Western Power is conducting an independent cultural review of its workplaces. The Review will look at workplace culture and workforce experiences over the last three to five years.

Western Power has engaged Intersection, an independent consulting firm, to conduct the Review. Intersection will hear directly from past and present Western Power employees and contractors and review relevant policies, processes and other workforce information.

The Review will identify what is working well, where there may be risks or gaps, as well as practical ways to strengthen workplace culture. Intersection will provide Western Power with findings and recommendations that aim to support a safe, respectful and inclusive workplace, where all workers can thrive.

The Review will examine workplace culture across Western Power, including:

• Examine the prevalence of harassment (sexual, verbal, physical), bullying and discrimination (collectively, ‘inappropriate workplace behaviours’)

• Identify the risk factors that increase the risk of inappropriate workplace behaviours

• Examine the adequacy, effectiveness and awareness of training on inappropriate workplace behaviours

• Examine the adequacy, effectiveness and awareness of supports available to workplace participants who experience or witness inappropriate workplace behaviours

• Review Western Power’s policies and procedures in relation to workplace conduct against leading practice.

The focus of the Review is on cultural and systemic issues, and it is not an investigation or ‘fact finding’ process. It does not extend to making findings or determinations about any individual incident or allegation. It is independent of, and separate from other reviews, investigations or processes currently being conducted or commissioned by Western Power.

Intersection is an expert consulting organisation, independent of Western Power, that has extensive experience in conducting workplace cultural reviews and examining bullying, discrimination, harassment, sexual harassment and other inappropriate workplace behaviours.

Intersection understands that these issues are sensitive and can raise difficulties or distress for some people. The Review will be conducted in a trauma-informed manner and participants will be treated with dignity and respect. A list of support services is provided to participants at the end of this information sheet as well as at the end of each engagement.

All participants to the Review are assured that any information provided through focus groups, interviews (where requested) or in writing, including through the submissions process, remains completely confidential. Intersection will ensure the de-identification of any information provided by individuals who participate in the Review.

Both current and former employees and contractors who work across Western Power workplaces are being invited to participate in the Review.

Details on how to participate are provided below.

No. Participation in this Review is completely voluntary.

All current employees and contractors are encouraged to participate to ensure a rich and diverse range of experiences are captured to inform the work, but there is no obligation to do so. If you choose to participate, but later change your mind, you can withdraw at any time. There is no penalty or disadvantage if you choose not to participate.

If you do choose to take part:

• You can choose what you share

• No question is compulsory

• You can take a break or stop at any time

• You can withdraw the information you provided in a focus group, interview or submission up to 29 January 2027.

Since the survey is anonymous, Intersection cannot identify or remove any individual survey response after it has been submitted. The same applies for an anonymous submission.

You can participate in one or more of the following ways:

• Request a confidential individual interview

• Make a written submission, either anonymously or using your name.

• Completing the online anonymous workforce survey (current employees and contractors only)

• Join a confidential focus group (current employees and contractors only)

You do not need to have experienced or witnessed inappropriate workplace behaviour to take part. Intersection also wants to hear about positive workplace experiences and strengths across your organisation and your ideas for change.

You may request an individual interview with a member of the Intersection team. Interviews generally take 45-60 minutes and may be held in person or via videoconference. Both current and former employees and contractors can request in interview.

At the Interview, you will be asked questions in a trauma-informed manner about:

• Workplace culture at Western Power

• Behaviours and risk factors that support or undermine safety and respect

• Reporting processes and support services available

• Awareness and engagement with relevant training or education, policies and processes

• Ideas for improvement.

You can decide how much you contribute and you can skip any question.

With your permission, the interview may be audio recorded to help with accurate note-taking. If you do not wish to be recorded, written notes can be taken instead.

To request an interview, please click here.

You may also make a written submission through a guided online form. A submission can be anonymous or you can choose to identify yourself. It can be as short or detailed as you wish. You may respond to the prompts contained in the form and attach prepared material. Both current and former employees and contractors can make a written submission.

Alternatively, all current and former employees and contractors are welcome to email a submission to WesternPowerConfidential@intersection.work.

If you would like to make a submission in another way or require support please contact the Intersection team at WesternPowerConfidential@intersection.work to ensure reasonable adjustments can be made. This could include making a verbal submission to a member of our team as an alternative to putting it in writing. Please note that all submissions will be treated as strictly confidential. 

Focus groups are small group discussions facilitated by members of the Intersection team. They will usually include around 8-12 participants and run for approximately 60 minutes. Sessions will be available at selected Western Power locations as well as online. Particular consideration will be given to ensuring regional staff have meaningful opportunities to participate. Only current employees and contractors can participate in focus groups.

In the focus groups, participants will be asked questions in a trauma-informed manner about:

·      Workplace culture at Western Power

·      Behaviours and risk factors that support or undermine safety and respect

·      Reporting processes and support services available

·      Awareness and engagement with relevant training or education, policies and processes

·      Ideas for improvement.

You can decide how much you contribute and you can skip any question.

None of the questions are mandatory, and participants may stop participating at any time. The Intersection team understands that discussing these topics can be distressing. All participants will be treated with dignity and respect and provided with support service information (see below).

Information shared in focus groups is confidential and helps build a deeper understanding of the culture at Western Power workplaces. Verbal consent is sought prior to the session commencing, and participants are asked not to share others' information outside the session. Sessions may be audio recorded with the permission of all participants for the purpose of notetaking.

Focus groups are designed to allow everyone an opportunity to participate in a group where they feel safe to share.

Details of focus group locations and dates will be made available in the coming weeks.

The online survey will ask about workplace culture and your experiences at Western Power. The survey will be used to collect quantitative data regarding the experiences of current employees and contractors in the workplace. Only current employees and contractors can participate in the workforce survey.

The survey will ask questions about:

·      The prevalence and nature of inappropriate workplace behaviours

·      The impact of these behaviours

·      Reporting and complaint experiences, including any barriers

·      Perceptions of safety and accessing support.

The survey will be anonymous. It will not ask for your name, and Western Power will not receive or have access to individual survey responses. You may skip any question or leave the survey at any time before submitting it.

The survey will open in October 2026 for a period of approximately 5 weeks. Access via a QR code  to the survey will be shared in October 2026

The information you provide is confidential and will only be used for the purposes of the Review. Survey data, focus group and interview information, submissions and other information received from participants will be analysed together to identify key themes, strengths, risks and opportunities for improvement.

Intersection will provide Western Power’s Board and Executive Leadership Team with a report setting out the Review’s findings and key recommendations. The report will also be made publicly available.

Reporting will be aggregated and de-identified. Your name will not be used. In line with its Privacy Policy, Intersection will take care not to include details that could potentially identify a participant.

Western Power will not receive interview or focus group notes or recordings, individual survey responses, or submissions.

Some current and former employees have agreements with Western Power that include confidentiality terms. If that applies to you, Western Power has agreed that you can still take part in the Review and tell the reviewers about your experience. You will not be breaching your agreement by doing so.

This covers what you tell the reviewers, and any documents you give them. The rest of your confidentiality agreement still applies, so it does not change what you can or cannot say to anyone else.

If you agree to participate at first but later wish to withdraw, you may do so by emailing WesternPowerConfidential@intersection.work by 29 January 2027.

Please keep in mind that anonymous survey responses and anonymous submissions cannot be withdrawn because Intersection cannot identify them after they have been submitted.

If you would like your complaint to be investigated, you have two options:

• You can ask for Western Power to investigate your complaint by your leader, HR Business Partner or you may also utilise StopLine (for confidential reporting) 1300 30 45 50 or westernpower@stopline.com.au

• If you would prefer your complaint to be investigated independently of Western Power, you can also ask Intersection to investigate your complaint by emailing WesternPowerConfidential@intersection.work

For questions about the Review or how to participate, contact the Review team at WesternPowerConfidential@intersection.work.

If you feel unsafe, please call 000.

You can also contact the police regarding any sexual assault, harassment, or bullying that involves criminal conduct.

External Support services:

Sexual Assault and Trauma Support

·      1800RESPECT: 1800 737 732 | www.1800respect.org.au

·      Sexual Assault Resource Centre (SARC) | (08) 6458 1828 or 1800 199 888 | https://www.kemh.health.wa.gov.au/other-services/sarc

Mental Health

·      Lifeline: 13 11 14 | www.lifeline.org.au

·      beyondblue: 1300 224 636 | www.beyondblue.org.au

·      13 Yarn: 13 92 76 | www.13yarn.org.au 

·      QLife: 1800 184 527 | www.qlife.org.au/get-help

Workplace and sexual harassment

·      Fair Work Commission: 1300 799 675 | fwc.gov.au

·      Fair Work Ombudsman: fairwork.gov.au

Workplace Health and Safety

·      Safe Work Australia: safeworkaustralia.gov.au

·      Worksafe WA: 1300 307 877 | worksafe.wa.gov.au