Discrimination is the unfair treatment of a person or a group of people because of their background or personal characteristics. It also includes the implementation of unreasonable rules or policies that may have a negative impact on some people.
Most of the time, discrimination stems from personal biases or ignorance, which are often deep-rooted in society.
And yes, discrimination continues to be an issue for migrants in Australia, despite there is growing support for multiculturalism and inclusive policies in the country.
The impact of discrimination on individuals and communities varies. For migrants, discrimination can include unequal access to employment opportunities, housing, education, healthcare, and social services. This can lead to social exclusion, limited social networks, and a sense of not belonging.
Moreover, discrimination can create barriers for migrants in accessing resources and opportunities that are essential for personal growth and socioeconomic advancement. When individuals anticipate mistreatment or face actual discrimination, they may be discouraged from pursuing certain educational or job opportunities.
Discrimination can cause stress and emotional burden, which can affect physical and mental health. Research shows that individuals experiencing discrimination can have increased levels of stress, anxiety, and depression. It can also contribute to the development of chronic conditions, such as hypertension, cardiovascular disease, and diabetes.
Understanding the Different Types of Discrimination Migrant Workers Face
In Australia, employers are legally prohibited from discriminating against job applicants based on race, religion, age, and sexual orientation. But that doesn’t mean it eliminated discrimination. I see many signs of discrimination once individuals join the organizations. Here are four common types of discrimination that migrant workers may experience after they join workforce:
- Verbal abuse based on differences. Migrant workers may experience verbal abuse due to their religious faith, skin colour, or country of birth. This abuse can manifest in various ways. It may involve the use of discriminatory language, racial slurs, insults, or degrading remarks. Workers may be publicly called out for poor performance or wrongly blamed for mistakes. Or they may face behaviours that undermine their roles.
- Pressure to conform to unfavourable views. Migrant workers may be expected to conform to the dominant group’s views or decisions, even if they disagree. This pressure normally arises from groupthink, where the majority opinion prevails and minority perspectives are discredited or ignored. These situations usually make it hard for migrant workers to express their opinions or have their voices heard in such environments.
- Exclusion from opportunities for promotion or acting arrangements. Migrant workers are excluded from opportunities for career advancement or internal acting opportunities. This could be due to biased decision-making processes or a lack of recognition of their skills and contributions. It may also be due to cultural biases favouring certain individuals or groups.
- Lack of accommodation for religious or cultural practices. Migrant workers may face challenges when their religious or cultural practices are not supported in the workplace. This can include scheduling important work activities on religious holidays. Managers or colleagues may organise parties or events that do not respect religious dietary restrictions. Organisations may acknowledge only certain religious holidays while neglecting others. Such practices can lead to feelings of exclusion and marginalization.
It’s important to note that these forms of discrimination can vary in intensity and prevalence across different organizations and contexts. Additionally, there may be other types of discrimination that migrant workers face, which could be specific to their industry, geographic location, or individual circumstances.
My Personal Experience with Discrimination as a Migrant
I grew up in Fiji where I experienced discrimination as an ethnic Indian. Scholarships and job roles were prioritized for ethnic Fijians and I had to work hard to progress in my education. I also had to wait for four years to get a full salary after my graduation when my ethnic Fijian colleagues were provided full salaries for similar roles within a year.
Discrimination became so normalized for me that I couldn’t tell if I was being discriminated against in Australia, where I moved to later. Looking back, I can see that discrimination was present – some intentional, and some learned.
I was denied promotion and/or acting opportunities even though I had more experience than the individuals selected for the roles.
Early in my career, I was also denied opportunities because of my accent. I was excluded from events because I did not fit into the norm. But the experience that had the most impact on me was when I was working for a previous manager, whom I will call Paul.
Paul would consistently undermine my role as a team manager. He would approve my staff’s leave without informing me, criticize my work in front of my team, and even invite other team members to social events while excluding me.
One incident that stood out was when Paul criticized my brief about a program I was managing. He suggested that I learn from a colleague who had borrowed my brief and copied most of its text. But it became apparent to me that I was being discriminated against when I compared the two briefs and saw the similarities.
Another example of discriminatory behaviour was when Paul approved my staff’s leave without my knowledge, making it difficult to meet deadlines. He forced me to work overtime to complete the projects. I also felt excluded and demoralized when Paul did not invite me to certain events that he invited other team members to attend.
I approached the Human Resources (HR) department about the situation, which facilitated mediation between Paul and me. The HR manager told me after the mediation that she was clear that I was being discriminated against. She also gave me the option to file a formal complaint and go through a dispute resolution process. However, I ultimately chose to find a new job and move on rather than endure a lengthy process that could have been emotionally draining.
My experiences have taught me the importance of standing up against discrimination, but also the need for a support network to help overcome these challenges.
Strategies to Deal with Discrimination in the Workplace
Dealing with discrimination at work can be difficult, but there are ways to manage it. Here are some additional strategies to consider:
- Educate yourself. Understand your rights and familiarize yourself with the laws and policies related to discrimination in the workplace. This knowledge will empower you to recognize and address discriminatory behaviour.
- Document incidents. Keep a record of any incidents of discrimination that you experience or witness. Include dates, times, locations, individuals involved, and details of what occurred. This documentation can be useful if you decide to report the discrimination or take legal action in the future.
- Report the discrimination. If you feel comfortable doing so, report the discrimination to the appropriate person or department within your organization, such as human resources or a designated diversity and inclusion officer. Follow your company’s established procedures for reporting discrimination.
- Seek support: Discrimination can lead to victims internalise others’ negative beliefs and start believing that they are not good enough. It is therefore important to reach out to trusted colleagues, friends, or family members to share your experiences and seek emotional support. They may help counteract the negative impact of discrimination by reminding your real worth.
- Develop a support network. Build relationships with mentors, sponsors, or allies, to gain guidance and support in navigating difficult situations. If your workplace has employee resource groups (ERG) or affinity groups, consider joining them. Where there is no effective ERG available at your workplace, then find other community groups (either locally or online) who may be dealing with similar issues. These groups provide a sense of community and support for individuals who share common backgrounds, experiences, or identities.
- Practice self-care. Discrimination can be emotionally draining, so it’s essential to prioritize self-care. Engage in activities that promote your well-being, such as exercise, meditation, hobbies, or spending time with loved ones. Take breaks when needed and establish boundaries to protect your mental and emotional health. Speaking to others about the issue will also help shake it off from your system.
- Seek professional counselling. If the discrimination has a significant impact on your mental health and well-being, consider seeking therapy or counselling from a qualified professional. They can help you process your experiences, develop coping strategies, and provide support during difficult times.
- Maintain a professional demeanour. While it may be challenging, try to remain professional and composed when facing discrimination. Responding with anger or hostility may not be productive and could potentially harm your reputation. Focus on addressing the issue constructively and seek resolution through appropriate channels. Sometimes just taking a few deep breaths or walking away from the situation for a few minutes would help you calm down and help you respond effectively.
- Consider external resources. If internal avenues for resolution are not effective, you may explore external options such as filing a complaint with a government agency responsible for enforcing anti-discrimination laws, contacting a labour union if applicable, or seeking assistance from a civil rights organization.
Remember, every situation is unique, and the strategies you employ may vary depending on the specific circumstances and the culture of your workplace. It’s important to assess the risks and benefits of each approach and choose the ones that align with your goals and well-being.
