Corrections has acknowledged it failed a number of women who raised allegations of sexual harassment against a former staffer, RNZ can reveal.
By Sam Sherwood of RNZ
The department has apologised to each of the women telling them they should have been able to expect Corrections to manage their concerns appropriately and effectively.
"This did not happen to the standard that it should have, and for that I am very, very sorry."
It comes after some of the complainants were recently informed of a review which found "significant shortcomings" in how the complaints were handled.
The Corrections staffer at the centre of the allegations earlier told RNZ he "refuted entirely" the complaints that were made.
RNZ first approached Corrections about the (now former) staffer in April in relation to another former staff member, who RNZ is calling Sarah*. She earlier made a formal complaint alleging he sexually harassed her.
Sarah recently received a letter from Corrections informing her that an independent review was carried out in 2024.
The review looked at the response to, and management of, the complaints received about the former staffer.
The first complaint resulted in allegations not being upheld. Sarah later lodged a formal complaint, while another staff member separately raised concerns during the investigation. A subsequent complaint did not result in an employment investigation. After the staffer resigned, further concerns were raised with Corrections.
The letter, from deputy chief executive Rebecca Powell, said the findings of the review identified "a number of significant shortcomings in how complaints were handled".
This included that employees felt "unable to speak up, for fear of retribution or adverse impacts", and that policies and procedures were not readily available and key staff were unaware of them, or where to access them.
There was also a "lack of designated responsibility" for tracking, monitoring and reporting cases of potential wrongdoing.
"The complaint process (investigation and decision making) for the investigated matters was not carried out in a timely manner.
"There was inadequate consultation on whether complainants wanted a matter fully investigated and whether more informal, and/or more culturally responsive, resolutions could have been utilised."
Powell's letter also said the review found that "potentially there was a degree of tolerance shown for harassment in one instance where findings of the independent investigator were not followed".
"The investigators and decision makers adopted a standard of proof approach which was not appropriate. Further, relevant evidence was not considered on one matter, which if considered on a reasonableness basis, may have resulted in a different outcome.
"There was a strong adoption of robust process, resulting in compartmentalisation. A pattern had emerged, which was not acted on by decision makers as they were not aware of it, although senior leaders within the organisation were."
Powell also provided a summary of the review's recommendations which included implementing compulsory sexual harassment training for all staff and the development of policies for staff consuming alcohol at work-related events and "clear parameters" for managers and senior staff socialising with colleagues.
The review also called for a system to be created to record all complaints of sexual harassment made in relation to a staff member.
Powell said all of the recommendations had been accepted.
She also passed on an apology from former chief executive Jeremy Lightfoot.
"Jeremy has asked me to convey his sincere regret...
"He is deeply apologetic for the harm that these events may have caused to you."
Powell said the concerns that were raised by the complainants "have become a call to action for meaningful change across our organisation".
"However, we acknowledge that we did not hear you, or respond in the way we should have, at the time. For that, I am deeply sorry."
In response to questions from RNZ Powell said the review did not seek to relitigate any of the complaints, but did identify failings in how Corrections managed or responded to them.
Not all of the matters solely related to sexual harassment, Corrections confirmed.
Powell confirmed she had written to each of the women regarding concerns they raised.
"I have apologised to them because they were entitled to expect that we would manage their concerns appropriately and effectively, and we did not. In different ways, we failed each of them.
"To respect the privacy of these women, I will not be commenting further on the contents of the letters as this relates to each of the women and their experiences. However, if the women wish to share the letters with others - they are able to do so."
Powell said Corrections also commissioned a review into how Corrections could strengthen its approach to preventing and responding to sexual harassment across the organisation.
The review found one in four staff members reported experiencing sexual harassment from another staffer.
"Women, young people, European, Māori, and prison-based staff were more likely to experience such incidents. The rate of staff being sexually harassed at Corrections is higher than a national survey of workers and is likely under-reported."
It also said Corrections' "male-dominant workplace culture is an enabler of sexual harassment".
"This culture lacks understanding of sexual harassment, is tolerant of inappropriate behaviour and is protective of staff with problematic behaviour. This permissive culture is particularly evident in prison settings, which are shaped by the environment, colonisation, gender, and other historical contexts.
"Staff experienced a continuum of experiences from the unwanted (e.g., sexist jokes and comments based on gender stereotypes and physical appearances) to the unlawful (e.g., non-consensual groping and non-consensual sex). Sexual harassment takes place in the workplace, training, social gatherings and online settings."
Corrections accepted all six of the recommendations of the review, which included developing and implementing an organisation-wide culture change programme, building Corrections-wide knowledge of what constitutes sexual harassment and how to respond and support people effectively.
Corrections has also started work to develop a new complaints response model and in March it launched a refreshed code of conduct.
"While eliminating sexual harassment at Corrections is a long-term programme of work and we have more work to do, I want our staff to have confidence that when they do raise concerns, regardless of the situation, their welfare and wellbeing is at the heart of our approach."
Lightfoot, who is now chief executive at the Ministry of Cities, Environment and Transport told RNZ in a statement that he had previously accepted all the findings of the review which looked at the response to, and management of, the complaints received about the former staffer.
"Including my part in failing the women who complained about [him]. I stand by that."
He confirmed his decisions did not follow appropriate practice and "sent the wrong message about positive and safe workplaces to leaders, all staff and especially to the complainants".
He said he was pleased the apology was sent to the women on behalf of Corrections.
"It is critically important to me, in the organisations I lead, that there is zero tolerance of workplace sexual harassment and bullying.
"This includes making sure staff understand what sexual harassment is, and that there are policies and systems in place that ensure people are confident to bring complaints and know there will be a safe and effective response when they do. A key part of this is putting the needs of the complainant first."
Sarah told RNZ Corrections treated her "appallingly" and is happy to see it has now said it failed her.
"Yes, you did. Finally you admit that you failed me. But does that make anything that happened better?"
She initially reached out to RNZ about her complaint after reading coverage about other workplace investigations at Corrections.
She wanted people to know about what happened in her situation.
"Like I have said time and time again from the report that Corrections brought out that they have treated me like I was a young, dumb mum who didn't understand the workplace, and that the things that had happened to me were normal things that happened in the workplace, that I complained about, that I shouldn't have."
In relation to the independent review of the complaints, Sarah said that for so long she was made to doubt herself "again and again".
"It was my support system that had to remind me, I wasn't crazy, it was wrong, and I was correct for reporting it," she says.
"Finally, this is recognition from them, that I wasn't silly and small and insignificant, I was a strong woman for speaking my truth.
"I am happy with the findings and recommendations. It is a good start. Tracking needs to be completed to make sure this is being completed, especially by any staff in position of power."
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