During the past 18 months all staff and councillors have been under the microscope through a statewide review of local government — the Local Government Culture Project, with the aim to improve respect, integrity and trust in the workplace.
The project was designed to understand the factors influencing culture and conduct within local government and identify opportunities and initiatives to improve culture and conduct.
Another objective was to make local government a safer space for women and to encourage more women to nominate for council elections, as the government aims to reach gender parity in local councils by 2025.
Local Government Minister Shaun Leane announced the review and discussion paper in May last year, to start a conversation about behaviour and culture on councils.
Campaspe Shire recently released results from its People Matter Survey and its Gender Equality Action Plan, which showed one in 10 respondents had experienced sexual harassment.
In May this year a Stonnington councillor was barred from social media until he underwent retraining after being found to have committed misconduct due to abusive behaviour towards a ratepayer.
An arbiter appointed to investigate the case ordered the councillor to repeat his induction training to the satisfaction of the mayor.
VLGA chief executive officer Kathryn Arndt said last week it was disheartening to see essential and impactful work undermined by workplace behaviour that fell short of the standards of dignity, fairness, objectivity, courtesy and respect that community members should expect.
“There is a difference between the ‘cut and thrust’ of political debate and conduct which threatens the ability of councillors and council officers to do their jobs,” Ms Arndt said.
“We hope to see these complex dynamics addressed through the Victorian Local Government Culture Review Project.”
The VLGA has asked for the review to introduce improved mandatory training for candidates and support for mayors to perform their leadership roles.
It has also asked to see some structural changes in regard to the CEO employment relationship, along with improved councillor training.
“The community should demand that councillors invest (as part of the budget process) in professional development to enhance their performance as councillors,” Ms Arndt said.
“It is evident that change is required to ensure that debate and interactions avoid hostility and aggression that compromises the ability of councils to perform at their best — in addition to discouraging people to stand (in local government elections) in the future.”