Whistleblower claims cover-up of sexual harassment allegations at Horniman Museum

Whistleblowing concerns raised with the Charity Commission state that multiple current and former women employees of the Horniman Museum made allegations of sexual harassment against the chief executive, Gordon Seabright, during the period April to September 2025.

The Horniman Museum conducted an investigation at the time, but the outcome made no reference to any allegations about Seabright. Senior management were instructed to roll out a mandatory sexual harassment training course for all staff.

The Horniman Museum said: “It would not be appropriate for us to comment on the specifics of any investigation out of care, respect and the necessary confidentiality.” Seabright has never commented publicly on the allegations and did not respond to questions from Salamander. 

Complaints were raised under the museum's whistleblowing policy; however, the whistleblower claims that the resulting internal investigation into the allegations was seriously flawed.

The case also makes allegations of conflicts of interest between Seabright and the lead investigator, Michael Salter-Church, who is chair of trustees and also Seabright's line manager.

It argues that this may have affected the outcome of the investigation and constituted a breach of the Code of Conduct for Board members of Public Bodies.  

However, the Horniman Museum denied that there had been any breach of its policies.

The case was raised by the whistleblower with the Charity Commission in January 2026 and describes how allegations were brought to the museum's senior management team in April 2025.

Salamander has seen the complaint raised with the Charity Commission and some of the additional documents that were provided as evidence, without personal details of the alleged victims.

Allegations from several women against Seabright were initially shared with an ex-employee, who brought them to senior management at the museum in early April 2025.

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After some enquiries from the management team, further allegations emerged.

Emails that have been included with the Charity Commission case and which Salamander has seen include an example where a manager says that “at least four junior members of staff” asked another woman to raise concerns on their behalf.

Another manager said they were "making a list" of those who had approached them, with two other managers raising concerns.

As concerns grew, the senior management team submitted a formal whistleblowing complaint to the chair of the Audit and Risk committee, following the museum's whistleblowing policy.

The whistleblower told Salamander that in previous cases of whistleblowing and serious grievances raised at the museum they were aware of, an external investigator has been appointed.

"Especially when you're talking about a senior manager or director, it shouldn't be investigated by a colleague, it has to be someone outside the organisation."

Good practice for workplace sexual harassment investigations recommends that external investigators should be used when the accused "holds significant power or influence", when there are multiple allegations, or a risk that trust or impartiality may be compromised.

ACAS advice to employers handling a complaint includes a responsibility to ensure that "the person investigating the complaint is impartial and trained for the role".

However, in this case, the management team were told that Salter-Church, Seabright's line manager, would conduct the investigation, with the assistance of two other trustees.  

Salamander understands that Horniman Museum procedures allow escalation to their Board in appropriate cases, and the museum denies that its policy is to appoint an external investigator. 

The whistleblower told Salamander there was a lack of urgency in starting the investigation, suggesting that the allegations were not being treated seriously.

The complainants were told that "everyone's been busy" before the investigation began at the end of June.

The case raised with the Charity Commission claims that Salter-Church investigating his direct report, and the trustees' failure to appoint an external investigator, appears to be in breach of the Code of Conduct for Board Members of Public Bodies.

Paragraph 4.3 of the code of conduct states “you should not participate in the
discussion or determination of a matter where the interest might suggest a danger of bias”.

But in addition to Seabright reporting to Salter-Church, there was a further connection between the two men.

During the period covered by the investigation, Michael Salter-Church was seeking reappointment as chair of trustees. He needed a letter - effectively a reference - from Seabright to support his reappointment.

The Department for Culture, Media and Sport (DCMS) funds the Horniman Museum and manages the appointments process for trustees.

Salter-Church's four-year term as chair was due to end in August 2026, but since he was seeking reappointment, DCMS did not commence the process of looking for new candidates. Instead, they requested a reference letter in support of his reappointment.

The letter was requested at the end of July 2025. Seabright provided it on 11 September and Salter-Church was duly reappointed as chair.

The Charity Commission case points to this as a further conflict of interest with the potential to affect the outcome of the investigation, again raising the question of why an external investigator was not appointed.

By September, over a dozen more women are said to have come forward, although some were apparently reluctant to be interviewed by Salter-Church who they knew was Seabright's line manager.

Some raised concerns about anonymity and the possible effect on their job security and dropped out. These women said that they would have agreed to be witnesses to an independent investigation.

The internal investigation took place over Teams video conferencing. A panel of three, the chair and two trustees, conducted interviews with the alleged victims.

This is also challenged as failing to meet good practise in interviewing victims of sexual harassment, which can include using trauma-informed techniques, including interviewing in a safe, private space.

Rudi Schmidt, who was at the time the GMB trade union representative, attended Teams meetings to support union members if they wished.

Emails Salamander has seen state that Schmidt had confirmed at the start of the investigation that he was aware of issues with Seabright's behaviour.

Schmidt was also a Labour councillor for Lewisham council at the time. He has since defected to the Green Party, was re-elected as a councillor in May 2026 and appointed as Deputy Mayor and Cabinet member for Finance, Resources and Economic Development.

Salamander asked Schmidt for comment. A spokesperson for the GMB union responded: "Our reps work confidentially and deserve the same level of confidentiality that they afford the members they are representing."

Salamander was told that more women, including ex-employees were coming forward throughout September, but it seemed that there was a desire to close the investigation and some were not interviewed.

Alleged victims sent on training course

On 26 September, Salter-Church informed the senior management team that the trustees had concluded their investigation and on 30 September held an “Outcome meeting” on Teams.  

There was no reference to the allegations about Seabright. But the senior management team were instructed to roll out a mandatory sexual harassment training course for all staff.

The whistleblower said: "It's literally insulting to those people who complained. As a result of complaining, they were sent on a sexual harassment course.

"Instead of offering the assurance that complaints were taken seriously, it's like saying, 'do you know what sexual harassment is? I will send you on a course so you can learn. So therefore, keep your mouth shut next time'".

The whistleblower has also filed an employment tribunal claim, that gives a detailed account of their concerns over their treatment at the Horniman Museum.

The employment tribunal claim against the Horniman Museum makes specific references to the whistleblower’s treatment by Seabright and Salter-Church.

After a harrowing account of events, it makes claims of discrimination, harassment and victimisation under the Equality Act 2010 on grounds of race, and claims for constructive dismissal and "whistleblowing detriment, having made protected disclosures".

The Charity Commission responded: “We are aware of potential concerns at The Horniman Museum and Public Park Trust and are assessing information to determine whether or not this is a matter for the Commission.”

DCMS has responded to the whistleblower “while we understand the seriousness of the concerns you raise, I am afraid that in light of your legal claim against the Museum it would not be appropriate for the Department to comment further at this stage”. 

The Horniman Museum said: "We take any concerns raised about behaviour that may fall below our standards extremely seriously and have a zero-tolerance approach to harassment of any kind.

"The Horniman Museum & Gardens has clear policies and procedures, informed by external best practice and our legal requirements, which are followed. It would not be appropriate for us to comment on the specifics of any investigation out of care, respect and the necessary confidentiality.

"The Horniman is committed to providing a safe, respectful and inclusive environment for all."

If you have been affected by the issues presented in this article you can find help and support with 24/7 Rape & Sexual Abuse Support Line, Phone: 0808 500 2222. This service offers support to anyone who has experienced any form of unwanted sexual behaviour.

ACAS offer advice on your rights and options in the workplace if you have experienced or witnessed sexual harassment. ACAS helpline.

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