Workplace bullying is described as a "widespread and entrenched problem" inside both the Tasmania Fire Service and State Emergency Service, whereas sexual harassment is noted to be "commonly occurring, seldom reported, and frequently downplayed," according to findings from a recent workplace culture assessment.
The
independent cultural review
Led by ex-Australian Sex Discrimination Commissioner Elizabeth Broderick, this study encompassed a survey of 1,057 staff members and volunteers, 140 private one-on-one meetings, several small focus groups, 24 anonymous written contributions, along with an examination of relevant literature, policies, and organizational documents.
Tasmania’s Fire and Emergency Services Commissioner Jeremy Smith stated that the report recognized positive changes within the organization but noted that both TFS and SES still have tasks ahead to enhance feelings of inclusion and security among members. He mentioned that these organizations remain dedicated to this cause.
"When our communities require assistance, we come forward and collaborate. However, this level of professionalism and mutual support isn’t consistently present in our everyday routines and workplaces," Mr Smith stated.
The survey reveals a 'culture of exclusion' along with instances of workplace bullying.
"Participants in the review highlighted a persistent boys' club" mentality within the TFS and SES, "contributing to exclusionary practices and a culture of manipulation and division," the report reads.
This viewpoint was shared across all genders, highlighting how the 'us-versus-them' dynamic impacts different population groups.
"Participants described an environment where those within the inner circle received opportunities for training, advancement, and inclusion, while those on the outside faced isolation, limited opportunities, and a lack of support.
One participant noted that there is minimal variety in thought processes, and the cultural environment continues to be heavily influenced by an 'alpha male' mindset.
The review found while there had been some positive developments within the TFS and SES, namely stronger mental health support, emerging inclusive leadership, and a growing recognition of a need for change, challenges remained.
The report states that issues like exclusionary practices, perceptions of bias, and rifts among various employee groups persistently affect workplace culture.
Women, specifically, experience greater feelings of being excluded and have less faith in significant cultural transformation.
The review revealed that exclusion and prejudice continued to affect multiple communities, such as those from culturally and linguistically diverse backgrounds, Aboriginal and Torres Strait Islanders, members of the LGBTQIA+ community, people with disabilities, and individuals who are neurodivergent.
Twenty percent share instances of being bullied.
The review revealed that the majority of participants believed bullying to be "pervasive and ongoing," affecting individuals at every level of seniority and rank.
Among the participants, 23 percent reported having encountered bullying within the last five years, whereas 15 percent indicated experiencing such behavior just in the previous year.
Regarding the TFS and SES, staff members reported higher instances of experiencing bullying over the last five years (39 percent and 38 percent respectively) when contrasted with TFS and SES volunteers (20 percent and 22 percent respectively).
A participant shared with the reviewer:
In my prior role, I supervised numerous employees. During all my years working there, nothing compared to what I encountered at TFS. The harassment has been among the most disturbing and dehumanizing actions I have ever come across. It’s had a detrimental effect.
The information provided underscores the pervasive issue of bullying, along with its significant adverse effects on mental and physical health for victims, and the deep-seated cultural elements that enable it to continue, according to the report.
The review revealed that certain individuals within both the TFS and SES viewed bullying as "innocent teasing or a test of personal fortitude," yet this attitude was considered problematic.
Abundant proof indicates that bullying is a significant and widespread issue that must not be overlooked. The tendency towards silence, dread of reprisal, and absence of strong leadership action has enabled such behaviors to continue unchecked.
Primarily older males hold leadership positions.
Based on the report, by June of last year, women constituted 22% of the TFS staff, which is a minor increase from the 18% recorded in 2020.
Of the 4,581 TFS volunteers, 79 per cent are male. TFS leadership roles are almost entirely occupied by men.
There are 711 SES volunteers, with roughly 35 percent being women.
The review indicated that although "substantial advancement" has occurred regarding gender inclusivity, "major obstacles" still persist.
"Despite broad agreement that sexism is 'not tolerated,'" the lived experiences of many women within the TFS and SES suggest otherwise. Everyday sexism, negative attitudes toward gender equality, and ongoing structural barriers continue to shape their experiences," the report reads.
A number of women have mentioned facing undermining actions, being ignored for potential chances, or experiencing improper conduct, whereas some men within the organization have voiced worries—often without basis—regarding women’s abilities and the alleged effect of diversity initiatives on selecting based on merit.
One participant said:
I understand what the organization aims to hear—a strong emphasis on gender equality with a target of achieving a 50/50 ratio of men to women.
However, during the past 15 years, I have not come across a white, male career firefighter highlighted in any of the organization’s promotional content. The balance has tipped excessively in the opposite direction.
The review similarly discovered that sexual harassment persisted as an ongoing issue, frequently being unreported and downplayed by individuals in leadership roles.
The study revealed that one out of every six individuals, which equates to 15 percent, reported experiencing sexual harassment over the last half-decade—while one in ten people, or 10 percent, stated they encountered such behavior within just the previous twelve months.
"As this behaviour continues unaddressed, it fosters an environment where misconduct goes unchecked, leading to detrimental effects not just for those involved individually but also undermining the overall efficiency and standing of both the TFS and SES," the document states.
Leaders vow to 'keep ourselves accountable'
Mr Smith stated that the instances of bullying and sexual harassment were "unacceptable."
“To those employees and volunteers who have suffered due to these actions, I genuinely apologize for the pain you endured,” he stated.
I am dedicated, alongside the SFC [State Fire Commission] and the executives from both the TFS and SES, to developing environments at work that prioritize safety and respect.
Today, the Executive and I signed a Statement of Commitment, which outlines our intention to address the recommendations from the report and ensure we remain accountable as leaders.
We'll expand upon our advancements — although it will require time, we remain dedicated.
The review has proposed 26 recommendations. These encompass:
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Leaders pledging to drive cultural transformation
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Boosting gender and variety inclusion among leaders
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Initiate training programs for every staff member and volunteer aimed at fostering an environment of psychological security, inclusivity, and respect.
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Implement a transparent and standardized procedure for promoting employees and appointing volunteers (brigade members) to leadership roles.
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Enhance private and secure whistleblowing mechanisms
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Enhance secure environments for women at work
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Enhance policy frameworks to promote inclusivity, and revise and update policies that unjustly hinder women’s involvement.
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