Beleaguered Gore District Council chief executive finally responds to bullying and toxic culture claims made by multiple ex-employees
Gore District Council staff have been subjected to “a barrage of allegations and criticism” over recent weeks that has been “extremely hurtful and stressful”, under fire chief executive Stephen Parry said in a written statement released today.
It’s the first time the council chief has commented on bullying and toxic culture claims made by multiple ex-employees of the southern council.
In May, a Newsroom special inquiry revealed claims by ex-employees that bullying and a toxic culture existed at the council for nearly two decades, well before a rift between Mayor Ben Bell and Parry emerged.
READ MORE: * Mud and Gore: Council’s long history of workplace complaints * A Gore-y assignment for Linda Clark * The trouble at the Gore District Council
Since the story was published, others have contacted Newsroom including ex-council employees, family members and former community leaders, with similar claims of bullying and harassment in relation to the Gore District Council.
A few days after the Newsroom story, a TVNZ Sunday programme interviewed former council employees who also claimed to have been bullied or harassed while working there.
In a Stuff story today the organisation said “it has also spoken to several former staff members but is unable to publish their claims for legal reasons”.
In the council’s statement released this morning it said over recent weeks council staff “have been subject to a barrage of allegations and criticism”.
The allegations had been extremely hurtful and stressful, yet staff had continued to act professionally and serve their community to the best of their ability, said Parry.
“The council cannot, nor would it, comment on issues of employment relating to past or present employees, he said.
Parry said it would also be “inappropriate to speculate about the motivation behind recent allegations”.
He said it was important to acknowledge there was a distinct difference between performance management and systemic bullying in the workplace and no complaints of bullying by former council staff had been upheld.
“As with any workplace – from small businesses to large corporations – there can be disharmony, even conflict. It would be naive to believe this hasn’t been the case at the council.”
Former Gore District Council chief financial officer Doug Walker told Newsroom that he got “the biggest shock of his life” when Parry turned up announced at his London home.
He claimed Parry was rude and threatening during the unpleasant encounter. It resulted in Walker seeking a restraining order against Parry for threatening behaviour.
Walker is one of four ex-staff and three elected councillors who laid a complaint against the council with the Department of Labour because they believe it had failed to provide a safe work environment.
As part of a Department of Labour investigation the council was issued with an improvement notice in 2008 requiring it to change how it managed workplace stress.
Many of the ex-employees who received settlements from the council have signed non-disclosure agreements so are unable to talk publicly about their experience working there.
Today's statement included three “unsolicited comments” from employees emailed to Parry and other senior staff as a testament to the workplace culture.
Some of the comments include: “In my time at the council, I have always found you to be a wise and inspirational leader.”
“The allegations of a toxic work environment and bullying couldn’t be further from the truth.”
“I just want to say for what it’s worth, you have been (and continue to be) a very supportive boss and as many of us know, this place would not be the great place it is if it weren’t for you and your hard work over many years.”
A nearly 5000-strong petition calling for Parry’s resignation is due to be tabled at a council meeting on Tuesday.
A report by council deputy chief executive/group manager community lifestyle services Rex Capil, released Friday ahead of the meeting, questions the validity of some of the signatories.
The report said after “limited analysis” by staff they found 54 name duplicates including someone named Steve Parry and others who had added their names between two and five times.
The report also includes a pie graph showing the location of the signatories, it shows 9 percent were from Gore, 12 percent from Southland, 46 percent from other parts of New Zealand and 3 percent from Australia. Twenty-nine percent of people who joined the petition chose to leave the location section blank.
The report says a key point for the council to consider when deciding whether to receive the petition or not was its validity, credibility and legality in terms of fulfilling its stated purpose.
“In other words, can the petition achieve what its purpose was intended and if not, what may be any unintended consequences for the council, especially as an employer,” said Capil.
The report also said when considering its decision on whether or not to receive the petition, councillors should also note previous council decisions made at extraordinary meetings on March 28 and May 3, 2023.
These include at the March meeting when councillors agreed that in regards to relationships and being a good employer, the council acknowledges and understands the obligations of the Local Government Act 2002.
On May 3 the council resolved unanimously “The Mayor and councillors support and have full confidence in the chief executive and staff in providing for the ongoing functioning of the council in undertaking its day-to-day activities.”
