Latest revelations of harassment at Australia’s Antarctic program raise hopes for change

Current and former Australian Antarctic Division staff are hopeful the latest investigation into disturbing workplace cultures will mark a turning point for the program and improve safety and wellbeing.

A review by Leigh Russell, a former Swimming Australia executive, confirmed earlier reports of sexual harassment and abuse but also revealed a culture of widespread bullying, with 41% of about 3,000 staff interviewed saying they experienced bullying in the last 12 months.

"Please, we need your help," one anonymous staff member told Russell. "So many people are incredibly stressed. Many have reached burnout, others have just up and left and so many of my colleagues sit in their cars and cry before entering the building."

The government has accepted the report's recommendations and acknowledged "cultural leadership failures" contributed to "unacceptable workplace harm". It conceded improving culture is crucial to attracting scientists who can lead climate research.

One former long-term AAD employee, whom Guardian Australia has agreed not to name, said many senior women had left the division feeling frustrated and "broken" by their treatment. She said others endured mistreatment because they had devoted their careers to understanding Antarctica.

"The Russell report finally shines a light on the toxic culture of the AAD but does it go far enough?" she asked. "Is there any accountability? Is there any punishment for the bullies?"

Another experienced staffer, who asked to remain anonymous, said "belittling and bullying behaviours were rife" during her time at the division and "many faithful employees left in sorrow and exasperation".

"I expected to continue working at the AAD for the duration of my career and to continue contributing to the Antarctic program. However, I could not survive there any longer and I left my career, which I was good at, in which I was valued and which I cherished," the former AAD employee said.

"I could no longer align ethically or morally with the workplace, with behaviours being enacted and supported by leadership which do not belong in any workplace, and certainly are not in accord with the Australian public service code of conduct."

Some people described bullying as "covert" or hard to notice, while others believed it was obvious and threatening. One staff member reported a manager raising his middle finger at them and feeling "threatened by that level of aggression and disrespect".

"I've seen a senior leader lose control at staff members and it has destroyed these people," one staffer said. "I've seen people bullied into taking stress leave," said another.

Meredith Nash, an associate dean at the Australian National University who conducted an earlier report on AAD's culture, said the federal government now had all the evidence needed to make sweeping reforms.

Nash's report found "participants observed that women experience a range of harassment, including uninvited physical contact or gestures, unwelcome requests for sex, sexual comments, jokes or innuendo, intrusive questions, displays of offensive or pornographic material and sex-based insults or taunts and unwanted invitations".

The environment minister, Tanya Plibersek, described Nash's report as gobsmacking and said the government had zero tolerance to sexual harassment in any workplace.

"When I was briefed on this for the first time and when I heard people's stories, I was shocked and disappointed," Plibersek said.

The department secretary, David Fredericks, said the Russell report revealed unacceptable behaviours and experiences inconsistent with the Australian public service's values and code of conduct.

"This cannot continue," he said. "It is disappointing. It will change. Our leaders must place people at the centre of the work of the Antarctic program. A safe, respectful and positive culture is required."

Nash said she believed the federal government had taken the reports seriously and was determined to confront cultural issues.

"The department's response at this moment has been courageous and should be applauded," Nash said.

"It is clear in its commitment to engage meaningfully with the challenges identified in the reviews and to build psychologically and physically safe working environments for AAD employees.

"We have a once-in-a-generation opportunity in Australia to address issues of gendered harm in workplaces meaningfully. Investing in psychologically and physically safe environments in any workplace context is an urgent business priority."

The Community and Public Sector Union's Tasmanian regional secretary, Zac Batchelor, said both reports confirm what members have been telling him for many years.

"The CPSU is deeply concerned by many aspects of the report, but one of the most alarming is the fear of repercussions or lack of confidence in systems when reporting physical or psychological bullying and harassment," he said.

The Russell report found 43% of respondents did not feel it was safe to raise "problems and challenging issues". One respondent said: "People are too scared to voice an opinion any more as they see how other people are treated and don't open their mouth."

"We need accountability for people who contribute to psychologically unsafe environments," another staffer told Russell.

Batchelor said there was a strong sense of camaraderie among AAD staff, who were passionate about protecting Antarctica.

"The CPSU is ready and willing to work with the division to turn things around," he said.

Greens senator Larissa Waters said the investigations revealed "appalling sexism, discrimination and harassment" and has asked for a briefing from department officials about the timeline for implementing change.

"The respect at work reforms were the centrepiece of the government's response to workplace harassment and the AAD cannot continue to operate without regard to the new legal framework," she said.

"The AAD must act immediately to comply with its positive duty and ensure base stations are not hostile work environments. If additional funding is required to support changed work practices, that should be allocated in the upcoming budget."