📊 Unveiling the Scale of Racism Through the Racism@Uni Study

The Racism@Uni Study, conducted by the Australian Human Rights Commission and released in February 2026, stands as the most comprehensive examination of racism in Australian higher education to date. Commissioned by the federal government in May 2024 following recommendations from the Australian Universities Accord, this landmark research gathered responses from over 76,000 students and staff across 42 out of 43 universities. It employed a mixed-methods approach, including a national online survey, focus groups with 310 participants, policy audits, and a literature review, all designed with trauma-informed and culturally safe practices to capture authentic lived experiences.

What sets this study apart is its breadth: it analyzed 1.4 million words of open-text responses and self-identified demographics without rigid categories, allowing for nuanced insights into interpersonal and systemic racism. Direct interpersonal racism refers to personal encounters, such as verbal harassment or exclusion targeted at an individual. Indirect racism, by contrast, involves witnessing or overhearing discriminatory behavior aimed at one's racial, ethnic, cultural, or religious group—experiences that still erode a sense of belonging and safety.

The headline figure—nearly 70% of respondents (69.9%) reporting indirect racism—underscores how pervasive this issue is on campuses. Meanwhile, 14.9% encountered direct racism, and among those who hadn't personally experienced it, 19.1% had witnessed incidents directed at others. These rates hold steady across institutions, from Group of Eight (Go8) research powerhouses to regional universities, signaling a sector-wide challenge rather than isolated pockets.

This data paints a picture of environments where students and staff from diverse backgrounds navigate daily microaggressions, stereotypes, and overt hostility, often amplified by global events like the COVID-19 pandemic, the Voice to Parliament referendum, and the Israel-Hamas conflict.

🎓 Groups Most Impacted and Real-Life Examples

Certain communities bear a disproportionate burden. Jewish respondents identifying religiously reported racism at 93.8%, while Palestinian respondents faced it at 90.2%. Over 80% of First Nations, Chinese, secular Jewish, Middle Eastern, and Northeast Asian groups experienced racism. African (78.3%), Muslim (76.3%), Pasifika (75.8%), and Māori (73.3%) respondents also reported alarmingly high rates. International students, who comprise a significant portion of Australia's higher education sector, faced the highest indirect exposure at 75%, compounded by visa insecurities and financial pressures.

Qualitative accounts reveal the human cost. An Aboriginal student shared being labeled a 'petrol sniffer' and questioned about receiving scholarships 'easily,' reinforcing stereotypes of unearned advantage. Asian students endured 'slanted eyes' jokes or accusations of smelling like noodles, while a professor dismissed an Indian nursing student's work as AI-generated or purchased, incredulous at their competence. Jewish and Palestinian students described hiding religious symbols like necklaces or keffiyehs, fearing verbal abuse or physical threats amid geopolitical tensions.

Muslim women faced heightened scrutiny, with hijab-wearers targeted for gendered violence linked to race. Staff from African diaspora backgrounds reported harsher performance reviews and overlooked promotions, with racially biased student evaluations influencing hiring. First Nations academics highlighted 'cultural load'—unpaid labor educating peers on Indigeneity without workload relief, leading to burnout.

• First Nations: 81% affected, including cultural tokenism and identity questioning.
• African/African Diaspora: 78-79%, judged for unrelated global events.
• Asian aggregate: 78.1%, COVID-era spikes in exclusion.
• Middle Eastern: 80.6%, post-war suppression of views.

Intersections amplify harm: non-binary international students saw 67% higher direct racism rates, while Muslim women (25.1%) outpaced men (19.8%). These examples illustrate how racism infiltrates lectures, tutorials, group work, meetings, and online spaces.

💔 Profound Impacts on Wellbeing, Studies, and Careers

Beyond numbers, the study documents devastating effects. Over two-thirds of victims reported mental health deterioration—stress, anxiety, depression, sleep disturbances, and physical pain. More than two in five students said racism hindered their studies, prompting withdrawal from classes or campus avoidance. Staff impacts were equally severe: over half noted career derailment, including denied promotions (a quarter believed race played a role) and attrition.

Safety concerns loomed large: one in five students felt physically unsafe, with 7-8% of students and 3-5% of staff experiencing assaults. Online harassment affected 12-16%. Many hid identities—removing hijabs under threat or suppressing opinions—eroding trust in institutions. First Nations staff faced 43.1% attrition without degree completion, exacerbated by unsupported cultural duties.

International students' vulnerabilities, like fear of visa repercussions, deterred participation. Bystander effects rippled outward, fostering toxic cultures where 20.6-24.6% saw leadership as unrepresentative—one Vice-Chancellor from affected communities among 43.

🔍 University Responses: Gaps in Policies and Reporting

Only 6% of direct racism victims filed complaints, citing fears of retaliation (40-53%), process distrust (56-63%), and low awareness (16-37%). Dissatisfaction ran high: 60-80% unhappy with outcomes. A policy audit revealed just 11 universities with advanced standalone anti-racism strategies; 30 integrated them into broader diversity efforts, two had none.

Support services often fell short—tokenistic or inaccessible, with Indigenous centers underused (4-8%). Leadership diversity lags, with no race-disaggregated data on pay gaps or demographics beyond culturally and linguistically diverse (CALD) categories.

Yet progress exists. Monash University pledged $2 million for inclusion, annual racism disclosure reports, and initiatives like the Brave Conversations workshops training over 1,000 academics. The Group of Eight acknowledged the 'sobering' findings, committing to review. RMIT's Vice-Chancellor emphasized sector-wide action.

🚀 Recommendations and Pathways to Change

The report's 47 recommendations, spanning short-, medium-, and long-term horizons, cluster into five pillars:

• National Framework: Government-led working group for a Racism@Uni Action Plan, AHRC annual reviews, triennial independent surveys.
• Safe Environments: Mandatory anti-racism training, psychosocial hazard integration, public incident reporting.
• Accountability: Trusted complaints systems with independent oversight, positive duty under Racial Discrimination Act.
• Inclusive Curriculum: Embed First Nations knowledges across disciplines, co-designed with communities.
• Diverse Workforce: Targets for leadership reflecting student demographics, race pay equity data.

Alignment with the National Anti-Racism Framework (2024) is urged, including human rights reforms. Universities must develop whole-of-organization plans, co-designed with affected groups.

Federal Education Minister Jason Clare and Race Discrimination Commissioner Giridharan Sivaraman stressed duty of care failures but optimism for evidence-based reform. X discussions echo calls for urgent implementation, highlighting student voices.

🛠️ Actionable Steps for Students, Staff, and Institutions

Individuals can start small: document incidents, seek allies in student unions or equity offices, and engage bystander intervention training. Universities should prioritize cultural competency workshops—proven to reduce biases—and transparent metrics.

For aspiring academics, exploring tips for academic CVs can aid diverse candidates navigating biased systems. Job seekers might check university jobs at inclusive institutions.

Government endorsement of framework recommendations could transform campuses. Recent funding shifts, like needs-based student support, offer levers for equity.

Photo by 0xk on Unsplash

In summary, the Racism@Uni Study exposes racism's grip on Australian universities but charts a hopeful path. By fostering inclusive cultures, diverse leadership, and robust accountability, higher education can fulfill its promise. Share your experiences on Rate My Professor, explore higher ed jobs promoting equity, or access career advice for thriving in academia. Visit university jobs for opportunities in anti-racism roles, and consider posting positions via post a job. Together, we build respectful campuses.