Carrying Culture in the Workplace – The Unspoken Weight of Cultural Load
Cultural load is the emotional and cultural labour Aboriginal and Torres Strait Islander people carry in the workplace
Edward Solien shares what it means, why it matters, and how employers can respond meaningfully
In every room we walk into, there’s more than just our titles, roles, or job descriptions. For many Aboriginal and Torres Strait Islander people, we’re carrying something that can’t be seen on paper, but it shapes everything we do – cultural load.
It’s the responsibility of holding space for our mob, explaining our stories, being the “cultural translator” at meetings, the go-between, the face of reconciliation in organisations still learning how to walk the talk. And most days, that load is carried in silence.
Cultural load isn’t in our contracts. But it’s in our hearts.
What is Cultural Load?
Cultural load refers to the additional emotional, cultural, and often invisible labour that Aboriginal and Torres Strait Islander peoples carry in workplaces, particularly when they are the only ones — or one of a few — representing their communities.
It’s the expectation to show up to NAIDOC events, deliver the Welcome to Country if there’s no Elder around, respond to racism when others stay quiet, and guide organisations through cultural safety, often unpaid and unacknowledged.
It’s the pressure of being “the cultural person” at work, while still navigating everyday expectations like KPIs, deadlines, and staff meetings.
“I’ve walked into boardrooms and felt the weight of every ancestor on my shoulders – not in a burdensome way, but in a way that says, ‘You’re here because they couldn’t be. Now show them what strength looks like.’”
— Edward Solien, Founder of Indigenous Job Match and Cultural Nexus
The Emotional Cost of Always Showing Up
For many of us, our roles go far beyond the job title. We’re expected to:
Educate colleagues about First Nations protocols and histories
Translate cultural nuances without being asked
Carry the grief of community losses and intergenerational trauma
Be available for every “cultural event” while still meeting performance expectations
This can lead to burnout, fatigue, and feeling isolated. Because while our presence is often celebrated, the pressure to represent our entire culture can be overwhelming — especially when we’re not backed by structural support or genuine inclusion.
“We don’t get to leave our identity at the door. We carry Country, kin and culture into every space — and that’s both beautiful and heavy.”
— Edward Solien
Cultural Load Isn’t a Problem — But Ignoring It Is
Let’s be clear: carrying culture is not the problem. The problem is when workplaces take that labour for granted — when our knowledge, time, and emotional energy are used without proper recognition, support, or remuneration.
Workplaces that are serious about cultural safety need to:
Acknowledge and name cultural load
Build support systems for First Nations staff (mentoring, yarning spaces, cultural supervision)
Provide cultural leave policies that reflect real community obligations
Pay for cultural expertise and time — not expect it for free
“Reconciliation is more than a RAP on a wall. It’s recognising the load we carry, and making sure we’re not walking alone.”
— Edward Solien
Let’s Walk Together — But Let’s Walk the Right Way
For real change, it’s not about putting mob on every poster during NAIDOC. It’s about putting us at the centre of policies that protect and support our cultural and emotional wellbeing.
If you truly want to build a culturally safe and inclusive workplace, start by asking: What load are our First Nations staff carrying? And how are we lightening it, not adding to it?
Because cultural load is real. And it’s time we gave it the respect — and response — it deserves.
