Workplace environment review

Thursday, 13 June 2019

The following comments are to be attributed to City of Greater Geelong CEO Martin Cutter:

When the Halliday Culture Review concluded in 2015, the City established a complaints review panel to allow any of our employees or members of the public to confidentially raise any complaints about the City.

The number and nature of these complaints remains private, as the system was designed to guarantee complainants a fully independent and confidential review.

The complaints panel remains open for anyone who feels they have been affected by inappropriate behaviour at the city to raise this in a confidential way. All matters raised are fully investigated by an independent third party professional.

I understand that participating in such investigations can be stressful for all involved, and at times people can be dissatisfied with the outcome.

In an organisation of more the 2700 people, it is not unusual to have workplace issues arise between individuals at different times. It is the way we work to address these issues that marks the underlying values of an organisation.

There has been a lot of work done to date and we acknowledge there is more work to be done. I’ve begun a review of our current workplace policies and procedures that have been in place for a number of years, to ensure they still meet staff needs.

The review also provides the opportunity to improve how we communicate the process both internally and externally.

It is vital that we hear directly from our employees as well as the community, and the review will encourage this.

I can assure you that I remain fully committed to building an organisation that all staff can all feel proud to be part of – where employees feel supported and motivated to achieve great things.

I have never described bullying as ‘endemic’ at the City.

Page last updated: Thursday, 13 June 2019