Reconciliation Action Plans Found to Reduce Workplace Racism, Federal Inquiry Told

Sydney – Reconciliation Action Plans (RAPs) are proving effective in reducing workplace racism and creating safer environments for Aboriginal and Torres Strait Islander employees, new evidence presented to a federal inquiry examining racism, hatred and violence directed at Indigenous Australians reveals.

The findings, contained in the '10 Truths about Reconciliation Action Plans' report by the Centre for Indigenous People and Work (CIPW), draw on the national Gari Yala 2 (Speak the Truth) study involving more than 1,100 Indigenous workers.

The report will form part of evidence to be presented by Reconciliation Australia Chief Executive Officer, Karen Mundine, at the federal Inquiry into Racism, Hatred and Violence directed at Aboriginal and Torres Strait Islander people.

Among its key findings, the report shows that 50% of Indigenous employees in organisations with Reconciliation Action Plans rarely or never experience racism at work, compared with 36% in workplaces without RAPs.

It also found that Indigenous workers in RAP organisations are more likely to report culturally safe workplaces, at 43% compared to 37% elsewhere, while organisations with RAPs are more than three times as likely to have both anti-racism complaints processes and training programmes, at 34% compared to just 10% in organisations without RAPs.

The report further concludes that workplaces with RAPs are more likely to strengthen career pathways for Indigenous employees while reducing the burden of unpaid cultural labour.

CIPW Director, Professor Nareen Young, said the findings come at a critical time as public debate around reconciliation continues.

"Recent critics of Reconciliation Action Plans are ignoring a central truth," Professor Young said.

"Aboriginal and Torres Strait Islander workers themselves are telling us that RAPs are working to reduce racism and make them feel safer at work," she said.

She acknowledged that while RAPs are not a complete solution, they remain among the most practical tools available to improve workplace culture.

"RAPs are not a silver bullet, but they are one of the most practical tools we have to drive change in workplaces," she said.

"For employers, the key takeaway is that expanding the reach, quality and ambition of RAPs is one of the most effective ways to build fairer, more inclusive workplaces," Professor Young added.

Ahead of her appearance before the inquiry, Mundine said the findings demonstrate that Reconciliation Action Plans help organisations move beyond symbolic commitments towards measurable action.

"RAPs help organisations move from symbolic recognition to meaningful, accountable action.

"They provide a clear framework for embedding anti-racism into policies, practices and organisational culture, which is essential if we are serious about addressing racism in Australia," she said.

Mundine urged policymakers and employers to focus on evidence-based approaches to combating discrimination.

"We must look beyond rhetoric and embrace evidence, and these 10 truths provide strong evidence for what helps fight racism in the workplace," she said.

Professor Young continued to say the inquiry presents an opportunity to strengthen initiatives that have already demonstrated positive outcomes for Indigenous workers.

"We now have clear evidence that RAPs, when done properly, deliver better outcomes.

"The important thing is to continue to make sure they are meaningful, accountable and embedded in everyday practice.

"If we are serious about tackling racism, we need to listen to what our people are telling us, and back in what's working for them," she said.