*“Truth-telling isn’t a tick box—it’s the foundation of trust. And trust is what brings mob through your doors and keeps us there.”* — Eddie Solien, Founder, Indigenous Job Match

In 2020, the Gari Yala report—meaning “Speak the Truth” in the Wiradjuri language—broke the silence on what many Aboriginal and Torres Strait Islander workers have long known: workplaces are still not safe or inclusive places for us.

Developed by the Jumbunna Institute and Diversity Council Australia (DCA), Gari Yala was built on the lived experiences of over 1,000 First Nations workers. In early 2025, Gari Yala 2 launched as an updated national survey to capture how far we’ve come—or how far we’ve still got to go.

“You can’t hire mob if you don’t hear mob. And you can’t keep us if you don’t change what’s broken.”

If you lead or support an employee experience or talent acquisition team, these insights are your blueprint.

What the Data Tells Us—And Why It Matters

The Gari Yala findings are not just statistics; they are stories—our stories—of navigating systems not built for us:

78% of Indigenous workers said it was important to identify as Aboriginal and/or Torres Strait Islander at work.
Yet 63% reported high identity strain—pressure to fit non-Indigenous norms or prove their Indigeneity.
39% carried high cultural load—the unspoken extra labour of educating others and representing culture.

“I can’t tell you how many times I’ve felt like I had to be the unofficial cultural advisor, the workplace educator, and still do my actual job.”

Worse, racism is alive and well:

38% were treated unfairly because of their Indigenous background.
44% heard racial slurs at work.
59% experienced appearance-based racism.

And the fallout? Lower wellbeing, lower satisfaction, and higher turnover. Workers who experienced racism were:

2.5 times less likely to be satisfied with their job.
3 times less likely to recommend their workplace to other Indigenous people.
2 times more likely to be looking for a new job.

What Organisations Must Do

The Gari Yala report doesn’t just reveal problems—it gives solutions. Ten, in fact. Here’s how your employee experience and talent acquisition teams can start putting them into action:

1. Start with Truth-Telling

Use the Gari Yala and Gari Yala 2 reports to educate hiring managers and HR teams. These reports centre our voices—raw, real, and necessary.

“Before you craft a diversity statement, read Gari Yala. Before you run a cultural awareness workshop, read Gari Yala. Before you decide how to ‘include us,’ read Gari Yala.”

2. Design Identity-Safe Hiring Processes

Avoid asking applicants to “prove” or “validate” their Aboriginality beyond what’s legally or ethically required. Respect mob-identifying applicants and ensure processes reflect a culturally safe lens.

3. Culturally Safe Interviews Matte

Train your interviewers. Ask culturally respectful questions. Understand cultural protocols—eye contact, silence, family obligations, and sorry business can all be misunderstood if you’re not listening with cultural awareness.

4. Include Mob in Decision-Making

Hire Aboriginal and Torres Strait Islander staff into your recruitment and employee experience teams. Don’t just consult—empower.

5. Recognise Cultural Load and Value It

Mob in the workplace often take on extra, unpaid responsibilities. If someone is advising on cultural matters, mentoring, or being asked to represent First Nations views—formally recognise and remunerate that labour.

“We’re not your poster people. If we’re doing the work, pay us. Promote us. Protect us.”

6. Invest in Long-Term Relationships, Not Quick Wins

Partner with Indigenous-owned platforms like Indigenous Job Match—we’re not just another job board. We ask every employer culturally safe screening questions before your role is even posted.

The New Frontier: Gari Yala 2

Launched in 2025 by Reconciliation Australia, Gari Yala 2 aims to build on the original report and further track the experiences of First Nations workers today.

“If you really want to lead in Indigenous recruitment, get ready to listen harder in 2025 than you did in 2020.”

You can find out more and access the open survey here:

Gari Yala 2: First Nations Workers Survey – Reconciliation Australia

Final Thoughts

If you’re serious about attracting and retaining Aboriginal and Torres Strait Islander talent, don’t skip the truth. Listen to it. Honour it. Act on it.

Start by reading Gari Yala. Start by speaking the truth.

Need Help Crafting a Culturally Safe Employee Experience?

Does your organisation want support to map out your Aboriginal and Torres Strait Islander employee journey—from recruitment and onboarding through to retention and progression?

We’d love to work with you.

Reach out to Indigenous Job Match, backed by Cultural Nexus Indigenous Corporation, and let’s build something culturally safe and future-focused—together.

Contact us and complete the form below.

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Links and Resources:

Gari Yala Report: https://www.dca.org.au/research/gari-yala-speak-truth
Gari Yala 2 Survey (2025): https://www.reconciliation.org.au/gari-yala-2-first-nations-workers-survey-now-open/
Diversity Council Australia/Jumbunna Institute (Brown, C., D’Almada-Remedios, R., Gilbert, J., O’Leary, J., and Young, N.). Gari Yala (Speak the Truth): Centreing the Work Experiences of Aboriginal and/or Torres Strait Islander Australians. Sydney, 2020.