The Commission consistently heard from communities about the urgency to address institutional racism in the workplace, including name discrimination and biases in hiring, institutional norms that centre whiteness, and ineffectiveness in handling racism complaints.i The need to embed cultural safety and anti-racism in workplace policies and governance was highlighted as a best practice solution to. [...] Strengthening cultural safety and anti-racism in the workplace is an organisational responsibility and a systems-focused solution that requires centring First Nations communities, embedding anti-racism practices at the institutional level, taking strengths-based approaches to diversity and representation, and centring the wellbeing of all negatively racialised employees throughout the process. [...] We included such terms levels of white Australian cultural literacy, by colleagues and students, such as name-calling to demonstrate and dissect the language and disengagement with Asian teachers in professional and accent-related ridicule, Asian teachers also thinking of the time, and we apologise for any development spaces like Communities of Practice, experience institutional racism that pervad. [...] For the performance and entertainment sector, This entails, among other things: venues and organisers need to acknowledge structural racism and its impacts on negatively > Having recruitment and hiring practices, racialised performers; enhance access to mentoring and retention practices, and cultural performance and industry networking accommodations that can support staff with opportunities by As. [...] See also, Alexandra Blok, ‘Songs of migration: The role of music in realising benefits and barriers of regional migrant resettlement and v Li Xu, ‘The Role of Teachers’ Beliefs in the Language Teaching-learning development in Queensland and New South Wales, Australia’ (PhD Process’ (2012) 2(7) Theory and Practice in Language Studies.
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