NSW Police Commissioner, Michael Fuller, has welcomed recommendations for extensive change within the force, encouraging increased workplace equity and a new, improved promotions system.
In line with global police management practices, Commissioner Fuller commissioned a two-part, force-wide review by former Australian Sex Discrimination Commissioner, Elizabeth Broderick AO, in June 2018, looking at cultural issues that impact on women's promotion opportunities and career progression; and the existing promotions system.
The Broderick Review sought feedback from almost 3500 officers in an online survey and Ms Broderick personally interviewed almost four dozen serving police.
The Review found there was overwhelming internal support for greater development opportunities for police officers; improved equity within the force; and an overhaul of the promotions system, largely seen as having served a purpose when introduced 17 years ago, but not entirely relevant in today's policing environment.
Although female officer numbers have steadily increased to represent 27.6% of the Police Force, the report identified an under-representation of women in senior roles and a need for female officers, working in flexible and part-time environments, to be provided with viable developmental and promotion opportunities.
Ms Broderick found that whilst there is an improved culture in relation to the treatment of female officers, more can be done to capitalise on their experience and abilities.
The Review has made 30 recommendations including:
• The introduction of a new, shorter promotions process that focuses on performance, experience, achievements and workplace feedback; based on the Government Sector Employment Act
• Equitable training and leadership opportunities for all officers, regardless of their gender, geographic location and flexible working arrangements
• Stronger mechanisms to develop, mentor and sponsor female officers
• Greater flexibility for promotion and development across a wider range of roles
• A visible commitment from all senior officers to a zero-tolerance approach to sexism and sexual harassment within the force.
Commissioner Fuller said he fully supported the Review's recommendations and would consult with the NSW Minister for Police on the next steps towards a new, modernised process.
"The current promotions system served a purpose when first introduced in 2002 but the review has confirmed my view that it's in dire need of an overhaul to keep up with changing times," Mr Fuller said
"We will seek to effect that change and bring in a more equitable promotions system that takes merit, performance and experience further into account, "the Commissioner added.
"In line with that change, a police officer, male or female, who is trying to balance family and home life with their careers, through part-time and flexible working arrangements, should not be discriminated against or overlooked for promotion and development."
The Police Commissioner has authorised the establishment of a Promotions Review Steering Committee, comprising members of the Force, Police Association of NSW and other stakeholders, to develop a modernised promotions system.
Mr Fuller has also announced the formation of a new Advisory Group, starting this month, to provide advice on diversity and equity, and to monitor and report on the effectiveness of a new promotions process and temporary special measures to increase the advancement of women and other diversity groups.
"The NSW Police Force, like most others around the world, was formed in a male-dominated, bygone era and while we're proud of our origins, we have to keep up with change, reflect the communities we represent and continue to embrace the knowledge, skill and leadership abilities of our female officers," Commissioner Fuller said.
