Maria Dew KC Review - 2026
Statement from David Thodey, AO, Chair of the Board and Sukhinder Singh Cassidy, CEO following completion of Maria Dew KC’s review:
In recent months, we engaged Maria Dew KC to review Xero’s handling of a 2017 whistleblower complaint. That review is now complete and we thank those that participated. Alongside that, we have also engaged directly with former employees, including Ally Naylor.
Apology
On behalf of Xero and its current Board, we unreservedly apologise to Ms Naylor and any former employee whose experience at that time did not reflect the standards we expect at Xero today. Xero regrets any historical actions taken, or not taken, that fell short of the expectations and standards we now hold ourselves to.
Actions Xero has taken since 2017 and Xero’s commitments
Following the 2017 complaint, Xero has made a range of changes to our Code of Conduct and people practices, introduced clear policies on workplace relationships and strengthened our governance and reporting. Xero’s policies and practices have continued to evolve and now include the global implementation of Australia’s Positive Duty laws focused on the prevention of sexual harassment and sex-based discrimination in the workplace. These policies and practices reflect Xero’s recognition of its responsibility to provide a safe and respectful workplace, and of the lasting impact on individuals if these standards are not upheld.
We can always seek to do better. As part of Xero’s ongoing commitment to maintaining a respectful workplace, the Board has determined that Xero will take further actions, including the following:
Further enhance Xero’s whistleblowing process by:
- enabling whistleblowers to report concerns to a third-party organisation; and
- appointing independent investigators for serious complaints involving senior executives or directors.
Enhance the support and clarity provided for whistleblowers and others who raise serious concerns by:
- providing clearer guidance on the whistleblowing and serious complaint handling process;
- providing additional wellbeing support to all whistleblowers;
- contributing to the cost of independent legal advice for employees who raise sexual harassment complaints involving senior executives or directors; and
- providing clearer communication of outcomes.
Enhance risk management and monitoring of workplace risks by:
- refreshing Xero’s integrated Positive Duty response plan and risk framework for prevention of sexual harassment and sex based discrimination;
- developing more integrated monitoring and reporting of incidents; and
- conducting more targeted employee surveys and exit interview processes.
Expand specialist training for the Board on sexual harassment risks, complainant disclosure, and trauma-informed approaches.
These actions build on the changes Xero has already made to its workplace practices over the last eight years and are intended to ensure that our approach continues to reflect leading practice.
We remain focused on ensuring Xero’s workplace now, and in the future, continues to be a safe, inclusive and respectful environment for every Xero.
20 October 2026