Rugby players, coaches and staff are now safer working at the Welsh Rugby Union (WRU) following significant changes to its culture and procedures, according to the Equality and Human Rights Commission (EHRC).
The watchdog said the union had made substantial progress in addressing what an independent review found to be a sexist, misogynistic, racist and homophobic workplace culture. The EHRC has now ended its legally-binding agreement with the WRU because of the improvements made.
An investigative programme in 2023 exposed allegations of sexism and misogyny at the organisation, leading to an independent review that confirmed the claims. Some employees described the workplace as toxic, with one former Welsh women's rugby manager, Charlotte Wathan, revealing a colleague had said he wanted to "rape" her. Wathan and another female colleague said they had considered suicide due to the culture at the WRU.
What improvements has the WRU made?
The union has introduced a series of measures designed to prevent harassment and discrimination. These include mandatory sexual harassment training for all managers, a standardised system for handling discrimination and harassment complaints, updated sexual harassment risk assessments, and external advice on harassment and discrimination matters.
The independent review that prompted these changes produced 36 recommendations, including calls for an external oversight group of at least three people. By late 2023, the WRU had appointed its first independently appointed chair and announced six appointed board directors, four of them women.
Lydia Stirling, chief people officer for the WRU, told Radio Wales Breakfast that an "incredible amount" of work had taken place over three years. She explained that the union has been actively promoting its whistleblowing policy, conducting regular engagement surveys with teams, introducing an equality, diversity and inclusion advisory group, and enhancing mandatory training with better and more detailed reporting on complaints.
We've introduced an EDI advisory group. We have mandatory training that we've enhanced as well and better and more detailed reporting on our complaints.
How are complaints now handled?
When complaints are received, they are assessed and may be handled informally, through formal procedures, or by independent investigators where appropriate. Stirling noted that the number of complaints received is not high, which she described as reassuring.
What did the watchdog say?
Mary-Ann Stephenson, chairwoman of the EHRC, said the union had "put in the hard yards" to make the organisation a safer place to work.
There are now better procedures in place to protect staff from harassment and discrimination, and much more effective ways for staff to raise concerns in the first place.
Stephenson added that by law, employers must take reasonable steps to protect their staff from sexual harassment and discrimination, and that the EHRC would not hesitate to act where organisations fail to uphold their duties under the Equality Act.
What was the background to these changes?
The 2023 investigative programme uncovered serious allegations at the WRU, prompting an independent review chaired by Dame Anne Rafferty. That review found aspects of the culture were sexist, misogynistic, racist and homophobic, and that these issues were not properly challenged by leadership. The organisation apologised, saying it was "truly sorry" to those affected.
A week after the programme aired, former WRU chief executive Steve Phillips resigned and received a pay-off of £480,000. Nigel Walker took over the interim position, and Abi Tierney was appointed chief executive in January 2024, with the WRU committing to implement all of the review's recommendations.
What is the current context?
The EHRC's clearance comes as the WRU faces separate challenges in its professional rugby structure. The union is proceeding with plans to cut the number of men's professional clubs from four to three by 2028, a restructuring that has drawn criticism from former players and business leaders. The decision-making framework for the west Wales region is due to begin in December 2026 and be completed before the end of the 2026-27 season.
Key Facts
- The EHRC ended its legal agreement with the WRU after finding the union had successfully implemented workplace culture improvements
- The 2023 independent review produced 36 recommendations covering governance reform, inclusion and strengthening the women's game
- Improvements include mandatory harassment training for managers, standardised complaint procedures, and enhanced whistleblowing protections
- The WRU has appointed an independent chair and six board directors, with four being women
- The watchdog warned it would take action against any organisation failing to protect staff from sexual harassment and discrimination under the Equality Act
