An independent review has found widespread workplace misconduct and cultural problems within the New South Wales Police Force, leading to a major plan for institutional reform.

一項獨立審查發現新南威爾斯州警察局內部普遍存在職場不當行為與文化問題，導致一項重大的制度改革計劃出台。

The review was conducted by Kristen Hilton, a former Human Rights Commissioner, after reports of a toxic work environment emerged. The findings show that bullying, discrimination, and sexual harassment are still common, which the administration described as unacceptable. Specifically, 30% of the 5,100 participants reported bullying in the last five years, and 25% reported discrimination. These issues particularly affected women, First Nations officers, and LGBTQI+ staff. Additionally, 9% of respondents reported sexual harassment, and 1% reported sexual assault.

在有報告指出工作環境有毒後，前人權專員 Kristen Hilton 進行了此次審查。調查結果顯示，霸凌、歧視與性騷擾依然普遍，管理層對此表示無法接受。具體而言，在 5,100 名參與者中，30% 報告在過去五年內遭遇霸凌，25% 報告遭遇歧視。這些問題對女性、原住民警員及 LGBTQI+ 員工影響尤為嚴重。此外，9% 的受訪者報告遭受性騷擾，1% 報告遭遇性侵犯。

There are significant barriers that prevent officers from reporting these issues, as the report describes a 'culture of silence.' Many employees fear that reporting misconduct would lead to professional retaliation or 'career suicide.' This situation is made worse by a strict leadership style and a lack of transparency in how people are promoted; for example, women hold less than 19% of senior roles. The review suggests that a 'boys' club' mentality has historically protected offenders and pushed minority groups to the margins.

存在著顯著的障礙阻礙警員舉報這些問題，報告將其描述為「沉默文化」。許多員工擔心舉報不當行為會導致職場報復或「職業自殺」。嚴格的領導風格以及晉升缺乏透明度使情況更加惡化；例如，女性在高階職位的比例不足 19%。審查指出，歷史上的「兄弟會」心態保護了違規者，並將少數群體邊緣化。

Mental health is also a serious concern. The report notes a strong stigma around seeking help, as officers fear being seen as weak or 'damaged.' Furthermore, many feel there is not enough support after traumatic incidents. The review argues that the stress of police work may cause some senior leaders to lose empathy, making them ineffective managers. Consequently, many officers are leaving the force due to psychological injuries and conflict within the workplace.

心理健康也是一個嚴重問題。報告指出，由於警員擔心被視為軟弱或「有缺陷」，因此在尋求幫助時存在強烈的汙名化現象。此外，許多人認為在經歷創傷事件後缺乏足夠的支持。審查認為，警察工作的壓力可能會導致部分高階領導者失去同理心，使其成為低效的管理人員。因此，許多警員因心理創傷與職場衝突而選擇離職。

Commissioner Mal Lanyon has accepted all 29 recommendations from the review, showing a commitment to changing the culture and increasing accountability.

警察局長 Mal Lanyon 已接受審查提出的全部 29 項建議，展現出改變文化並增加問責制的決心。