We welcome the opportunity to provide a submission to the Review of Regional Migration Settings ‘Supporting Strong and Sustainable Regions’ Discussion Paper. Australia’s migration policies are crucial for regional development. This submission offers practical recommendations to enhance visa systems and support regional communities, focusing on harmonising skill shortage lists and involving local governments and businesses in planning. By leveraging real-world examples and case studies, we aim to contribute to a responsive, supportive migration system that meets regional economic needs and promotes social cohesion and thriving communities.

About Welcoming Australia

Welcoming Australia is a national not-for-profit organisation committed to cultivating a culture of welcome and advancing an Australia where people of all backgrounds have equal opportunity to belong, contribute and thrive. Welcoming Australia operates through several networks, including Welcoming Cities, Welcoming Clubs, Welcoming Universities, and Welcoming Workplaces.

Q1: How can the various temporary and permanent visas available to the regions work together to better meet skills needs? For example, Designated Area Migration Agreements (DAMAs) and regional employer sponsored visas.

To meet regional skills needs effectively, the various temporary and permanent visa programs must work cohesively and efficiently. The following actions will help to achieve this:

1. Harmonise Skill Shortage Lists Across Visa Types/Classes
A unified approach to skill shortage lists will ensure consistency and clarity for businesses and migrants. Aligning the skill shortage lists used in different visa programs, such as DAMAs and regional employer-sponsored visas, can streamline the recruitment process. This harmonisation will also facilitate better planning for businesses looking to fill specific roles.

2. Focus DAMA Skill Shortage Lists on Niche Occupation
DAMA skill shortage lists should cater to niche occupations critical to regional business expansion. These lists need to be dynamic and responsive to changing business needs. By updating the DAMA skill shortage lists every three months, we can provide businesses with the flexibility to recruit for emerging roles and fill vacancies promptly. This regular updating process ensures the lists remain relevant and reflect the evolving labour market demands.

3. Simplify the Application Process
The application process should be simplified to make it easier for businesses to recruit and for migrants to apply. Merging the Nomination and Visa applications into a single, streamlined process can significantly reduce administrative burdens. Providing explicit guidance on waiting times will allow businesses to plan more effectively around recruiting and onboarding new employees. This clarity and efficiency in the application process will enhance the overall experience for both employers and migrants.

4. Optimise the Business Industry Regional Outreach (BIRO)
BIRO can play a crucial role in keeping businesses informed about visa policy changes and updates. By planning in-person sessions throughout the calendar year, BIRO can directly engage with regional businesses, offering them the latest information and guidance. These sessions can help businesses stay up-to-date with visa policies, understand the available options, and plan their recruitment strategies accordingly.

Q2: Should there be a regional occupation list? How should regional occupation lists work alongside the Core Skills Occupation List? What should be considered in compiling the regional occupation list?

There is a significant need for a better definition of “regional,” ideally categorised by both remoteness and economic type, such as mining, tourism, and agriculture. This nuanced categorisation would enhance the accuracy of regional migration assessments and allow for more effective policy measures tailored to the specific needs of different regions.

Businesses should lead the conversation around regional occupation lists. Workforce planning driven by business insights will ensure that the regional occupation list accurately reflects the demands of the local labour market. For example, in our Welcoming Workplaces initiative, a business needed to recruit a camel farm caretaker but could not fill the position for two years. This role did not fit under any existing skills shortage lists, highlighting the need for a more contextually relevant regional list.

Another example from the initiative involves a business servicing the mining sector, which required new occupations not listed on the Core Skills Occupation List or the DAMA occupation list. Similarly, an arborist in regional NSW faced challenges recruiting for a niche role not covered by these lists. These cases demonstrate that a regional occupation list can complement the Core Skills Occupation List by addressing specific local needs and ensuring that regional businesses can access the required skilled workers.

In compiling the regional occupation list, input from businesses, local governments, and service providers must be considered. This collaborative approach will ensure the list is relevant and comprehensive, effectively addressing regional areas’ unique skills shortages.

Q3: Could the definitions of regional be aligned across the various regional visas? How can definitions be structured to better account for the unique circumstances of regions?

Aligning the definitions of “regional” across various regional visas is essential for more effectively addressing the unique circumstances of different regions. A better definition of “regional” should categorise areas based on remoteness and economic type, such as mining, tourism, and agriculture. This categorisation would allow for a more accurate assessment of regional migration and enable policymakers to implement targeted measures that address the specific needs of these areas.

For instance, a region primarily dependent on a specific type of agriculture might face different labour market challenges compared to a region centred around mining or tourism. By understanding and defining these distinctions, regional visa policies can be tailored to attract the appropriate workforce required for each area’s economic activities. This approach will help pull the appropriate levers to mitigate skill shortages and promote sustainable regional development.

Our research provides anecdotal evidence indicating that the current definition of “regional” is inadequate for addressing skill shortages, particularly in healthcare, home support, and aged care. Consultations with representatives from medical and nursing bodies have revealed that the shortage of nurses in regional and rural areas is partly due to the broad and inconsistent definitions of “regional.” For example, nurses are less likely to move to rural Australia if they can work in a city like Canberra, which is classified as “regional” under current definitions. This inconsistency undermines efforts to distribute skilled labour more evenly across remote and underserved areas.

Therefore, a more refined and context-specific definition of “regional” is necessary. Such definitions should consider factors like distance from major cities, population density, and economic reliance on specific industries. By doing so, regional visa policies can more effectively address different regions’ unique challenges and ensure that skilled workers are incentivised to move to and remain where they are most needed.

Q4: How can we reform Working Holiday Maker program visa settings to limit exploitation, while still ensuring regional Australia can access the workers it needs? For example, are there innovative strategies to incentivise Working Holiday Makers to choose regional Australia as their preferred destination, without tying the incentives to specified work visa requirements?

Reforming the Working Holiday Maker (WHM) program is essential to limit exploitation and ensure that regional Australia can access the workers it needs. One critical reform is increasing employment longevity by addressing the existing visa rules. This includes revising the hours of work allowed under the visa and providing flexibility for workers to change employers. Given the seasonal nature of regional and rural work, allowing visa holders the working right to change employers without jeopardising their visa status is crucial.

In 2016, the Fair Work Ombudsman released findings from an inquiry into the experiences of 417 visa holders, highlighting significant exploitation. Many workers felt taken advantage of, especially those completing their 88 days of rural work, to qualify for a second-year visa. The inquiry revealed that workers were often reluctant to report underpayment, unsafe conditions, and sexual harassment due to fear that their employers would refuse to provide the necessary Employment Verification Form.[1]

A survey by the Migrant Justice Institute found that nearly half of all working holidaymakers reported being paid well below the minimum wage.[2] Although visa holders theoretically have the same working rights as Australian citizens, this is not the case. Factors contributing to this discrepancy include limited knowledge of Australian working rights, fear of unemployment or visa repercussions, manipulative employer tactics, unlawful practices by employers, and a lack of support services and networks.

Stories from rural work highlight the severity of the issue: visa holders have reported being paid next to nothing, having to pay their employers, handing over their passports, living in dilapidated accommodation, and being forced to work beyond the required three months because employers refused to sign off on their paperwork. These exploitative practices are particularly concerning for young women who have stayed in dangerous situations due to reliance on employer sign- off.[3]

Besides addressing apparent breaches of Australian laws by employers in regional and rural areas, several changes can be made from the perspective of visa rules. Businesses should be required to report hours worked on the Single Touch Payroll system to help detect underpayment. Additionally, all temporary visa-holders with work rights should be issued a tax file number upon arrival to facilitate better tracking and enforcement of fair labour practices. Furthermore, creating a special visa to empower workers to report exploitation and stay in Australia to pursue outstanding claims would provide significant protection and recourse for those affected.

To address these issues, it is crucial to implement simple background checks for employers approved to sign off on Working Holiday visas and have a simple exploitation reporting procedure for the program. Additionally, innovative strategies to incentivise WHMs to choose regional Australia could include ensuring better accommodation, providing more straightforward information about worker rights, establishing more robust support networks and investing in welcoming practices in the areas. By improving the overall experience and safety of WHMs, regional Australia can attract and retain the workers it needs without tying incentives to specific work visa requirements.

Q5: How can we ensure a more consistent approach to lower paid migration across various visa products, as well as reflect our commitment to maintain the primacy of our relationships with the Pacific?

To reflect the commitment to maintaining the primacy of Australia’s relationships with the Pacific, reforming the Pacific Australia Labour Mobility (PALM) scheme is crucial. This program has the potential to significantly contribute to the Australian workforce while also benefiting Pacific nations through remittances and skills development. However, to achieve these mutual benefits, the scheme must be improved to better align with Australian labour standards and the needs of Pacific workers. It is imperative that the PALM scheme fully respects and enforces Australian labour laws, particularly regarding leave entitlements, payment, and the ability to change employers.

Q6: Noting the limitations of visa settings, what factors encourage more migrants to choose to settle in the regions and improve retention?

To encourage more migrants to settle in regional areas and improve retention, it is crucial to address various factors beyond visa settings. The story of Mingoola, a small township on the border of New South Wales and Queensland, serves as an illustrative case study. A resident observed the town’s decline, marked by decreasing population, lower school enrolments, and a lack of farm labourers. Simultaneously, a refugee advocate in Sydney noticed that many refugees from central Africa who had rural backgrounds were keen to reconnect with agricultural life in Australia.

The initiative to settle African refugees in Mingoola saw community members volunteering to renovate houses and provide practical support. This included welcoming events, English language classes, and consistent communication to manage expectations and address language barriers. Despite the initial success, a lack of adequate healthcare services and the impact of drought forced the refugee families to move closer to specialist medical services, putting the settlement program on hold. This case highlights that successful regional settlement requires comprehensive and holistic support to sustain the population.

Our research in regional NSW revealed that communities often felt inadequate in attracting a workforce due to the inability to provide basic necessities. This sentiment underscores the importance of essential infrastructure in making regions attractive to migrants. Furthermore, local government involvement is crucial in this process. Negative sentiments towards migrants, fuelled by political agents and disinformation, necessitate community education and welcoming initiatives. Programs like Welcoming Cities, which support 87 local governments across Australia (over 60% in regional and rural areas), play a vital role in fostering inclusive communities. A notable example of successful regional integration is the City of Greater Bendigo. Becoming the first local government in Australia to be accredited as a Welcoming City in 2020, Greater Bendigo is recognised as a leader in the inclusion of people from diverse backgrounds. This reputation as an attractive destination has increased migration, bringing the required skills and knowledge while enhancing the city’s cultural vibrancy. The City of Greater Bendigo, in collaboration with Welcoming Cities, has implemented multiple initiatives to address community needs.

These include providing in-language information on starting businesses, understanding regulatory frameworks, and funding a driving program for refugee women. Additionally, the council supports culturally diverse partnerships through grant funding, capacity building, and promoting greater communication and access to local government services. Specific actions supported by the Welcoming City Standard ensure everyone has a chance to participate, belong and thrive in this local area.

In 2022, the Ararat Rural City Council, another member of the Welcoming Cities Network, launched the Workforce Pilot New Settlement Program to address labour shortages in key industries such as abattoirs, manufacturing, aged care, and agriculture. Recognising the potential of diversity and community integration, the program aimed to fill employment gaps and showcase Ararat as an inclusive and welcoming community. A pivotal component of this approach involved community engagement through sports, specifically targeting young participants. This initiative earned the Welcoming Cities – Award for Change in 2024, demonstrating Ararat’s commitment to inclusivity and community integration. Through innovative programs and community engagement initiatives, they have addressed labour shortages and fostered a welcoming environment for newcomers.

Consultations with local government representatives in regional NSW indicated that retaining migrants is challenging due to the lack of family-friendly amenities such as childcare and essential services. Additionally, the scarcity of educational opportunities, including university hubs and trade courses, contributes to the outmigration of families. To counter this, there needs to be significant investment in education and training facilities in regional areas.

Moreover, improving workplace practices is essential. Stories of worker exploitation, racism, and abuse in regional workplaces highlight the need for better practices. Initiatives like Welcoming Workplaces, where businesses undergo accreditation, learn best practices, and access training opportunities, can create more welcoming and supportive work environments.

Recommendations to Improve Incentives and Retention:

– Comprehensive Support Services: Ensure adequate healthcare, childcare, and other essential services to meet the needs of migrant families.

– Educational Opportunities: Invest in university hubs and trade courses in regional and rural areas.

– Public Transportation: Develop reliable public transportation systems to reduce the dependency on personal vehicles.

– Community Education and Integration Programs: Implement initiatives like Welcoming Cities to promote inclusive and educated communities.

– Improved Workplace Practices: Support programs like Welcoming Workplaces to foster fair and supportive working environments.

– Increased   Local   Government   Involvement:   Engage    local   governments    in developing and sustaining migrant retention strategies.

By addressing these factors, regional Australia can create an environment that attracts migrants and encourages them to stay and contribute to the community’s growth and development.

Q7: Do provisional visas successfully encourage large scale retention of migrants in the regions? Is the length of a provisional visa the right length? Should both the regional employer sponsored visa and the regional nominated visa have the same provisional visa arrangements?

Provisional visas are intended to provide temporary residence while waiting for permanent visa status. However, the current system often leaves migrants in prolonged uncertainty, with some individuals remaining on provisional visas for as long as 13 years. This extended period of provisional status can undermine the stability and sense of belonging crucial for long-term retention.

While visa settings are essential in encouraging migrants to settle in regional areas, they are only part of the solution. These “stick” measures must be complemented by the “carrot” of safe, welcoming communities that actively support and integrate new residents. Migrants are more likely to stay if they feel valued and integrated into their new communities. This means providing not only adequate services and infrastructure but also fostering inclusive and supportive social environments.

It is essential to strike a balance regarding the length of provisional visas. The visa period should be long enough to allow migrants to establish themselves and demonstrate their commitment to the region but not so long that it becomes an indefinite state of limbo. A more reasonable and fixed duration for provisional visas and clear pathways to permanent residency would likely improve retention by providing migrants with greater certainty about their future.

Additionally, aligning the arrangements for regional employer-sponsored and regional nominated visas would create a more consistent and fair system. Both types of visas should have the same provisional arrangements to ensure that all migrants have equal opportunities and responsibilities, regardless of the specific pathway they choose. This alignment would simplify the visa system, making it more transparent and more accessible for both migrants and employers to navigate.

Q8: How can we improve planning for regional migration, especially given the return of migrants to regional Australia post-pandemic? Should there be more flexibility provided to states and territories in planning for regional migration?

Improving regional migration planning requires a comprehensive approach that integrates economic and social principles. This approach should be driven by stakeholders within the regions, including local governments, businesses, and community organisations. Effective regional migration planning needs to address each region’s unique needs and capacities, ensuring that migrants are supported and integrated into their new communities.

One illustrative example is the situation in Townsville, which has a Designated Area Migration Agreement (DAMA). Despite an increasing community of migrants, Townsville has faced challenges in finding translators for specific languages, as the National Accreditation Authority for Translators and Interpreters (NAATI) does not always have translators available for all languages needed. The Welcoming Cities network has discussed these issues with the local council and possible solutions during the network meetings.

Local governments are vital as leaders, facilitators, and brokers in the regional migration process. They are essential in ensuring that migrants are effectively integrated into the community and their needs are met. However, local governments need to be supported and involved from the start of the planning process. They require adequate resources, information, and collaboration with other stakeholders to manage and support regional migration effectively.

The Welcoming Cities initiative provides a valuable framework and community of practice for local governments. This initiative offers bespoke support to councils and communities, helping them prepare to welcome migrants effectively. By leveraging such frameworks, local governments can create more inclusive and supportive environments for migrants, essential for their successful settlement and retention.

• https://www.people2people.com.au/blog/8-important-things-to-know-to-avoid-workplace-exploitation
• https://www.afr.com/politics/federal/labor-could-ignore-calls-for-limits-on-working-holiday-visas-20230921-   p5e6ho
• https://aboutregional.com.au/dear-prime-minister-who-is-safeguarding-working-holiday-visa-holders-from-  exploitation/375806/

Download the full submission here

Australia’s international education sector stands at a critical crossroads, facing challenges that threaten its viability and integrity. Long celebrated as a cornerstone of economic growth and cultural diversity for the sector, international education now finds itself constrained by governmental policies, economic imperatives, and societal misconceptions.

In recent years, international education has burgeoned into Australia’s largest services export industry, contributing a staggering $48 billion annually. This sector not only cushions the national economy but also underwrites the research capacity of universities nationally. Yet, despite its economic importance, the sector faces systemic issues.

International students are critical for their economic contributions to universities, and to the wider economy, plus their workforce participation is needed to sustain key industries. Despite this, international students and international education, is regularly treated as a tap that can be turned on and off, creating a dynamic in which students feel at best unsupported and misunderstood, and at worst, marginalised and exploited.

The Australian government’s recent proposal to cap international student numbers has sparked widespread concern from the sector. Citing strain on housing and social services, policymakers aim to stabilise student inflows temporarily. But this short-sighted approach ignores the significance of international education to the sustainability of key aspects of Australia’s economy and to the viability of higher education in this country. This approach again seems to be based on the belief that international students can be turned off for a while and turned on again at some future point.

To safeguard the future of international education a multifaceted approach that transcends economic metrics is needed. First and foremost, international students must be valued beyond their financial contributions. Their voices should be integral to policy formulation, ensuring that their needs and experiences are central to decision-making processes, and that they are treated as more than a financial resource.

Moreover, universities and government bodies must collaborate to enhance support structures for international students. Clear pathways to employment and fair working conditions are essential to mitigate exploitation. Addressing discrimination and fostering inclusivity are equally critical steps toward building a supportive environment for all students, regardless of nationality.

The narrative surrounding international education must shift from mere economic benefit to encompass its profound cultural and diplomatic contributions. Emphasising cross-cultural learning and global citizenship will enrich the educational experience and bolster Australia’s reputation as a welcoming destination for students worldwide.

Moving forward, urgent action is needed from both the university sector and governmental bodies. Collaboration is key: universities must lead efforts to integrate international student perspectives into policy development. This entails not only amplifying their voices but also implementing inclusive practices that foster a sense of belonging within the broader community.

Furthermore, there is a pressing need to innovate in how international students are engaged and supported. Regional universities, often overlooked in favour of their metropolitan counterparts, can play a pivotal role by developing unique, community-driven initiatives that cater to diverse student needs.

The reality is that the future of Australia’s international education sector hinges on a paradigm shift—one that prioritizes inclusivity, support, and dialogue. By championing these principles, stakeholders can uphold the sector’s integrity while harnessing its full potential as a global leader in education and cultural exchange.

Cate Gilpin is the Welcoming Universities Coordinator at Welcoming Australia. Welcoming Universities is an initiative to inspire and support Australian universities to embed welcoming, inclusion and belonging for students, staff and community members from all backgrounds.

This article was originally published on the Koala, International Education News, here and is republished with permission.

The Welcoming Australia Medal recognises exceptional individuals who have made a significant and ongoing contribution to communities where everyone can belong. This award acknowledges the hard work, passion and commitment of a select group of people who have been instrumental in growing Welcoming Australia as the largest network and movement for advancing social cohesion across the country. 

Con Pagonis has played an integral role in the story of Welcoming Cities, tracking involvement even before its official launch with Welcoming Australia in 2016; to the commencement of the initiative in 2015 

Con, as part of the Welcoming Cities Governance Committee, provides strategic oversight and advice to ensure the Welcoming Cities initiative sustainably grows its reach and impact. Con has been pivotal in the growth and success of Welcoming Cities 

Con is a consistent presence at Welcoming Australia Symposia, often travelling interstate to join the event, presenting the inaugural Welcoming Cities Awards for Change in Canberra in 2022. 

Con is a humble champion of the work of Welcoming Australia, always finding opportunities to showcase our movement and link us with other opportunities and never seeking any personal recognition or benefit. 

As well as volunteering with Welcoming Australia, Con devotes his time volunteering with organisations and initiatives;  African Women’s and Families Network, Australian Jazz Museum, The Boite and Ethnic Communities’ Council of Victoria 

Past Welcoming Australia Medal Recipients 

Presented each year at the Opening Reception of the Welcoming Australia Symposium, the award recognises individuals who have played a significant (and often unassuming) role in developing Welcoming Australia as a movement and organisation. Con joins 14 previous recipients who have been recognised for their contribution to a welcoming Australia:

Alipate Carlisle
Arefa Hassani
Arian Rezaei
Fahim Khondaker
Fida Hussain
Kate Leaney
Kerrin Benson AM
Leah Marrone
Leila Stennet
Manal Younus
Mariam Veiszadeh
Marziyah Mohammadi
Mohammad Al-Khafaji
Violet Roumeliotis AM

After the outcome of the Referendum on the Voice to Parliament was known, the Uluru Statement From the Heart declared a week of silence. The grief and disappointment of Aboriginal and Torres Strait Islander people who supported a yes vote was palpable.
 
As an organisation that accepted the invitation issued by the Uluru Statement from the Heart and actively supported a vote for positive change, we share that disappointment. Still, we can barely begin to understand the depth of it.
 
As the statement declaring a week of silence noted:
“This is a bitter irony. That people who have only been on this continent for 235 years would refuse to recognise those whose home this land has been for 60,000 and more years is beyond reason.”
 
The Uluru Statement also sincerely thanked “many millions of Australians of love and goodwill” who voted yes.
 
As gracious as the sentiment is, having failed to deliver a resounding yes, we (as settlers on unceded land) should neither require or rest on a thank you. Instead, we must strengthen our resolve to continue to fight for recognition, justice and a better future for First Nations communities across this country. We must continue to advance long-term transformative change.
 
It is still a YES from us.
 
Yes to truth-telling. Yes to treaty-making. Yes to change and self-determination for First Peoples.
 

Over 5.5 million people voted for change on October 14. 5.5 million could become 11 million if we each bring one more Australian on the journey.
 
Let’s move forward together.

Where to from here?

As we centre and listen to the voices of First Peoples on the matters that most impact them, there are various ways we can show our support.
 
National Day of Action
First Nations communities across the country have called a National Day of Solidarity, calling on people to join on Wednesday 25th October.
From Gadigal to Noongar country and beyond, the fight continues and First Nations communities are calling on allies to stand up and keep showing up. Find out more on the national page here and pledge your commitment.

 
Wear your solidarity – we’re joining calls to wear clothing and jewellery to demonstrate your solidarity. Here are some ideas and options:

• Clothing the Gaps
• Haus of Dizzy
• Trading Blak
• The Minority Co
• Gammin Threads

In May 2023, Welcoming Cities became one of ten global grassroots initiatives recognised by the prestigious Intercultural Innovation Hub during a ceremony held in Berlin, Germany.

A partnership between the United Nations Alliance of Civilizations (UNAOC) and the BMW Group, implemented with the support of Accenture, the Intercultural Innovation Hub recognises and supports grassroots initiatives that promote intercultural dialogue and understanding, and contribute to peace, cultural diversity, and inclusive societies.

“Civil society is evolving in dynamic and impactful ways, with grassroots-level innovations at the forefront of driving meaningful change. The organizations we recognized through the Intercultural Innovation Hub exemplify just that. We are proud to amplify their contribution to diversity, mutual respect, and inclusion. Further, we celebrate our lasting collaboration with BMW Group as we continue to connect, empower, and elevate these grassroots initiatives,” said Miguel Ángel Moratinos, UN Under-Secretary-General and High Representative for UNAOC.

“At the BMW Group, we recognise that intercultural understanding enriches the communities we are acting in. That is why we are so proud of our strong partnership with UNAOC. The Intercultural Innovation Hub enables us to highlight some of the remarkable cross-cultural work being done worldwide. Our commitment to the recipients includes relevant resources we can offer that can promote these initiatives. This can make the crucial difference in turning an idea into practice that evolves local communities and improves people’s lives,” said Ilka Horstmeier, Member of the Board of Management of BMW AG People and Real Estate, Labour Relations Director.

‘The continued success of multicultural Australia depends on our society’s ability to embrace diversity and foster social cohesion. We appreciate the support of the Intercultural Innovation Hub in creating more opportunities for equal participation and contribution of all members of the society, and sustain a welcoming community,’ emphasised Aleem Ali, CEO of Welcoming Australia.

The recipients of the Intercultural Innovation Hub will benefit from funding, as well as a comprehensive 12-month capacity-building and mentoring programme. We’re delighted to be honoured amongst an incredible group of grassroots change-makers globally, and look forward to the year ahead.

Head to the UNAOC website for all the details and to learn about the other amazing recipients.

The Welcoming Australia Medal recognises exceptional individuals who have made a significant and ongoing contribution to communities where everyone can belong. This award acknowledges the hard work, passion and commitment of a select group of people  who have been instrumental in growing Welcoming Australia as the largest network and movement for advancing social cohesion across the country. 

Welcoming Australia Medal Recipients 

Fahim Khondaker
Fahim has played a crucial role in the Welcoming Australia journey, particularly in Queensland. Fahim first reached out to join the Welcoming Australia movement following a Welcoming Australia-led interfaith campaign in response to an ugly display of Islamophobia in the Weekend Australian in 2014 

Fahim proceeded to volunteer as Walk Together Coordinator for Brisbane, as well as forming a key part of the state team for Queensland, setting the foundations for Welcoming Australia to build into what it is today.  

Fahim’s personal story speaks to his commitment to building welcoming and inclusive communities. 

Marziya Mohammadi
Marziya played an integral role in the story of the Welcoming Centre, as well as influencing the wider Welcoming Australia journey.  

Marziya Mohammadi’s family came to Australia as refugees from Afghanistan when she was a young teenager. Although Marziya learned how to speak English at school, she became concerned about her mother who hadn’t had the same opportunities to learn English, and therefore lacked English skills and found everyday tasks challenging.  Marziya co-created the Welcoming Centre’s English Tea Project – an informal English language class for refugee women to learn, make friends and chat over the familiar experience of sharing tea together.  

Marziya is a tireless advocate for refugees, equality and women, particularly those from Afghanistan. 

Fahim and Marziya join 12 previous recipients who have been recognised for their contribution to a welcoming Australia:

• 2018:
Kate Leaney
Leah Marrone

• 2021:
Alipate Carlisle
Arefa Hassani
Arian Rezaei
Fida Hussain
Kerrin Benson AM
Leila Stennet
Manal Younus
Mariam Veiszadeh
Mohammad Al-Khafaji
Violet Roumeliotis AM

Walking with or alongside frequently excluded people and communities is an admirable sentiment. The concept holds even more weight when those communities extend the invitation to journey together.

In the case of the Uluru Statement from the Heart, the invitation for non-Indigenous people to ‘walk with’ First Nations highlights a profound and undeserved generosity underpinned by their abiding commitment to community and kinship. Over the past 234 years, First Peoples have rarely been extended the same spirit of generosity.

Working in the not-for-profit sector, I have often discussed the virtues of ‘walking with’ or ‘beside’. Walking beside First Peoples, victims of violence and abuse, refugees and people seeking asylum, or marginalised and vulnerable communities is a common catch-cry.

I have also witnessed and participated in three broad ways of working in, with or for diverse communities.

01. Community-led and community-owned

The people and communities most impacted by injustice and external decision-making should be directly involved in framing and leading strengths-based responses and solutions. It should increasingly be our goal to support this kind of work and organisations and movements such as Original Power, IndigenousX, National Refugee-led Advisory and Advocacy Group, and Action for Afghanistan.

02. Agency-led

The standard approach is that community services and advocacy are built around resources, expertise and capacity to scale. Agency-led practices can be powerful and inform positive change when directed toward facilitating, amplifying and investing in community-led endeavours. The risk is that agency-led can become or operate as a cover for the third way of working.

03. Co-opted or self-centred (aka Stolen)

No organisation or institution would admit to this way of working, but it’s prevalent, if not endemic. So-called “civil society” leaders consistently platform themselves rather than centring the people they exist to serve and support. Agencies and organisations, either in the interests of self-preservation, expediency or because it’s the only way they know, push people with lived experience to the fringes. I have been guilty of this, and we’re so used to bad behaviour that we barely notice it.

We see it in the wake of almost every major humanitarian crisis – large and well-funded organisations clambering over each other to centre themselves in the conversation.

There are almost no ‘voiceless’, just those on whose behalf we would prefer to speak.

At this point you may be expecting me to posit a fourth way. What about co-design or collaborative approaches? What about ‘walking beside’?

I would argue we don’t know how.

The dispossessed understand what it might mean to walk beside. First Peoples are often the strongest supporters of refugee and asylum seeker rights because they live with the reality and impacts of dispossession. Their ongoing struggle for sovereignty is aligned with and tied to the rights of people seeking safety and belonging.

For everyone else, paternalism and colonial mindsets are so pervasive that we (I) only understand walking beside from a position of power and privilege.

Walking beside, we cannot help but set the pace or alter the direction.

Walking beside may work in a bubble devoid of generational racism, dispossession and injustice. But that bubble is a myth.

My simple thesis is this: before we walk beside, we must walk behind.

Before I can walk beside, I need to learn to walk behind and put the power and process into the hands of people that I’m supposedly trying to support.

As someone who has long endeavoured to do good, make positive change and be an ally, and often failed miserably, I’m unsure how to go about it. However, here’s what I’ve committed to doing in my personal and professional life:

01. Pay the Rent

Where we choose to spend our money (if you’re in a position to do that) is a statement of what we value. The reality is that I live on stolen land, I benefit from stolen land, and I need to put my money where my mouth is. More than that (and this is important), I should not control the money I contribute. As such, I’m directing at least 1% of my annual income to Indigenous-led and owned organisations and initiatives that address justice, healing and self-determination for First Peoples. There are various ways to do that, but here’s an example and a bit about what that means.

02. Pass the Mic.

It is not my role or intent to critique the Uluru Statement from the Heart other than to note its purpose and call to action. My place is to sit at the feet of First Nations Elders, understand their struggle and amplify their voices. Especially by learning from the wisdom of fierce Aboriginal and Torres Strait Islander women who bear the wounds of injustice and fight daily for the rights and sovereignty of their families and communities.

03. Change Power Structures

As a leader in the not-for-profit sector, I am responsible for and to various governance and power structures. I can influence the make-up of those structures. I am also responsible for ensuring that under-represented communities have more agency and involvement in decision-making.

In 2017, Prime Minister Malcolm Turnbull dismissed the Uluru Statement from the Heart with no recourse or debate. The rallying cry for ‘voice, treaty and truth’ was barely given a moment’s consideration.

We can do better. We must do better.

If you are an ‘ally’, ‘supporter’, or’ friend’ of First Peoples or forcibly displaced peoples, I encourage you to consider what it might take to ‘walk behind’.

With humble hearts and a commitment to change, I believe we can realise healing, justice and a more generous future for all.

This article by CEO Aleem Ali was originally published here.

The Planning for Welcoming and Inclusive Communities: Guidelines for Regional Growth was developed by Welcoming Cities and the Monash Migration and Inclusion Centre (MMIC).

Mr Hinchliffe said the resource would be invaluable to councils.

“I know there has been growing interest, particularly from our councils, around how to make regional communities more welcoming for new arrivals and to have the infrastructure in place to cater for growth,” Mr Hinchliffe said.

“These guidelines will better inform all local governments and other stakeholders about ways to plan for greater regional settlement in order to enrich and revitalise their communities.

“We have already helped three councils through Regional Partnerships Projects in developing strategies around welcoming new residents into their communities.

“Balonne, Bulloo and Paroo shire councils have been supported with $900,000 across three years to consult, plan and commence initiatives.

“We all know that we are lucky to call Queensland home and that regional areas are wonderful places to live, work and to raise a family.

“There is also no doubt that a welcoming community that makes new arrivals want to come and stay, can also benefit through the economic boost generated by population growth and new labour and skills.”

Welcoming Australia Chief Executive Aleem Ali said helping local governments was key to successful regional settlement.

“Of all tiers of government, local councils understand the complexity and nuance of their community and are best placed to facilitate a whole-of-community approach to advancing welcoming and inclusive communities,” Mr Ali said.

“These guidelines will assist regional, rural and remote councils to plan for growth.”

For more information, visit www.dlgrma.qld.gov.au/welcoming-communities

Media: 0417 296 116

ENDS

Read full article – vice.com

Darebin, Hume, Whittlesea, Moreland, Yarra, Knox, Monash and Melton mayors described the commentary as racist and inflammatory and will speak out in support of the community on Monday.

“Members of the South Sudanese community have told me that they feel vilified and unwelcome,” Moreland Mayor John Kavanagh said.

“We stand together to say that we value the contribution of our Sudanese residents, deeply appreciate the diversity of culture and experience they bring to our cities, and to reinforce our desire to work with them to address the same challenges that all communities across Victoria are faced with.”

Read full article – the New Daily