Anti-racism is a commitment to actively opposing and eradicating racism in all its forms. It involves acknowledging that racism exists, understanding its impact and taking steps to eliminate it.

More than simply 'not being racist,' anti-racism involves actively working to dismantle systems, practices and attitudes that perpetuate racial inequality.

The South Australian Public Sector Anti-Racism Strategy and the associated action plan is a document that outlines how the South Australian Government will develop a public sector workforce that is culturally capable and rejects racism in all its forms.

It has been developed in consultation with South Australian community leaders and institutions to address historical, structural and ongoing racial inequalities experienced by Aboriginal people and culturally and linguistically diverse communities. It was approved by Cabinet on 14 August 2023.

It complements the State Government’s ongoing work to remove racial inequity and promote inclusion within the public sector workforce, including Closing the Gap, the South Australian Multicultural Charter, and agency-level plans and actions on anti-racism and inclusion.

Since colonisation commenced almost 250 years ago, racism continues to have a profound impact on Aboriginal people in all aspects of life, including social, emotional and cultural wellbeing.

These challenges also extend to many new and culturally diverse communities in South Australia, who regularly experience prejudice and unfair treatment.

By speaking up for anti-racism, the public sector is taking steps to address historical and ongoing racial inequalities experienced by many South Australians living in our multicultural society.

In doing so, it will help us to promote a diverse, equitable and inclusive workforce for people of all backgrounds.

To build the cultural capability of the public sector workforce, the inaugural anti-racism strategy will:

• Acknowledge the ongoing impact that racism, both institutional and everyday, has on Aboriginal and CALD people, and that addressing racism will benefit everyone in South Australia.
• Enable employees to act, by implementing anti-racism training and developing learning resources.
• Embed anti-racism into leadership and decision-making, by supporting leaders to champion anti-racism, removing barriers to the participation of Aboriginal and cultural and linguistically diverse people in decision-making, and considering race equity when making new laws and government policy.
• Strengthen inclusive and safe workplaces, by removing barriers to the employment of Aboriginal and cultural and linguistically diverse people, investigating complaints about racism effectively and empathically, embedding anti-racism into HR processes and supporting Aboriginal employees to progress their careers.
• Speak up for anti-racism, by communicating the Government’s position on anti-racism in the workplace, developing anti-racism communications guidelines and training staff in its use.
• Be accountable for anti-racism, by monitoring current and new data focused on Aboriginal and cultural and linguistically diverse employee experience, reporting on progress, and undertaking a formal review of the strategy.

Diversity, equity and inclusion (DE&I) focuses on creating a diverse workforce, ensuring equitable opportunities for all, and fostering an inclusive culture where everyone belongs and feels valued. Anti-racism is a specific aspect of DE&I that targets and actively opposes racial discrimination by actively confronting systemic racism, discrimination and prejudice.

Racism has no place in South Australia, or in our workforce. The public sector rejects racism in all its forms and has zero-tolerance for racism or racist behaviour.

Through extensive community consultation with Aboriginal and CALD community leaders, the SA public sector Anti-Racism Strategy and Action Plan has been developed, to address historical, structural and ongoing racial inequalities experienced by Aboriginal and CALD communities.

The South Australian public sector recognises that racism has existed since European colonisation began in 1788, and that Aboriginal and Torres Strait Islander peoples continue to experience and inherit intergenerational trauma as a result of racism to this day.

These challenges also extend to many new and culturally diverse communities in South Australia, who regularly experience prejudice and unfair treatment.

Racism in all its forms — individual, institutional, and every day — has no place in South Australia.

We are a vibrant and culturally diverse society, where everyone belongs and can thrive in all aspects of life.

The Anti-Racism Strategy & Action Plan will proactively remove racist barriers that harm Aboriginal people, and those from culturally and linguistically diverse communities, within the public sector.

It demonstrates the South Australian public sector workforce commitment to listening and learning from one of the oldest living cultures in the world, as we develop a workforce that is culturally capable and accountable.

Progress will be tracked by the measures outlined in the anti-racism action plan, employee surveys, workforce data and regular assessments.

The public sector is committed to transparency in these efforts, and will share regular progress updates with the sector.

Eradicating racism is everyone’s responsibility and essential to creating a more inclusive workplace.

Some of the individual actions that can contribute to anti-racism include educating yourself about racism and racial issues, supporting colleagues who experience racism, listening to and amplifying marginalised voices, reporting discriminatory behaviour, and supporting the public sector’s anti-racism strategy and action plan.

By actively participating in training, supporting anti-racism and diversity, equity and inclusion initiatives, engaging in conversations about racism and being an advocate for change both in and out of the workplace, individuals can make a significant contribution to anti-racism efforts.

Being an ally in the fight against racism means recognising and challenging racial biases, supporting and respecting colleagues from diverse backgrounds, and advocating for inclusive policies.

It’s about actively rejecting racism wherever or whenever you encounter it.

Racism can manifest as microaggressions, biases (both systemic and unconscious) that lead to unequal opportunities or treatment, or more overt examples such as slurs or insults, stereotyping or exclusion.

Microaggressions are subtle, often unintentional acts or comments that reinforce stereotypes or demean someone based on race. To avoid them, practice active listening, be aware of your language and the impact it can have and be open to feedback.

Systemic racism can lead to disparities in hiring, promotions, or access to training and development opportunities. This can also lead to a lack of representation or lack of leadership diversity which can in turn lead to employees feeling marginalised.

Internalised racism is a result of systemic and s

ustained interpersonal racism; when an individual incorporates racist attitudes, beliefs or ideologies into their view of the world or themselves.

Through education and the commitments of the anti-racism strategy and action plan, the public sector is actively working to eradicate racism and foster an inclusive and equitable environment for all employees.

The South Australian public sector has a zero-tolerance approach to racism. Racist behaviour or comments are inconsistent with the Professional Conduct Standards contained within the Code of Ethics and go against our Public Sector Values.

Any allegations of racism should be reported in the first instance to your HR department or Executive, or through your Work Health and Safety platform, so that any unacceptable behaviour can be addressed quickly and appropriately. You may also be able to seek assistance from Equal Opportunity SA, SafeWork SA, or the Australian Human Rights Commission.

If you see or hear something that makes you feel uncomfortable, or if you need further support, contact your agency’s Employee Assistance Program to speak to a professional counsellor.