The inclusion of women into urban fire services has been slow, and they continue to be under represented. The literature suggests that both the strong cultural traditions of urban fire services and the lack of effective recruitment and retention strategies can limit women joining and remaining in fire services. Although there is a relatively low level of formal complaints, it is clear that many women firefighters have been subjected to behaviour that is unacceptable in a contemporary workplace.

An independent review of the handling of a bullying and sexual harassment complaint in Queensland in 2014 identified some broader cultural and organisational matters underpinning the specific complaint. The report made a number of recommendations that need to be addressed so that Queensland Fire and Emergency Services can be as diverse as the community it serves.

These recommendations include:

· Improved management of harassment and bullying allegations

· A review of entry requirements and initial academy training

· Greater focus on ethical matters, including an explicit focus on acceptable workplace conduct, and

· Changes to assignment, transfer and rostering procedures.

This presentation will outline some of the findings from the Queensland review that may be relevant to other jurisdictions seeking to improve the participation of women, and the establishment of fairer and more inclusive workplaces.