International Day for the Elimination of Racial Discrimination: Why Addressing Racism Matters

This year, we encourage you to consider shifting the focus from Harmony Day to a deeper recognition of the United Nations International Day for the Elimination of Racial Discrimination on 21 March.

International Day for the Elimination of Racial Discrimination (IDERD) was established to acknowledge the continuing impact of racism around the world. The date commemorates the 1960 Sharpeville massacre in South Africa, where 69 peaceful protesters were killed and more than 180 people were injured while opposing apartheid pass laws. It invites reflection on how racial discrimination continues to shape people’s lives in workplaces, communities, and everyday interactions.

If we concentrate primarily on celebrating “harmony”, we risk sidelining the important, necessary, and sometimes challenging conversations about racism at interpersonal, structural, and systemic levels. The Australian Human Rights Commission highlights the significance of this day and its history, noting that Harmony Week “is an example of the way language can be used to sweep the harms of racism under the rug.” 

Racism does not always appear as overt hostility. It can be embedded in workplace culture, normalised through jokes or unequal treatment, and perpetuated through stereotypes about culture, language, or ability. It often intersects with other forms of vulnerability, including visa insecurity and economic dependence, making harm more difficult to challenge.

Yuna’s Story: Racism and Sexual Harassment at Work

Yuna’s story is a real example of how racial harassment and workplace mistreatment can affect someone’s employment and wellbeing. Her experience highlights why confronting discrimination matters and why clear, accessible legal support is critical.

Yuna is a migrant worker from a culturally and linguistically diverse background living in regional Western Australia. She was employed in the hospitality sector when she began experiencing workplace sexual harassment, including sexualised racial jokes directed at her.

After Yuna asked for the behaviour to stop, the situation escalated. The perpetrator began bullying her and closely scrutinising her work. Feeling unsafe and unsupported, Yuna believed she had no choice but to resign.

Yuna lodged a complaint with the Fair Work Commission in relation to the sexual harassment she experienced at work. However, she had concerns about the process and how best to manage her complaint. She was also worried about her visa status, as her work visa was approaching expiry, and sought information about a workplace justice visa.

Circle Green provided Yuna with advice about her claim and legal options. We explained the relevant processes, discussed potential next steps, and referred her to migration agents for specialist visa advice. Yuna was also connected with our key worker for mental health support services.

Racial discrimination continues to affect people’s everyday lives, including in the workplace. As Yuna’s experience shows, what may begin as inappropriate comments can escalate into sustained harm and exclusion, particularly when employers fail to act or when power imbalances make it difficult to speak up.

This International Day for the Elimination of Racial Discrimination, we reaffirm our commitment to supporting people who experience racism and discrimination by providing legal advice, advocacy, and connection to specialist services. No one should feel that their cultural background or visa status limits their right to safe work and fair treatment.

Getting Legal Help for Workplace Discrimination in Western Australia

If you or someone you know is experiencing workplace discrimination, legal pathways and support options are available. You can contact Circle Green for confidential, free legal advice to clarify your rights and consider your options.

Together, we can work towards workplaces and communities where diversity is respected, difference is valued, and racism has no place.

Client’s real name and photo have not been used. Identifying details have been withheld to protect confidentiality.