Mission Possible: Respect for racial diversity at the University
- Racial Diversity on Campus
- What is Race Discrimination?
- 'That Wouldn't Happen at This University!'
- University Policy
- What Does 'Respect for Racial Diversity' Mean?
- Benefits of Respecting Racial Diversity
- Speak Up!
- Further Information.
Racial Diversity on Campus
The University of Melbourne recognises that racial diversity is a strength and an asset.
The University is committed to building and maintaining a work and study environment where people from different racial backgrounds are able to perform their tasks free from discrimination and discriminatory harassment.
Australia's population has historically consisted of people from many different races, either born here or overseas. So multiculturalism and racial diversity are not recent developments. They have been a feature of Australian society for decades.
In Australia today:
- over 85% of workplaces include people of more than four different nationalities;
- 28% of workplaces include people of more than 11 nationalities;
- At least 10% of all Australian university students come from overseas to study;
- There are more than 3500 international students at the University of Melbourne alone.
There are also significantly increasing numbers of people who are indigenous, international, first generation migrants and second generation Australians from a migrant family attending the University.
What is Race Discrimination?
Under the Victorian Equal Opportunity Act 1995, it is unlawful to discriminate on the basis of race. Race includes a person's colour, descent, nationality and ethnicity.
Discrimination on the basis of presumed race or characteristics associated with a particular race is also unlawful under the Act.
In the University context, it is against the law to discriminate against job applicants, employees and contract workers, or prospective students, on the basis of their race.
Racial discrimination is also unlawful under: RRT Act, RDA.
Case Study
Dr Hong is a Senior Research Fellow. He was chatting in the lift with one of his Australian colleagues who is working on the same research team when Professor Dinosaur, with whom Dr Hong does not work directly, entered. The Professor asked the colleague about the progress of the project, despite the fact that Dr Hong is a more senior member of the research team. In reference to a lunchtime seminar Dr Hong had recently presented in the Department, Professor Dinosaur remarked that he thought Dr Hong had an excellent command of English and was surprised he had published so widely in English. Dr Hong felt too insulted to mention that he had lived in the United States for twenty years.
Discrimination can exist in a number of different forms, including:
- derogatory remarks about a person's race or cultural observances;
- patronising comments based on racist assumptions;
- negative stereotyping of particular racial groups;
- intimidating gestures;
- acts or threats of physical violence or assault;
- racist jokes and taunts;
- racist graffiti;
- defacing of notices or posters relating to racial/cultural events
- written threats of a racial nature.
Case Study
Following news reports that some Australian tourists had mysteriously disappeared in Colombia, Fernando, who was born in Australia after his parents migrated from Colombia, found that his co-workers started making derogatory remarks about Colombia in his presence. They asked him if he worked for 'some big drug cartel' in his spare time. When he had a particularly bad cold, his supervisor joked that his 'sinuses must have been ruined by all that Colombian coke'. He felt like he was losing respect in the workplace, and when it was finally reported that the tourists had been found dead, he couldn't face going into work.
'That Wouldn't Happen at This University!'
The more overt forms of racial discrimination, harassment and vilification do unfortunately occur at the University, though you might think that this environment would be less conducive to such behaviour.
However, the racism experienced by students and staff is more commonly subtle in its expression. It may result from an insensitivity to different racial and cultural experiences in our community, or from a misunderstanding of it.
Unconscious racial and cultural biases result in discriminatory actions towards those who are members of different racial groups. These may be unintentional, for example, lecturers may not be aware of the different study and learning styles of students of non-Australian backgrounds. This 'blindness' may have a detrimental impact on such students.
Case Study
Ling is a first-year international student. In her tutorial, a couple of the Australian students roll their eyes when she speaks, which makes her self-conscious about her accent. Also, when she asked what the Tutor meant when he referred to 'handballing a task to someone else', one of the Australian students laughed and said that she should start watching 'footy' now that she is in Australia. The Tutor just laughed as well and said she'd find out in winter and kept talking. Ling felt even more confused and uncomfortable and unsure of her ability to participate.
University Policy
University Policy reflects the principles set out in the Victorian legislation. The University's Equal Opportunity Policy prohibits discrimination on the basis of race, in addition to other attributes such as sex and disability. It also sets out the responsibility of the University to develop programs in education and employment which redress, where appropriate, the effects of past discriminatory practices within the community, and the responsibility to take positive steps to overcome inequality of opportunity.
The Discrimination Complaints Policy for Staff and Students reiterates the University's commitment to eliminating discrimination against any student or staff member in relation to access to and use of University facilities and services on all legislative grounds, including race.
The seriousness with which the University addresses incidents of discrimination is evident in the extensive discrimination complaints procedures and the establishment of an Anti-Discrimination Adviser Network to assist those who believe they have been discriminated against.
The acknowledgment of this commitment is further endorsed in the Cultural Diversity Policy which states that cultural diversity, including diversity on the basis of race, is not an option for the University, it is a current reality. The Policy acknowledges that diversity can be a source of tension, division and conflict within the University, but is also a source of enrichment to all aspects of academic and social life.
What Does 'Respect for Racial Diversity' Mean?
Respect for diversity refers to an openness about and sensitivity to the differences of others and your own difference to them. It indicates an acceptance that there are many different cultural rules, meanings and ideas contributing to the University community, apart from those to which you may personally adhere or with which you may be familiar.
Respect for racial diversity can be reflected in:
- approaching difference with interest rather than fear;
- acknowledging stereotypes and then moving beyond them;
- challenging our own assumptions, set of values, attitudes, ways of perceiving, thinking and communicating
- being sensitive to how others perceive and respond to our own behaviour.
Rather than encouraging assimilation, coercing 'others' to be the 'same' as 'us' and being blind to the difference of one's own racial and cultural characteristics and their impact on others, the University adheres to the principle of collaboration, allegiance, and learning through diversity.
Benefits of Respecting Racial Diversity
The profile of the University community reflects the heterogeneity of Australia's population in terms of origin, descent, language, culture, religion and other characteristics. This fact is impetus enough to develop and maintain policies, procedures and programs to eliminate race discrimination and encourage respect for diversity.
The policy of encouraging an environment free from racism and its manifestations, such as discrimination and harassment, assists in:
- fostering a world-class institution for ALL staff and students;
- enabling an informative dialogue between those from various backgrounds that enriches our understanding of racial and cultural differences; and
- encouraging staff and students from around the world to attend the University and contribute to a vibrant, productive and motivated social and work environment.
Speak Up!!
If you think you have been discriminated against it may be sufficient to make it clear to the individual/s involved that the discriminatory act is offensive and unacceptable to you.
If you witness discrimination, you can approach those perpetrating the discriminatory act and tell them that the behaviour is offensive to you.
You can keep a record of the facts and incidents that, in your opinion, amount to acts of discrimination. Keep track of dates, times, witnesses and how you feel about what has happened, or is happening to you or another.
Talk to your Manager/Supervisor, or Head of Department if you believe incidents of race discrimination are affecting, or have the potential to affect, your work or study environment. It is their responsibility to maintain a discrimination free work and study environment and to ensure that everyone is valued and respected.
The University also has a network of Anti-Discrimination Advisers situated throughout the University who are there to advise you if you believe you have been discriminated against.
Further Information
For more information on the University's policy and procedures on discrimination and the Anti-Discrimination Adviser Network, contact an Anti-Discrimination Adviser.
Remember we all have a right to fair treatment and equal opportunity, and the removal of barriers to equity that are based on race, religion, ethnicity, language, country of birth or cultural background.