Not every joke or inappropriate remark constitutes harassment, from a legal perspective. Workplace conduct must be unwelcome, and it must be sufficiently severe or pervasive to change the terms and conditions of the victim's employment, to qualify as harassment. If the conduct is extreme, a single incident might be enough to create a hostile environment. A physical assault, use of “the N word,” or hanging a noose, for example, might be so threatening and insulting as to be harassment. If the comments or acts are less offensive, they will constitute harassment if they happen often enough to change the workplace environment. (For more information on racial harassment, see When do jokes cross the line to become racial harassment? )
Attorney-General George Brandis described the defeat as a "sad day" but Labor MPs celebrated the bill's scuttling with frontbencher Tony Burke declaring it a victory for anyone who had experienced racism. The Independent Senator Cory Bernardi, who has led the charge to change the law since the coalition abandoned its election promise in 2014, accused the government of setting the changes up to fail accused the coalition of collaborating in a "tricky deal." But this was immediately rejected by the Attorney-General George Brandis who said "that is not true."
Racial discrimination occurs when an individual is subjected to unequal treatment because of their actual or perceived race. The . Constitution and the Civil Rights Act of 1964 work in concert to ensure that each resident’s rights and standing under the law are not damaged by their race. However, it's important to remember that slavery was a major driver of the . economy when the Constitution was first ratified, so racism has long played a major (if dubious) role in American culture. This section offers in-depth information on unlawful racial discrimination in a number of settings, including employment, housing, education, and other public resources. It also provides links to key federal laws and . Supreme Court decisions related to racial discrimination.