Management culture at ICRIR must change
PCS has consistently raised serious concerns about the management culture within the Independent Commission for Reconciliation and Information Recovery. The publication of Peter May’s independent review confirms that those concerns were well founded.
While the review rightly recognises the commitment and professionalism of staff across the organisation, it exposes a deeply troubling senior management culture that has damaged morale, undermined trust and created an unhealthy working environment for many employees.
Staff told the reviewer that the culture was “toxic”, “divided”, “disrespectful” and characterised by silo working. These words come directly from employees, not from PCS. Particularly alarming is the finding that staff at different levels feared being honest about their experiences because they believed there could be negative consequences. Any organisation where people feel unsafe to speak up has a fundamental cultural failure.
The review highlights how divisions and conflict within the senior leadership team have spilled into the wider organisation. Staff have witnessed senior leaders openly criticising one another, questioning roles and airing disputes in ways that should never occur in a well‑run public body. This behaviour has eroded confidence in leadership and left staff feeling disillusioned and undervalued.
Members have also raised concerns about unfairness, inconsistent application of policies and a growing “them and us” culture. The review reflects this, pointing to tensions between investigative and corporate teams and a lack of respect for the essential work done by corporate, HR, finance and support staff. An organisation cannot function effectively when parts of the workforce feel marginalised or dismissed.
PCS is particularly concerned by the review’s findings that some senior women felt they were treated in rude, disrespectful and potentially gendered ways. Such behaviour is entirely unacceptable and has no place in the civil service or wider public sector.
PCS general secretary Fran Heathcote said: “PCS welcomes the long‑overdue recognition of trade unions at ICRIR. This must now lead to genuine, good‑faith engagement, not box‑ticking or performative consultation. Recognition only matters if staff voices are listened to and acted upon.
“Ultimately, staff will judge progress not by action plans or workshops but by real change in daily working life. That means an end to fear‑based leadership, consistent and fair treatment, and clear accountability for senior leaders. PCS will continue to support members and press for a genuine cultural reset. Staff doing this difficult and vital work deserve far better.”
PCS also notes that the review’s recommendation to introduce “Whitley”-style union engagement has not yet been fully delivered. Although marked as complete in the action plan, senior management have acknowledged it remains a work in progress, highlighting a gap between commitments and reality.
Do you work in the ICRIR? Join PCS now.