism, neutrality is not an option: until we become part of the solution, we can only be part of the problem.

Using his extraordinary gifts as a teacher and story-teller, Kendi helps us recognise that everyone is, at times, complicit in racism whether they realise it or not, and by describing with moving humility his own journey from racism to antiracism, he shows us how instead to be a force  for good. Along the way, Kendi punctures all the myths and taboos that so often cloud our understanding, from arguments about what race is and whether racial differences exist to the complications that arise when race intersects with ethnicity, class, gender and sexuality.

In the process he demolishes the myth of the post-racial society and builds from the ground up a vital new understanding of racism - what it is, where it is hidden, how to identify it and what to do about it.’

Publication Details

Written by Ibram X. Kendi

Published by Penguin Random House 2019

Link to DCA's website.

Mapping the cultural diversity of your workforce lets you assess how well your organisation supports the markets, customers, and clients it wants to serve.

In DCA's Counting Culture guide, six principles provide guidance on how you can map the cultural diversity of your workforce in a way that is respectful, accurate, inclusive, and well suited to the multiculturalism of Australian businesses.

Link to video. 

The Australian Dream showcases the remarkable story of Indigenous AFL legend Adam Goodes. Through the backdrop of Goodes' journey, the feature documentary explores race, identity and belonging in Australia today.

The Australian Human Rights Commission has developed this guide to assist Australian organisations in conducting conversations about racism. It can be used in conventional workplaces, community groups, faith organisations, sporting clubs as well as other organisations. While it is designed to be useful as a ‘proactive’ document, it can also be used to assist in facilitating conversations about racism after an incident has occurred.

The guide is designed to support the start of a conversation about racism in your organisation. Having a proactive, open discussion about racism demonstrates a commitment to tackling racism when it occurs and preventing it in the future. A sensitive and mature approach to discussing racism strengthens organisational culture and makes an organisation better prepared to handle racist incidents if or when they happen. For the development of more advanced racial awareness in your organisation, a formal training package is recommended.

Link to resource. 

Authors: William Fogarty, Melissa Lovell, Juleigh Langenberg and Mary-Jane Heron

The Welcoming Cities Standard (opens in new window, PDF, 21.8MB)

The Welcoming Cities Standard exists to support local councils and their communities work towards welcoming, inclusive societies.

The Welcoming Cities Standard is a central element of the Welcoming Cities network.

The Standard establishes the framework for local councils to:

• Benchmark their cultural diversity and inclusion policies and practices across the organisation.
• Assess progress over time;
• Identify where and how further efforts could be directed; and,
• Align their practices with The Standard.

Link to resource (PDF, 405KB). 

Using respectful and inclusive language and terminology is an essential component of reconciliation. The ways we speak about reconciliation is just as important as the ways we act: language is itself active, and can impact on attitudes, understandings and relationships in a very real and active sense.

Reconciliation Australia offers some recommendations for using respectful and inclusive language and terminology throughout your communication.

Link to resource (PDF, 1060KB).

As noted in the resource:

‘While we might think of discourse as ‘just language’, research has shown that it is inseparable from our understandings of the world and how we act. As such, discourse plays a fundamental role in resource and power inequalities.

Deficit discourse regarding Aboriginal and Torres Strait Islander people operates across a range of intersecting fields including health and education; it circulates in policy, media, everyday conversations, and beyond. Media and political discourses often operate in tandem, reproducing negative discourses about Aboriginal and Torres Straits Islander people.

There is evidence deficit discourse has real-world outcomes for identity formation, educational attainment, health and wellbeing. It contributes to forms of external and internalised racism.’

Link to DCA's website. 

In Australia and overseas, culturally diverse women experience a ‘double jeopardy’ when accessing leadership roles due to their gender and cultural background. This double jeopardy results in a ‘glass-cultural ceiling’ in which invisible organisational barriers lock out culturally diverse women from accessing leadership positions in their workplaces.

The Diversity Council Australia report, Cracking the Glass-Cultural Ceiling: Future Proofing Your Business in the 21st Century comprises an extensive review of international and national research; an on-line survey of 366 female leaders and aspiring leaders from a diversity of backgrounds; four Think Tanks with 54 culturally diverse female leaders and emerging leaders; and 15 individual interviews with culturally diverse women who were in high-profile, very senior roles.

The Diversity Council Australia have produced a framework from the insights of culturally diverse females to explain what is happening to lock culturally diverse women out of leadership and what Australian organisations can do to unlock that talent.

The scenarios depicted in the Australian Human Rights Commission’s 2017 Community Service Announcements highlight casual or everyday racism in a work environment and in the provision of goods and services.