The recent announcement by Public Service Minister Nicola Willis introducing new standards for handling sexual harassment complaints across government agencies is a welcome acknowledgment of a long-standing issue.
Triggered by the harrowing experience of a public servant known as Zara, whose complaint was mishandled and prolonged, the new framework aims to ensure consistency, transparency, and accountability.
But the question remains: will these standards lead to tangible change, or are they simply another layer of policy that looks good on paper but lacks enforcement?
Minister Willis has stated that the public service must be a safe place for everyone, but shouldn’t this have already been the case; workplaces must be safe by default so why was there a need for a promise of reform.
Minister Collins rightly expressed it is “appalling” in today’s time that we have this issue and expressed abhorrence about anecdotal information that in some cases complainants had been sent home to work while the alleged offender remained in the workplace. Buckettlaw can confirm similar experience for its clients who have been the subject of sexual harassment. This reversal justice where the complainant is displaced and the accused remains undisturbed is emblematic of a system that prioritises convenience over safety as usually the alleged offender is a manager or leader in the organisation with clout and status.
The new standards included in the press release by Hon Judith Collins:
Clearer expectations for regular communication, with complainants being updated at agreed intervals but at least monthly, even if there is no substantive update.
Legal support in specific circumstances, with agencies expected to consider providing legal support when there is a power imbalance or the complaint is particularly serious or complex.
Stronger escalation pathways, with complainants having clearer options to raise concerns outside their agency.
These are all positive steps, but this should have been a given.
Does the articulation signal a shift from reactive, ad hoc response to a more structured and principled approach that will deliver tangible results? Time will tell.
The new standards are a necessary response—but they must be more than a symbolic gesture.
The public service must move from a culture of silence and avoidance to one of safety, respect, and accountability. For example, having a public accountability system where organisations ae required to publish anonymised data on complaints, outcomes and timeframes. Sunlight is a powerful disinfectant.
However, history tells us that policy alone does not guarantee change even the most well-intentioned standards can fall flat due to the systemic culture issues within these organisations which will also need practical considerations. Only then will workplaces truly be safe—not just in theory, but in practice.
The Zara case is a wakeup call; it is a stark reminder that existing policies were not sufficient; but what assurance do we have that these new standards would guarantee there will not be another Zara? Pragmatic changes need to happen, as well as the new standards, to give guarantees and confidence in the workplace.
Without these, policies are just a blueprint. To ensure we don’t get another Zaras case must be the bottom line. We need good leadership, cultural change and transparency. The Zaras case was not just a policy deficiency.
The system must be balanced and fair. It must actively support the wellbeing, dignity and voice of the complainant by providing counselling services and maintaining confidentiality at each step.
Whilst we need balance, as we still subscribe to innocent until proven guilty, Zara is not alone. Speaking up has meant irreparable damage and harm for victims generally; it has been a costly exercise causing emotional toll career disruption and financial detriment and hardship. What Zara endured was not just side effects but symptomatic of a broken system. We must all be thankful for Zaras bravery in speaking up but so apologetic that the system failed her and the individual cost to her for that failure.
In summary while the new standards are a step in the right direction, they are only the beginning. Without robust enforcement and cultural transformation, they risk becoming just another document in the drawer.
At Buckettlaw, we continue to advocate for workplaces that are not only compliant but genuinely safe and respectful. We urge the government to back these standards with action, not just aspiration.
