‘Predatory and Grooming:’ 4 ANZ CEOs Accused of Sexual Harassment

In the past year, we’ve seen several Australian and New Zealand CEOs face workplace sexual harassment allegations. In this article, we look at four of the most notable cases, explaining what they were alleged to have done, how the allegations were tested, and what happened next.

1. High-flying Sydney tech CEO settles sexual harassment claim

In July 2026, a former legal counsel for Sydney-based software firm Dovetail agreed to an out of court settlement for the workplace sexual harassment she allegedly suffered from its CEO. Bethany Lo Russo had accused CEO and co-founder Benjamin Humphrey of “relentless romantic campaigning” and exploiting the power imbalance between them. This, she claimed in one instance, led to non-consensual sex at the office early one morning. She alleged that several workplace sexual harassment and assault incidents took place during April to May 2022. According to her Federal Court claim, Ms. Lo Russo alleged that these took place while she was “heavily intoxicated.” She said that she felt “emotionally manipulated and pressured” by the power imbalance, noting that she had “increasing fears” for her job security.

CEO accused of sexually assaulting victim

Ms. Lo Russo alleged the first workplace sexual harassment incident occurred at a Dovetail Christmas party in December 2021, before her employment had officially started. She said Mr. Humphrey asked whether she had an open relationship with her husband. Then, as the night ended, he allegedly hugged her before he “slid his hands down [her] buttocks and squeezed them hard.” In March 2022, Ms. Lo Russo alleged an incident that occurred at Dovetail’s office after hours. She claimed Mr. Humphrey led her into a meeting room, took off her clothes and had non-consensual sex with her. Ms. Lo Russo claimed that during the ordeal, she drifted “in and out of consciousness” through fatigue. Another incident allegedly took place in June 2022. This was when Dovetail marked its fifth birthday and its valuation of $960 million. Staff celebrated with around seven hours of drinking before ending up at a Sydney CBD pub. Ms. Lo Russo alleged Mr. Humphrey told her he wanted to talk, then instead led her to a “dark, isolated stairwell near a janitorial supply closet.” She claimed he then kissed her and touched her vagina. Ms. Lo Russo alleged several colleagues saw what was happening, leaving her humiliated.

Firm allegedly moved to ‘control the narrative’ following sexual harassment complaint

Ms. Lo Russo alleged that a group of employees lodged their own complaint about Mr. Humphrey’s conduct toward her. She claimed that senior managers took her into a meeting room, without a support person but with Mr. Humphrey present, to discuss how they would characterise the relationship to concerned staff. Ms. Lo Russo claimed that Mr. Humphrey told her to “present a public narrative” that their relationship was loving, consensual and mutually desired. Mr. Humphrey rejected this account entirely. He claimed his relationship with Ms. Lo Russo was consensual and was disclosed to colleagues and investors at the time. Mr. Humphrey said that Ms. Lo Russo continued working at Dovetail for another eighteen months after it ended.

Workplace sexual harassment case discontinued after two years

Ms. Lo Russo filed proceedings in the Federal Court of Australia in October 2024, alleging sexual harassment, discrimination and victimisation. Mr. Humphrey filed an 82-page defence including private messages he said proved the relationship was mutual. He also flagged plans to countersue for defamation. However, the case never reached judgment. Ms. Lo Russo discontinued the proceedings in July 2026, confirming that the matter had been “jointly resolved outside of the court process.” Neither side disclosed whether any payment changed hands. Dovetail’s investor Blackbird Ventures said it had been told about the relationship in 2022 but was not aware of the specific allegations until they became public. The company said it had urged Dovetail to support Lo Russo and resolve the dispute appropriately.

2. Greyhound racing boss nicknamed ‘Handsy’ by staff

In August 2025, media reports came out detailing the workplace sexual harassment allegations made against the CEO of Greyhound Racing NSW, Steve Griffin. The allegations against him relate to his earlier six years as chief executive of the industry’s regulator, the Greyhound Welfare and Integrity Commission (GWIC). The allegations came out during a NSW parliamentary hearing. A GWIC staff member lodged a formal grievance in December 2020, alleging Mr. Griffin placed his hand on her bare shoulder for an extended period at that year’s Christmas party. This left her visibly uncomfortable, which was noticed by a third person nearby. The complaint came only a week after GWIC’s HR had sent staff a general email flagging that inappropriate touching would not be tolerated. This email was sent after an anonymous staff survey had raised similar concerns about unidentified colleagues. Notes from a follow-up meeting between the woman, Mr. Griffin and GWIC’s HR recorded that Mr. Griffin thanked her for raising the complaint and apologised. He said that it was not his intention to make her feel that way.

Parliament told CEO was known as ‘Handsy’ at his old workplace

Mr. Griffin’s sexual harassment allegations were not detailed in a court case. Instead, they surfaced during a NSW parliamentary budget estimates hearing in August 2025. Animal Justice MP Emma Hurst had asked Racing Minister David Harris if he was aware that it was “well known that staff referred to Mr. Griffin as ‘Handsy.’” Mr. Harris said he was unaware of the nickname and had only recently been told about the allegations. Meanwhile, GWIC’s current CEO told the hearing he could not recall ever using the nickname himself. Mr. Griffin denied any pattern of misconduct or workplace sexual harassment. He said that he himself had raised the incident with HR. Mr. Griffin claimed that the woman “subsequently acknowledged that I meant nothing by it.” He described his 40-year career in policing, regulation and the public service as one built on professionalism.

3. Vic doughnut chain boss attempts to slander sexual harassment victim

In June 2026, CEO of Victorian fast-food franchise Spanish Doughnuts faced allegations of workplace sexual harassment in the Victorian Civil and Administrative Tribunal case McColley v Spanish Doughnuts Franchising Pty Ltd [2026]. Twenty-two-year-old Darcy McColley accused the company’s 66-year-old CEO Michael Aldemir of “predatory and grooming” conduct. Mr. Aldemir had founded Spanish Doughnuts, which once ran more than a dozen outlets across the country, including in China. The business later collapsed into external administration after Mr. Aldemir was declared bankrupt. Between February and May 2022, Ms. McColley claimed her boss made “unwelcome sexual advances” toward her. She claimed that he commented on her appearance and smell, and offered to purchase her clothes and perfume. Ms. McColley also claimed that Mr. Aldemir sent suggestive text messages and sent her secret payments.

CEO hid victim’s travel costs so wife could not see

Ms. McColley claimed the CEO took her on interstate work trips to Byron Bay and the Gold Coast that would not usually have involved someone junior and inexperienced like her. She alleged the Byron Bay trip was arranged under the pretext of business, but was really because Mr. Aldemir wanted to “spend time with her” alone. On the Gold Coast trip, Ms. McColley alleged that Mr. Aldemir claimed there had been a booking mix-up at the hotel and suggested they share a room. She also claimed that he had her personally cover travel expenses so the trips would not show up in business records that his wife might see.

Boss branded sexual harassment victim an ‘actress’ who had ‘issues with men’

Ms. McColley brought her workplace sexual harassment claim to the Victorian Civil and Administrative Tribunal in August 2023. She claimed the Spanish Doughnuts workplace was “intimidating, hostile, degrading and offensive to women.” Ms. McColley said that there was no HR department to report any of it to, leaving resignation her only option. Meanwhile, Mr. Aldemir and the company repeatedly failed to file any defence material despite multiple deadlines. The Tribunal found that because of this, Ms. McColley had waited years for her workplace sexual harassment claim to be finalised. It was noted that Mr. Aldemir and the company had been given repeated opportunities to give evidence and simply had not done so. This ongoing delay had caused Ms. McColley significant and unnecessary disadvantage. At a hearing in May 2026, Mr. Aldemir used his time before the Tribunal to attack Ms. McColley’s credibility, branding her “an actress.” He said that she had been “trained like that when she was little” and that she “likes to perform.” Mr. Aldemir claimed that Ms. McColley would “say anything to get away with it.” He also claimed that she had “issues with men in her life, her father, her…mother.” Mr. Aldemir said that she had made accusations against him “just to try to pick on something.” The Tribunal branded Mr. Aldemir’s comments as “inappropriate and distressing.” It ultimately ruled in Ms. McColley’s favour, finding that Mr. Aldemir’s behaviour would have “offended, humiliated or intimidated” a reasonable person. The Tribunal ordered a subsequent hearing to determine Ms. McColley’s compensation and costs.

4. Billionaire ‘NZ of the Year’ CEO hands back award due to sexual harassment allegations

New Zealander Sir Rod Drury co-founded accounting software company Xero, valued at over $14 billion, in 2006 and served as CEO for eleven years. In early 2026, shortly after he was knighted and named New Zealander of the Year, three women accused him of workplace sexual harassment. Former Xero employee Ally Naylor alleged Mr. Drury invited her to his apartment across the road from the office on multiple occasions during her employment. She claimed that on one visit he told her he wanted to kiss her before she declined. Ms. Naylor said similar behaviour recurred on around five further occasions before she lodged an internal complaint on her last day at the company in 2017. A second former employee, referred to publicly only as Amy, alleged she was invited to Mr. Drury’s apartment under the pretence of discussing a job opportunity. Amy claimed that their conversation never turned to work, and when she tried to leave, he “grabbed me and kissed me up against the wall.” She said she cried the entire walk home. A third woman, who worked as Mr. Drury’s private chef, alleged he repeatedly kissed her on the lips in greeting. The woman claimed this happened “easily over 50 times.” She later reached a confidential settlement with him after alleging unjustified dismissal and workplace sexual harassment.

Knighted CEO returns ‘New Zealander of the Year’ title as police investigate

Mr. Drury has denied all three accounts, describing his relationships with the alleged victims as “limited, consensual and mutual.” Two of the women made complaints to police and have been interviewed; no criminal charges or court findings had been reported at the time of writing. Mr. Drury agreed to return his New Zealander of the Year title after the awards office said the allegations were inconsistent with the honour’s values. Mr. Drury, however, maintained that he “completely reject[ed] the recent allegations” but said he did not want the ongoing dispute to place further pressure on the awards program.

Workplace sexual harassment FAQs

• Can a CEO be personally liable for sexual harassment at work?

Yes, a chief executive can be personally named in a workplace sexual harassment claim if they are alleged to have engaged in the unwelcome conduct themselves. Companies can also be held vicariously liable for the actions of their executives and staff. This means both the individual and the organisation may face legal consequences. The Dovetail case above is a clear example of this. Ms. Lo Russo’s Federal Court claim named CEO Benjamin Humphrey personally and Dovetail as a company. This reflected the two separate bases on which a workplace sexual harassment claim can be brought.

• How many workplace sexual harassment claims are settled out of court?

The large majority of workplace sexual harassment matters in Australia never reach a public hearing or judgment. The Fair Work Commission‘s processes are built around resolving disputes through conciliation or conference first. Most matters are worked out this way, with only a small proportion proceeding all the way to a contested hearing. The same pattern tends to hold once a matter moves into the Federal Court. Many claims are resolved through negotiated settlements rather than a judge’s decision. The Dovetail case is a good illustration. Ms. Lo Russo’s claim spent close to two years in the Federal Court, with both sides filing detailed evidence and CEO Mr. Humphrey preparing an extensive defence. However, the matter was ultimately discontinued in 2026 after being resolved outside the court process, rather than being decided by a judge.

Have you experienced workplace sexual harassment?

If you have experienced workplace sexual harassment, bullying, unlawful termination or adverse action, it is important to get advice as soon as possible. We at Sexual Harassment Australia have helped Australian workers for over two decades. We’re known by employers for holding them to account and getting the compensation victims deserve.

We offer a no win, no fee service, and your first consultation with us is free and confidential. Contact us today on 1800 333 666 to take the first step.

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