‘Cultural load’ in workplaces leaves First Nations staff doing unpaid labour, report finds

A major Indigenous-led study into Australian workplaces has found Aboriginal and Torres Strait Islander employees are routinely carrying unpaid “cultural load” (extra tasks tied to cultural education, anti-racism and representation) alongside high rates of racism and low levels of cultural safety.

The findings form part of the Gari Yala 2 research led by the Centre for Indigenous People and Work at the University of Technology Sydney, which surveyed more than 1,000 Indigenous workers. Reporting on the research said two in three Indigenous workers described extra demands being placed on them that non-Indigenous colleagues were not asked to carry, often without consultation and with little institutional support.

The report also quantified the impact of those expectations across a working life. It estimated that around one in two full-time Indigenous employees were likely to complete the equivalent of an extra year of unpaid labour across their career, as cultural tasks accumulate over time.

Work described as cultural load can range from organising NAIDOC activities and supporting Reconciliation Action Plan work, through to being expected to speak for Aboriginal and Torres Strait Islander people broadly, or to explain racism and cultural issues in moments of workplace tension. Advocates say the problem is compounded when cultural work is treated as an informal add-on rather than recognised, resourced and properly shared.

Reconciliation Australia CEO Karen Mundine told NITV that many First Nations workers take this work on because they feel it matters, but warned the impact builds over time. “But it starts to add up after a while” she said.

The report’s broader findings point to the continuing prevalence of racism. It found almost 60 per cent of Indigenous employees experience racism at work, and only 40 per cent described their workplace as culturally safe. The research also found many workplaces lack effective systems to prevent or respond to racism, including gaps in complaints processes and training.

Researchers and community leaders are calling for employers and governments to act on the findings – including strengthening anti-racism systems, improving racial literacy, recognising cultural work in position descriptions and workload allocation and ensuring First Nations employees are not left carrying reconciliation efforts alone.