Employers can make their workplaces safer and businesses stronger by expanding their Reconciliation Action Plans (RAPs) and adopting proven anti-racism measures, UTS Centre for Indigenous People and Work (CIPW) Director, Professor Nareen Young, will tell the National RAP Conference in Adelaide on Thursday.
As the conference marks 20 years of RAPs in workplaces, Prof Young will tell delegates that RAPs provide the foundations for structural change that can reduce racism and improve outcomes for Indigenous workers.
“When done properly, a RAP is one of the most practical tools available to drive down workplace racism. It establishes a framework to combat racism through policy, practice and culture. But to see the full benefits, employers need to look at how they can level up the reach and ambition of their RAPs,” Prof Young will say.
CIPW’s Gari Yala 2 (Speak the Truth) survey of 1,158 Indigenous workers found that:
- Half (50%) of Indigenous workers in RAP organisations rarely or never experience racism, compared to 36% elsewhere.
- Around a third (34%) of Indigenous workers in RAP organisations report having both an anti-racism complaints process and anti-racism training in place (versus just 10% of non-RAP organisations).
- When an organisation has both an anti-racism complaints process and anti-racism training in place, the proportion who rarely or never experience racism is 60%.
Prof Young will say the figures highlight the opportunity for many organisations to expand on the good work of their RAPs through proven anti-racism measures.
“Our research shows that where Indigenous workers report having a racism complaints process, racism decreases, they feel more culturally safe, and they are less likely to be looking for another job. Anti-racism training has the same effect,” Prof Young will say.
“Right now, though, two thirds of RAP organisations either don’t have both measures in place yet or may have more work to do to make sure Indigenous workers are aware of and engaged with them.”
“In our recent submission to the Productivity Commission’s Closing the Gap review, we calculated that workplace racism is costing Australian employers up to $1.2 billion every year in staff turnover alone. These practical actions have the potential to turn that around, while transforming the workplace experiences for Indigenous workers.”
More broadly, CIPW’s research has found that the most effective workplace measures to combat racism are among the least used, including professional development, formal recruitment programs and Elder support.
“Tackling racism is as much about building up our Indigenous workers and backing their career development as it is about preventing explicit acts of racism. These additional measures address the more systemic racism that limits career progression and keeps wages low,” Prof Young will say.
Prof Young will also warn against complacency in letting the management of RAPs become unpaid work for Indigenous employees.
“We know RAP organisations are better than most at recognising this work, but some of our mob have told us that playing an active role in their employer’s RAPs can contribute to unpaid workplace demands,” Prof Young will say.
“In these instances, levelling up means writing RAP work into position descriptions and paying for it. It’s one of the simplest changes an employer can make.”
The National RAP Conference 2026 will see a network of 3,300 organisations come together, on the 25th anniversary of Reconciliation Australia, and the 20th anniversary of RAPs at work.
From just 8 trailblazing participants 20 years ago, there are now 3,300 organisations with RAPs across the country. More than 5 million Australians work or study in an organisation with a RAP, and 62,000 Aboriginal and Torres Strait Islander people are employed by an organisation with a RAP.
Prof Young said the conference would be a time to reflect on what the reconciliation movement has achieved, and make strong and lasting commitments towards systemic change.
“What Reconciliation Australia has achieved over the past 25 years is incredible, and its impact continues to grow exponentially each year. We’re seeing more employers not just sign up to RAPs, but putting in the hard yards to make sure they have a lasting impact on their workplaces,” Prof Young said.
“On behalf of CIPW I want to congratulate Reconciliation Australia on putting together this conference, thank my fellow speakers, and commend the thousands of organisations who are showing up for their Indigenous workers from across the country.”
