Luke Allen

Hi there. Welcome to the New South Wales Department of Education video, presenting a summary of results from our 2023 Reconciliation Action Plan Survey. We would like to begin by acknowledging the diversity of Aboriginal nations across New South Wales and recognise their continuing strength and connection to land, language and culture. We pay our respect to the important role of Elders and thank them for remaining steadfast in their push for equality and equity for their communities. We extend this respect to Aboriginal and Torres Strait Islander people who have generously taken part in our survey and to those who are watching this video today.

The survey was conducted following the launch of the department's Innovate RAP in May 2023, provides us with a great opportunity to gain valuable insights into the understanding, attitudes and behaviors towards reconciliation for our staff. A total of 165 survey responses were received from across the department. Of these, 14.5% were people who identified as Aboriginal and or Torres Strait Islander. The survey will be conducted again at the end of the Innovate RAP in May 2025.

We heard that participants want all leaders in education to be present, show up, be explicit and be strong. Follow through on commitments and avoid being tokenistic. When asked about their level of knowledge in relation to Aboriginal and Torres Strait Islander cultures. The largest number of respondents rated themselves as slightly knowledgeable. Additionally, when asked about their levels of cultural competency, the largest number of respondents rated themselves as somewhat competent. This highlights that we need to continue to focus on ensuring all staff build cultural awareness, understanding and capability through professional learning and opportunity to integrate this into their everyday practice.

The areas with the highest level of concern from the survey were found when inquiring about racism. This included questions about personal experiences, the witnessing of racism, its impacts and reporting, and responding to racism. When participants were asked about whether they had experienced racial discrimination in the department in the past 12 months, there was a huge difference between the responses from Aboriginal and Torres Strait Islander staff and non-Aboriginal and or Torres Strait Islander staff. Again, when asked about whether they had witnessed racial discrimination in the department in the past 12 months, there were similar significant differences.

It is important we commit to recognising racism in all its forms, identifying our own biases and addressing them through anti-racist action. Calling out casual expressions that perpetuate racist stereotypes and ideas. These microaggressions have a cumulative effect and can cause considerable distress.

Of those respondents that had experienced racial discrimination. There were significant impacts with the majority of those considered leaving the department considered or did receive counseling and or took leave. Some staff shared their experiences articulating that their mental health and ability to perform their work suffered. Others avoided interactions and attending staff meetings as it was unsafe and unhealthy.

The majority of the 56% of those respondents that had experienced racism didn't report which reasons stated that they were fearful of retaliation, didn't trust the department to take action, concerned the report wouldn't be taken seriously, but worried it may upset a relationship or weren't sure how to report it. 26% of Aboriginal and Torres Strait Islander respondents were not at all confident that a complaint would be dealt with effectively.

Everyone across the department has a role to play in ensuring our workplaces and schools are safe. The results of the survey are sobering. We need to acknowledge these results. The issues identified in our workplaces and the real impacts they have on Aboriginal and Torres Strait Islander staff. We need to act urgently to address racism and build an anti-racist culture across the department.

We also need to ensure that there is zero tolerance for all forms of racism and everyone is brave enough to call it out every time. So I thank you for taking the time to listen to the survey results. And today I would ask, how are you going to drive an anti-racist culture within your workplace? What professional learning can you undertake?

How can you be an ally to Aboriginal and or Torres Strait Islander staff? And will you act when you next have the opportunity to call out racism? Every single staff member can make a difference and contribute to building a culturally safe environment. What will you do?