International Day for People of African Descent: Progress, challenges, and the way forward

  • Race
  • Dr Virginia Mapedzahama and Angelica Ojinnaka-Psillakis

In 2022, we published this blog to celebrate the International Day for People of African Descent (IDPAD). We explained what the day means for us the authors, as People of African Descent, why DCA celebrates the day and why your workplace should celebrate it too. As DCA observes this significant day in 2024, we revisit our commitment to standing in solidarity with People of African Descent, especially as this year marks the end of the first International Decade for People of African Descent (2015–2024).

The International Decade for People of African Descent has been centred on three pillars: recognition, justice, and development. which aim to address the injustices faced by People of African Descent and promote a more inclusive and equitable world. This decade has emphasised the need for the protection and promotion of human rights for People of African Descent, recognising the historical injustices they have faced, particularly in the context of enslavement, colonisation, and systemic discrimination.  

The UN initiated this decade to highlight the ongoing struggles of People of African Descent and to encourage nations, including Australia, to adopt measures that combat racism and discrimination.

Since our last blog: The Working Group of Experts on People of African Descent’s (WGEPAD) report

In 2021, Australia invited the Working Group of Experts on People of African Descent (WGEPAD) to investigate the human rights issues faced by People of African Descent in Australia. The findings and recommendations, published in their 2023 report were incredibly significant in that they not only highlight a state of play where African migrants in Australia continue to face extremely high levels of racism and racial discrimination, they also reaffirmed current research on the racial marginalisation of People of African descent.

This includes for example, that people of African descent are subjected routinely to racial microaggressions and humiliation, as well as patterns of racial bias that are often covert and undetected by those without lived experiences of such marginalisation. Of note in the WGEPAD report is that racism in employment (workplaces and the labour market) continues to be a major concern for People of African descent. The report noted for instance, that People of African Descent:  

“… are confined to fewer employment opportunities, and to the lower rungs of the job hierarchy when employed. These racialised barriers persist, even among highly skilled people of African descent.  People of African descent are nearly unrepresented in senior or executive positions, including in those civil, social, economic and cultural sectors directly relating to people of African descent” (p. 10 – emphasis ours).

The report also cites research that found that in the ACT for example, “while 42% of South Sudanese participants had tertiary qualifications, reportedly 96% of those persons were unemployed or underemployed. The 29% unemployment rate in the South Sudanese community is five times the national average” (p. 11).

The pervasiveness of racism that People of African Descent experience in employment ranges from hiring practices to workplace culture. 

What is DCA doing about this?

In our 2022 blog, we talked about some of the barriers People of African descent face at work due to racial marginalisation. A significant way that DCA has been demonstrating solidarity with People of African Descent, therefore, is through actively working to combat racism in the workplace. We have been focussing on non-tokenistic inclusion for People of African Descent, and so our initiatives have been centred around three significant bodies of work: 

  1. A deliberate focus on understanding the nuances of racism at work and combatting racism at work. Our Racism at Work report (launched in March 2022), was groundbreaking in how it amplified the voices of people with lived experiences of racism and, importantly, provided the first ever organisationally focused anti-racism tool specifically developed for the Australian context. Racism at Work articulated the case for anti-racism in Australia and recommended, for the first time, using terms like ‘racially marginalised’ and ‘racially privileged’ in a workplace context. Language amplifies experience, and DCA’s work in this space contributed to a growing conversation about racism in Australia more broadly. Our work heavily emphasises building racial literacy, particularly among leaders. This involves understanding one’s racial identity and biases and committing to anti-racism. 
  2. Applying an intersectionality lens to understand how racism intersects with other power structures, such as sexism, to amplify the marginalisation experienced by People of African Descent. In Australia, People of African Descent face unique challenges due to intersecting forms of marginalisation, such as sexism, classism, and xenophobia. So, the work we have been doing on the federal Office for Women-funded project, RISE (Realise. Inspire. Support. Energise.), in collaboration with Settlement Services International (SSI) and Chief Executive Women (CEW) has been quite significant. RISE, which includes participants who are Women of African Descent, aims to build pathways to senior leadership for women from culturally and racially marginalised (CARM) backgrounds. Importantly, the project aims to address systemic barriers and support organisations in implementing change interventions to advance CARM women into senior leadership positions.
  3. Central to our approach is centring marginalised voices at work. This ensures that the voices of those with lived experiences of racism can be truly heard, allowing us to gain invaluable insights and develop effective strategies for change. We further advance our work by centring the voices of marginalised individuals in the change work that impacts them, ensuring that our strategies are not only informed by their experiences but are also actively shaped by their contributions. 

In addition to this, DCA has actively contributed to the broader conversation on racial equity that we know facilitates creating an environment free from racism and racial discrimination, where People of African Descent can thrive. This has included: 

  • advocating for change through various submissions and consultations with government and industry bodies to address systemic barriers and promote inclusive practices 
  • submitting detailed feedback to the Australian Human Rights Commission’s national anti-racism framework consultation, emphasising the need for systemic change in workplaces 
  • hosting multiple insightful events focusing on culturally and racially marginalised people to help enlighten workplaces across our nation 
  • delivering educational Knowledge Programs for Australian businesses on topics such as understanding anti-racism, countering unconscious bias, and how to use inclusive language in workplaces. 

Where can your organisation start?

While the International decade for People of African Descent is coming to an end, there is still time to take meaningful action. In fact, it is imperative to do so. Despite the limited public discussions on this decade in Australia, recognising IDPAD and its importance is a good first step toward fostering an inclusive society and workplace for People of African Descent. IDPAD provides a framework for addressing the systemic inequities that People of African Descent face.  

To support People of African Descent in your workplace, begin by educating yourself about their experiences and the barriers they face. It is essential to centre their voices in any initiatives aimed at addressing these challenges. We have developed guidelines to help you navigate this process, including how to centre marginalised voices at work and tools for inclusive recruitment, ensuring that your actions are informed by people with lived experiences and are respectful and effective.  

What does this day and decade mean for us, as People of African descent?

As Australians of African Descent, IDPAD continues to hold special significance for us. Beyond being a ‘celebration’, it is a time for critical reflection: we critically reflect on our racialised positions within Australian institutions and structures.

The day serves as a stark reminder of the longstanding injustices and systemic discrimination we face both historically and in the present.  

IDPAD is a global call to action, to eliminate all forms of discrimination against people of African descent. This change cannot happen unless our voices are centred. IDPAD is an opportunity to amplify our voices so that we can continue to reshape the narratives about us that surround us. 

As DCA employees, we are encouraged by DCA’s commemoration of IDPAD, along with their recognition of the International Decade for People of African Descent and very importantly, their commitment to fighting racism in all its forms, because it underscores a deep understanding of the unique challenges we face as People of African Descent. 

Achieving a more just and equitable society for us requires acknowledging the distinct experiences of different marginalised groups. 

Like we said in our 2022 blog: celebrating IDPAD is a matter of non-tokenistic inclusion! How will your organisation mark IDPAD next year, and the culmination of this important decade this year? 

Dr Virginia Mapedzahama, PhD (she/her) is the Member Education Director at Diversity Council Australia. She is a first-generation Black African migrant woman and a critical race Black feminist scholar in the broader field of sociology of difference. Her research interest is in understanding the social construction of all categories of difference. She explores this interest in the context of subjective experiences of race, racism and ethnicity, migration, diaspora, Blackness and Black subjectivities, sexuality, hybridity, intersectionality and gendered violence. Virginia has published extensively in these areas as well as the broader fields of cross-cultural identities, African feminisms, post-colonial feminisms, the new African diaspora in Australia and African women diaspora.

Angelica Ojinnaka-Psillakis (she/her) is Diversity Council Australia’s Education Manager, leading the design, management, and ongoing review of DCA’s education offering to its members. She has a strong background on subject matter areas including reducing inequalities experienced by historically marginalised communities, wellbeing and mental health, youth participation, girls and young women’s safety, anti-discrimination, and multicultural affairs. Angelica holds a Master of Research specialising in public health and sociology, and has taught in tertiary education settings on culture, diversity, and health. In 2022, Angelica served as the Australian Youth Representative to the United Nations and has also been named as one of the United Nations’ 23 Young People Leading Resilient Recovery in the Decade of Action.

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