ࡱ> [ Rbjbj ΐΐYHx+  Qg{{{8\#,/VOOe(0/2/2/2/2/2/2/$24V/{V/{{uk/r!r!r!{{0/r!0/r!r!r`*T`+4B*//0/*m5 m5`+`+m5{t+r!V/V/r!/m5 :  National Anti-Racism Partnership and Strategy Response 5/11/2012 Cultural Intelligence Wesa Chau  BACKGROUND Cultural Intelligence (CI) is a consultancy and training company that specialises in cross-cultural management, and assisting other organisations to reflect on its strategies, policies and practices in order to be culturally sensitive to both its clients and staff. On the other hand,CI works with people from culturally and linguistically diverse (CALD) communities to develop an understand and appreciation of the Australian culture. ASSUMPTIONS A number of assumptions were made in developing this response: Some of the cases are used only to highlight an issue. Different circumstances and situations may yield a very difficult (Do you mean different or varied?) response. There are assumptions made in this submission, and hence use of the word may in many instances, rather than stating it as a fact. RESPONSES Objective 1: Create awareness of racism and how it affects individuals and the broader community 1. What can we learn from how Australia has dealt with racism in the past? What achievements should we build on? What mistakes should we learn from? Racism is not black and white in most circumstances and it is therefore very difficult to identify the shades of grey. The reason why it is difficult is because the context of the situation and intention of the person is very important in identifying whether a person is racist or not. Like ethics, it can be fluid and people may change views due to different circumstances. Different ways are required to address racism on different levels. Australia now has people from more than 200 countries living in the same land and it is therefore unreasonable to assume everyone living in Australia understands every other community, their cultural practices, beliefs etc... but reasonable (and not penalised) to ask if something is not understood. When dealing with racism, it should not be seen as us and them. It should be seen as a community issue and understand that prejudice exist for everyone of us. We are therefore both part of the solution as well as problem. Any program also needs to acknowledge that racism can exist among ethnic communities, and also towards Anglo-Saxon Australians. This will be discussed in more detail in question 2. 2. What information would be useful to include in a campaign to prevent and reduce racism? Definition of racism with a large number of case studies to highlight what the Human Rights Commission defines as racism is important to address the issue. There are a number of issues I see that may mean well, but could hinder the process of reducing racism. Everyone defines racism differently. For instance, in the case of Ben Polis1, he used the excuse that he couldn't be a racist because his cleaner was Asian and he had once dated a half-Aboriginal woman. This is not accepted by the community, as we have seen in the media of his comments on facebook. Although this is an extreme case, but in many instances, people believe they are not racist because they eat ethnic food and worked with people from diverse background, however,they may have very racist views that are not apparent. Racism also exists in ethnic communities against other communities. For instance I have heard a person from one ethnic community mention that white people are fat and lazy. In another instances, one person from an ethnic community (a community leader) said another person from another ethnic community is of a lower class, and therefore should not be allowed to attend the same training. When racism is discussed, some people from ethnic communities will hide behind their ethnicity to say Im from an ethnic background, so I cant be racist. Any campaign must also address racism by people from ethnic communities. There needs to be a differentiation between racism and simply being ignorant. There are some reports of wherepeople from an ethnic background felt others were discriminating against them by simply asking them where they are from. In many cases, it was simply out of curiosity, rather than having a negative intention, which is positive, but perceived as negative. The issue around different perception by people from ethnic communities may affect their perception on racism. For example, in one situation, one person asked a group of people (some born in Australia, some born overseas) what people think of an Anglo-Saxon Australian commenting that their English was great. The group born in Australia saw it as a compliment, but the group born overseas (who also possessed a good command of English) saw the comment as negative. Racism should not be used as an excuse for under-performance. Apart from this, there needs to be an understanding from those who are racist why they are racist, what are their fears. This will help determine what strategies can be utilised to reduce their fear and hence racism. For example, some locals (including migrants) fear that international students are here taking all their jobs, although this is not true, but not understood by some people. Myths should be stamped out and facts should be provided. However, the facts cannot be provided if the fear underlying the myths are unknown. Apart from understanding the complexity of the definition and perception of racism , cultural awareness must be included one way or another, and starting at a young age. The awareness should be in more depth than simple ethnic foods and ethnic festivals, it is the awareness of the difference in belief systems, perceptions, family teachings etc One of the methods is understanding ones self and our own systems before trying to analysis and understand others. It is through mutual understanding and addressing issues from all points of view that Australia can start to expect to see respect (on both sides), because in the last few years people have strong interest to discuss the issue of racism in the media . Looking at the number of comments after reading the article about Charles Teos Australia day address, and Chinese student getting bashed, it is obvious that people do like to discuss and debate the issue, and it should be allowed (even those with racist views), so there is a level of understanding around the fears. It is only through communication and debating, we can remove some of the misunderstandings. For example, looking at the opinion piece We came here to learn, but we live in fear by Shuting Dong, international student about her life in Australia. It was interesting that the discussion was about racially motivated crime and crime with a racial overtone. Both are wrong (most will agree to that), but the difference has caused friction in the community by a fine difference between the two definitions. A racially motivated crime implies that a person or a group goes out and attack people of a particular ethnic community because they hate that race. On the other hand crime with a racial overtone is an opportunistic crime that also includes racial abuse/comment. It is difficult to differentiate the two, but the Government may aim to protect reputation by saying it is not racially motivated crime (may not trying to deny, but stating a fact), when the community perceive it as no racial abuse for this crime. The two do not match and differences must be communicated clearly (and understood) if any campaign to be successful. This is not to deny that in some instances that racial attacks do happen, and sometimes by Police Officers. In this case, it is a blatant racism and must be dealt with. However, Cultural Intelligence is highlighting the complexity (even with the best of intentions). 3. How could we better acknowledge the contributions to Australia of Aboriginal and Torres Strait Islander peoples and culturally and linguistically diverse communities? I think it is important to profile high profile people in mainstream organisations, and seek their help in addressing racism. For instance, Giam Swiegers CEO of Deloitte, Marius Kloppers CEO of BHP Billion are from other countries. This would allow others to visualise and see that people from diverse backgrounds also contribute enormously to Australian society rather than taking away jobs and seeking payouts. In fact, Giam Swiegers has quite openly encouraged diversity within Deloitte. The key message is that people should not be disadvantaged due to their background. Objective 2: Identify, promote and build on good practice initiatives to prevent and reduce racism 4. What are the priority areas in which we should be addressing racism (for example: employment, education, sport, the media, cyber-racism?) The priority area to address racism should begin with institutionalised racism, and systemic racism, because if systems are not able to address discrimination, regardless of what programs are initiated, the result will not be sustainable. In institutionalised racism is the unintended racism that may exist. For instance, in Australia, official documents are done in writing. This is fine for people with an understanding of written English and literate, however,for migrants, and those who may not be literate, written communication is not effective. These people may require welfare support, but sometimes Government Departments expect people to respond in writing, which disadvantage the people who are already disadvantaged even further. Empathy is required and a degree of discretion should be used. 5. What measures should governments at all levels take to address racism? Government should take a lead to not only address overt racism, but systemic discrimination to people from diverse communities. A report from the NSW Premier and Cabinet shows that there are on average 6.7% of staff from CALD backgrounds working at Local Councils (in metro areas), when the population average of people from CALD backgrounds is 24%. There are a number of measures governments can take: Ensure policies within government departments clearly state that racism of any form is not tolerated Every officer joining any government department should go through cultural awareness training Every manager within government departments should be trained in how best to recruit, manage and maintain people from diverse communities. This is not to expect that people from diverse communities have an advantage, but to eliminate disadvantages they may have. There are tools to deal with this type of issue, but require managers to have to will and knowledge to implement. Subtle racism is harder to deal with because it is often difficult to detect, however, discrimination is implied when there is a pattern of prejudice. Therefore, in order to deal with such issues within government department is to: Ensure all research and consultation includes people from ATSI and CALD backgrounds. It should not be an option, but mandatory. Increase the number of people from diverse communities working in all levels of Government Increase the number of people from diverse communities in higher ranks to show a real commitment to address diversity issues, a gradual process based on merit. Take the lead to ensure each department report on diversity initiatives. Of course, taking into account that some initiatives will take time to be fully operational. 6. What role can business, the arts, sporting organisations, community groups, service organisations and the media play in addressing racism? There are a number of levels in which all organisations can do to address racism, including: Ensure internal policies do not discriminate against people from diverse backgrounds e.g. human resource policies, operation policies, engagement policies etc Ensure suppliers (as best as possible) that their policies also align with the values Peak bodies should adopt a code of practice that include the elimination of racism and seek their membership to comply with such code. This includes ethno-specific or multicultural organisations. Actively seek out and encourage people from culturally diverse backgrounds to participate in community and other sporting groups 7. How can we involve young people in addressing racism? Creative means must be used to involve young people in addressing racism, which may involve the use of internet or social media channels. It is unclear what may work because this changes all the time, and dependent on what is trendy. For that reason, it will require a group of young people discussing the ideas in a relaxed environment. For example, it may initially involve a competition of campaign ideas and ask young people to contribute. This method is preferred over running a focus group. This way young people can discuss with their friends and family in their familiar environment to increase their creativity. Another issue around having forums is that usually the same young people attend the forums, hence do not have a wide enough reach to others who may also have ideas, or may not feel comfortable participating in forums, but like to present their views over the internet. International students should also be included into the target group, and may require different methods. It should be noted also that young people sometimes feel their opinions are not taken into account due to the time lapse between the talk and the action. This may be due to the time taken to seek approval after the initial consultation, and hence disinterested or uncommitted after the waiting period. This should be taken into account, and may require a careful explanation at the beginning of consultation. Young people should be a prime target for strategies to minimise racism, because racism can be a result of views held by them for many years. Therefore racism should be addressed at a young age, preferably at school. This cannot be addressed by simply introducing cultural foods, although its a great start. It needs to be deeper and allow the reflection of a young person perceptions, e.g. their view of right vs wrong, method to perform tasks etc 8. Can you give examples of strategies that you have seen used or been part of that have been successful in preventing or reducing racism? Why were they effective? 9. What tools or resources do we have at the community level which could be better utilised in the fight against racism? Many initiatives seem to target the converted and therefore ineffective in reducing racism. Launches for campaigns attended by those already in the multicultural sector, or people who support those from diverse communities. A large number of programs do not educate people who are racist (or subtly racist) to understand that their behaviour is racist. The key to reduce racism is to target people who are racist. There needs to be more programs that target the unconverted, and broaden the target. The KPIs should therefore focus on the number of people attend a function from non-conventional target group. For example, an opportunity to hear people like Andrew Bolt and why he forms the views he currently holds will be valuable in devising an effective strategy to target people who might hold similar views. In this case, the person performing the interview will be just as important as the interviewee in order to extract useful and frank views. 10. How could these experiences be shared to help promote good practice? (For example: a best practice website, clearing house, seeding funding for pilot programs, changing criteria for Government grants programs?) A good practice website is generally good for those searching for initiatives to mirror, or research to see what others are doing, however, necessarily good for promoting good practice. One way to start addressing the issue is to ensure all grant recipients or contractors need to have in place policies that reflect the elimination of racism. All quality frameworks (e.g. in Aged Care, Disability, Mental Health) should also include evidence to show the service are compliant in eliminating racism. Although it is acknowledged that this may or may not necessarily translate into practice at all times, it will certainly force many organisations to reflect on their own practices, and at the same time to show governments commitment to reduce racism, rather than only to look and sound good with no real concrete action (as currently often perceived in the community). Objective 3: Empower communities and individuals to take action to prevent and reduce racism and seek redress when it occurs 11. What strategies or approaches can be used to help individuals and communities who experience racism to speak up or take action? If you have experienced racism, what would have helped you to speak up or take action? There should be a simplier method to report racism. Many who have experienced racism feel helpless and sometimes require others to provide support to report it or do something about it. It is even harder for those who experience racism at work, and do not feel comfortable speaking to their superior about it. A suggestion is to provide an online chat room for those who do not feel comfortable discussing their situation face-to-face (and stay anonymous) , as it could be quite confronting for those feeling helpless, or those not sure whether their situation should be reported or not. The legislative framework should allow consequences for those who are racist maybe different levels of consequences harsher for those who have a longer and lasting effect on the victim. 12. What strategies or approaches can be used to help bystanders address racism where and when it occurs? A bystander should also be able to report racism. A person who may not speak English very well may not be aware of channels where they can address it. Although a person may not be punished from bystanders reports, however, (as an example) if a number people from the same company report similar issues, then there is a reason to monitor the particular company, and launch an investigation (potentially by Fair Work Commission). The reality is that many victims of discrimination at a workplace get further abused due to the lack of action or consequences towards the perpetrators (i.e. not removed from the position). The discrimination potentially intensifies, creating a worse situation than it was. The thought of it discourages people from reporting, and hence requires the help of a bystander to assist.  Meant to fail: who is Ben Polis?; The Age http://www.theage.com.au/afl/afl-news/meant-to-fail-who-is-ben-polis-20120405-1we9i.html#ixzz1uZbK7e8t  HYPERLINK "http://www.business21c.com.au/2009/09/panel-debate-elite-leadership-unaustralian"http://www.business21c.com.au/2009/09/panel-debate-elite-leadership-unaustralian  HYPERLINK "http://www.dlg.nsw.gov.au/dlg/dlghome/documents/Information/2010%20Census%20of%20Local%20Government%20Employees%20-%20Report%20on%20Findings.pdf"http://www.dlg.nsw.gov.au/dlg/dlghome/documents/Information/2010%20Census%20of%20Local%20Government%20Employees%20-%20Report%20on%20Findings.pdf      PAGE \* MERGEFORMAT 2 23>GH]^gijl ? , 8 9 O o v w   [ ^  ¾||xq hfHhj~huhb#hkhsPqhcIh:h1hh=hikhh8jhucUmHnHuhS'mH sH hS'hJlhS'CJ$OJQJaJ$hS'hS'CJHOJQJaJHhS'CJHOJQJaJH$jh)_1h)_1UmHnHtHu*3<=>H^hilw- 9 x   cs() gd9gd8gd8 & Fgdugd8     G K R S Y c h r   bc !=CDE .Vr'()  =hg\hfh|,Gh=:h9hj~hjhl^hD,7hrhP1h>hq/h"hUhU5hUhS5lhS5lh15h1hhm=h hfHh9:=VWXclqhi-/6Ur3)ǿÿ÷hGZhe+hWhsI=hjhh w[h\[NhNHh_!h(HhP.h19hrh|,GhrjhXx0JUhXxhhbY hx>hx>hhx>hfh4 9 `#!F%T&U&&(A)B))2*!+[-\--&./:/gd8gd8 & Fgd\[N & Fgdgd9)RV_`r}JRY &bkl (;?>"!#!?!M!ϿϿϻ˻ӫh, Nheuhk.hNhhFhOhq-hJh''hHh w[hht!h&hg\hfh0Fh+yh5h; h':h" h':h':h': h':hbh\[NhOihe+hj3M!y!}!!!!!9">"q"y"z"""##$$_$c$$$$$$$ %%#%-%E%F%&#&T&U&&1'5''''''''ļĸĴĴİĬ󤠤{t{ h L.hcI h L.ha h L.h>Sh^Y7hk h>S hfHh9hq-hhYah~hw}!hxIhvhsPqhsPqh"t6h"thg7h&ByhWhOhD7hdChdh, Nh hhheuh, Nh, N6-''''(K(V(k(|((((((((()/)@)A)B))2** +!++++,\---.&.P.~....////˾ٷ~~~tp~h7jh,0JUh,h5hhz5h lkhkX2h hfHh9 hfHhnwh9h>S h L.hW h L.h7jh L.ha0JU h L.ha h L.h lk h L.h-8 h L.h4Y h L.ho>hk h L.h h L.h>,/.///9/://///////001111222222222353<3=33333'434O4`4445o5p55566h666,7-77778888hhWJhthA?h:*ih4?h+h#_hs ;hq hfHh9h%Shkhh6Ch'V-h,h"Lh}hhhh9hk hMh3<:///x1a22=33445p56h6-7777^:k;;r=8?9??gdA? & Fgdqgd9gd8gd%S & FgdMh3gd & Fgd899[:j;k;;;;F<p<<<==d=p=q=r====== >5>6>K>L>>>>>>>>>>>?7?8?9??V@@SA`AaAAAAA'B*BKBBBBB̴Ȣȴhg_hhHh/n hhLJ hh9hLhTx5hM|bh[,h)|;hfhL h9hhHaNhc htPhh{+hA hRRRRRRRRRRRRRRRRRRRRRh hJQ mHnHujhmUhmhfh0#+hf0JjhfURRRRRRRRRRRRRgd9 dgdXx 5 01h:pS'. 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