Workplace discrimination against women of colour escalating, says report

Despite gender equity initiatives, Women of Colour Australia’s (WoCA) recent report has shown that workplace discrimination is only escalating, with a 10 per cent jump since 2021.

Women of Colour Australia (WoCA) today (22 October) launched its second Women of Colour in the Workplace Report 2024, shining a light on the significant rise in workplace discrimination towards women of colour.

While gender equity initiatives have been a pillar in workplace discussions throughout Australia, the findings of this report have revealed that 68.4 per cent of women of colour have experienced discrimination at work – a nearly 10 per cent rise since 2021. Of those specific incidents, a staggering 93.8 per cent are attributed to racism.

Other key findings from the report included:

• Two-thirds of women of colour (64.8 per cent) navigate multiple identities at work, with one-third (33.2 per cent) feeling exhausted by the mental strain.

• Nearly three in four women of colour (72 per cent) feel underpaid, with most asked to do unpaid work (80 per cent) and expected to do more than peers (88 per cent), while their contributions remain undervalued.

• Eighty-five per cent of women of colour feel excluded from decision making, with 81 per cent reporting their opinions are dismissed and 70 per cent lacking equal career advancement opportunities.

• The top three factors related to the discrimination women of colour face in the workplace are race, gender, and age.

• Only one in six women of colour believe reporting discrimination would lead to serious action, while most expect no action (one in five), superficial responses (one in five), or fear retaliation (one in five)

• For most women of colour (83.7 per cent), their cultural identity is easily identifiable, with 69.4 per cent seeing it as a workplace barrier due to discrimination.

A key takeaway from the report was the lack of belief in accountability for perpetrators when women of colour report incidents of discrimination. As the data above shows, only one in six believe reporting discrimination would lead to serious action, while most expect no action whatsoever.

Dr Varina Michaels, executive director of WoCA and lead author, said: “The lack of accessible reporting mechanisms is alarming. This report substantiates that low reporting numbers are not a good indicator of the prevalence of discrimination in organisations. Discrimination is well and truly present but they are simply not reported.

“Moreover, without culturally sensitive and trauma-informed reporting processes in place, women of colour may feel retraumatised and risk having their experiences dismissed. Women of colour should be empowered to speak up without fear of retaliation or inaction.

“Creating a safe and responsive environment for reporting discrimination is essential for fostering a culture of inclusion.”

Structural issues were also mentioned throughout the report. Forty-five per cent of women of colour plan to leave their employer within 12 months, citing career progression (10.5 per cent), discrimination (10 per cent), and job insecurity (9.4 per cent) as key reasons. According to the report, addressing these challenges is crucial for fostering long-term employee engagement and preventing talent drain.

When it comes to strategies, respondents reported that they want tailored leadership programs, mentoring, and networking opportunities to support their career growth moving forward. As well as a plethora of networking opportunities, women of colour emphasise the need for leadership training to improve and include heightened discussions around race and gender, with 48.1 per cent advocating for expanded definitions of leadership.

Brenda Gaddi, founder and executive director of WoCA, said: “The data shows that despite growing awareness of anti-discrimination laws and psychosocial safety requirements, the discrimination women of colour face is escalating.

“Our report calls for organisations to rethink their structures and leadership models to ensure they are inclusive, safe, and fit for purpose in our increasingly diverse society. A focus on intersectionality and tailored solutions to address the unique challenges faced by women of colour is critical.

“Organisations that fail to approach diversity and gender equity from an intersectional lens risk not only losing top talent but also reinforcing systemic inequalities that harm both individuals and the workplace as a whole.”

Kace O'Neill

Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.