PARTICIPANT MANUAL
SAY
NO TO
RACISM
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Say NO to Racism Participant Manual
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Say NO to Racism Participant Manual
Contents
PAGE
Acknowledgments . . . . . . . . . . . . . . . . . . . . . . . . . . . .
4
Training Outline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7
MODULE 1:
– The Say NO to Racism Agreement . . . . . . . . . . . . . . . . .
9
MODULE 2:
– What is Racism? Can we define it? . . . . . . . . . . . . . . . . . . 11
– How racist is it? . . . . . . . . . . . . . . . . . . . . . . . . . . . .
12
MODULE 3:
– The Impacts of Racism . . . . . . . . . . . . . . . . . . . . . . . . 14
MODULE 4:
– Zones of Learning . . . . . . . . . . . . . . . . . . . . . . . . . . 17
MODULE 5:
– Practical Tips of Bystanders . . . . . . . . . . . . . . . . . . . . .
18
– The Language of Intervention . . . . . . . . . . . . . . . . . . . . 20
APPENDIX:
Useful Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Different Types of Racism . . . . . . . . . . . . . . . . . . . . . . . . 24
Are we still racist? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
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Acknowledgements
Acknowledgement
of Traditional
Owners
Darebin
City Council
acknowledges the
Wurundjeri people
as the traditional
owners of the
land and respects
and recognises
Aboriginal
communities’
values, living
culture and
practices,
including their
continuing spiritual
connection to
the land and their
right to selfdetermination.
– Darebin Council
Statement of
Commitment
This project is funded by the
Australian Government Department of
Social Services through the Diversity
and Social Cohesion Program. The
Australian Government is committed
to addressing issues of cultural,
racial and religious intolerance
by promoting respect, fairness,
inclusion and a sense of belonging for
everyone. The Government believes
that strong social cohesion is best
developed by projects that bring all
Australians together and in particular
create connections across the
community.
The Say NO to Racism training
package was developed and delivered
through a partnership between
Darebin City Council and Polykala.
Darebin City Council would like to
thank and acknowledge the extremely
valuable contribution provided by
Polykala to the Say NO to Racism
training package.
Darebin City Council is a proud
supporter of the Australian Human
Rights Commission’s campaign
‘Racism. It Stops with Me’. We would
like to thank and acknowledge its
support for this project.
Darebin City Council would like to
acknowledge the resources and
information that has informed the
Say NO to Racism training package
provided by:
•• Victorian Equal Opportunity and
Human Rights Commission
•• Speak Up! Responding to Everyday
Bigotry
•• Ouch! That Stereotype Hurts
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It just takes one person
Say NO to Racism Participant Manual
THE SAY NO TO RACISM
Training outline
•• Introductions and
Warming Up
•• Racism and Me
•• Impacts of Racism
•• Barriers to Action
•• The Language of
Intervention
•• Introducing Forum Theatre
•• A Forum for Intervention
•• Closing
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Overview
The Say NO to Racism training
encourages and enables
participants to take safe and
constructive action against racism.
The training covers interpersonal
racism and its impacts, barriers to
bystander action, the potential of
bystander anti-racism and practical
skills and tools to help people take
action.
The training addresses some of
the key challenges to bystander
action through exploring the
complexity and ambiguity of
everyday racism as well as how
to overcome personal barriers
to bystander action. Training
activities are based on experiential
learning and forum theatre where
participants are encouraged to
learn and reflect by doing. This
approach allows participants
to put themselves in a realistic
situation with the opportunity
to experience and overcome the
barriers to intervention in addition
to learning and practising the tools
and language required for safe and
constructive intervention.
Learning Objectives:
After completing the training,
participants should:
•• be able to acknowledge and
appreciate the individual and
ambiguous nature of racism
•• have an increased understanding
of the impacts of racism
•• be aware of the barriers to
bystander intervention
•• acquire practical strategies and
language skills to take safe and
constructive action against
racism
•• recognise the potential of
bystander action in creating antiracist social norms
Scope:
The training is suitable for
members of the community from
a variety of backgrounds, ages
and abilities. The training package
focuses on interpersonal racism
in various aspects of people’s
lives including public spaces and
transport, workplaces and private
settings.
It just takes one person
Say NO to Racism Participant Manual
Background
In February 2011, the Federal
Government announced a new
National Anti-Racism Partnership
and Strategy. At the same time,
the University of Western Sydney’s
Challenging Racism Project 2011
found that while residents of
Darebin held more positive views
of multiculturalism than average,
they also experienced higher
incidents of racism than the state
and national average. In light of
these two elements, Darebin City
Council took a proactive approach
and decided to conduct a locallybased racism inquiry.
The Darebin Racism Inquiry 2012
found that Darebin residents
have a strong commitment to
cultural diversity (89%). Yet, there
were some underlying causes for
concern including 40% of residents
suggesting some racial, cultural
or religious groups did not fit
into Australian society and 13%
opposing inter-racial, -cultural or
–religious marriages.
In response to the Inquiry, the
Darebin Anti-Racism Strategy 201215 was developed and implemented
to address racism in a number of
areas including Council services,
partnerships, communications,
resource distribution, community
capacity-building and community
education, and by celebrating
diversity.
(VicHealth) and Melbourne, Deakin
and Western Sydney universities
conducted research and analysis
into the potential of bystander
anti-racism in preventing racebased discrimination. The research
indicated that a substantial number
of people in the community feel
uncomfortable when they witness
racism but do not take bystander
action for a variety of reasons.
It is argued that the capacity of
bystanders to stand up to racism
is an untapped resource that could
be ignited through community
training and education.
In light of the current research
and the work of the Anti-Racism
Strategy, Darebin City Council
sought funding in 2013 from the
Australian Government Department
of Social Services’ Diversity and
Social Cohesion program to
develop and deliver the Say NO to
Racism project.
The Diversity and Social Cohesion
program funded the Say NO to
Racism project to create a training
package that encourages and
enables community members to
take safe and constructive action
against racism. The Say NO to
Racism project sits within the
work of the Anti-Racism Strategy
under the strategic area of ‘Public
Education and Awareness-Raising’.
The Say NO to Racism training
package was developed over
12 months through a variety of
initiatives, including:
•• analysis of current research and
resources into bystander antiracism;
•• community focus groups with
over 120 community members
to consult them on their lived
experience and gain their advice
on training modules and;
•• pilot training sessions with over
80 community members to
evaluate the effectiveness of the
training activities.
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If we stay
silent nothing
will happen.
‘VOICES FROM THE COMMUNITY’ DVD
We are not
necessarily
responsible for the
first thought that
enters our head…
we are responsible
for the subsequent
thoughts and actions.
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Say NO to Racism Participant Manual
MODULE 1: AGREEMENT
THE SAY NO TO RACISM
Agreement
•• respect everyone’s
opinions and thoughts,
whether we initially agree
with them or not
•• try to speak openly and
honestly
•• aim to build trust and
rapport with fellow
participants
•• aim to challenge
ourselves and step
outside of our comfort
zone for the day
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MODULE 2: INFORMATION
WHAT IS RACISM?
Can we define it?
International Definition:
Article 1 of the International
Convention on the Elimination of
All Forms of Racial Discrimination
‘The term ‘racial discrimination’
shall mean any distinction,
exclusion, restriction or preference
based on race, colour, or national or
ethnic origin which has the purpose
or effect of nullifying or impairing
the recognition, enjoyment or
exercise, on an equal footing, of
human rights and fundamental
freedoms in the political, economic,
social, cultural or any other field of
public life’
(United Nations Human Rights, http://www.
ohchr.org/EN/ProfessionalInterest/Pages/
CERD.aspx)
Racial Discrimination Act
It is unlawful for a person to do
any act involving a distinction,
exclusion, restriction or preference
based on race, colour, descent or
national or ethnic origin which has
the purpose or effect of nullifying
or impairing the recognition,
enjoyment or exercise, on an
equal footing, of any human right
or fundamental freedom in the
political, economic, social, cultural
or any other field of public life
(Commonwealth Consolidated Acts
available at http://www.austlii.edu.au/au/
legis/cth/consol_act/rda1975202/s9.html.)
VicHealth
The types of behaviours, practices,
beliefs and prejudices that underlie
avoidable and unfair inequalities
across groups in society based on
race, ethnicity, culture or religion.
Darebin Anti-Racism Strategy
Racism can be defined as a set of
beliefs and attitudes that consider
different races and ethnicities
as possessing characteristics
that render them either superior
or inferior. It reflects and is
perpetuated by deeply rooted
historical, social cultural and power
inequalities in society. Racism
asserts the ‘natural’ superiority of
one group over another, used to
justify differential treatment and
social positions and legitimise
their status as either privileged or
disadvantaged
(Darebin Anti-Racism Strategy p.7)
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MODULE 2: ACTIVITY
How Racist is it?
Please read each scenario carefully. As you read, imagine that each
scenario is being described to you by a friend. THERE ARE NO RIGHT
OR WRONG ANSWERS; YOUR PERSONAL OPINION IS WHAT MATTERS.
After reading each scenario, please rate the incident on a scale of 1-10,
one being not racist at all and 10 being extremely racist.
1.
Saturday afternoon I was at a jewellery store at a shopping centre.
I noticed an Indigenous couple come into the store and begin
looking at some jewellery on display. The lady behind the counter
then approached the couple and greeted them by asking “are you
here to buy something today?”
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
2.
Last evening, I boarded a plane and had a seat in first class. A
man from African descent was seated next to me and an AngloAustralian man was seated across the aisle. The flight attendant,
who was also of African descent, politely asked the African
passenger if she could check his seat assignment again before takeoff.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
3.
Yesterday I was on the bus. I saw an Anglo Australian woman
occupying a side-facing bench seat. An Indian couple boarded and
sat down next to her. Shortly after the couple sat down, the woman
got up and walked down the aisle and held a handrail. I noticed she
did not get off at the next stop.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
4.
A woman at my work talks about how she doesn’t like that Muslim
women wear the burqa which covers their face. She doesn’t like
how she can’t recognise who they are.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
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5.
Say NO to Racism Participant Manual
I was interviewing applicants for the new receptionist position. The
two favoured applicants had the same skills and experience. But
one had an accent so I gave it to the other to avoid confusion for
customers.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
6.
I was on the train last week and a ticket inspector asked me for my
ticket. He also asked a young man of African descent in the seat
next to me. We both showed our tickets. The inspector then asked
the other young man where is was from.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
7.
At dinner the other night a friend said that someone was racist for
saying African Americans are good at basketball.
1 • • • • • • • • • • • • • • • • • • • 5 • • • • • • • • • • • • • • • • • • • 10
NOT RACIST AT ALL
EXTREMELY RACIST
(Ref: Corning A.F., & Bucchianeri, M.M. (2010) Perceiving Racism in Ambiguous situations:
who relies on easy-to-use information? Journal of Psychology, 150(3), 258-277)
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MODULE 3: INFORMATION
THE IMPACTS
of Racism
On the
Individual:
On the
Economy:
Physical and Mental Health:
The economic costs of racism in
Australia are understood to be
considerable:
•• strong links to mental health
including depression, anxiety and
stress
•• established links to substance
abuse, cigarette smoking, alcohol
abuse, obesity
•• probable and possible links
to high blood pressure, low
birth weight, heart disease,
cardiovascular risk factors,
workplace illness, injury
and assault, poor diabetes
management
Access to resources:
•• limited opportunities to access
resources such as housing, health
care and education
•• Unemployment, poor career
advancement relative to skills
and qualifications and overrepresentation in low-end jobs
and poverty
•• Intergenerational disadvantage
•• Involvement in the criminal
justice system
(VicHealth)
•• Responding to grievances
through formal complaints
mechanisms. Estimates made
on the basis of 1999 New South
Wales data indicate that when
all costs are considered these
averaged around $55,000 per
case
•• Reduced productivity and
absenteeism - an estimated 70%
of workers exposed to racism
and other forms of discrimination
take time off work as a result
•• Racism can also affect
overall workplace morale and
productivity
•• Costs associated with staff
turnover, and recruiting and
inducting replacement staff
•• Health care and social service
costs associated with the longand short-term consequences
of racism (e.g. treatment and
rehabilitation, income support
payments)’
(Priest and Paradies 2010 ‘Economic
costs of racism in Australia: scoping
project report’ p.2)
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On Wage
Inequalities:
Additionally, a US study found that
if average incomes of minorities
were raised to the average
incomes of whites there would
be substantial benefits to the US
economy including:
•• Total U.S. earnings would
increase by 12%, nearly $1 trillion
today
•• Gross domestic product (GDP)
would increase by 12% ($1.9
trillion)
•• There would be $180 billion in
additional corporate profits
•• There would be $290 billion in
additional federal tax revenues,
and
•• There would be a potential
reduction in the federal deficit of
$350 billion or 2.3% of GDP
•• When these costs are projected
to the year 2030 – there would
be an increase 16% in GDP (more
than $5 trillion per year), Federal
tax revenues would increase by
over $1 trillion and corporate
profits would increase by $450
billion
(Acevedo-Garcia 2013 ‘The Business
Case for Racial Equity’)
Say NO to Racism Participant Manual
On Health:
•• Disparities in health between
minorities and majority groups
cost the US an estimated
$60 billion in excess medical
costs and $22 billion in lost
productivity in 2009
•• Differences in preventable
diseases rates among minorities
cost the health care system $24
billion per year, projected to
double to $50 billion per year by
2050
(Acevedo-Garcia 2013 ‘The Business
Case for Racial Equity’)
On our Society:
•• Undermines positive intercultural
relations and harmony
•• Reduced social solidarity
•• Links to violence
•• Large scale community conflicts
(e.g. 2005 Cronulla riots)
lack of community participation
and social isolation
(VicHealth)
(2012 Darebin Racism Inquiry p.10)
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Say NO to Racism Participant Manual
The standard
we walk past
is the standard
we accept.
QUOTE PROVIDED BY
SAY NO TO RACISM
TRAINING PARTICIPANT
It just takes
one person.
‘VOICES FROM THE COMMUNITY’ DVD
It just takes one person
It just takes one person
Say NO to Racism Participant Manual
MODULE 4:
ZONES
of Learning
DANGER ZONE
LEARNING ZONE
COMFORT ZONE
What are your signs when you step from your comfort to your learning zone?
Physiological
Emotional
Psychological
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MODULE 5: INFORMATION
SAY NO TO RACISM
Practical Strategies for Bystanders
Tell authorities:
Rally other bystanders:
•• Australian Human Rights
Commission http://www.
humanrights.gov.au/complaintsinformation
•• The Victorian Human Rights
and Equal Opportunity
Commission http://www.
humanrightscommission.vic.gov.
au/
•• The Victoria Police – when a
crime has been committed
•• Bus/tram driver, emergency
button on trains
•• In organisations – management /
teachers / coaches reporting line
at football
•• Rally people around you – show
the perpetrator that the majority
doesn’t agree with them
Support the target:
•• Ask them to come and sit with
you
•• Stand by them, next to them
•• Encourage them to report
incident – offer yourself as a
witness
•• Let them know you don’t agree
with what was said/done
•• Encourage them to speak to
someone for support
Take evidence:
•• Film or photograph the incident
•• Provide evidence to authorities
•• Take down details – tram no.,
train station, time, date and
inform the target you have this
information and give your details
Online:
•• Anti-Hate Spray – VHREOC – lots
of useful resources http://www.
antihate.vic.gov.au
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Say NO to Racism Participant Manual
OTHER USEFUL RESOURCES
Speak Up!
Responding to Everyday Bigotry
http://www.tolerance.org/sites/
default/files/general/speak_up_
handbook.pdf
All Together Now
www.alltogethernow.org.au
Ouch! That Stereotype Hurts.
http://www.
ouchthatstereotypehurts.com/
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MODULE 5: INFORMATION
THE LANGUAGE
OF INTERVENTION
1. Assume good intent
and explain impact
“I know you’re just having fun, but that can be offensive to
some people (including me)”
“I realise you’re only joking, but I have a friend who is
............................... and the jokes get tiring when you hear them
everyday”
‘Take a respectful rather than self-righteous approach’
(Nelson et al 2010 p.22)
2. Appeal to Better Instincts
“I know you treat all people well, no matter their background, but
do you think you might be generalising a little when you say…?”
“I’m surprised to hear you say that, because I’ve always
thought of you as someone who is very open-minded”
(Nelson et al 2010 p.22)
•• Remember that people are complex. What they say in one
moment is not necessarily an indication of everything they
think (Speak Up)
•• Identify/describe the behaviour rather than the person,
don’t label the person
3. Clarify / Ask Questions
Ask a question –
“Why did you say that?” “Why is that so funny?”
“Why do you think that?” “Could you please repeat that?”
“It makes me a bit uncomfortable to hear that,
what did you really mean?”
“Statements generate resistance, whereas questions
generate answers… Questions offer … no target to strike at,
no position to attack” (Nelson et al 2010 p.22 citing Plous 2000 p.117)
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Say NO to Racism Participant Manual
4. Interrupt or redirect
“Hey, let’s not go there … What did you think about
Masterchef last night? / Do you want to go get a cup of
coffee?” (i.e. change the subject)
Non-verbal suggestions – get up; walk away, body
language, facial expressions.
5. Broaden to universal
human behaviour
“I don’t think that’s an African thing, I think anyone can
be lazy, no matter their background”
6. Make it individual
“Are you sure that’s something all Indians do, or are
you just talking about one or two people you know?”
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USEFUL
INFORMATION
Bystander
Anti-Racism:
Action taken by a person or
persons (not directly involved as a
subject or perpetrator) to identify,
speak out about or seek to engage
others in responding, either directly
or indirectly, to specific incidents of
racism.
Bystander action has the objectives
of stopping the perpetrator of
a specific incident of racism,
reducing the risk of its escalation
and preventing physical,
psychological and social harms that
may result, as well as strengthening
broader social norms that work
against racism occurring in the
future.
(ref: VicHealth 2010 Review of Bystander
approaches in support of preventing racebased discrimination)
Australian Human
Rights Commission
The Australian Human Rights
Commission is a national
human rights institution. It is a
statutory body funded by, but
operating independently of, the
Australian Government. It has the
responsibility for investigating
alleged infringements under
Australia’s anti-discrimination
legislation. Matters that can be
investigated by the Commission
under the Australian Human
Rights Commission Regulations
1989 include “discrimination on
the grounds of race or nationality,
religious, colour or ethnic origin,
racial vilification, age, sex or
gender, sexual harassment, marital
or relationship status, sexual
orientation, gender identity,
intersex status, actual or potential
pregnancy, breastfeeding, trade
union activity, criminal record,
medical record, impairment or
physical disability”.
Victorian Equal
Opportunity and
Human Rights
Commission
The Victorian Equal Opportunity
and Human Rights Commission is
an independent statutory body with
responsibilities under three laws:
Equal Opportunity Act 2010, Racial
and Religious Tolerance Act 2001
and the Charter of Human Rights
and Responsibilities Act 2006.
Services provided by the
Commission include:
•• a free telephone Enquiry Line
•• a free, fair and timely dispute
resolution service
•• information and education
about equal opportunity, racial
and religious vilification and the
Charter of Human Rights and
Responsibilities
•• education, training and
consultancy services.
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Say NO to Racism Participant Manual
Support Services:
Lifeline
Ph: 13 11 14
www.lifeline.org.au
BeyondBlue
Ph: 1300 22 4636
www.beyondblue.org.au
Victorian Aboriginal Health
Services
Ph: 03 9419 3000
www.vahs.org.au
Local Migrant Resource Centres
Visit your local migrant resource
centre located in your region:
•• Migrant Information Centre
(Eastern Melbourne)
Area: Whitehorse, Boroondara,
Manningham, Monash, Knox,
Maroondah and Yarra Ranges
Phone: 03 9285 4888
www.miceastmelb.com.au
•• Migrant Resource Centre North
West Region
Area: St Albans, Broadmeadows
and Laverton
Phone: 03 9367 6044
Email: mrcnw@mrcnorthwest.
org.au
•• New Hope Migrant and Refugee
Resource Centre Oakleigh
Branch
Area: Oakleigh and surrounding
areas
Phone: 03 9563 4130
Email: [email protected]
•• New Hope Migrant and Refugee
Resource Centre Frankston
Branch
Area: Frankston
Phone: 03 8781 5911
Email: janar@southcentralmrc.
org.au
•• South Eastern Migrant Resource
Centre
Area: Springvale, Noble Park,
Dandenong, Doveton, Hallam,
Narre Warren and Pakenham
Phone: 03 9706 8933
Email: [email protected]
•• Spectrum Migrant Resource
Centre
Area: Preston and Thomastown
Phone: 03 9496 0200
Email: [email protected]
•• Spectrum Migrant Resource
Centre Coburg office
Area: Coburg
Phone: 03 9384 7900
•• The Westgate Migrant Resource
Centre (Eastern Region)
Area: Altona North
Phone: 03 9391 3355
Email: [email protected]
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DIFFERENT TYPES OF RACISM
Say NO to Racism training focuses on ‘interpersonal racism’ that can be
direct/overt or indirect/covert
Interpersonal Racism
Interpersonal discrimination
occurs when interactions between
people result in avoidable and
unfair inequalities across groups.
Interpersonal discrimination can be
active or passive.
In most cases the attitudes that
lead to interpersonal discrimination
are unconsciously maintained by
individuals and have, over time,
become deeply embedded in the
systems and institutions of society
(VicHealth 2009).
Interpersonal discrimination is
reinforced by weak sanctions or
discriminatory social norms at
organisational, community and
societal levels. Social norms are
the rules of conduct and models of
behaviour expected by a society
or social group. They are rooted
in customs, traditions and value
systems that gradually develop
over time.
Systemic Racism:
Systemic discrimination
(sometimes called institutional,
organisational, societal or cultural
discrimination) occurs when
requirements, conditions, practices,
policies or processes result in
avoidable and unfair inequalities
across groups. These seemingly
‘normal’ ways of doing things may
directly or indirectly, consciously
or unwittingly, promote, sustain
or entrench differential advantage
for some people and disadvantage
others (Tator 2005)
In the Victorian context, where
direct discrimination is being
progressively eliminated, systemic
discrimination is more likely to be
indirect. Systemic discrimination
in critical areas such as education,
employment and housing can lead
to social disadvantage for those
experiencing it and contribute to
intergenerational disadvantage.
It is important to note that systemic
discrimination can persist in
institutional structures and policies
in the absence of interpersonal
discrimination. Its operation may
be unintentional and it is often
unrecognised by those practising it.
For these reasons, indirect systemic
discrimination may be difficult to
pinpoint. It may also be difficult to
disentangle from other contributors
to disadvantage.
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Direct/Overt/Active Racism
Direct race-based discrimination
occurs when a person is treated
less favourably because of their
race, ethnicity, culture or religion
than a person from a different
background in the same or similar
circumstances. That is, it occurs
where unequal treatment results
in unequal power, resources or
opportunities across different
groups. E.g. an individual is not
offered employment on the basis
of his/her religion.
Examples of direct or overt racism:
•• Statements or actions that are
clearly identifiable as racist and
would be widely condemned
•• Expressions may include
bullying, harassment, rudeness,
name-calling, verbal/physical
abuse
•• Extra-checking, frequent
stopping, providing bad service,
following around shops, hiring/
firing biases in employment,
•• Jokes and teasing
Indirect /Covert/Passive Racism
Indirect race-based discrimination
occurs when a condition or
requirement is set that people from
a particular race, ethnic group,
culture or religion cannot meet.
That is, it occurs where equal
treatment results in unequal power,
resources or opportunities across
different groups. E.g. everyone
in a sporting club is required to
wear a uniform that exposes their
arms and legs. This requirement
may exclude women from some
religious or cultural groups from
participating.
Say NO to Racism Participant Manual
Examples may include:
•• Ignoring
•• staring
•• excluding
•• not renting
•• segregating
•• discoursing
•• failing to help
•• not touching or not sitting next
to the person
As blatantly discriminatory
behaviour has become
increasingly socially unacceptable,
discrimination may be expressed in
more subtle or passive ways.
Although people may not be
bullied, they may be ignored or
excluded from important events.
They may not receive bad service
in a shop, but they may not be
actively helped either. They may
not be called names, but they may
find that others avoid sitting next
to them on public transport or in
cafes.
More subtle, based on believing
that some groups are not ‘inferior’
but are ‘different’ and that such
differences are a threat to our
values and norms. Some groups are
identified as ‘not belonging’ here
e.g. statement that suggest new
arrivals should ‘fit in’
It is easy for people to hold such
beliefs without recognising them
as a form of discrimination and
without realising that they have
negative impacts on the groups
concerned.
(Ref: VicHealth ‘Reducing Race-Based
Discrimination for Health: addressing the
social and economic determinants of mental
and physical health’)
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Say NO to Racism Participant Manual
It just takes one person
Are we
STILL RACIST?
In 2013 there was a significant
increase in reported experiences
of discrimination. The Scanlon
Foundation survey asked: ‘Have
you experienced discrimination
because of your skin colour, ethnic
origin or religion?’ The 2013 survey
found the highest level recorded
(19%) across the six surveys (which
began in 2007).
(Ref: Mapping Social Cohesion: the Scanlon
Foundation Surveys national Report 2013)
Did you know…
•• 85% of people agree that there is
racial prejudice in Australia
•• Approximately 52% of people
would be worried if a family
member married an Indigenous
person
•• One in ten people hold views
that would be seen as blatantly
racist
•• One in two people born in nonEnglish-speaking countries
report discrimination and
intolerance at work
•• 30% of people born in nonEnglish speaking countries report
discrimination in education
settings
•• Indigenous Australians report
service settings as the setting in
which they are most likely report
discrimination
(Ref: Building on our Strengths, VicHealth
2009)
In Darebin,
•• 13% of people were opposed to
inter-racial, -cultural or –religious
marriages
•• 40% suggested there are some
racial, cultural or religious groups
that do not fit into Australian
society
•• 39% of people said that they,
a friend or family member had
witnessed racism in the past five
years
•• Aboriginal and African Australian
communities reported that
racism was an integral part of
everyday life
(Ref: Darebin Racism Inquiry2012)
It just takes one person
Say NO to Racism Participant Manual
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