The inquiry into Nine's bullying workplace culture has made 22 recommendations to fix its systemic issue with abuse of power and authority.
The workplace culture has been found to be a place where “bullies thrive and are rewarded” and the "cool kid" reign, staff told the inquiry.
The recommendations are designed to support Nine to meet its legal obligations, address employee concerns nd foster a workplace culture characterised by safety, respect and inclusion.
The recommendations achieve this by addressing the underlying drivers and risk factors which give rise to inappropriate workplace behaviours at Nine.
The recommendations in order of priority:
- Foundational recommendations are intended to address the most pressing drivers and risks of inappropriate workplace behaviours at Nine, and to lay the groundwork for building a safe, respectful and inclusive culture.
- Intermediate recommendations are targeted at improving the maturity of Nine’s culture.
- Advanced recommendations are those that ensure the organisation is moving towards best practice in preventing and responding to inappropriate workplace behaviours.
A number of employees shared that they had participated in the review to demonstrate their support for colleagues and commitment to cultural change at Nine.
Organisational culture firm Intersection, who conducted the review, encourages Nine to harness this commitment and goodwill by consulting with its employees to inform the implementation of the recommendations outlined below.
Foundational – getting the basics right:
- Issue a statement of acknowledgement
- Share the findings and recommendations of this Review with employees
- Ensure the Group Leadership Team (GLT), as the senior leadership group of Nine Entertainment, is responsible and accountable for leading cultural change and establishing safe, respectful and inclusive workplaces across the organisation
- Ensure the senior leadership of all Divisions, prioritising the Broadcast Division, are responsible and accountable for leading cultural change and establishing safe, respectful and inclusive workplaces
- Review the resourcing and structure of People and Culture
- Invest in a human resources information system and a system that captures performance and development, and training
- Continue to invest in an external complaints management system
- Engage an independent external complaints investigator for complaints made in the next 12 months
- Develop an independent, external process for complaints against Board members or senior leaders
- Review and update the Code of Conduct
- Update workplace behaviour related policies and procedures
- Review and update the employee Performance and Development process
- Establish a best practice process for recruitment
- Establish a transparent and objective process for allocating work, particularly within the Broadcast Division
- Commission an independent equity review of employment arrangements in the Broadcast Division
- Develop a Respect@Work Risk Management Matrix and supporting governance structure
Intermediate – improving maturity:
- Review and update the Leading@Nine training to better equip people leaders
- Review and update mandatory training on inappropriate workplace behaviours
Advanced – moving towards best practice
- Establish a network of contact officers
- Report to employees annually on complaints and their outcomes
- Develop a 5-year Diversity and Inclusion Strategy supported by action plans
- Conduct a further survey in the next 3 years
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