February, 2024 Crowdfunding campaign pitch

TABLE OF CONTENTS

Section 1: Crowdfunding Pitch Concept

1. Introduction................................................................................................................1

2. Problem identified......................................................................................................2

3. Ideation......................................................................................................................4

4. Proposed solutions.....................................................................................................6

Section II: Networks and Community.................................................................................8

5. Our audience..............................................................................................................8

6. Influential support....................................................................................................13

Section III: Funding Goal and Rewards............................................................................16

8. Funding Goal...........................................................................................................16

9. Rewards...................................................................................................................19

Section IV: Story Board for Crowdfunding Pitch Video...................................................20

10. Story Board for Crowdfunding Pitch Video..........................................................20

List of references...............................................................................................................27

0
 Section I Crowdfunding Pitch Concept

1. Introduction

Racism and discrimination continue to cast a shadow over Australian society, posing
significant challenges to the well-being, opportunities, and sense of belonging of
individuals from diverse cultural backgrounds. Despite efforts to address these issues,
empirical research underscores the persistent nature and pervasive impact of racism
across various spheres of Australian life. From experiences of discrimination based on
skin color, ethnicity, and religion to the prevalence of everyday racism, studies have
illuminated the harsh realities faced by many individuals within Australian communities.

This paper delves into the multifaceted nature of racism and discrimination in Australia.
It examines prevalence rates, societal perceptions, and the intersectionality of
discrimination, shedding light on the nuanced complexities of these social phenomena.
Moreover, this paper explores the imperative for concerted action and innovation in
addressing racism and discrimination. It outlines an array of potential solutions, ranging
from educational interventions and community engagement initiatives to policy reforms
and support services. Through a comprehensive analysis of existing research and ideation
strategies, this paper lays the groundwork for a targeted approach aimed at fostering
inclusivity, challenging discriminatory attitudes, and promoting social cohesion within
Australian society.

Furthermore, this paper introduces the "Cultural Exchange Mentorship Program" as a

proposed solution to bridge cultural divides and foster understanding among individuals
from diverse backgrounds. Rooted in principles of education, community engagement,
and mutual respect, this program represents a tangible step towards building a more
inclusive and harmonious society.

1
 Section I Crowdfunding Pitch Concept

2. Problem identified

Racism and discrimination based on skin Despite varying prevalence rates, there is
color, ethnicity, and religion remain a widespread acknowledgment of
significant challenges in Australian racism's existence in Australia. In the
society, affecting the well-being, Face Up to Racism survey, 79% of
opportunities, and sense of belonging of respondents agreed that racial prejudice
individuals from diverse cultural exists in Australia, while only 11% self-
backgrounds. Empirical research has identified as racist (Blair et al., 2017).
provided considerable attention to Similarly, the Geographies of Racism
identifying the nature, prevalence, and survey found that 86% of respondents
impact of racism, utilizing various agreed with the proposition that racial
conceptualizations and methodologies. prejudice exists in Australia (Sharples &

The Scanlon Foundation's Mapping Blair, 2020).

Social Cohesion (MSC) survey, Intersectional discrimination has also

conducted from 2007 to 2020, revealed been examined in Australia, with studies
that experiences of discrimination among critiquing the legal framework and
Australians, based on skin color, exploring issues of victimhood, identity,
ethnicity, or religion, ranged between 9% and privilege (Habtegiorgis et al., 2014;
and 20% (Markus, 2020). Other studies, Dunn & Nelson, 2011).
such as the 2014 national General Social Moreover, recent data from 2023
Survey (GSS) and the 2015–2016 indicates that 59% of respondents
national Face Up to Racism survey, believed that racism was a fairly or very
reported even higher rates of big problem in Australia, highlighting
racial/ethnic discrimination, with 34% to the persistent nature of discrimination
40% of participants reporting and racism among migrant groups
experiences of everyday racism such as (Statista, 2024).
name-calling, mistrust, and disrespect
These findings underscore the urgent
(Blackham & Temple, 2020; Blair et al.,
need for continued research, awareness,
2017).
and efforts to address systemic
inequalities, challenge discriminatory

2
 Section I Crowdfunding Pitch Concept

attitudes and behaviors, and promote inclusivity and social cohesion within
Australian society.

Figure 1: Discrimination and perceived racism among migrant groups in Australia in

2023, by migration background

(Statista Research Department, 2024)

Figure 2: Statistics on racism and discrimination in Australia

3
 Section I Crowdfunding Pitch Concept

3. Ideation

Appendix: Brainstorm map

Cultural exchange programs

Public awareness campaigns
School curriculum Media reprentation
Policy review

Funding Community
Education and engagement
research
awareness

Strengthen anti-discrimination laws Establish

Pitch concept community forums
ideas

Workplace
Support
initiatives
services

Legal aid
Diversity
Mental health service training

Equal employment
Employment and opportunities
financial assistance

Youth leadership
4
programs
 Section I Crowdfunding Pitch Concept

Appendix: Extended Ideation

1. Education and awareness: Media representation: Encourage
School curriculum: Integrate media outlets to portray diverse
anti-racism and diversity perspectives and experiences to
education into school counter stereotypes and promote
curriculums at all levels. empathy.
Public awareness campaigns: 3. Support services:
Launch nationwide campaigns to Mental health services: Increase
raise awareness about the access to culturally sensitive
harmful effects of racism. mental health support services
Strengthen anti-discrimination for individuals affected by
laws: Advocate for stronger racism.
legislation against racial Legal aid: Provide legal
discrimination and hate crimes. assistance and support to victims
Policy review: Review existing of racial discrimination and hate
policies and practices. crimes.
Funding research: Invest in Employment and financial
research initiatives to better assistance: Provide job
understand the root causes and placement services, career
impacts of racism in Australian counseling, and skill-building
society. workshops to help individuals
2. Community engagement: affected by racism secure stable
Establish community forums: employment and financial
Create safe spaces for open independence.
dialogue and discussion about 4. Workplace initiatives:
racism within local communities. Diversity training: Implement
Cultural exchange programs: mandatory diversity and
Encourage cultural exchange inclusion training programs in
programs to foster understanding workplaces to address
and appreciation of diverse unconscious bias and promote
backgrounds. equitable treatment.

5
 Section I Crowdfunding Pitch Concept

Equal employment companies to adopt policies that

opportunities: Encourage promote diversity.

6
 Section I Crowdfunding Pitch Concept

4. Proposed solutions

After careful consideration of various solutions, our team has determined that
prioritizing education and awareness initiatives would yield the most significant benefits
for the Australian community. We hold this belief because the youth represent the future
of our nation, and investing in their understanding of critical issues such as racism and
discrimination is paramount.

By equipping young minds with knowledge, empathy, and the tools to challenge
systemic inequalities, we pave the way for a more inclusive and harmonious society.
With this vision in mind, we propose a targeted approach centered around education and
awareness to address the pressing issue of racism in Australia.

The "Cultural Exchange Mentorship Program" is designed to bridge cultural divides and
foster understanding and appreciation among individuals from diverse backgrounds in
Australian communities. The program will pair individuals from different cultural
backgrounds as mentors and mentees, facilitating meaningful interactions and
exchanges of experiences, perspectives, and traditions.

Figure 3

Photo: University Equity and Inclusion

7
 Section I Crowdfunding Pitch Concept

Key components: Proposal:

1. Matching process: Individuals The “Cultural Exchange Mentorship

are paired based on cultural Program” will be implemented in
backgrounds, interests, and collaboration with:
preferences, with an emphasis on
 Community organizations
fostering genuine learning.
 Cultural institutions
2. Structured mentorship sessions:
 Schools
Engage participants in cultural
workshops, language exchanges,  Local government agencies
cooking classes, and community
Funding will be sought through
service projects to facilitate
government grants, corporate
relationship building.
sponsorships, and community
3. Community events and fundraising. Success will be measured
workshops: Organize cultural by participant satisfaction, cross-
festivals, panel discussions, art cultural understanding, and community
exhibitions, and performances to engagement. Long-term outcomes
promote exchange and include increased social cohesion,
understanding. reduced prejudice, and a more inclusive

4. Resource sharing and support: society. The program aims to foster

Provide access to online forums, meaningful connections, promote

educational materials, and cultural exchange, and build bridges

guidance to navigate cultural across cultural divides within

challenges. Australian communities.

5. Evaluation and feedback:

Regularly assess program
activities and encourage
participant feedback for
continuous improvement.

8
 Section II Networks and Community

5. Our audience

Who are we pitching Our pitch is directed These stakeholders

to? towards various include government
stakeholders invested in agencies, corporate
addressing racism and sponsors, philanthropic
fostering inclusivity in organizations, and
Australian society. educational institutions.

Why donate? Contributions to our with education and

cause represent an awareness programs
investment in that equip them to
combating racism and challenge systemic
discrimination, inequalities and become
persistent challenges advocates for positive
within Australian change. Together, we
communities. Through can build bridges across
the support received, cultural divides,
the "Cultural Exchange fostering social
Mentorship Program" cohesion and reducing
can be implemented, prejudice in our
fostering understanding communities. The
and appreciation among support leads to
individuals from tangible outcomes,
diverse cultural leaving a lasting impact
backgrounds. on Australian society

Furthermore, the and paving the way for

donations empower us a more harmonious and

to invest in the future equitable future.

by providing youth

9
 Section II Networks and Community

Sarah the Social Background: Sarah is a Interests: Sarah is

Activist passionate social actively involved in

(Figure 4) activist who has community organizing,

dedicated her life to attending rallies, and
advocating for human participating in
rights and equality. grassroots movements

Motivations: She is focused on promoting

deeply committed to inclusivity and social

combating racism and justice.

discrimination in Goals: She seeks to

society and believes in collaborate with like-
the power of collective minded individuals and
action to drive positive organizations to
change. amplify marginalized
voices and challenge
systemic inequalities.

Figure 4: Persona 1 - Sarah

10
 Section II Networks and Community

David the Corporate Background: David is a Interests: David

Leader successful corporate actively seeks

(Figure 5) leader with a keen opportunities for his

interest in corporate company to support
social responsibility initiatives that address
and community social issues.
engagement. Goals: He aims to
Motivations: He foster a culture of
believes that businesses diversity and equity
have a responsibility to within his organization
contribute positively to and seeks partnerships
society and is with nonprofit
passionate about organizations and
promoting diversity and community groups to
inclusion in the drive meaningful
workplace. change.

Figure 5: Persona 2 - David

11
 Section II Networks and Community

Emma the Educator Background: Emma is an Interests: Emma actively

(Figure 6) educator with a strong integrates anti-racism

commitment to and diversity education
promoting equity and into her teaching
social justice in curriculum, encouraging
education. critical thinking and

Motivations: She dialogue about social

believes that education issues.

plays a pivotal role in Goals: She strives to

challenging stereotypes, create inclusive learning
fostering empathy, and environments where
promoting understanding students feel empowered
among students from to confront injustice and
diverse backgrounds. become agents of
positive change in their
communities.

Figure 6: Persona 3 - Emma

12
 Section II Networks and Community

Persona support:

People within our tribe are likely to support our solution project due to the alignment of
our values, awareness of prevalent issues, belief in education and awareness, and the
desire for a positive impact. Our community members share a deep commitment to
promoting equity, social justice, and inclusivity, recognizing the urgent need to address
racism and discrimination in Australian society. With a comprehensive understanding of
the prevalence and impact of these issues, our tribe acknowledges the importance of
proactive measures to challenge systemic inequalities and promote social cohesion.

Moreover, our tribe values education and awareness as powerful catalysts for social
change. Recognizing the transformative potential of initiatives like the "Cultural
Exchange Mentorship Program," our community members see the opportunity to foster
understanding and appreciation among individuals from diverse backgrounds. They
believe in the power of knowledge, empathy, and dialogue to drive meaningful societal
transformation, making our project a compelling avenue for collective action.

Furthermore, our tribe members are motivated by a shared desire to make a positive
impact in their communities. They are driven by a commitment to contribute to building a
more inclusive society, viewing our solution project as a tangible means to address
pressing social issues and effect meaningful change. Through their support, they aim to
play an active role in shaping a future characterized by equity, justice, and unity.

Factors that may influence people not to support our solution:

However, despite our tribe's overarching commitment to social justice, some individuals
may choose not to support our project due to differing priorities, skepticism or doubt
about its effectiveness, resource constraints, or a lack of awareness or understanding of
the complexities of racism and discrimination. While these factors may influence
individual decisions, they underscore the importance of ongoing engagement, education,
and dialogue within our tribe to foster understanding, address concerns, and mobilize
collective support for our initiatives. Ultimately, by working together and leveraging our
shared values and aspirations, we can drive meaningful progress toward a more equitable
and inclusive society.

13
 Section II Networks and Community

6. Influential support

Steph Claire Smith is a well-known

Australian model, influencer, and co-
founder of Keep It Cleaner, a health and
wellness platform. Based in Melbourne,
Steph has a massive following on social
media platforms and is recognized for
her advocacy of balanced living and
positive body image. While her content
often focuses on health, fitness, and
lifestyle, Steph also uses her platform to
address broader social issues, including
Figure 7: Steph Claire Smith (LinkedIn)
racism and discrimination.

Andy Trieu is an Australian actor, TV

presenter, and martial artist based in
Melbourne. He has appeared in various
television shows and movies and is
known for his advocacy of Asian
representation in the media. Andy
actively engages with his audience on
social media platforms like Instagram
and Twitter, sharing insights into his
experiences and promoting diversity,
Figure 8: Andy Trieu (IMDb) inclusion, and cultural awareness. As a
prominent figure in the entertainment
industry, Andy's voice carries weight in
advocating for social change and
combating racism.

14
 Section II Networks and Community

Lily Brown is a content creator, mental

health advocate, and body positivity
influencer based in Melbourne. Lily
uses her platform to promote body
acceptance, mental health awareness,
and self-love. She openly discusses her
journey with mental health challenges
and encourages others to embrace their
authentic selves. Lily's content often
touches on themes of inclusivity,
acceptance, and breaking down societal
Figure 9: Lily Brown (Instagram)
norms and expectations. Her messages
resonate with a diverse audience,
making her a valuable ally in promoting
messages of diversity and
empowerment.

These influencers bring unique perspectives, diverse audiences, and influential voices to
the table, making them powerful allies in advocating for social change and promoting
inclusivity within Melbourne and beyond. Their engagement and support can help
amplify messages, spark conversations, and mobilize communities in the fight against
racism and discrimination.

15
 Section II Networks and Community

Network map

Tribe Influencers

Social media
Sarah David Emma
platforms

School Event
Community events CSR initiatives
collaborations participations

Education
Executive
Online platforms associates and Email outreach
networks
networks

University
Media coverage
network

Community
Nonprofit partners
engagement

Figure 10: Network map

16
 Section III Funding Goal and Rewards

8. Funding Goal

Our proposed initiative, the "Cultural Exchange Mentorship Program," aims to bridge
cultural divides and foster understanding among individuals from diverse backgrounds
within Australian communities. To effectively implement this program, we have
outlined a funding goal that will enable us to cover operational costs, resources, and
community engagement efforts.

According to research by the Scanlon Foundation (Markus, 2020) and other empirical
studies (Blackham & Temple, 2020; Blair et al., 2017), addressing racism and
discrimination requires comprehensive educational and awareness-building initiatives.
Our proposed program aligns with these findings by prioritizing education and
community engagement to challenge systemic inequalities and promote social cohesion

Tipping Point Fund: $50,000 AUD The "Cultural Exchange Mentorship

Program" seeks to establish a tipping
point fund, which will serve as the
initial capital to kickstart the initiative.
This fund will cover essential expenses
such as program development, outreach
activities, mentorship training, and
resource acquisition.

Goal Amount: $200,000 AUD The Goal Amount aims to raise

$200,000 to support the implementation
of the Cultural Exchange Mentorship
Program across Australian
communities. This funding will cover
various aspects of the program,
including mentorship matching
processes, structured mentorship
sessions, community events and
workshops, resource sharing, and

17
 Section III Funding Goal and Rewards

support, as well as program evaluation and feedback mechanisms.

Fundraising Potential: The fundraising potential for the

Tipping Point Fund is significant, given
the widespread acknowledgment of
racism and discrimination in Australian
society. With increasing awareness and
concern about these issues, there is a
growing demand for actionable
solutions that promote inclusivity and
social cohesion.

Key stakeholders, including

government agencies, corporate
sponsors, philanthropic organizations,
and educational institutions, have a
vested interest in addressing racism and
supporting initiatives that foster
diversity and equity. By aligning the
Cultural Exchange Mentorship Program
with their values and priorities, these
stakeholders can contribute to
meaningful social change while
fulfilling their corporate social
responsibility objectives.

Through strategic outreach, targeted

campaigns, and partnerships with
community organizations, the Tipping
Point Fund can tap into various funding
sources and mobilize support from
diverse sectors of society.

18
 Section III Funding Goal and Rewards

First five donors 1. Jane Smith: A close and is eager to

We predict our first five friend of our team contribute.

donors will include member, Jane has been 4. The Smith Family
those who are actively involved in Foundation: With a
personally connected to social justice causes long history of
our team and who feel and has expressed supporting community
passionately about the strong support for initiatives, the Smith
project's mission. These initiatives addressing Family Foundation has
individuals understand racism and expressed interest in
the significance of discrimination. funding projects that
combating racism and 2. Michael Johnson: address systemic
discrimination in Michael has a inequalities. They have
Australian society and commitment to previously funded
are committed to corporate social programs aimed at
promoting inclusivity responsibility and has promoting diversity and
and social cohesion. shown interest in inclusivity.
supporting initiatives 5. The Community
that promote diversity Action Network: A
and inclusion. grassroots organization
3. Dr. Amanda Lee: with a focus on social
An educator and change, the Community
mentor, Dr. Lee is Action Network has
passionate about shown enthusiasm for
fostering equity and collaborating on
social justice in projects that empower
education. She marginalized
recognizes the communities and
importance of challenge
initiatives like the discrimination
Cultural Exchange
Mentorship Program
19
 Section III Funding Goal and Rewards

9. Rewards

In designing the rewards and reward structure for donors contributing to the "Cultural
Exchange Mentorship Program," it's essential to consider incentives that align with the
values and goals of the initiative while also recognizing and appreciating the generosity
of contributors. The rewards should reflect the impact of the donors' support and foster a
sense of connection and appreciation within the community. Below is a proposed
rewards and reward structure:

Overall, the rewards and reward structure should emphasize gratitude, recognition, and
meaningful engagement with donors, while also highlighting the positive impact of their
contributions to promoting diversity, inclusion, and social cohesion within Australian
communities.

20
Section IV Story Board for Crowdfunding Pitch Video

10. Story Board for Crowdfunding Pitch Video

21
Section IV Story Board for Crowdfunding Pitch Video

22
Section IV Story Board for Crowdfunding Pitch Video

23
Section IV Story Board for Crowdfunding Pitch Video

24
Section IV Story Board for Crowdfunding Pitch Video

25
 Appendix Team charter

Appendix A: Team Charter

1. Team Name: Group 1

2. Team Membership:

Name: Email: Phone Number: Strengths and Influencing

Skills style (Primary
& Secondary)
Nguyen Mai [email protected] 0835899556 Effective A balanced
Khanh communication, combination of
open- sympathy and
mindedness, assertiveness.
critical thinking.

Dao Thien [email protected] 0777220824 Planning, Logical

Phong problem- thinking and
solving. providing
realistic ideas.
Cao Tran Gia [email protected] 0969447522 Giving out Asserting and
Bao ideas, and rationalizing.
problem-
solving.

Vu Hoang [email protected] 0981610320 Energetic. Critical

Minh thinking.

3. Team Goals:

Our team goals are:

 Obtaining a high grade and succeeding in the class.
 Developing creative yet workable solutions to societal issues.
 Working well in a team to cooperate and communicate.

4. Team Expectations and Agreements

All team members commit to being good team members and working as an effective team by:
 Arriving on time and fully prepared for team meetings and duties.
 Honouring and appreciating the efforts and ideas of every team member.
 Keeping lines of communication open and sincere throughout the undertaking.

During team meetings and in tutorials with team time we expect team members to:
 Involve fully in conversations and discussions of ideas.
 Pay close attention when others are speaking and offer helpful criticism.
 Maintain attention on the schedule and finish allotted duties within the allotted time.

With regards to all assignment work, we expect team members to:

 Work together and assign responsibilities fairly among team members.
 Finish specified work with great care and dedication to detail.
 Complete all assignments on time and by the deadline.

5. Team Contribution and Rationale

26
 Appendix Team charter

Each Team Assignment Completed Requires your team to complete the following table listing the team
members who contributed – and the agreed level of contribution by all team members.

Team Member Name Level of Contribution Comments

(0-100%)
Nguyen Mai Khanh 100% Complete involvement, fulfilling all
obligations, and enthusiastically
putting up ideas.

Dao Thien Phong 100% Complete involvement, fulfilling all

obligations, and enthusiastically
putting up ideas.

Cao Tran Gia Bao 100% Complete involvement, fulfilling all

obligations, and enthusiastically
putting up ideas.

Vu Hoang Minh 100% Complete involvement, fulfilling all

obligations, and enthusiastically
putting up ideas.

How does your team agree to attribute the level of contribution by team members?1

Level of Contribution Agreed Meaning of Contribution (actions, behaviors,

outputs)
100% Complete involvement, fulfilling all obligations, and
enthusiastically putting up ideas.

75% Regular participation, fulfilling the majority of obligations, and

offering insightful feedback.

50% Limited contribution, irregular meeting of obligations, and

partial involvement.

25% Poor participation, infrequent fulfillment of obligations, and

barely any contribution.

0% Zero involvement, no tasks met, and no engagement.

How will your team manage any conflict around this process?

- Honest contact: To resolve any issues or misconceptions regarding personal involvement,

genuine and forthright contact is encouraged.
- Frequent Updates: Establishing regular meetings will help team members keep an eye on things
and deal with any obstacles that crop up or disparities in donations.
- Conflict Management: To resolve any misunderstandings or arguments about the identification of
participation levels, an apparent contradiction resolution procedure should be established.
- Reasonable Grading: Determining individual efforts and resolving issues backed by evidence
evaluations and fair assessment standards.

1
27
 Appendix Team charter

6. Team member's statements of working together

Team Member Name: Statement of working together in the team:

Nguyen Mai Khanh All team members listen, sympathize, and
cooperate to solve problems, overcome
difficulties when doing tasks, strive for the
better, and complete the assignment
smoothly.

Dao Thien Phong In our team, we encourage active participation

from all team members, valuing each
individual's contributions and ideas. We
empower everyone to share their unique
insights and expertise, creating a dynamic and
enriching work environment.
Cao Tran Gia Bao It is quite easy to work and collaborate with
my teammates, we sometimes have different
ideas or points of view and stuff, but after all,
everything turns out great, everyone in the
team is punctual and helpful during the
teamwork task.

Vu Hoang Minh Different in traits, we strive

to understand each other's strengths and
weaknesses, maximizing our collective
potential through mutual understanding and
cooperation.

28
 List of references

Markus, A. (2020). Mapping social cohesion: The Scanlon Foundation surveys. ACJC
Monash. Retrieved from https://scanloninstitute.org.au/publication/2020-
mapping-social-cohesion-report

Blackham, A., & Temple, J. (2020). Intersectional discrimination in Australia: An

empirical critique of the legal framework. University of New South Wales Law
Journal, 43(3), 773–800.

Blair, K., Dunn, K. M., Kamp, A., & Alam, O. (2017). Challenging racism project
2015-16 national survey report.

Sharples, R., & Blair, K. (2020). Claiming ‘anti-white racism’ in Australia: Victimhood,
identity, and privilege. Sociology. DOI: 10.1177/1440783320934184.

Habtegiorgis, A. E., Paradies, Y. C., & Dunn, K. M. (2014). Are racist attitudes related
to experiences of racial discrimination? Within sample testing utilizing nationally
representative survey data. Social Science Research, 47, 178–191.

Dunn, K., & Nelson, J. K. (2011). Challenging the public denial of racism for a deeper
multiculturalism. International Studies, 32(6), 587–602.

Statista. (2024). Discrimination and perceived racism among migrant groups in

Australia in 2023, by migration background. Retrieved from
https://www.statista.com/statistics/1446768/australia-discrimination-and-
perceived-racism-among-migrant-groups/

AllTogetherNow (n.d). Racism in Australia. Retrieved from:

https://alltogethernow.org.au/racism/racism-in-australia/

University Equity and Inclusion (n.d). Official website. Retrieved from:

https://diversity.rutgers.edu/inclusive-mentoring

LikedIn (n.d). Steph Claire Smith. Retrieved from: https://www.linkedin.com/in/steph-

claire-smith-bb49b3133/?originalSubdomain=au

29
IMDb (n.d). Andy Trieu. Retrieved from: https://www.imdb.com/name/nm3073087/

Instagram (n.d). Lily Brown. Retrieved from: https://www.instagram.com/__lilybrown/?

hl=en

TheDailyBeast (2022). Benefits for All: Why Diverse Communities are the Way
Forward, For Everyone. Retrieved from: https://www.thedailybeast.com/diverse-
communities-benefit-all-so-why-are-we-still-so-segregated

YouthLead (2018). Changing the Physical and Social Environment: Promoting

Neighborhood Action. Retrieved from:
https://www.youthlead.org/resources/changing-physical-and-social-environment-
promoting-neighborhood-action

SBS (2023). Institutional racism is at work in Australia. How does it affect Indigenous
people? Retrieved from: https://www.sbs.com.au/nitv/article/institutional-racism-
is-at-work-in-australia-how-does-it-affect-indigenous-people/ds4mvd3ft

UNICEF (2016). UNICEF statement in response to the outcome of the EU Summit with
Turkey. Retrieved from: https://www.unicef.org/turkiye/en/press-releases/unicef-
statement-response-outcome-eu-summit-turkey

The Sydney Morning Herald (2021). Yes, we can ‘Do Better’: the ugly truth about
racism in Australia. Retrieved from: https://www.smh.com.au/national/yes-we-
can-do-better-the-ugly-truth-about-racism-in-australia-20210204-p56zqq.html

LinkedIn (n.d). International Cultural Exchange Services. Retrieved from:

https://www.linkedin.com/company/icesusa/

VNIS (n.d). Australian Culture and Lifestyle. Retrieved from:

https://vnis.edu.vn/en/destinations/australia/australian-culture-and-lifestyle/

30