An update on our journey towards building an organisation where everyone feels safe, welcome and included.

In April 2019 we released our action plan outlining how we would address all 33 recommendations put forward by the Independent Workplace Review(external link) of Fire and Emergency’s workplace policies, procedure and practices for addressing harassment and bullying in the workplace.

The report clearly highlighted a need to change in order to prevent and address unwanted behaviour – and we’re listening. We’ve committed to publicly reporting on our progress every six months; our first six-month report was released in October 2019 and is available here(external link).

We’re pleased to share with you our second progress report, bringing us to April 2020 – it’s available here and on our Positive Workplace Culture webpage(external link).

Despite the unprecedented current circumstances around the global pandemic facing New Zealand and the rest of the world, our focus on building a positive workplace culture hasn’t changed.

In the first six months we focused on establishing foundational processes and practices to address the most urgent priorities highlighted in the action plan. Progress made in that period included launching our values, establishing an interim complaints process, appointing a director to the Behaviour and Conduct Office, and holding psychological wellbeing and bullying and harassment awareness workshops across the country.

Since October, we’ve continued programme development and begun implementing initiatives. Highlights include:

  • We’ve stood up the Behaviour and Conduct Office, serving as the central point for support and guidance for values-based behaviour, taking over the interim complaints process from an external provider.
  • We’ve consulted with our unions and associations around our Shared Code of Behaviour and policy against bullying, harassment and victimisation.
  • We’ve engaged with over 600 of our people in Te Hiku and Ngā Tai ki te Puku regions to pilot our Respect and Inclusion workshops, using feedback to inform the format of the workshops planned for national rollout.
  • We’ve invited our people to share their thoughts on what sort of culture we want for our organisation through national and regional hui events.

You can read the full report on the Positive Workplace Culture Portal page(external link) or on our public Positive Workplace Culture webpage(external link). The site gives an overview of all the work underway across the organisation that’s contributing to a positive workplace culture.

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