Harassment and discrimination are still common in the country’s Fire Authority (CFA), according to a new report, with staff describing a “toxic culture” and a lack of confidence in the organization’s leadership, despite repeated job reviews.
Key points:
- A new report has revealed a work culture within the CFA that some staff described as “toxic”
- The report found that 10% of CFA staff said they had experienced violence or assault while at work.
- The fire organization has committed to a five-year action plan in response to the findings
The latest review, commissioned in September 2021 by Allen & Clarke Consulting, looked at how the CFA could improve its culture.
The review was made public today.
It included data from the most recent staff survey which revealed that almost a quarter of respondents said they had been harassed over the past year.
One in 10 staff members reported violence and assault, 9% reported discrimination and 8% sexual harassment.
One in five workers said they intended to leave the CFA, and more than half cited lack of confidence in senior management as a reason.
“School bullying and bullying predominate, especially from supervisors … to staff,” one stakeholder said.
“These behaviors have led to the creation of a toxic culture where apparently the only way to succeed is to emulate those above you.”
CFA staff reveals the culture of the “boys club” within the organization
According to the report, between 2017 and 2021 staff filed 128 claims for mental health damage.
Of these claims, 41 refer to work pressure or workplace bullying as the reason for the complaint.
“If there was something, it could change at the CFA [it’s] direct school bullying tactics, “said one of the stakeholders.
“They isolate you … and withhold resources if you complain.”
Another described his brigade’s culture as “horrible, sexist, misogynistic.”
“It’s a culture of double standards,” they said.
Several reports commissioned by the CFA since 2016 have found that there was a culture of fear and bullying in the service and made recommendations for change.
The latest report found that the CFA still lacks diversity because, despite advances, women make up only 23% of the organization’s volunteer members.
One stakeholder said the service had a “hyper-masculine culture”.
“The CFA is a shelter for men with trucks inside,” they said.
“It’s a boys club.”
About one percent of CFA workers say they intend to leave the organization, citing a lack of confidence in current leadership. (Timothy Marshall: ABC News)
A 2016 report by the Victorian Commission on Equal Opportunities and Human Rights examined the lack of gender diversity in fire services, but has not yet been published.
The report has been deleted by the Court of Appeal, which found that the commission did not have the legal right to review fire agencies.
The United Fire Department has fought to keep the report confidential.
The report has made 10 recommendations, including the CFA to increase diversity and inclusion in its members and expand the CFA volunteer base.
It also recommends that the service develop a five-year action plan to improve the culture and create a way for staff to file anonymous complaints.
CFA apologizes to members after the report is released
In a joint statement from CFA President Greg Wilson, CEO Natalie MacDonald and CEO Jason Heffernan, the organization acknowledged today’s report as “a distressing read.”
“We deeply regret the current and past members who have experienced unacceptable behavior at CFA and are committed to doing better,” the statement said.
“We will now work with our leaders, members and key partners over the coming weeks and months to develop a five-year action plan in response to the findings.”
The CFA said it would also fully accept the 10 recommendations made by the report.
The CFA is now a volunteer-only organization after the Andrews government overhauled state fire services in 2020 and merged the Metropolitan Fire Brigade with paid CFA firefighters to create Victoria Fire Services.
The report revealed that there was still a “territorial war” between the two services, with one stakeholder describing it as a “us against them” mentality.
There was a perception among staff that during calls for voluntary and paid membership meetings, there were cases of unequal treatment.
“The differences are glaring,” one stakeholder said.
“Paid firefighters will come to assist and they will be given different food. There is a clear difference in the quality of the food on offer.”