Manchester council has committed to publishing its impact culture report in full next year, following a claim by a Reform UK councillor that the town hall had 'restricted' the findings from public view.
The report gathered the views of staff members after what chief executive Tom Stannard described as 'concerns raised by inappropriate behaviour, perpetrated by individual senior officers'.
Councillor's criticism
Councillor Sian Astley, leader of the Reform UK group at Manchester council, posted about the report on her Facebook page on November 3. She claimed in the post: "The council's leadership have chosen to make this report confidential and restricted, because it is critical and not the positive image they want to put out."
"But if you don't want the truth, don't commission a report," she added. "This report has been paid for by the taxpayer and comprehensively investigates the culture within Manchester City Council. They, we, I, all of us, work for the public and we're paid for by the public. It should be open to the public to read, and the press, should they so choose."
Chief executive's response
Responding, Mr Stannard said the report will be published in full next year. It is understood this will likely be in February 2027.
Mr Stannard said: "The impact culture report is the outcome of a review of our organisation's internal culture following concerns raised by inappropriate behaviour, perpetrated by individual senior officers."
"The wellbeing of our staff is paramount, and I want to lead a positive organisation that is inclusive for everyone, where every member of staff feels safe and is heard," he said. "But our ambition goes further and I want Manchester City Council to be the best employer in local government in the coming years. There are some findings in the report that are encouraging and a platform for us to build on, but we also need to address things that should not be ignored."
Next steps
Nearly 1,200 members of council staff shared their views confidentially in the report. The council said a process of 'continuing to listen and engage with [staff] further' has started and will continue through the rest of this year.
Publication of the report in February will include the council's response to the findings and 'proposals for positive improvement'. Mr Stannard said: "Some of this work is already underway, such as strengthening our whistleblowing policy and avenues for staff to raise concerns."
"This is about providing confidence in reporting and to make sure everyone is treated with fairness, dignity and respect," he said. "We are determined to get this right. And through positive collaboration with our workers, I'm confident we are on the right track to deliver an action plan that makes sure the council remains a great place to work."
