Report on Nine's workplace culture finds issues of bullying, harassment
Nine Entertainment Chair Catherine West has apologised to employees after an independent review found "concerning levels of inappropriate workplace behaviours" within the organisation.
The review, carried out by Intersection, uncovered the prevalence of abuse of power or authority, bullying, discrimination, and sexual harassment.
"The behaviour outlined in the report is unacceptable. Abuse of power, bullying, sexual harassment, and inappropriate conduct is not okay. This behaviour has no place at Nine," West said in a statement.
"To any individual who has experienced inappropriate conduct that does not meet the values of Nine, we are deeply sorry. On behalf of the Board, I unreservedly apologise."
Matt Stanton, acting chief executive officer at Nine, added that the report's findings were "personally distressing."
"The behaviour experienced by many of our people right across the business is not acceptable in any workplace and falls well below what our people should expect in the work environment," Stanton said in a statement.
'Inappropriate workplace behaviours'
The Intersection review, released on Thursday, was carried out after sexual harassment allegations involving Darren Wick, Nine's former director of news and current affairs.
It revealed that 52% of Nine employees experienced or witnessed abuse of power or authority in the last five years. Employees also experienced bullying, discrimination, or harassment (49%), as well as sexual harassment (24%).
"Overall, the review found concerning levels of inappropriate workplace behaviours at Nine," the report read.
"These experiences vary by Division. The survey results indicate that the drivers and risk factors for these behaviours are similar for those Divisions with higher prevalence rates of inappropriate workplace behaviours."
Source: Out in the Open: Changing the Culture at Nine Entertainment
'HR are there to cover things up'
The report, which was based on 934 Nine-wide staff survey responses, as well as 122 face-to-face interviews and written submissions, further uncovered a "strong view" among Nine's Broadcast workforce on the company's People and Culture (P&C).
According to qualitative data from the respondents, their view on the company's People and Culture includes:
- Represent the employer, and not employees
- 'Tick boxes' rather than genuinely try to resolve reports or complaints
- Do not adopt a trauma-informed approach
- Do not have a strong location-based presence
- View complaints as a burden or make employees feel bad for raising a complaint.
"They are very much on the side of the company. Their attitude is 'it's not our fault this happened.' We need a new HR dept. It is a huge failure," one of the respondents said.
"HR are there to cover things up," another respondent said.
Recommendations to Nine
Intersection's report outlined 22 recommendations to Nine to support it in meeting its legal obligations, addressing employee concerns, as well as improving its workplace culture.
Among the "foundational" recommendations include reviewing the structure of the company's People and Culture, as well as investing in a human resources information system.
In its statement, Nine said its Board committed to implementing all 22 recommendations, as well as requested management to provide a comprehensive action plan to uplift the company's culture during November 2024.
"The recommendations made by the review are intended to build a safe, respectful and inclusive culture at Nine into the future," said Natasha de Silva, Intersection principal, in a statement. "I am encouraged by the Board and management's commitment to transparency demonstrated by releasing the review report in full as well as their commitment to implementing the recommendations."
