Bullying and harassment is “widespread” among Mid and West Wales fire services according to a recent review.

In a jointly commissioned Independent Cultural Review, facilitated by Crest Advisory it found several serious widespread concerns being reported by staff including discrimination, bullying and sexual harassment. 

In the review over 400 members of staff were asked about their experiences, with many reporting serious issues. 

The report found; “Bullying and harassment are widespread in Mid and West Wales Fire and Rescue Service, with nearly half (47 per cent) of survey respondents reporting personal experiences since June 2021, and over half (54 per cent) having witnessed such behaviours.” 

Female members of staff also reported that they had been the targets of discrimination with the report finding  the “one in five (20 per cent) survey respondents had experienced discrimination, and 10 per cent of female survey respondents reported experiencing sexual harassment”.

Systems at the fire service were also criticised finding “disciplinary procedures were perceived as unprofessional, not impartial, not confidential, unfair and ineffective.” 

The report found the “the vast majority of survey respondents (85%) thought they would speak up about unacceptable behaviour in theory, but a much smaller proportion (17%) consistently reported in practice.” 

Concerns were raised about the strain being put on staff as many “reported feeling overworked and overwhelmed, and did not think MAWWFRS offered adequate wellbeing support.” 

The service said the report marks a significant milestone in its ongoing commitment to foster a supportive, inclusive and progressive workplace culture and represents the beginning of a new chapter in the cultural evolution of Mid and West Wales Fire and Rescue Services

The review was initiated in response to the Welsh Government’s endorsement of the Fire and Rescue Services’ cultural improvement proposals. 

Crest Advisory’s report states: “MAWWFRS is a service divided along various lines: grey book staff (operational) vs green book staff (support and corporate), men vs women, and senior vs junior ranks.

“This division is underpinned by a visible, formal hierarchy that rewards conformity with success and career progression and fosters an ‘us and them’ culture, perpetuating mistrust and disconnection across the organisation, and allowing high rates of bullying and harassment to persist unchallenged.

“Coupled with a lack of accountability, effective communication, and governance, senior leadership are seen to ‘close ranks’ to make decisions, and there appears to be minimal oversight from the Mid and West Wales Fire and Rescue Authority (MAWWFRA).

“Fear of speaking out is pervasive, and a ‘do as you’re told’ culture discourages open dialogue and innovation. Management practices remain fundamentally outdated, with limited understanding of staff development and poor processes that lead to inefficiencies and inequalities.

“Support for staff wellbeing is inadequate, perpetuating a lack of trust and morale. Problems are frequently glossed over with a toxic positivity, especially at the top levels of the organisation.

“Ultimately, these findings demonstrate that MAWWFRS’s shift in priorities and core functions has not been matched by a corresponding change in its organisational structure or processes.

“Without decisive action to align its culture and structure with contemporary public safety priorities, MAWWFRS risks remaining trapped in an obsolete model, failing its employees and the public it serves.

 “MAWWFRS remains stuck in the past, needing more honesty and self-reflection to overcome its challenges. Such decisive steps are necessary to rebuild trust, foster inclusivity, and modernise the service for the future.”

Crest has come up with a raft of recommendations including that MAWWFRS’s Executive Leadership Team (ELT) and Service Leadership Team (SLT) must make a conscious and sustained effort to lead the cultural change by example.

They also recommend bringing in a culture change implementation specialist to support leadership in this difficult task, and communication across the organisation needs to improve, with regular visits by senior staff to every department and station, and a staff forum should be set up with members consulted on organisational culture work.

Mid and West Wales’s Fire and Rescue Authority (MAWWFRA) members should take a

 more active role and the Welsh Government should urgently put in place governance reforms for Fire and Rescue Authority’s.

The service will now look to implement the recommendations of the report. 

Mid and West Wales Fire and Rescue Service Fire Authority Chair Councillor Gwynfor Thomas said: “Members of Mid and West Wales Fire and Rescue Authority are saddened to read the findings of the independent culture review of Mid and West Wales Fire and Rescue Service. 

“We are humbled by people's courage in giving open, honest and challenging feedback, and it is with thanks to those who contributed that we can see the urgency with which we must act to tackle poor culture and behaviour where it exists. 

“Under the leadership of Chief Fire Officer Roger Thomas, meaningful progress has already been made towards achieving a safer, more inclusive environment for all at Mid and West Wales Fire and Rescue Service but we are acutely aware that the findings of this report make clear there is more work that needs to be done. 

"You have my assurances that where appropriate, the recommendations within this report will be delivered without delay and Members of the Mid and West Wales Fire and Rescue Authority will play an active part in this process.” 

Mid and West Wales Chief Fire Officer Roger Thomas KFSM added:  “Firstly, and most importantly, I would like to apologise unreservedly to any of my colleagues who have been subject to bullying, harassment or discrimination in any form. 

“This is wholly unacceptable and does not align with the values and behaviours that we espouse or endorse as a Service.  

“Secondly, I accept the findings and recommendations within the review which support my ambition to improve the culture of our Service, which was one of my key aims when I was appointed as Chief Fire Officer. 

“Whilst we have evidently made progress to address these issues it is equally clear that we need to do more to ensure that our staff feel safe, supported and valued.  

This review now provides us with clear recommendations to guide future improvements in our culture and diversity.” 

To read the full report visit https://www.mawwfire.gov.uk/media/3ionx0fd/independent-culture-review-into-mawwfrs-crest-advisory-05-02-25.pdf