Systemic Racism Deeply Embedded in Australian Universities, Landmark Study Finds

Understanding the Landmark Racism@Uni Study

In early 2026, the Australian Human Rights Commission released the Respect at Uni report, stemming from the comprehensive Racism@Uni study. Commissioned by the Australian Government in 2024, this investigation represents the largest examination of racism in Australian higher education to date. Over 76,000 students and staff from 42 universities participated in a national survey, supplemented by focus groups, policy audits, and literature reviews. The study uncovers how racism—defined as prejudice, discrimination, or antagonism directed against individuals or groups based on their race, ethnicity, or cultural background—permeates campuses in both overt and subtle forms.

Systemic racism in Australian universities refers to patterns embedded within institutional structures, policies, and everyday practices that disadvantage certain racial or ethnic groups. This goes beyond isolated incidents, manifesting in curriculum biases, leadership underrepresentation, and flawed response mechanisms. International students, who make up a significant portion of enrolments (over 800,000 in 2025), alongside First Nations peoples and other marginalized communities, bear much of the brunt. The report's timing aligns with heightened tensions from global events like the Israel-Hamas conflict, COVID-19 anti-Asian sentiment, and the Voice to Parliament referendum, which exacerbated on-campus hostilities.

This investigation highlights not just the problem but pathways to equity, urging universities to fulfill their duty of care—a legal and ethical obligation to protect students and staff from foreseeable harm.

📊 Shocking Prevalence: Key Statistics from the Survey

The data paints a stark picture: nearly 70% of respondents encountered indirect racism, such as overhearing derogatory comments or witnessing behaviors targeting their community, while 15% faced direct interpersonal racism like slurs, exclusion, or harassment. Among those not directly affected, 19% still observed racism toward others.

• Jewish (religious) and Palestinian respondents: Over 90% experienced racism.
• First Nations, Chinese, secular Jewish, Middle Eastern, and Northeast Asian groups: Over 80%.
• African and African diaspora: Around 78-79%.
• Asian subgroups (e.g., South Asian, Southeast Asian): 77-82%.
• Muslim, Pasifika, Māori: 73-76%.

These rates were consistent across university types—Group of Eight (Go8) sandstones, regional, and others—confirming the systemic nature. Direct racism peaked in classrooms (47% for students) and meetings (53% for staff), with verbal harassment most common (18-23%), followed by online abuse and physical incidents (3-8%). Intersections amplified risks: non-binary students, women from affected groups, and those with disabilities faced higher rates.

Low reporting underscores distrust: only 6% of direct victims complained, with 60-80% dissatisfied due to protracted, ineffective processes.

Personal Stories: Lived Experiences of Racism on Campus

Focus groups and surveys revealed harrowing accounts. A First Nations student endured a lecturer's 'petrol sniffing' joke and assumptions about scholarship privileges. An Asian international student was mocked for 'slanted eyes' and smelling like noodles, feeling dehumanized. African students feared submitting assignments under their names, anticipating biased marking. Jewish students faced kippah-targeted harassment and 'gas chamber' taunts, while Palestinian peers were labeled terrorists or required Gaza death certificates for extensions.

Staff reported career sabotage: promotions denied due to racialized student evaluations, leaders perpetrating 43-48% of incidents, and cultural labor burdens on First Nations academics (e.g., unpaid educating roles, identity policing). During COVID-19, Northeast Asians encountered virus slurs; post-October 2023, antisemitism and Islamophobia surged, with students hiding identities to avoid exclusion.

These microaggressions—subtle, cumulative acts like name mispronunciations or ignored contributions—erode belonging. For international students, often first-generation and English learners, they compound homesickness and isolation.

Institutional Shortcomings: Complaints and Policy Gaps

Universities' responses fall short. Complaints are 'Kafkaesque'—dismissed after delays or deemed time-barred. Only 11 of 43 have advanced anti-racism strategies; leadership lacks diversity (56% of staff note this), and racial literacy is low. Go8 universities scored lowest on policy effectiveness.

Read the full Respect@Uni report (PDF) for policy audit details.

Professional staff face psychosocial hazards like exclusion; academics endure biased performance reviews. Voluntary approaches fail, demanding national oversight.

Profound Impacts: Mental Health, Academics, and Careers

Racism's toll is devastating: over two-thirds report mental health declines (anxiety, depression); 60% limit participation; 40%+ see academic/career setbacks. Students feel unsafe (20%), skip classes, or drop out—First Nations attrition hits 43%. Staff miss promotions (25%), quit, or underperform.

Identity erosion, hypervigilance, and isolation prevail, intersecting with gender/sexuality/disability. For higher ed professionals, this signals toxic workplaces deterring diverse talent.

🎓 47 Recommendations: A Roadmap to Anti-Racism

The report proposes a coordinated assault on racism across five pillars:

• National Framework: Government-led Racism@Uni Working Group and Action Plan with triennial surveys.
• Safe Environments: Mandatory training, psychosocial hazard recognition, trauma support.
• Accountable Systems: Reformed complaints, public reporting, National Student Ombudsman enhancements.
• Inclusive Curriculum: Embed First Nations knowledges, diverse perspectives; anti-racism education.
• Diverse Leadership: Targets, recruitment reforms, cultural load compensation.

Short-term: Pilot trainings. Medium: Implement plans. Long: Evaluate progress. Explore the Australian Government's page on the Respect@Uni study.

Sector and Government Commitments

Universities Australia deems findings 'troubling,' pledging a national working group for standards. Monash and Melbourne Universities reject racism, advancing cultural competency and anti-racist classrooms. Education Minister Jason Clare vows reforms for safe spaces, considering recommendations amid higher ed legislation.

NTEU demands action on staff discrimination; Greens push holistic reforms. Positive precedents: VicHealth's anti-racism programs, WSU's Challenging Racism Project.

Building Inclusive Futures in Australian Higher Education

Eradicating systemic racism demands collective effort. Students: Document incidents, seek allies via student unions. Staff: Advocate in enterprise agreements. Universities: Prioritize diversity hires—check university jobs for inclusive roles. Aspiring academics: Bolster your profile with winning academic CV tips.

Share professor experiences on Rate My Professor to highlight issues. Job seekers, explore higher ed jobs at equity-focused institutions or become a lecturer. Visit higher ed career advice for equity strategies. With commitment, Australian universities can lead globally in inclusion.