A review commissioned nearly two years ago by former New South Wales police commissioner Karen Webb has uncovered rampant harassment and bullying of female staff within the force. The report, released on Thursday, found that every female employee who participated in the wide-ranging review had experienced or observed what it described as 'overt or covert harassment, undermining and belittlement.'
Systemic Issues Exposed
Undertaken by former Victorian equal opportunity and human rights commissioner Kristen Hilton, the review concluded that bullying, incivility, discrimination and victimisation are occurring at unacceptable levels within the NSW Police Force, presenting a systemic risk. Many staff who spoke out about misconduct feared being punished for doing so, the report said.
Hilton noted that while some acknowledged improvements over time, the current culture remains deeply problematic. More than 5,000 current and former staff engaged with the review through interviews, surveys, written submissions and group discussions.
Historical Context
Hilton highlighted that in over 100 years since women were permitted to serve in the force, there has been only one female commissioner and two female deputy commissioners. Currently, no women sit on the commissioner's executive team. This is not because women do not want top jobs, Hilton wrote, but rather the result of decades of social and institutional discrimination.
Women and minority groups continue to face barriers to recruitment, development and promotion amid reports of harassment and discrimination. The review found an insular mindset in parts of the organisation, frustrating good ideas and helpful initiatives from local commands that could make policing more efficient.
Leadership Failures
Hilton emphasised that equity, safety and respect do not emerge organically in policing but must be created, modelled and protected by leaders. However, the review observed leaders who failed to role-model organisational values, shrank from difficult conversations, and did not prioritise staff development or care. In those areas, morale was poor.
The report revealed distrust and disconnect between management and frontline officers, with many describing perceptions of bias and favouritism, harmful behaviours, weak accountability, burnout and fatigue, and outdated or inflexible systems. The main reason police were leaving the force was a lack of people-centred management.
Positive Examples and Recommendations
Despite the criticisms, the review also found stories of bravery, integrity, ingenuity and care across every rank and command. There are examples of cultural change, deeper inclusion and diversity in some commands, and efforts to build closer connections with communities.
The review noted that police are now first responders to a wide spectrum of social, health and environmental crises, not just criminal activity, increasing pressure and complexity. NSW Police Commissioner Mal Lanyon accepted all 29 recommendations, calling the personal accounts 'simply unacceptable' and committing to implementation.
Police Minister Yasmin Catley said the government is taking the findings very seriously, aiming for the force to reflect the community it serves.
