The latest report from Women of Colour Australia (WoCA) highlights a troubling rise in workplace discrimination faced by Women of Colour (WoC) across the country. Released in partnership with the Australian National University, the Women of Colour in the Workplace Report 2024 paints a stark picture of the systemic challenges these women experience. Discrimination rates have surged by nearly 10% since 2021, with a staggering 93.8% of incidents attributed to racism.
Despite increasing attention towards gender equity in workplaces, the report reveals a glaring oversight: the lack of intersectionality in diversity policies is worsening the situation for Women of Colour. While strides have been made for women in general, WoC are still grappling with discrimination linked not only to gender but also their cultural backgrounds. The report surveyed over 1,000 Women of Colour, bringing attention to a reality that many have long faced.
Dr. Varina Michaels, Executive Director of WoCA and the report’s lead author, pointed out that the true extent of the problem is masked by underreporting. “The lack of accessible reporting mechanisms is alarming,” she said. “Discrimination is well and truly present, but they are simply not reported.” The fear of retaliation or having complaints brushed off as insignificant means that many incidents never make it through official channels.
The report shines a light on the structural barriers that keep Women of Colour from advancing in their careers. Around 45% of those surveyed said they planned to leave their current employer within the next 12 months, with discrimination, lack of career progression, and job insecurity among the top reasons. These trends are not just a matter of personal dissatisfaction—they represent a loss of talent that organisations can ill afford.
Interestingly, when asked about what could help them thrive, Women of Colour expressed the need for more tailored leadership programs, mentoring, and networking opportunities. A majority (63%) wanted leadership programs designed specifically for Women of Colour, with another 58.4% emphasising the importance of networking with their peers. However, there is also a clear call for greater sensitivity in these initiatives, as 23.1% noted that professional development coaching often feels tokenistic, with a lack of genuine understanding of their unique challenges.
Brenda Gaddi, Founder and Executive Director of WoCA, stressed that the key to change lies in recognising and addressing the intersectional experiences of Women of Colour. “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.”
The challenges faced by Women of Colour go beyond discrimination—they extend into the everyday exhaustion of navigating multiple identities. Two-thirds of respondents (64.8%) reported feeling drained by the mental strain of constantly balancing these identities in the workplace. The toll is made even heavier by the sense of exclusion and undervaluation they face: 85% said they feel excluded from decision-making processes, and 81% believe their opinions are dismissed outright. Additionally, 72% feel they are underpaid, with 80% asked to perform unpaid work and 88% expected to take on more responsibilities than their peers while their contributions go unnoticed.
Race, gender, and age were identified as the top factors driving the discrimination they experience, but cultural identity was also seen as a barrier. A large portion of respondents (83.7%) said their cultural identity is easily identifiable, with 69.4% viewing it as a workplace obstacle.
Tasneem Chopra OAM, a Cross-Cultural Consultant and WoCA Ambassador, summed up the wider implications of the report. “Lost revenue for organisations from poor employee retention to diminished productivity is linked to how people are treated at work. This research illustrates how performative inclusion measures at work, in which Women of Colour are (barely) seen and not heard, continue to wreak havoc on their wellbeing and industry reputation.”
The report is a wake-up call for organisations to step up their inclusion efforts. While anti-discrimination policies might be in place, they are clearly not enough to address the nuanced experiences of Women of Colour. Without more culturally sensitive and trauma-informed processes, reporting mechanisms will remain underutilised, and the trust between employees and employers will continue to erode.
In an environment where intersectionality is overlooked, Women of Colour are left without effective support, limiting their potential and career progression. Addressing these challenges requires organisations to not only rethink their diversity initiatives but also their entire approach to leadership and workplace culture. If they don’t, the talent drain will persist, and the promise of inclusive workplaces will remain unfulfilled.
To download the full Women of Colour in the Workplace Report 2024 and learn more about how your organisation can implement intersectional DEI strategies, visit https://womenofcolour.
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