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Independent Review Into Victoria Police

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Independent Review Into Victoria Police INDEPENDENT REVIEW into sex discrimination and sexual harassment, including predatory behaviour, in Victoria Police Phase 2 Audit I 2017 Published by the Victorian Equal Opportunity and Human Rights Commission, Level 3, 204 Lygon Street, Carlton, Victoria 3053. September 2017. Contact us Enquiry Line 1300 292 153 or (03) 9032 3583 Fax 1300 891 858 Hearing impaired (TTY) 1300 289 621 Interpreters 1300 152 494 Email [email protected] Website humanrightscommission.vic.gov.au Independent review into sex discrimination and sexual harassment, including predatory behaviour, in Victoria Police – Phase 2 Audit Copyright © State of Victoria 2017 This publication is copyright. No part of it may be reproduced by any process except with permission from the Victorian Equal Opportunity and Human Rights Commission (the Commission) or in accordance with the Copyright Act 1968. On request the Commission may give permission for this material to be reproduced provided it is for a purpose consistent with the objectives of the Equal Opportunity Act 2010, the Charter of Human Rights and Responsibilities Act 2006 or the Racial and Religious Tolerance Act 2001 and the Commission is acknowledged as the source. Contact [email protected] for permission to reproduce material from the publication. Accessible formats This document is available for downloading from our website at humanrightscommission.vic.gov.au/resources in PDF and RTF. Please contact the Commission if you require other accessible formats. Privacy The Commission complies with Victorian privacy laws and the confidentiality provisions of the Equal Opportunity Act. Our privacy policy is available online at humanrightscommission.vic.gov.au/privacy or by contacting us. ISBN 978-0-9953832-3-4 Independent Review | Phase 2 Audit Contents Contents Message from the Commissioner 2 Message from the Chief Commissioner of Victoria Police 4 Safety and help-seeking 6 Terms of reference 9 Acknowledgements 10 Expert Panel 12 Executive summary 14 Chapter 1: Introduction, audit approach and methodology 24 Chapter 2: Apology, redress and restorative engagement 28 Chapter 3: Governance and project implementation 38 Chapter 4: Strategy, data collection and local strategies 58 Chapter 5: Communications and engagement 88 Chapter 6: Policy review 108 Chapter 7: Recruitment and attrition 118 Chapter 8: Workplace flexibility 136 Chapter 9: Promotional pathways for women 156 Chapter 10: Education and training 173 Chapter 11: Academy and training environment 191 Chapter 12: Role requirements 205 Chapter 13: The Professional Development Assessment system 211 Chapter 14: Workplace harm model (OneLink) 220 Chapter 15: Alignment of welfare services 234 Chapter 16: Human resource business partnering 238 Chapter 17: Protected Disclosure Act, external environment and values 247 Chapter 18: Superannuation 258 Chapter 19: Police Registration and Services Board 264 Chapter 20: Disciplinary system 271 Appendix 1: Phase 1 Review recommendations 278 Appendix 2: Abbreviations and acronyms 287 Appendix 3: Victoria Police organisational chart 288 Appendix 4: Victoria Police rank and classification structure 292 Appendix 5: Glossary 294 Independent Review | Phase 2 Audit 1 Message from the Commissioner Policing is at its heart about respect. Respect for the law, due process, the authority of the state as expressed through its institutions. In the eyes of many Victorians, police are seen as the community’s arbiters of respect; they uphold and enforce the agreed standards of behaviour that enable us all to live in a cohesive, safe and prosperous society. Under emerging models of policing, respect is even more paramount: community policing demands that the fundamental relationship between the people and its police be one of mutual trust and respect – a relationship of equality. Our 2015 report into sex discrimination, sexual harassment and predatory behaviour within Victoria Police revealed that respect – in particular, respect for women – was sorely lacking within the organisation. This was evident not only in the behaviours of some employees, but in the systems and structures that acted to discriminate or disadvantage female employees. The Review peeled back the layers on a culture that not only caused harm to some of its people but undermined the organisation’s capability and ability to perform at its best. To deliver more respectful and effective policing services for the community, it was clear that Victoria Police needed to start by addressing the issues closer to home. Victoria Police did not shy away from the findings detailed in our 2015 report. In a public demonstration of the organisation’s leadership and dedication, it accepted and committed to all 20 recommendations in full. Chief Commissioner Graham Ashton publicly and sincerely apologised for the harm caused to all present and past employees, and has since led the charge with both determination and humility to effect change. In another act of admirable leadership, Victoria Police committed to continuing to do this work in the public eye and with our external oversight and scrutiny, including through two audits of the organisation’s progress. Since the Phase 1 Review was released, Victoria Police has demonstrated impressive dedication, in part evidenced by the significant investment that has been devoted to implementing the reforms. A new Command was established to oversee the implementation efforts, led by a dedicated Assistant Commissioner. Across the organisation, 21 projects have been created and resourced in order to breathe life into the recommendations. The expert knowledge and strategic guidance of a broad range of external experts has been willingly sought across implementation. Senior leaders have engaged directly with staff and supported localised responses in their own Commands or Directorates. In June 2017, Victoria Police launched its first ever Gender Equality Strategy and Action Plan. This strategy is unequivocal in its vision for Victoria Police to be a ‘diverse and inclusive workplace that demands equality and respect for women’. The success of enduring reform is building the structures to enforce the commitment of an organisation beyond changes in leadership and political environment. These structural foundations are beginning to become evident. Significant achievements to date have included the creation of a parental leave backfill program (set to become operational in 2018); extensive data collection to build a baseline for measurement; a revised workplace flexibility policy; face-to-face engagement with staff across the organisation; extensive work to redesign the internal disciplinary system; the creation of a triage and case management model for complaints of workplace harm, and the establishment of a range of pilots to foster women’s leadership capability. This Audit seeks to provide an in- depth assessment of progress towards the successful implementation of all 20 recommendations, 2 Independent Review | Phase 2 Audit highlighting where further work or a directional shift is required. I commend Victoria Police for the significant work that has taken place, particularly against the backdrop of the unrelenting and varied community demand that the organisation must respond to. This work has not been without significant challenges and difficult introspection. There is an adage that goes: ‘There is no comfort in learning and no learning in comfort’. Reflection and the associated discomfort are critical parts of the change journey. Through this audit and our ongoing engagement with Victoria Police, we have seen a number of senior leaders speak frankly and authentically about both the professional and personal challenges of this work. To critically reflect, to listen to different and confronting viewpoints, and to allow yourself to be vulnerable are impressive leadership traits and essential in this kind of transformational change. Creating the foundations for change takes time. Creating attitudinal and behavioural change may take even longer. Transforming the culture of a workforce that has served the community for 165 years is an enormous task, and this job has just begun. There is still significant work to be done across all 20 recommendations and there is still resistance to some of this work. I urge Victoria Police to continue its rigour and determination in the face of difficult change, and to meet the complexity of transforming a large organisation with a very broad range of priorities. I would like to recognise and thank all participants of the Review and the Audit for their candour, bravery and strength. Because of your contributions and courage, Victoria Police is transforming into a safer, more respectful place for all employees. In particular, I would like to acknowledge Chief Commissioner Graham Ashton for his steadfast dedication and leadership; Deputy Commissioner Wendy Steendam for her tireless commitment, devotion to reform and for standing as a voice and champion of women across the organisation; and Assistant Commissioner Luke Cornelius for leading the program of reforms and working to appeal to the hearts and minds of the organisation and the broader emergency services sector. In the face of challenging work, they have persevered to ensure that the changes that followed the Phase 1 Review remain at the forefront of Victoria Police’s priorities. Respect is at the heart of this work, and this work takes real heart to lead. It is a privilege to lead the Commission’s ongoing work with Victoria Police. I would
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