After publishing an independent report, the BBC will take “immediate actions” to improve its work culture.
The broadcasting company announced its review in August after Huw Edwards, a newsreader who was arrested after making indecent pictures of children and subsequently paid more than PS200,000 as salary, had to return the money.
The BBC board at the time had stated that it was “concerned about the possibility of inappropriate behavior, especially in creative and editing environments”.
Change Associates, a management consultancy, conducted the review to ensure that “consequences of inappropriate behaviour and power abuse are understood by all” and that any issues are dealt with quickly.
The report found no evidence that a toxic culture existed in the workplace, but it did identify a number key areas for improvement.
Six key recommendations are made:
- The BBC is resetting expectations for all those who work with the BBC and for them, including freelancers as well as production companies.
- Enabling an “enriched feedback culture” in which employees feel confident to call out inappropriate behavior;
- Culture data can be accessed in real-time and is visible to all employees, allowing them to see patterns within the organization. This allows for quick action when needed.
- The BBC invests in developing HR, management and leadership capability. They agree on the skills that are most important and they embed them.
- Creating more opportunities to gain more experience on air by reviewing its succession planning and management.
- Ensure that there is a rapid response to reports of unacceptable or inappropriate behaviour with “independent audits in all aspects of the Case Management Process”.
Around 2,500 employees and independent contractors were heard through individual meetings, group discussions and written submissions.
The report concluded that although the vast majority of BBC employees are proud of their work and enjoy it, some thought a small minority “were able to act in an unacceptable manner without being confronted”.
Samir Shah, BBC chair: “In the end, the answer is simple. If you’re someone who abuses power, is willing to punch people or act badly, you have no place at the BBC.”
The report says: “Even though their numbers are small, they create large ripples that negatively impact BBC culture and reputation.”
BBC chair Dr Samir shah said, “There are a few people whose behavior is just not acceptable.” There are still places, on and off-screen, where powerful people can abuse their power to make the lives of their colleagues unbearable.
The report is right to make several recommendations which prioritize action over procedure change. The report also tackles some deeply rooted issues, such as the need for everyone to feel confident about speaking out and not be intimidated by it.
“I agree that we should reinforce our expectations of behaviour and the standards that apply to everyone who works for or with the BBC.
“At the end of the day, it is quite simple: If you are someone who is willing to abuse power, or beat down, or behave badly, then there is no room for you at BBC.”
Simple and clear
Director-general Tim Davie stated that the report contained “clear and practical recommendations” which would be implemented as quickly as possible.
The BBC is committed to ensuring that the values it promotes are lived by all employees every day.
In response to this report, the BBC has launched a new code of conduct with guidance specific for presenters.
It will also develop a stronger disciplinary policy, and launch a new “Call It Out” campaign to encourage positive behavior.
Production companies must meet Creative Industries Independent Standards Authority industry standards. These companies may be a risk to broadcasters’ reputations if “stars” behave badly, such as Masterchef host Gregg Wallace who was investigated over allegations of inappropriate sexual remarks.
In the long-term, BBC will examine how it handles complaints about behaviour, train managers on its code of conduct and values, and implement a succession plan for its senior on air roles.
All new employees will be given an induction in person, with a focus on values and behaviours expected. BBC HR will be expanded through the addition of additional resources.
Ellie Herriot is the director of workplace culture specialists Byrne Dean and the head of their training department. She said that the response was positive.
“The BBC has taken a proactive approach; they recognize that their culture, specifically how employees feel treated, is an important factor in driving performance, creativity and productivity. The BBC also acknowledges that although things have improved since the last major review in 2013, there are still problems and that previous implementation was not effective.
Fear is what keeps people from speaking out, and the larger the scandal, the greater the fear. The beginning of a scandal is a small incident that others notice, but choose to ignore. It is less likely that a small issue will escalate into a major scandal if people are encouraged to call out minor infractions.
They need to be courageous and concentrate on ways to make sure that people believe the BBC and their colleagues want them to speak up when there is a problem and that they will be dealt with appropriately. It is important to encourage everyone at the BBC, including staff members, to speak up and discuss issues with their colleagues.
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