Yesterday Nine released 82 pages of findings from its culture review by consulting firm, Intersection.
It made 22 recommendations to improve the workplace after finding a systemic issue with abuse of power and authority; bullying, discrimination and harassment; and sexual harassment. Nine’s Board committed to implementing all 22 and has offered support for staff for five working days.
The report did not name any staff, past or present -in some instances they were removed. According to media reports, Nine told staff if they wanted to make individual complaints they needed to follow a separate process.
According to news.com.au Deb Knight said, “No names have been passed on and so and now, if you want any action taken against individuals, you have to go through that process again. And a lot of people are just saying, Well, what was the point of this? Right? You know? What was the point of the whole exercise? We’ve been sold a pup.”
60 Minutes reporter Dimity Clancey also told a staff meeting that “people poured their hearts out, and so they were in tears for two hours.”
The report found 62% in the Broadcast Division had been subjected to an abuse of power or authority. 57% also reported experiencing bullying, discrimination or harassment such as public humiliation, ‘white-anting’, belittling comments or conduct, and aggressive or intimidating behaviour. Nearly a third of Broadcast employees reported experiencing sexual harassment, with sexually suggestive comments or jokes and intrusive questions about appearance or private life being common behaviours. It most often occurred at work and social events where alcohol was present.
Women reported experiencing all forms of inappropriate workplace behaviours at greater rates than men. Casual sexism and being held to a different standard than men were common experiences for women in the Broadcast Division.
16% of Nine employees had experienced all three forms of inappropriate workplace behaviours.
The following are some of the quotes given to the review:
The anxiety I experienced before [each workday] was debilitating. He would humiliate me in front of everyone else on the team.
I have endured thousands of microaggressions over time. It is death by a thousand cuts. …There was a point when I wanted to kill myself.
I have been on ice [by my manager] for speaking up about a story. Everyone calls it “Punishment Island”. When I was younger I would be in tears about something like this. I have now become disengaged. I am exhausted by the games.
[Individual] would shame you, stonewall you and you wouldn’t know why she would ignore you. I can think of 3 friends/colleagues who have been suicidal because of her.
I was broken. I left the newsroom after a year. By the time I left my soul was gone.
I had to leave. I took [a period of time] off because I was so traumatised. I felt so used and I know I couldn’t work at Nine again because he would just talk shit about me and undermine me. He has fatally damaged my career.
When I was in [location] [Individual] tried to groom me. He also touched me on the bum at the Xmas party and at other times he would rub my legs under the table. In [location] I saw him do it to other women.
[Individual] was so powerful he could make or break careers. They gave one person too much power. He was accountable to no-one.
I have seen a female bully/harass a colleague to the point where they resign and then the same female bully then bullies the replacement. And then it happens again. The female bully is smart enough to manage upwards (and puts on a show to others to demonstrate she is not a bully) but behind closed doors will bully others. A snake.
There is no point reporting issues – as the management is not interested – people, especially hard workers, are not recognised – bullies thrive and are rewarded.
We used to talk about being bullied, harassed or publicly humiliated like you’d talk about the weather. Now when I look back it horrifies me how normalised it had become.
It would not be uncommon to be asked or to hear: “Who did you f*** last night?” or “Someone is going to get their d*** sucked”.
There were some more positive:
Overall, I think most people at Nine, including my leaders, are working hard to create a safe and inclusive working environment. However, there are still odd small pockets where negative behaviours are tolerated.
I love working here at Nine. I love my colleagues. They are why I stay. We produce amazing content. I genuinely think we are the best.
In [Division], I have found leadership particularly informed and attuned to wider issues of power, sexual harassment, etc., and have heard second hand about proactive managers talking to female staff to see if they have any issues before anything is reported, rather than a response to. This makes me quite proud of our leadership.
I feel like we are on the right track … What we’re doing right now; we need to stick at it. It can’t just be a fad or a phase. I feel like we’re on the right track now, and we really need to see it through.
I love the work I do, the challenge, the days we make a difference.
Nine management statement and Chair response is here.
1800respect.org.au: 1800 737 732
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Beyond Blue 1300 224 636
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