Two investigations into the workplace culture of Welsh Fire and Rescue Services have revealed evidence of bullying and harassment.
The report, released today, revealed that those who participated in triathlons with senior leaders of the Mid and West Wales Fire and Rescue Service were more likely than others to be promoted. Bullying and harassment was also prevalent.
The second report on the North Wales Fire and Rescue Service found widespread bullying and harassment.
In March 2024, the Welsh government was informed of allegations made against the Welsh police and the Welsh army regarding bullying, sexual harassment, and favoritism.
The Welsh government took over the South Wales Fire and Rescue Authority in January 2024 after allegations that management failures to address the workplace culture of the service could “put lives at Risk”.
The report on MAWWFRS found that 42% of respondents to the survey had experienced bullying or harassment themselves, and nearly half (49%) said they had seen it.
One respondent said: “There’s a pernicious culture of cliques within the organization.” It’s difficult to pinpoint or nail down, but it is easy to identify that favoritism and nepotism are prevalent. If you have the right friends you will be untouchable. It’s just a boys club.”
The report revealed that while most employees were proud of their job, transfer and promotion procedures were “heavily affected” by favouritism or nepotism. They also did not always adhere to official guidelines.
It added that “insufficient emphasis” was placed on developing skills in people management, which led to a lack professionalism.
In the report on the NWFRS, 17% respondents reported that they had experienced discrimination within the last three years.
The report also revealed a lack in transparency and communication regarding the investigation results, which reinforced the notion that unpunished behaviour is acceptable.
Dawn Docx, North Wales’ chief fire officer, responded to the findings by saying: “Our employees have requested change and we are listening.”
We appreciate their honesty and courage. “They have acknowledged the improvements made, but still reflect that there is some way to go.”
Docx called the review a “watershed” moment and said she wanted to apologize to anyone who did not have a positive experience at work.
“We are carefully reviewing the report, and turning its recommendations into concrete actions. She said that this includes establishing a confidential hotline, and hiring a specialist in leadership development.
“Change begins now. We pledge to improve and accelerate our progress.” I accept the report’s findings and am committed to working with colleagues across the organisation to improve our workplace culture.
Roger Thomas, the chief fire officer of Mid and West Wales, apologized “unreservedly”, to all colleagues who were subjected to bullying, discrimination or harassment.
He said: “This is totally unacceptable and does NOT align with the values or behaviours we endorse as a Service.”
“Secondly, I accept all the conclusions and recommendations in the review, which are consistent with my desire to improve the culture within our Service. This was my main goal when I became Chief Fire Officer.
“While we have made clear progress in addressing these issues, it is also evident that we need more to ensure our staff feels safe, valued and supported.”
In 2023, HM Inspectorate of Constabulary and Fire & Rescue Services published a report that raised concerns regarding the culture of England’s 44 Fire and Rescue Services. The report highlighted cases of bullying and sex-based abuse in all services as well as instances of racist slurs and slurs.
Both fire and emergency services have said that they are now acting on recommendations from the reports. These include engaging staff and stakeholder in the change to ensure that it “reflects everyone’s needs” and maintain transparency and accountability by regular updates.
