Fire and Emergency releases bullying and harassment review

Fire and Emergency New Zealand releases bullying and harassment review

Fire and Emergency New Zealand has released an independent review into its workplace policies, practices and procedures to address bullying and harassment, which has clearly highlighted a need for change.

The Positive Workplace Culture Review, commissioned by Chief Executive Rhys Jones on 9 July 2018, was led by retired Judge, and former Chair of Pumicelands Enlarged Rural Fire District, Coral Shaw, supported by a reference group of experts.

Rhys Jones says the review was commissioned to give direction on how to lead a safe and inclusive workplace, following the formation of Fire and Emergency New Zealand in July 2017, which brought together 14,000 people, across nearly 40 different firefighting organisations with different cultures, identities and ways of doing things.

"The safety, health and wellbeing of our people is of paramount importance to us. I have zero tolerance for bullying and harassment of any kind in this organisation, and we will be working together to implement change and be the organisation New Zealand expects us to be," Jones says.

"We do a really good job at protecting communities but we need to put more focus on looking after each other.”

Fire and Emergency has accepted all of the report’s 33 recommendations, which include the need to adopt a new set of values, Code of Behaviour, and remove barriers to reporting bullying and harassment.

"The report is wide-ranging and confronting. We asked Judge Shaw to shine a light on our organisation, and what we’ve found is a clear need for change to remove unwanted behaviour.

"This change will take time and it may be difficult, but this will make us stronger, and allow us to focus on what we do best - keeping New Zealanders safe," Jones says.

Jones says Judge Shaw was given full and open access to engage with past and present personnel, and the organisation’s current processes, policies and procedures.

"I’d like to thank everyone who was brave enough to share their stories for this review.”

Jones says change is already underway, and the organisation has committed to taking all necessary steps to build a workplace culture where everyone feels respected and included regardless of their gender, ethnicity, age, orientation and beliefs.

See full report here - https://fireandemergency.nz/research-and-reports/positive-workplace-culture-review

Supporting information The Review was asked to: A. Assess FENZ’s current workplace policies, procedures and practices for addressing harassment and bullying in the workplace against best practice models in New Zealand having particular regard to public sector standards and FENZ obligations under current relevant legislation.

B. Identify existing policies, procedures and practices within FENZ that are fit for purpose and which exemplify the qualities of respect, safety, equality and freedom from unwanted behaviour in the workplace and are consistent with FENZ’s Standard of Conduct.

C. Identify ways to reshape policies, procedures and practices which are identified by the Review as not fit for purpose in order to achieve: - Committed and engaged FENZ leadership which aims to remove unwanted behaviours and reward positive behaviours.

- Consistent and demonstrated accountability by all FENZ personnel for their behaviours.

- Strong and comprehensive FENZ anti-harassment policies.

- Trusted and accessible FENZ complaint procedures.

- Regular, interactive training, education, mentoring and development opportunities tailored to FENZ and its personnel, aimed at empowering respect, equity and fairness. A culture where everyone feels safe and empowered to contribute equally.

- The removal of any barriers and support enablers to achieving these outcomes.

D. Any other matters the Review team considers appropriate.

The Review did not investigate or make factual findings about the substance or merit of any individual incidents or allegations.

Our focus in implementing the recommendations of the Review: In the next 8 weeks - We will engage with all leaders, and unions, associations, and networks on the key recommendations.

- We will publish our action plan and then report on progress to deliver this plan every 6 months at a minimum.

Over the next 36 months our focus will be ensuring: - our people are supported if they are experiencing bullying or harassment - leadership commitment to eliminate bullying and harassment from our workplace - participation and engagement of our people to make the changes the report recommends - the implementation of our organisation’s values and agreeing a code of behaviour - we are removing barriers to reporting and addressing bullying and harassment - training and education for all so that everyone can play their part in creating the workplace culture we all deserve and can be proud of.

Media FAQs Q. When was Fire and Emergency New Zealand Chief Executive Rhys Jones appointed?

A. Chief Executive Rhys Jones was appointed on 1 July 2017.

Q. When was Fire and Emergency New Zealand formed?

A. Fire and Emergency New Zealand was established on 1 July, 2017, bringing together more than 14,000 people across nearly 40 different volunteer, urban and rural firefighting services.

Q. When was the Positive Workplace Culture Review commissioned?

A. On 9 July, 2018 Fire and Emergency New Zealand Chief Executive Rhys Jones commissioned Retired Judge Coral Shaw to conduct an independent review of workplace policies, procedures and practices in Fire and Emergency New Zealand’s workplace to address bullying and harassment.

Q. Why was the report commissioned?

A. The report was commissioned to help Fire and Emergency New Zealand understand how the newly unified organisation can lead, develop and support a positive and inclusive environment for its personnel that is free from bullying and all forms of harassment. It was not commissioned as a result of any particular event.

Q. Who was part of Retired Judge Coral Shaw ‘s reference group?

A. Samantha Turner, Partner Simpson Grierson; Mike Feely, Principal, Professional Dispute Resolution Services Limited; Dr Carol MacDonald, Research Consultant; Louise Nicholas, Survivor advocate (Ms Nicholas was unable to continue her engagement due to her other commitments).

Q. When was the report delivered?

A. Retired Judge Coral Shaw delivered the report on 22 January 2019.

Q. How is bullying and harassment defined?

A. Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers. It can lead to physical or psychological harm. https://worksafe.govt.nz/ Sexual harassment is any unwelcome or offensive sexual behaviour that is repeated, or is serious enough to have a harmful effect, or which contains an implied or overt promise of preferential treatment or an implied or overt threat of detrimental treatment. Sexual harassment can involve spoken or written material, images, digital material or a physical act. https://www.hrc.co.nz/ Racial Harassment is behaviour that is racist, hurtful or offensive and is either repeated or serious enough to have a harmful effect on you. Racial harassment can involve spoken, written or visual material or a physical act. https://www.hrc.co.nz/files/6714/2354/5062/24-Nov-2009_16-20-38_RacialHarassment-web.pdf

ENDS

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