Combatting Racism in Aged Care: Building Culturally Safe and Inclusive Workplaces

By Rhiannon Dhoot, Client Relationship Manager at Sanctuary Recruitment

Workforce shortages, funding pressures and reform are regular topics at aged care conferences. One of the sessions I found myself reflecting on most afterwards, however, was a discussion about racism in the workforce.

Last week, I attended the Ageing Australia NSW/ACT State Conference, where one of the most thought-provoking sessions was Combatting Racism in Aged Care: Building Culturally Safe and Inclusive Workplaces.

The discussion brought together leaders from across the sector, including representatives from the Australian Human Rights Commission, the NSW Nurses and Midwives’ Association, the Multicultural Communities Council of Illawarra and Co.As.It.

One of the things that stood out to me was how different the conversation was from what many people outside the sector might expect.

When people hear the phrase racism in aged care, they often think about interactions between residents and staff. While that can and does happen, much of the discussion focused on racism experienced within the workforce itself.

 

Looking at the workforce experience

Given the diversity of Australia’s aged care workforce, it’s an important conversation to have.

Workers from a wide range of cultural and linguistic backgrounds play a vital role across the sector, supporting older Australians every day in nursing, care, hospitality, administration and leadership positions.

One of the strongest messages from the panel was that racism is not always obvious. It is not limited to overt comments or deliberate discrimination. It can appear through assumptions, exclusion, stereotyping, unequal opportunities or people feeling uncomfortable raising concerns.

A statistic shared during the session found that two in three people working in aged care had experienced racism. What surprised me was hearing that this wasn’t always coming from the places people might expect. Panellists spoke about migrant workers experiencing racism from residents, as well as within the workforce itself, including between different migrant groups.

Another interesting point was that the groups being targeted often change over time. The panel discussed how there can be surges in racism directed towards different migrant communities from year to year, suggesting this is a broader systemic issue rather than something affecting one particular group.

The discussion also highlighted that racism is not always overt. It can be passive. It may be assumptions about someone’s abilities, being excluded from conversations, or having your qualifications questioned. One example raised was overseas-trained professionals having their skills or experience challenged despite meeting the same requirements as their Australian-trained colleagues.

That point resonated with me because it highlighted how workplace culture is often shaped by the small day-to-day experiences people have, not just the incidents that result in formal complaints.

 

What the research shows

The discussion prompted me to do some further reading after the conference.

One study that stood out was research from the NSW Nurses and Midwives’ Association, whose General Secretary, Michael Whaites, was part of the panel discussion. The research found high levels of reported racism across health and aged care workplaces, with racial bias, stereotyping and gaslighting among the most commonly reported experiences.

What I found particularly interesting was the conversation around reporting.

The NSW Nurses and Midwives’ Association research found that many workers chose not to report incidents due to concerns about potential consequences or a lack of confidence in reporting processes. According to the findings, 73% of respondents who had experienced racism did not report it to management.

For me, that raises an important point. If many incidents never make it into formal reporting systems, it can be difficult to understand the true scale of the issue. The reported figures are already significant, but they may not tell the whole story.

 

Building culturally safe workplaces

Another takeaway from the session was that creating culturally safe workplaces is about more than having policies in place.

The discussion focused on workplace culture, leadership, education and accountability. Panellists highlighted the importance of ensuring managers are equipped to respond appropriately when concerns are raised, while also providing teams with cultural awareness training to build understanding and inclusion across diverse workforces.

One point I found particularly interesting was the discussion around reputation. Workers talk to each other. Communities share experiences and recommend employers where people feel welcomed and supported. Equally, they share negative experiences too.

Given how heavily aged care relies on migrant workers, both now and into the future, workplace culture matters. Creating an environment where people feel respected and valued is not just good for staff wellbeing, it also helps organisations attract and retain the workforce they need.

Throughout the session there was a strong message that leaders need to lead by example. Policies matter, but culture is often shaped by what people see every day. Respectful leadership, consistent responses to concerns and a genuine commitment to inclusion all help create safer and more supportive workplaces.

 

Why the conversation matters

As someone who regularly visits aged care providers and spends a lot of time talking about workforce challenges, I found this session particularly valuable because it focused on an aspect of workforce culture that doesn’t always receive the same level of attention as topics like shortages, recruitment and retention.

The panel was not about pointing fingers or suggesting every organisation faces the same challenges. Instead, it was an opportunity to discuss the experiences of a diverse workforce and explore how aged care providers can continue building inclusive environments where people feel respected and supported.

It was one of the most thought-provoking sessions I attended during the conference and a topic that sparked plenty of discussion throughout the event.

More than anything, it reinforced the importance of continuing conversations about workplace culture, inclusion and the experiences of the people who care for older Australians every day.

As the sector continues to rely on a diverse workforce to meet growing demand, creating environments where people feel respected, valued and supported isn’t just important for staff. It’s important for the future of aged care itself.

 

Get in touch

If you’d like to discuss hospitality recruitment, workforce planning, or how Sanctuary can support your aged care team, I’d be happy to chat.

Rhiannon Dhoot
Client Relationship Manager | Sanctuary Recruitment

📧 rhiannon.dhoot@sanctuaryrecruitment.com
📱 +61 485 972 926