Public service learns from NZDF
The experiences of harmful and inappropriate sexual behaviour within the NZ Defence Force helped shape a new performance charter for the public service.
On Monday, Stuff revealed state service agencies would be made to follow a sweeping set of new rules aimed at stamping out workplace harassment and toxic behaviour.
The Positive and Safe Workplace standards were ordered by State Services Commissioner Peter Hughes after finding government agencies were far from immune to inappropriate workplace behaviour.
Commission documents show a Defence Force case study on sexual ethics and respectful relationships was used to help draft the rules.
It is understood it was picked as an example of ‘‘positive action’’ in the area of culture change. However, sources claim it still has some way to go.
The study examined the mandatory sexual violence prevention training within the Defence Force’s Operation Respect programme, which was introduced in 2016 after research showed ‘‘persistent sexism’’ and a spike of sexual assault in the organisation.
In 2018 a Defence Force engagement survey found a number of members still felt the bad behaviour was ongoing.
Last month Colonel Karl Cummins conceded to Stuff that bringing about significant and long-term culture change and eradicating harmful and inappropriate behaviour from the organisation would take a long time.
The lack of progress has seen an extension to its programme and in May the army started piloting ‘‘mate bystander intervention training’’ to focus on harmful sexual behaviour.
In July, Cummins said training was needed to change the culture, and feedback showed people often struggled with the risks they were seeing and what were good responsible relationships and sexual ethics.
He said it was important for people to say if they were witnessing inappropriate behaviour and the pilot empowered people to not just be a bystander but to make sure people were safe.
The new State Services rules have taken a leaf out of this aspect, noting the role of bystanders in voicing concerns was sometimes overlooked but was very important.
‘‘Those who are on the receiving end of inappropriate behaviours are in a vulnerable position. Even if the workplace environment is conducive to speaking up, they still may not feel comfortable doing so. The burden of calling out inappropriate behaviour has to be shared.’’
The new standards state that everyone was collectively responsible for the culture of the workplace and had a role to play in looking after their own health, wellbeing and safety and that of others.
‘‘When employees feel able to speak up, bystanders feel comfortable to act, and managers feel equipped to respond then inappropriate behaviour is less likely to occur and, if it does, it is more likely to be dealt with quickly and constructively.’’
State Services Minister Chris Hipkins said yesterday he believed the new public service rules could create a meaningful culture change that was needed in the public service.
It was important for the sector to get ahead of unacceptable behaviour, such as recent incidents reported in the private sector and in Parliament, he said.
‘‘The key message out of all of this is that everybody has to work together to change the culture. It is not OK for bullying and harassment to be taking place anywhere in the public service. We have a zero tolerance towards it.’’
The agency leaders needed to create an open culture where it was OK for staff to speak up and have complaints taken seriously and for victims to be treated with respect and the behaviour to stop, he said.
State Services Integrity Ethics and Standards Deputy Commissioner Catherine Williams said the work was important because staff spend a lot of their time at work and what happens at work affects people’s lives.
‘‘We want the public service to be a place where people can come to work, enjoy what they do and make a difference.’’
The commission aimed to create a positive culture to stop poor behaviour gaining a toehold in the workplace.