Racism@Uni Dashboard | Quick Reference Tool

Executive Summary

About This Report

The Respect at Uni: Study into antisemitism, Islamophobia, racism and the experience of First Nations people (referred to as the Racism@Uni Study) is a landmark report by the Australian Human Rights Commission, published in February 2026. It is the first national-scale study of racism in Australian universities, revealing that experiences of racism are extensive, systemic, and occur in multiple forms across the sector.

The study found that racism remains a significant barrier to equity and inclusion in Australian universities, affecting both staff and students, and undermining the sector's commitment to academic excellence and social responsibility. These experiences have profound impacts on wellbeing, connection, and trust in institutions.

📄 Report p.13 (Executive Summary)

Why This Study Was Conducted

The Department of Education tasked the Australian Human Rights Commission to lead the Racism@Uni Study in response to Recommendation 33 of the Australian Universities Accord Final Report. The Study's Terms of Reference required the Commission to address "the distinct incidences of antisemitism, Islamophobia, and the experiences of Aboriginal and Torres Strait Islander peoples, people from other negatively racialised backgrounds and international students."

The focus is on the lived experiences of communities that face racism, are often marginalised within Australian society, and remain underrepresented in university leadership. The Study is intended to be a first step in the design and development of a national, long-term approach to measuring and tracking racism in the tertiary sector.

📄 Report p.13, p.39 (Purpose of the Study)

Methodology

The Study takes a mixed-methods approach, combining quantitative and qualitative evidence through four key elements:

Component	Description	Participation
National Online Survey	The Racism@Uni survey asked about experiences of racism over the past 2 years at university	76,131 respondents
Focus Groups	Qualitative discussions with university students and staff to capture lived experiences	310 participants
Policy Audit	Desktop review of all 43 universities based on best practice frameworks in anti-racism and organisational inclusion	43 universities reviewed
Literature Review	Review of existing research on racism in universities	N/A

Survey deployment: 42 out of 43 in-scope universities participated. The survey used unique links, a census approach, and self-identification with open-ended demographics. Response rates were particularly high among staff: 18.3% of academic staff and 22.2% of professional staff sector-wide, and 37.7% of First Peoples academic staff.

Approach: The Study prioritised participants' perspectives to capture the complexity of experiences. The aim was not to adjudicate legal claims but to hear experiences, understand impacts, identify trends, and inform practical steps universities can take to prevent harm and strengthen racial literacy.

📄 Report p.13-14, p.39, p.48-49 (Methodology)

Key Findings

Key Survey Insights

14.9%

Direct interpersonal racism

Respondents report personally experiencing racist behaviour at university in the past 2 years.

Report p.15 "14.9% of respondents report experiencing direct interpersonal racism at university"

69.9%

Indirect racism

Respondents saw or heard racist behaviour directed at their racial, ethnic, cultural or religious group.

Report p.15 "69.9% of respondents report experiencing indirect racism at university"

All Unis

Systemic issue

Racism was reported at all universities at similar rates, indicating this is a sector-wide systemic issue, not isolated incidents.

Report p.15 "Racism was reported at all universities at similar rates, indicating this is a systemic issue"

6%

Made complaints

Only 6% of those who experienced direct racism made a formal complaint. Trust in complaints systems is very low.

Report p.16 "Only 6.0% of those who experienced direct racism at university made a complaint"

Additional key findings include:

1 in 5 academic staff experience direct interpersonal racism (the highest rate among groups)
3 in 4 international students experience indirect racism (the highest rate)
More than 2 in 3 respondents report negative mental health impacts from racism
More than 2 in 5 students report negative impact on their studies
Almost 1 in 2 staff report negative career impacts
56.2% of staff said university leadership does not reflect diversity
Highest racism rates: Religious Jewish (93.8%), Palestinian (90.2%), Asian groups (78-82%), First Nations (81%)

📄 Report p.15-17 (Key Survey Insights)

Policy Audit Results

11

Universities with advanced policies

Have standalone anti-racism policies or strategies prioritising anti-racism.

Report p.18 "11 universities had advanced anti-racism policies and strategies"

30

Universities with limited policies

Rely on broader DEI or discrimination policies without dedicated anti-racism focus.

Report p.18 "30 universities had limited anti-racism policies and strategies"

2

No evidence of policies

No evidence of anti-racism policies and strategies found.

Report p.18 "2 universities had no evidence of anti-racism policies and strategies"

Recommendations

Recommended Actions (47 Recommendations)

The report's 47 recommendations are organised around five interconnected outcomes. Use the filter buttons to view recommendations by outcome:

#	Target	Recommendation	Page
OUTCOME 1: Sector-wide Framework
1	Govt	Establish a Racism@Uni Working Group within six months, co-chaired by Deputy Secretary of Education and an anti-racism expert, with representation from Universities Australia, AHRC, ATEC, TEQSA, National Student Ombudsman, NIAA, Special Envoys, and key university/student representatives.	p.22
2	Govt	Commission the Racism@Uni Working Group to develop a national Racism@Uni Action Plan to address racism in Australian universities.	p.22
3	Govt	The Racism@Uni Action Plan should provide a coordinated framework including: whole-of-sector approach, improved data collection, minimum engagement requirements, training standards, best practice sharing, annual complaints reporting, clear referral pathways, workforce diversity reporting and targets, and alignment with National Anti-Racism Framework.	p.22-23
4	Govt	Fund the AHRC to conduct independent annual reviews starting 12 months after report delivery, assessing Working Group and university progress, with public reporting. May refer inadequate progress to TEQSA.	p.23
5	Govt	Commit to funding an independent survey into racism prevalence every three years, incorporating Racism@Uni Survey methodology for comparability.	p.23
6	Govt	Working Group should assess progress four years after Action Plan begins. If insufficient, may recommend developing a national anti-racism code.	p.23
7	Govt	Department of Education should facilitate annual forums or communities of practice to share data, evidence and good practice in anti-racism across universities.	p.24
8	Govt	Department of Education should require whole-of-sector surveys (e.g., Student Experience Survey) to include more nuanced demographic data cuts and expand scope to collect data on experiences of racism.	p.24
9	Unis	All universities should develop a whole-of-organisation anti-racism plan, co-designed with First Peoples and other groups who experience racism, including governance, annual reporting, and accountability mechanisms for VCs and Chancellors.	p.24
10	Unis	All universities should implement annual public reporting on anti-racism activities in their publicly accessible annual reports.	p.24
11	Unis	All universities should improve demographic data collection for staff and students who experience racism, ensuring self-identification options meeting ABS standards, with communication campaigns to encourage voluntary updates.	p.24
12	Unis	All universities should establish mechanisms to evaluate anti-racism initiatives including: engaging staff/students for feedback, adding racism prevalence questions to surveys, and assessing both prevention efforts and experiences of racism.	p.25
13	Unis	Once Racism@Uni Action Plan is in place, all universities should review their own anti-racism plan to ensure alignment with the sector-wide framework while addressing unique contexts.	p.25
OUTCOME 2: Racism-free Environments
14	Govt	Consistent with National Anti-Racism Framework, amend the Racial Discrimination Act 1975 (Cth) to include a positive duty to prevent racial discrimination in workplaces.	p.27
15	Govt	Safe Work Australia should develop university sector guidance about racism as a workplace health and safety issue, including steps to identify, assess and manage risks.	p.27
16	Unis	All universities should provide, resource and promote trauma-informed, culturally safe support services accessible to staff and students.	p.27
17	Unis	All universities should provide comprehensive anti-racism and cultural competency training covering racial and religious literacy, respectful dialogue, intercultural understanding, conflict resolution, and trauma-informed practice. Training should be co-designed with affected groups and include impact measurements.	p.27-28
18	Unis	All universities should include racial literacy and cultural competency as merit-based criteria when recruiting for complaints-handling, support service, and leadership roles.	p.28
19	Unis	All universities should conduct regular campus safety audits with a cultural safety/racism prevention lens, covering physical, digital and cultural environments. Audits should be co-designed with affected groups and findings made public with clear action plans.	p.28
20	Unis	All universities should apply a preventive, risk-based approach to racism, complying with guidance related to psychosocial hazards from regulators.	p.28
21	Unis	All universities should establish initiatives that foster respectful dialogue to build capacity for constructive engagement across different groups and views, supporting safety, academic freedom and freedom of expression.	p.28
22	Unis	All universities should implement initiatives to better support international students to connect into the broader university community and regularly assess and report on effectiveness in annual reports.	p.28
OUTCOME 3: Accountability
23	Govt	Racism@Uni Action Plan should require universities to conduct annual de-identified reporting on racism complaints and make data publicly available in annual reports.	p.30
24	Govt	Racism@Uni Action Plan should require clear and consistent referral pathways between universities and National Student Ombudsman, proactively shared with students.	p.30
25	Govt	National Student Ombudsman should enhance its cultural safety and anti-racism expertise through training and co-design with First Peoples and other affected staff and students.	p.30
26	Govt	Ensure National Student Ombudsman has sufficient resources to continue providing culturally responsive, trauma-informed support and counselling services for complainants.	p.30
27	Unis	All universities should review complaint policies to ensure explicit reference to racism and protection against victimisation, clearly outlining grounds for lodging a valid complaint.	p.30
28	Unis	All universities should increase awareness of complaint processes by clearly communicating how to make a complaint, support available, process duration, and likely outcomes, including through de-identified case studies.	p.30
29	Unis	All universities should provide training to staff handling complaints to ensure responses are culturally capable and trauma-informed, with tailored content on anti-racism and experiences of different groups.	p.30
30	Unis	All universities should ensure complaints units and equity offices are adequately resourced and staffed to manage racism-related complaints effectively.	p.30
31	Unis	All universities should collect and analyse de-identified complaints data to identify systemic risks and improve practice, with regular reporting to Vice-Chancellors and senior leadership.	p.30
32	Unis	All universities should implement multiple complaint avenues, including anonymous and independent options.	p.31
33	Unis	All universities should strengthen staff complaints supports by communicating clear escalation pathways beyond line management, identifying designated contacts, and reporting annually on staff awareness, satisfaction and use of pathways.	p.31
OUTCOME 4: Curriculum
34	Govt	Implement recommendation 30 of National Anti-Racism Framework: curricula reform in partnership with Aboriginal and Torres Strait Islander organisations to embed First Peoples' knowledges across all disciplines, and guided by affected communities to integrate knowledge from non-Indigenous people affected by racism. Consider providing seed funding.	p.33
35	Unis	All universities should include senior First Peoples staff and staff from other communities that experience racism in curriculum governance structures and development processes, with contributions appropriately acknowledged and remunerated.	p.33
36	Unis	All universities should integrate anti-racism and diverse knowledges across programs, avoiding tokenistic electives. Curricula should include courses building cultural, racial and religious knowledge, literacy and perspectives, and core content on race and racism.	p.33
37	Unis	All universities should provide professional learning for educational leaders and academic staff on inclusive teaching and opportunities to embed racial and religious literacy in course content and delivery.	p.33
38	Unis	All universities should incorporate racial and religious literacy and intercultural competency into course learning outcomes across disciplines.	p.33
39	Unis	All universities should allocate sufficient financial and human resources to implement Recommendations 34-37 across all academic programs at all levels. Universities are encouraged to collaborate to address sector-wide resourcing gaps.	p.33
OUTCOME 5: Workforce
40	Govt	Racism@Uni Action Plan should require universities to collect and publish data on workplace racial diversity, including in leadership and governance roles.	p.35
41	Govt	Racism@Uni Action Plan should require universities to set targets and accountability measures for improving workforce racial diversity, including publicly reporting on progress annually.	p.35
42	Govt	Create a centralised funding pool for universities with smaller budgets to support initiatives building pathways for staff from diverse racial backgrounds into academic and professional leadership roles (e.g., fellowships, sponsorship programs).	p.35
43	Unis	All universities should develop workforce strategies to increase representation and improve employee experience of staff who experience racism, alongside existing First Peoples employment strategies, including targeted attraction, progression and retention measures with Vice-Chancellor accountability.	p.35
44	Unis	All universities should allocate dedicated funding to develop pathways for staff from diverse racial backgrounds into academic and professional leadership roles through fellowships, sponsorship programs and other targeted development opportunities.	p.35
45	Unis	All universities should set measurable targets for workforce diversity at senior levels, with reporting to university councils.	p.35
46	Unis	All universities should review performance management and student feedback policies to make clear that racist comments are unacceptable, and provide anti-racism training for people managers and others responsible for assessing staff performance.	p.35
47	Unis	All universities should recognise cultural load through workload allocation, financial allowances and other enterprise agreement conditions.	p.35

📄 Report p.20-35 (Chapter 1: Eliminating racism in universities)

Implementation Timeline

ℹ Short-term

0-12 months

Immediate actions

Establish Working Group, begin policy reviews, improve complaint awareness, start data collection improvements.

Report p.36-37 (Implementation horizons)

ℹ Medium-term

1-3 years

Systemic changes

Develop and implement Action Plan, conduct first independent review, embed anti-racism training across sector.

Report p.36-37 (Implementation horizons)

ℹ Long-term

3+ years

Sustained transformation

Assess progress at 4-year mark; if insufficient, consider national anti-racism code. Ongoing triennial surveys to track change.

Report p.36-37 (Implementation horizons)

Call to Action

"When Australian universities tackle racism with honesty and care, they create fairer and more respectful environments for all staff and students."

The findings underscore the urgent need for coordinated, sector-wide and evidence-based action to prevent and address racism, strengthen racial literacy, and create safer, fairer and more inclusive university environments.

Real change requires a national, consistent approach that aligns with and builds on the Australian Human Rights Commission's National Anti-Racism Framework. It must be systemic, and embed anti-racism into governance, curriculum, staffing and student support. Government and university leaders should be at the forefront of paving this stronger, safer future.

Commissioner Giridharan Sivaraman: "Universities are stewards of our collective future. Together, we can work towards making racism a thing of the past."

📄 Report p.10-11, p.13 (Commissioner's Foreword, Executive Summary)

Overview

76,131

Total Respondents

p.13

42

Universities

p.13

14.9%

Direct Racism

p.15, p.52

69.9%

Indirect Racism

p.15, p.52

⚠ Key Finding

14.9%

Experience direct interpersonal racism

Respondents report personally experiencing racist behaviour at university in the past 2 years.

Report p.15, p.52 "14.9% of respondents report experiencing direct interpersonal racism at university"

⚠ Key Finding

69.9%

Experience indirect racism

Respondents saw or heard racist behaviour directed at their racial, ethnic, cultural or religious group.

Report p.15, p.52 "69.9% of respondents report experiencing indirect racism at university"

⚠ Key Finding

19.1%

Witnessed racism (non-targets)

Respondents who did not experience direct/indirect racism still witnessed racism directed at others.

Report p.15 "19.1% of respondents who did not report experiencing direct or indirect racism...report witnessing racism"

ℹ Context

All Unis

Systemic issue across sector

Racism was reported at all universities at similar rates, indicating this is a sector-wide systemic issue.

Report p.15 "Racism was reported at all universities at similar rates, indicating this is a systemic issue"

Response Rates by Group

Group	Respondents	Response Rate	Direct Racism	Indirect Racism
Domestic Students	33,943	3.3%	13%	69%
International Students	14,154	2.9%	19%	75%
Academic Staff	10,799	18.3%	20%	72%
Professional Staff	17,235	22.2%	12%	66%

📄 Report p.15-16, p.51-52

Direct and Indirect Racism by Respondent Type (p.52)

Prevalence of Racism

By Identified Group (Combined Direct & Indirect)

Identity Group	Combined Rate	Assessment
Judaism (religious)	93.8%	Highest religious group
Palestinian	90.2%	Highest ethnic group
North East Asian	82%	Very high
Chinese	82%	Very high
First Peoples	81%	Very high
Jewish (secular)	81%	Very high
Middle Eastern	81%	Very high
African diaspora	79%	High
African	78%	High
South Asian	77%	High
South East Asian	77%	High
Muslim (Islam)	76%	High
Pasifika	76%	High
Central Asian	75%	High
Māori	73%	High
Southern European	62%	Moderate

📄 Report p.54 (ethnic groups), p.54 (religious groups), p.17 (summary)

Where Racism Occurs (Students)

47%

Small learning spaces (tutorials)

Most common location for student direct racism experiences.

Report p.55 "In a small physical learning space e.g. tutorial 47%"

30%

Elsewhere on campus

Open spaces including walkways and common areas.

Report p.55 "Elsewhere on campus e.g. open spaces 30%"

26%

Large learning spaces (lectures)

Lecture theatres and large classrooms.

Report p.55 "In a large physical learning space e.g. lecture theatre 26%"

20%

Marking and feedback

In assessment feedback and grading processes.

Report p.55 "In marking and or related feedback 20%"

Where Racism Occurs (Staff)

53%

Work meetings

Most common location for staff direct racism experiences.

Report p.55 "In a work meeting 53%"

47%

Staff spaces

Staff rooms, kitchens, and shared work areas.

Report p.55 "In a staff space e.g. staff-room, staff kitchen 47%"

22%

Elsewhere on campus

Open campus spaces.

Report p.55 "Elsewhere on campus e.g. open spaces 22%"

20%

Performance evaluations

During performance review processes.

Report p.55 "In performance evaluations 20%"

Who Participates in Racist Behaviour

Victim Group	Perpetrator	Rate
Domestic students	Other students	69%
International students	Other students	63%
Academic staff	Other academic staff	65%
Academic staff	University leadership	48%
Professional staff	Other administrative staff	61.9%
Professional staff	University leadership	43.7%

📄 Report p.57 "Who participates in racist behaviour?"

Racism Rates by Identity Group (p.54)

Impacts of Racism

⚠ Mental Health

2 in 3

Negative mental health impacts

More than 2 in 3 respondents who experience direct racism report negative impacts on their mental health and wellbeing.

Report p.58 "More than 2 in 3 respondents report experiencing negative mental health impacts"

⚠ Academic Impact

2 in 5

Negative impact on studies

More than 2 in 5 student respondents who experienced direct racism said it had a negative impact on their studies.

Report p.16, p.59 "More than 2 in 5 student respondents experience a negative impact on their studies"

⚠ Career Impact

~1 in 2

Negative impact on career

Almost 1 in 2 staff respondents experience a negative impact on their careers.

Report p.59 "Almost 1 in 2 of staff respondents experience a negative impact on their careers"

⚠ Participation

3 in 5

Limited university participation

3 in 5 respondents who experience direct racism limited their participation at university.

Report p.58 "3 in 5 respondents who experience direct racism limited their participation at university"

Behavioural Changes Due to Racism (First Nations)

58.4%

Mentally prepare for racist conversations

First Nations respondents who always or often mentally prepare for possible racist conversations.

Report p.62 "58.4% mentally prepare for possible racist conversations"

36.6%

Uncomfortable disclosing identity

First Nations respondents uncomfortable disclosing their identity.

Report p.62 "36.6% feel uncomfortable disclosing racial, ethnic, cultural and/or religious identity"

31%

Stay away from campus

First Nations respondents stay away from campus to avoid racism during protests/political actions.

Report p.62 "31.0% stay away from campus to avoid experiencing racism during political and other actions"

28.5%

Uncomfortable wearing cultural items

First Nations respondents uncomfortable wearing clothing/jewellery identifying their background.

Report p.62 "28.5% feel uncomfortable wearing items of clothing or jewellery"

Safety Concerns

>1 in 5

Students feel unsafe

More than 1 in 5 student respondents who experience racism said they do not feel safe.

Report p.53 "More than 1 in 5 student respondents who experience racism said they do not feel safe"

28.6%

First Nations academic staff unsafe

First Nations academic staff report feeling unsafe at university.

Report p.62, p.148 "28.6% of academic staff...reported feeling unsafe"

40.7%

Religious Jewish feel unsafe

Religious Jewish respondents report feeling unsafe at university.

Report p.82, p.149 "40.7% religious...disagree with 'I feel safe'"

26%

Palestinian feel unsafe

Palestinian respondents report feeling unsafe at university.

Report p.100 "26.0%...disagree with 'I feel safe'"

Harassment Rates (Among Those Experiencing Direct Racism)

Type of Harassment	Domestic Students	International Students	Academic Staff	Professional Staff
Verbal harassment	22.9%	23.1%	21.3%	18.3%
Online harassment	16.2%	11.9%	11.7%	7.9%
Physical harassment/assault	7.3%	7.7%	4.7%	3.1%

📄 Report p.148 "Key survey findings" section

Complaints & Reporting

⚠ Critical Finding

6%

Made a complaint

Only 6% of those who experienced direct racism at university made a formal complaint.

Report p.16 "Only 6.0% of those who experienced direct racism at university made a complaint"

⚠ Trust Deficit

Very Low

Confidence in complaints systems

Trust and confidence in university complaints systems is very low among both students and staff.

Report p.16 "Trust and confidence in university complaints systems is very low among both students and staff"

Complaint Rates

Group	After Direct Racism	After Witnessing
Domestic students	13%	5%
International students	11%	6%
Academic staff	15%	7%
Professional staff	12%	7%

📄 Report p.59

Top Reasons for NOT Making a Complaint

#1

Fear of consequences

Worried about the consequences of making a complaint.

Report p.16, p.59 "Worried about the consequences of making a complaint"

#2

Lack of confidence

Didn't trust the complaint process to change anything.

Report p.16, p.59 "Didn't trust the complaint process to change anything"

Dissatisfaction with Complaints Process

Group	Direct Racism Complaint	Witness Complaint
Domestic students	68.9%	52%
International students	62.3%	27%
Academic staff	80%	58%
Professional staff	67.2%	38%

📄 Report p.16, p.60

Top Reasons for Dissatisfaction

#1

Complaining made no difference

No meaningful outcome or change resulted from the complaint.

Report p.17 "Complaining made no difference"

#2

Process caused additional distress

The complaints process itself was harmful or traumatic.

Report p.17 "The process caused additional distress"

#3

Could not trust people in process

Lack of trust in the individuals handling the complaint.

Report p.17 "Those who complained felt they could not trust the people in the process"

15.4%

Students: Low confidence in policies

Student respondents have low confidence in effectiveness of existing policies in addressing racism.

Report p.60 "15.4% student...respondents have low confidence in effectiveness of existing policies"

21.4%

Staff: Low confidence in policies

Staff respondents have low confidence in effectiveness of existing policies in addressing racism.

Report p.60 "21.4% staff respondents have low confidence in effectiveness of existing policies"

University Policies & Practice

Policy Audit Results

✓ Progress

11

Universities with advanced anti-racism policies

These universities have standalone policies or strategies prioritising anti-racism.

Report p.18 "11 universities had advanced anti-racism policies and strategies"

⚠ Concern

30

Universities with limited policies

Rely on broader DEI or discrimination policies without dedicated anti-racism focus.

Report p.18 "30 universities had limited anti-racism policies and strategies"

⚠ Concern

2

Universities with no evidence of policies

No evidence of anti-racism policies and strategies found.

Report p.18 "2 universities had no evidence of anti-racism policies and strategies"

Key Policy Audit Findings

Few

Standalone anti-racism strategies

Few universities have standalone anti-racism strategies or action plans. Without measurable actions and accountability, progress remains limited.

Report p.19 "Few universities have standalone anti-racism strategies or action plans"

Low

Racial literacy

Racial literacy is low, with minimal training addressing systemic racism and racial dynamics.

Report p.19 "Racial literacy is low, with minimal training addressing systemic racism"

Limited

Workforce diversity beyond First Peoples

Workforce diversity strategies focus mainly on First Peoples employment, with very few structured initiatives for other staff who experience racism.

Report p.19 "Workforce diversity strategies focus mainly on First Peoples employment"

Leadership & Representation

56.2%

Leadership doesn't reflect diversity

Staff respondents said university leadership does not reflect the diversity of the sector.

Report p.16 "56.2% of staff respondents said university leadership does not reflect the diversity of the sector"

Most

Indigenous DVC/PVC positions

Most universities now have Indigenous-identified Deputy or Pro Vice-Chancellors, though with limited transparency and empowerment.

Report p.14 (Outcome 5 summary)

1

Female VC from racialised community

Only 13 of 43 universities have female VCs, and only 1 is from a community that experiences racism.

Report p.171 "only 13 of Australia's 43 universities have female Vice Chancellors, and only one is from a community that experiences racism"

Curriculum & Learning

First Nations Perspectives in Curriculum

28.1%

Academic staff: Uni doesn't value First Peoples knowledges

First Nations academic staff disagree that university values First Peoples knowledges and cultures.

Report p.66 "Academic staff 28.1%...Aboriginal and/or Torres Strait Islander knowledges and cultures are valued by the university"

13.6%

Students: Uni doesn't value First Peoples knowledges

First Nations students disagree that university values First Peoples knowledges and cultures.

Report p.66 "Student 13.6%"

26.3%

Academic staff: Culture not discussed with respect

First Nations academic staff disagree that Aboriginal and Torres Strait Islander culture is discussed with respect and sensitivity.

Report p.66 "Academic staff 26.3%...culture and history are discussed with respect and sensitivity"

30.4%

Stereotypes not challenged in teaching

First Nations academic staff disagree that racist stereotypes about Aboriginal and Torres Strait Islander people are challenged in teaching/research.

Report p.66 "Academic staff 30.4%...Racist stereotypes...are challenged in teaching and/or research"

Classroom Racism (Students Experiencing Direct Racism)

47%

In tutorials/seminars

Students experience direct racism in small physical learning spaces like tutorials and seminars.

Report p.55 "In a small physical learning space e.g. tutorial 47%"

26%

In lecture theatres

Students experience direct racism in large physical learning spaces like lecture theatres.

Report p.55 "In a large physical learning space e.g. lecture theatre 26%"

20%

In marking and feedback

Students experience direct racism in marking and related feedback processes.

Report p.55 "In marking and or related feedback 20%"

Assessment & Academic Impact

22.2%

First Nations students: Worse marks than deserved

First Nations student respondents who experience racism report receiving a worse mark than they felt they deserved.

Report p.64 "22.2% of student respondents report receiving a worse mark than they felt they deserved"

33.1%

Muslim students: Worse marks than deserved

Muslim student respondents who experience racism report receiving a worse mark than they felt they deserved.

Report p.97 "33.1% of student respondents...report receiving a worse mark than they felt they deserved"

32.1%

Palestinian students: Worse marks than deserved

Palestinian student respondents who experience racism report receiving a worse mark than they felt they deserved.

Report p.101 "32.1% of student respondents...report receiving a worse mark"

Cultural Load (First Nations Staff)

61.8%

Academic staff: Unremunerated cultural work

First Nations academic staff expected to perform work related to their Indigeneity which is not in their position description or appropriately remunerated.

Report p.67 "Academic staff 61.8%...expected to perform work in relation to my Indigeneity, which is not in my position description or for which I am not appropriately remunerated"

78.5%

Academic staff: Expected to educate others

First Nations academic staff expected to educate non-Indigenous colleagues about Aboriginal and Torres Strait Islander peoples and culture.

Report p.67 "Academic staff 78.5%...expected to educate non-Indigenous students/colleagues"

63%

Academic staff: Expected to speak for all

First Nations academic staff expected to talk on behalf of all Aboriginal and Torres Strait Islander peoples.

Report p.67 "Academic staff 63.0%...expected to talk on behalf of all Aboriginal and/or Torres Strait Islander peoples"

Intersectional Experiences

Gender Intersections

+5.2%

Women: Higher mental health impact

Female students report 5.2 percentage points higher rate of negative mental health impacts from racism compared to men.

Report p.170 "Female students report a 5.2% point higher rate of negative mental health impacts from racism compared to men"

34.5%

Female academic staff: Gender as factor

Female academic staff cited gender as a contributing factor to not feeling belonging, safety or respect at university (vs 13.1% for men).

Report p.170 "Gender was cited by 34.5% of female academic staff...compared to 13.1% of male academic staff"

25.1%

Muslim women: Higher direct racism

Muslim women reported experiences of direct racism at university, compared to 19.8% of Muslim men.

Report p.170 "25.1% of Muslim women reported experiences of direct racism...compared to 19.8% of Muslim men"

LGBTQIA+ Intersections

+8.9%

International gay/queer/lesbian students

International students identifying as gay, queer, or lesbian experience 8.9% higher rate of racism compared to heterosexual peers.

Report p.173 "Among international students, identifying as gay, queer, or lesbian was associated with an 8.9% higher rate of experiencing racism"

40%

Non-binary students: Sexuality as factor

Among students who identify outside the male/female binary, 40% cited sexuality as a contributing factor to not feeling belonging, safety, or respect.

Report p.173 "Among students who identify outside the male/female binary, 40.0% cited sexuality as a contributing factor"

30.6%

Non-binary academic staff

Academic staff who identify outside the male/female binary cited sexuality as a contributing factor (at least 3x higher than men or women).

Report p.173 "Among staff who identify outside the male/female binary, 30.6% of academic staff...cited sexuality as a contributing factor"

Religious Intersections

84.1%

Religious Jewish staff: Religion as factor

Religious Jewish staff who experience direct racism attributed religion as a contributing factor.

Report p.172 "84.1% of religious Jewish staff who experience direct racism attributed religion as a contributing factor"

71.1%

Muslim staff: Religion as factor

Muslim staff who experience direct racism attributed religion as a contributing factor.

Report p.172 "71.1% of Muslim staff who experience direct racism attributed religion as a contributing factor"

Disability Intersections

50.2%

Students: Disability and racism overlap

Students who indicated disability as a reason for not feeling safety, belonging or respect also indicated one or more racism-related items.

Report p.174 "50.2% of students...who indicated disability...also indicated one or more of the three racism related items"

47.3%

Staff: Disability and racism overlap

Staff who indicated disability as a reason for not feeling safety, belonging or respect also indicated one or more racism-related items.

Report p.174 "47.3% of staff"

Socioeconomic Status

16.4%

Students: Social class as factor

Among students who indicated feeling a lack of belonging, safety, or respect at university, 16.4% identified social class as one of the reasons.

Report p.177 "Among students who indicated feeling a lack of belonging, safety, or respect...16.4% identified social class"

First Nations Experiences

1,373

Student Respondents

p.61

347

Academic Staff (37.7%)

p.16, p.61

507

Professional Staff (34%)

p.16, p.61

81%

Experience Racism

p.17, p.54, p.61

⚠ Key Finding

81%

Experience racism (direct + indirect)

First Nations respondents report experiencing racism at university.

Report p.17, p.54, p.61 "81.0% of all First Nations respondents report experiencing racism (direct and indirect)"

⚠ Key Finding

36.6%

Experience direct racism

First Nations respondents report experiencing direct interpersonal racism.

Report p.61 "36.6% of all First Nations respondents report experiencing direct interpersonal racism"

Direct Racism by Role

Group	Direct Racism Rate
Domestic Students	30%
Academic Staff	57%
Professional Staff	41%

📄 Report p.61

Forms of Racism Experienced

Form of Racism	Students	Academic Staff	Professional Staff
Feeling could not express views	67%	67%	63%
Inappropriate jokes/comments	55%	52%	43%
Singled out or excluded	51%	54%	51%
Told unintelligent or incapable	49%	43%	47%
Verbally harassed	18%	21%	15%
Harassed online	17%	19%	13%
Unfairly stopped by security	11%	5%	5%
Physically harassed	9%	6%	5%

📄 Report p.63-64

Mental Health & Career Impacts

>4 in 5

Academic staff: Mental health impact

More than 4 in 5 First Nations academic staff report negative impact on mental health.

Report p.65 "More than 4 in 5 academic staff report a negative impact on their mental health"

>3 in 4

Professional staff: Mental health impact

More than 3 in 4 First Nations professional staff report negative impact on mental health.

Report p.65 "More than 3 in 4 professional staff report a negative impact on their mental health"

>7 in 10

Students: Mental health impact

More than 7 in 10 First Nations students report negative impact on mental health.

Report p.65 "More than 7 in 10 students report a negative impact on their mental health"

>1 in 2

Academic staff: Career impact

More than 1 in 2 First Nations academic staff report negative impact on career.

Report p.65 "More than 1 in 2 academic staff report a negative impact on career"

>1 in 2

Students: Academic impact

More than 1 in 2 First Nations students report negative impact on academic studies.

Report p.65 "More than 1 in 2 students report a negative impact on academic studies"

Cultural Load & Identity

52.6%

Students: Identity questioned

First Nations students have had their Aboriginal and/or Torres Strait Islander identity questioned.

Report p.67 "Student 52.6%...People have questioned my Aboriginal and/or Torres Strait Islander identity"

67.9%

Students: Told they get benefits for free

First Nations students were told they receive things for free or get other benefits because of their race.

Report p.64 "67.9% of student respondents were told they receive things for free or get other benefits because of their race"

Jewish Experiences

1,324

Total Respondents

p.81

93.8%

Religious: Experience Racism

p.81

81%

Secular: Experience Racism

p.54, p.81

55.7%

Religious: Direct Racism

p.81

Note: Data separated into religious (Judaism) and secular Jewish respondents due to different rates of racism experienced. (p.81)

Direct Racism by Role

Group	Religious	Secular
Domestic Students	57%	23%
International Students	48%	45%
Academic Staff	57%	28%
Professional Staff	50%	25%

📄 Report p.82

Safety & Identity Concealment

40.7%

Religious: Feel unsafe

Religious Jewish respondents report feeling unsafe at university.

Report p.82 "40.7% religious...I feel safe [disagree]"

16.9%

Secular: Feel unsafe

Secular Jewish respondents report feeling unsafe at university.

Report p.82 "16.9% secular...I feel safe [disagree]"

75.5%

Religious students: Uncomfortable wearing religious items

Religious Jewish students uncomfortable wearing items that might identify them as Jewish.

Report p.82 "Students - 75.5% (religious)...wearing items of clothing or jewellery"

72.2%

Religious students: Uncomfortable disclosing identity

Religious Jewish students uncomfortable disclosing their identity.

Report p.82 "Students - 72.2% (religious)...disclosing racial, ethnic, cultural and/or religious identity"

Forms of Racism (Students)

Form	Religious	Secular
Feeling could not express views	94%	81%
Inappropriate jokes/comments	56%	60%
Singled out or excluded	49%	53%
Verbally harassed	46%	43%
Harassed online	36%	32%
Physically harassed	13%	15%

📄 Report p.83-84

Campus Avoidance

60%

Religious students: Avoid campus during protests

Religious Jewish students stay away from campus to avoid racism during political actions.

Report p.83 "Students – 60.0% (religious)...Stay away from campus to avoid experiencing racism during political and other actions"

44.2%

Religious staff: Avoid campus during protests

Religious Jewish staff stay away from campus to avoid racism during political actions.

Report p.83 "Staff - 44.2% (religious)"

Impacts

~3 in 4

Students: Mental health impact

Almost 3 in 4 Jewish students report negative impact on mental health.

Report p.86 "Almost 3 in 4 students report negative impact on mental health"

4 in 5

Staff: Mental health impact

4 in 5 Jewish staff report negative impact on mental health.

Report p.86 "4 in 5 staff report negative impact on mental health"

~4 in 5

Students: Limited participation

Almost 4 in 5 Jewish students report limited participation in university life.

Report p.86 "Almost 4 in 5 students report limited participation in university life"

Muslim Experiences

3,216

Total Respondents

p.95

76.3%

Experience Racism

p.17, p.95

23.1%

Direct Racism

p.95

71.1%

Staff: Religion as Factor

p.172

Direct Racism by Role

Group	Direct Racism Rate
Domestic Students	22%
International Students	17%
Academic Staff	45%
Professional Staff	31%

📄 Report p.95

Forms of Racism

Form	Students	Staff
Feeling could not express views	63%	70%
Singled out or excluded	58%	54%
Missing out on opportunity	42%	56%
Feeling wasn't trusted	48%	48%
Told unintelligent or incapable	40%	47%
Inappropriate jokes/comments	46%	40%
Verbally harassed	22%	23%

📄 Report p.97

Key Findings

33.3%

Staff: Denied promotion

Muslim staff who experience racism report being unfairly denied a promotion they felt they deserved.

Report p.98 "33.3% staff respondents who experience racism report being unfairly denied a promotion"

33.1%

Students: Worse marks

Muslim students who experience racism report receiving a worse mark than they felt they deserved.

Report p.97 "33.1% of student respondents who experience racism report receiving a worse mark"

25.1%

Muslim women: Higher direct racism

Muslim women reported direct racism at 25.1% vs 19.8% for Muslim men.

Report p.170 "25.1% of Muslim women reported experiences of direct racism...compared to 19.8% of Muslim men"

Impacts

3 in 4

Students: Mental health impact

3 in 4 Muslim students report negative impact on mental health.

Report p.98 "3 in 4 students report negative impact on mental health"

4 in 5

Staff: Mental health impact

4 in 5 Muslim staff report negative impact on mental health.

Report p.98 "4 in 5 staff report negative impact on mental health"

3 in 5

Staff: Career impact

3 in 5 Muslim staff report negative impact on professional career.

Report p.98 "3 in 5 staff report a negative impact on professional career"

Palestinian Experiences

105

Total Respondents

p.99

90.2%

Experience Racism

p.17, p.54, p.99

43.7%

Direct Racism

p.99

26%

Feel Unsafe

p.100

Note: Small sample size (70 students, 35 staff) limits some detailed breakdowns due to confidentiality concerns. (p.99)

⚠ Highest Rate

90.2%

Experience racism (direct + indirect)

Palestinian respondents have the highest combined racism rate of any ethnic identity group surveyed.

Report p.17, p.54, p.99 "90.2% of all Palestinian respondents report experiencing racism (direct and indirect)"

Direct Racism by Role

Group	Direct Racism Rate
Students	41%
Staff	49%

📄 Report p.99

Forms of Racism

Form	Students	Staff
Feeling could not express views	86%	88%
Singled out or excluded	71%	41%
Inappropriate jokes/comments	61%	47%
Feeling wasn't trusted	43%	59%
Verbally harassed	39%	18%
Harassed online	32%	24%
Unfairly stopped by security	21%	18%
Physically harassed (staff)	4%	18%

📄 Report p.101

Key Findings

100%

International students: Visa concerns

100% of Palestinian international students do not express views because it might affect their visa.

Report p.100 "Do not express views because it might affect visa...100% students"

55.9%

Staff: Uncomfortable wearing cultural items

Palestinian staff uncomfortable wearing items (like keffiyeh) that might identify them.

Report p.100 "55.9% staff...wearing items of clothing or jewellery"

17.7%

Physical harassment rate (staff)

Palestinian staff report very high rates of physical harassment at university.

Report p.101 "Physically harassed, threatened or assaulted...18% [staff]"

Impacts

>4 in 5

Mental health impact (both)

More than 4 in 5 Palestinian students and staff report negative impact on mental health.

Report p.102 "More than 4 in 5 students and more than 4 in 5 staff report negative impact on mental health"

2 in 3

Students: Academic impact

2 in 3 Palestinian students report negative impact on academic studies.

Report p.102 "2 in 3 students report a negative impact on academic studies"

>4 in 5

Students: Limited participation

More than 4 in 5 Palestinian students report limited participation in university life.

Report p.102 "More than 4 in 5 students report limited participation in university life"

Other Identity Groups

African Respondents

78.3%

Experience racism (direct + indirect)

African respondents report experiencing racism at university.

Report p.68 "78.3% of all African respondents report experiencing racism (direct and indirect)"

27.9%

Direct racism rate

African respondents report experiencing direct interpersonal racism.

Report p.68 "27.9% of all African respondents report experiencing direct interpersonal racism"

45%

Academic staff: Direct racism

African academic staff report experiencing direct racism.

Report p.68 "Academic staff 45%"

Asian Respondents

78.1%

Asian: Experience racism

Asian respondents report experiencing racism at university.

Report p.17 "78.1% of Asian respondents"

82%

Chinese: Experience racism

Chinese respondents report experiencing racism.

Report p.54 "Chinese 82%"

82%

North East Asian: Experience racism

North East Asian respondents report experiencing racism.

Report p.54 "North East Asian 82%"

Middle Eastern Respondents

80.6%

Experience racism (direct + indirect)

Middle Eastern respondents report experiencing racism at university.

Report p.17 "80.6% of Middle Eastern respondents"

3 in 4

Students: Mental health impact

3 in 4 Middle Eastern students report negative mental health impact.

Report p.94 "3 in 4 students report negative impact on mental health"

3 in 5

Staff: Career impact

3 in 5 Middle Eastern staff report negative impact on career.

Report p.94 "3 in 5 staff report a negative impact on academic or professional career"

Māori Respondents

73.3%

Experience racism (direct + indirect)

Māori respondents report experiencing racism at university.

Report p.17, p.87 "73.3% of all Māori respondents report experiencing racism (direct and indirect)"

13.8%

Direct racism rate

Māori respondents report experiencing direct interpersonal racism.

Report p.87 "13.8% of all Māori respondents report experiences of direct interpersonal racism"

25%

Academic staff: Direct racism

Māori academic staff report experiencing direct racism.

Report p.87 "Academic staff 25%"

Pasifika Respondents

75.8%

Experience racism (direct + indirect)

Pasifika respondents report experiencing racism at university.

Report p.17, p.103 "75.8% of all Pasifika respondents report experiencing racism (direct and indirect)"

21.2%

Direct racism rate

Pasifika respondents report experiencing direct interpersonal racism.

Report p.103 "21.2% of all Pasifika respondents report experiences of direct interpersonal racism"