Our recently released TFS-SES Strategic Plan 2024 -28 identifies people as our most critical asset. Our workplaces must be diverse and inclusive places where we respect and trust each other and have robust and fair processes and polices to support our workplace culture.

The Review will examine what we do well and what we can improve to help us deliver a safer, more diverse and respectful workplace for everyone.

In recent years, there have been a concerning number of complaints from TFS staff and volunteers about inappropriate workplace behaviour – bullying, sexual harassment and discrimination.  Also, the Tasmanian State Service survey tells us that fewer than half of respondents agree that the TFS is safe, welcoming and respectful.

To inform a respectful and inclusive culture going forward for our emergency responders, it’s important we hear the voices and experiences of all our staff and volunteers across both TFS and SES.

We acknowledge that the SES has worked hard to develop an inclusive culture– and SES staff and volunteers are encouraged to share their learnings about improving culture, what is working well and any ideas for improvement.

The Review will:
• Hear from staff and volunteers about their experiences with workplace behaviour, including bullying, sexual harassment, everyday sexism, racism, and other harmful behaviours.
• Experiences of positive culture and leadership, and what is working well.
• Learn about staff and volunteer experiences with how we manage issues with workplace behaviour, including complaints and their outcomes.
• Hear about any barriers to improving workplace culture, and suggestions for reform.
• Examine existing policies and processes about workplace culture, and our complaints processes.
• Identify promising workplace practices for a healthy, safe and inclusive culture.
• Identify opportunities for strengthening polices, processes and approaches regarding workplace culture.

Career and volunteer firefighters, SES staff and volunteers, and state service staff (excluding Business Executive Services staff) are encouraged to contribute to the Review. This includes those who left after 1 January 2021.

The Review will seek your feedback and experiences in several ways – you will be able to book a one-on-one interview, participate in a small group session or provide a written submission. Later there will be a survey available.

The Social Research Centre is conducting the survey and will contact you via your work email, or the email you provided as a volunteer.

EB&Co will provide updates on their website about how you can be involved.

The governance for the TFS-SES Culture Review is independent from the TFS and SES executive leadership team.

The State Fire Commission (SFC) is the Review Sponsor. The SFC will receive the Review Report and share it with the DPFEM Secretary.

A Steering Committee (Chair of the SFC, Deputy Secretary, and Executive Director, Business Executive Services) provides support to the independent consultants, EB&Co, and updates to the SFC.

A Support Team (People & Culture, Wellbeing Support, Workplace Health and Safety) will provide support and advice to EB&Co and the Steering Committee.

The Steering Committee provides high level advice to the Support Team and does not have a role in directing the Review consultants. At no time will EB&Co share personal or identifying information with the Steering Committee.

The Steering Committee will only be provided the draft Review Report to ensure factual accuracy, and EB&Co will make the final determination on the content of the report. The report will also be provided to the DPFEM Secretary.

EB&Co will provide the State Fire Commission and the DPFEM Secretary with a final Report with findings and insights, and a Framework for Action with recommendations.

Your participation in the review and any information you provide is completely confidential. Only EB&Co will see your information – identifying information will not be provided to your employer at any time.
EB&Co will use the information gained throughout the Review period to provide a report for the State Fire Commission but any details that may identify people will be removed.

Participation is encouraged and taking part in the review is voluntary.

The Review will take about 7 months to complete. It will also be made public. No one will be named or identified in the Report.

It is understandable that the Review may be confronting.

We appreciate that being asked to provide feedback about your workplace can create a sense of unease or discomfort. The Review will be conducted with the utmost integrity and confidentiality and is being undertaken by experienced independent consultants. All feedback given will remain anonymous, and the collected information will be managed confidentially by the Reviewer.
We are committed to ensuring that you have the right support, at the right time. Support is available through Wellbeing Support 24/7 on 6173 2873.

The Review is a broad examination of the current culture to capture themes and to develop a framework for action in response.

The Review will not investigate individual complaints or grievances, examine past investigation outcomes, or make determinations about individual complaints.

If a participant in the Review wishes to make a formal complaint, they will be referred to the Department’s complaint process: either reach out to their manager to discuss, or contact People and Culture via Partnering and Employment Services team PES.Enquiries@dpfem.tas.gov.au

The Review seeks input from current volunteers and staff, and those who have left the organisation since 1 January 2021.

If you have left TFS or SES recently, you are invited to make a written submission. Details are provided on the EB&Co website.

Culture is the unique environment that defines ‘the way we do things around here,’ encompassing the shared values, beliefs, attitudes, and behaviours that shape an organisation or group.

For an individual, culture is experienced through what they see, hear, and feel, and this experience can vary widely based on their role, team, location, and personal attributes such as ethnicity, gender, age, and more.

Workplace culture, in particular, influences how employees interact and approach their work, and what behaviours are accepted or rewarded. A strong, positive culture drives motivation, fosters collaboration, and enhances job satisfaction, while a negative culture can lead to disengagement and hinder performance.