‘Being a small jurisdiction, we don’t have money to prepare our own collateral, our own videos. It’s really useful to use the campaign resources … Tasmania doesn’t have the same big profile organisations working on racism, so we’ve seen the need to take the lead – the campaign helps with this.’ —Equal Opportunity Tasmania ‘We were trying to push for anti-racism work before the campaign came along, so it helped get everyone on board.’ —Flinders University ‘Being a supporter is an invitation for people to actually start talking about [racism].’ —Uniting In 2020, the Black Lives Matter movement, a rise in racism linked to COVID-19, and ongoing concern about far-right extremism, saw conversations around race and racism change significantly in Australia. In response to this, Commissioner Tan’s campaign team initiated a refresh of the campaign, seeking to provide supporters with the tools to engage in current conversations and challenge racism in their workplaces, communities, schools, and homes. The work undertaken in this reporting period includes activities to design and develop a new: • public awareness campaign and accompanying educational resources • RISWM website • Workplace Cultural Diversity Tool to support employers looking to improve their approach to cultural diversity and inclusion in the workplace. Community and stakeholder views are an important part of the process. Two Expert Advisory Groups were established to advise on the development of the RISWM public awareness campaign and Workplace Cultural Diversity Tool. Each group is made up of experienced academics, practitioners, and advocates from a diverse range of industries and cultural backgrounds, each with expertise in anti-racism or the promotion of cultural diversity and inclusion. The consultation strategy for the RISWM public awareness campaign included 12 meetings with community organisations, anti-racism academics, and practitioners, spanning NSW, Victoria, and Queensland. A preliminary consultation survey for the Workplace Cultural Diversity Tool was circulated among stakeholders. Secondary consultations will take place in the next financial year. The coming year will see the rollout of the public awareness campaign and accompanying educational resources, and the launch of the new Workplace Cultural Diversity Tool, which will be hosted on the RISWM website. Annual Report 2020–2021 Australian Human Rights Commission 55