Employers are being urged to strengthen their Reconciliation Action Plans (RAPs) and introduce proven anti-racism measures to improve workplace conditions for Indigenous workers and reduce staff turnover.
University of Technology Sydney (UTS) Centre for Indigenous People and Work (CIPW) director Professor Nareen Young will deliver the message at the National RAP Conference in Adelaide on Thursday, as the workplace initiative marks its 20th anniversary.
"When done properly, a RAP is one of the most practical tools available to drive down workplace racism," Professor Young will say.
The conference will address concerns that Indigenous employees are expected to take on additional unpaid responsibilities through their employers' RAP programs.
"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," Professor 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 bring together representatives from a network of 3,300 organisations, marking 25 years of Reconciliation Australia and 20 years of workplace RAPs.
The initiative has grown from eight organisations two decades ago to 3,300 nationally.
More than five million Australians now work or study in organisations with RAPs, while 62,000 Indigenous people nationwide are employed by RAP organisations.
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Research conducted by CIPW found that Indigenous workers employed by organisations with RAPs were less likely to experience racism than those working elsewhere.
The Gari Yala 2 (Speak the Truth) survey of 1,158 Indigenous workers found that 50 per cent of workers in RAP organisations rarely or never experienced racism, compared with 36 per cent in non-RAP organisations.
The research also found that 34 per cent of Indigenous workers in RAP organisations reported having both an anti-racism complaints process and anti-racism training in place, compared with 10 per cent of workers in organisations without RAPs.
Where both measures were available, 60 per cent of Indigenous workers rarely or never experienced racism.
Professor Young will note that the findings demonstrate the need for employers to build on existing RAP commitments by introducing formal processes to address racism.
Where Indigenous workers report having a racism complaints process, she will say, "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," she will argue.
"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."
CIPW research estimates that workplace racism costs Australian employers up to $1.2 billion annually through staff turnover. Despite their limited uptake, professional development, formal recruitment programs and Elder support are effective measures to combat workplace racism, CIPW research reveals.
"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," Professor Young will say.
"These additional measures address the more systemic racism that limits career progression and keeps wages low."
