The media industry needs an overhaul of workplace processes to combat rising misconduct and bullying, according to Walkley-award winning journalist and former newsreader Tracey Spicer.
Spicer, who was made a Member of the Order of Australia in 2018, is saddened but not surprised about what’s happening in broadcast at the moment.
“It's heartbreaking to think of this happening to other women. Too often, the behaviour of offenders is an open secret,” Spicer told AdNews.
But people in the executive ranks, and members of the board, continue to cover it up, she says.
“At the upper echelons, there remains a 'boys' club' mentality, despite an increasing number of women at the top. It's also true that in organisations like this, bullying is rife, regardless of gender. And it seems to be tolerated, as long as the ratings continue to rise.”
A number of long-serving executives have recently resigned amid investigations after culture issues have emerged and staff have come forward reporting inappropriate behaviour across the major entertainment networks in Australia.
When Spicer worked full-time in commercial TV, this kind of behaviour was normalised.
In the '80s and '90s, misogynistic language, sexual harassment and assault, and bullying were systemic, accepted, and - in some circles - celebrated, she says.
“Like many colleagues, I was groped, grabbed, and regularly belittled. There were repeated instances of verbal and physical abuse. The corporate culture in the media was akin to the 'Wild West'."
Spicer’s contract was terminated weeks after returning from maternity leave in 2006.
She began action in the Federal Court, and wrote about this - and other colleagues' experiences - in her first book, The Good Girl Stripped Bare.
“Far too many women were forced out of the industry, because of this kind of treatment,” Spicer says.
In terms of solutions, a class action would certainly make an organisation rethink its need to change the culture, she believes. Spicer also voiced support for independent, external reviews into organisations and formal processes around harassment and conduct.
“Sexual harassment training is important. So is flattening hierarchies, and improving diversity at the upper echelons.”
Though, Spicer says, little will change until those in power bring their attitudes in line with modern times.
She still hears senior people in the media talking disparagingly about diversity, 'box-ticking', and women who are 'trouble-makers' for speaking out. In some cases, employees are reticent to use anonymous complaints lines for fear they may lose their jobs.
"These are extremely toxic, dangerous workplaces," she says.
“And all that matters is the bottom line. Questions should be asked about the leadership at organisations like this. Perhaps it's time for a refresh of Chair and CEO positions.”
The newsroom culture has improved a little, but not a lot, Spicer says.
Some of the young women who she mentors say the harassment, abuse and bullying is more covert these days. Offenders are working harder to cover their tracks.
“They say sunlight is the best disinfectant. We need to talk openly about these issues to address them head-on, with robust policies and procedures that are truly put into practice,” Spicer says.
“This is certainly preferable to sending offenders on their way with a golden handshake.”
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