Amid a firestorm of criticism following the release of a damning independent review into its workplace culture, Nine Entertainment’s acting chief executive Matt Stanton has sought to reassure employees that the media giant is committed to rooting out “abuse of power, bullying, sexual harassment or inappropriate conduct.”
The beleaguered company, Australia’s largest media conglomerate, commissioned the report after a tumultuous year that saw the abrupt departures of both its CEO Mike Sneesby and news director Darren Wick. While Sneesby cited the challenges of an exceptionally difficult year, sources suggest Wick’s exit after nearly three decades with Nine was directly linked to the cultural issues laid bare in the review.
Report Exposes Systemic Issues
Conducted by independent consultancy Intersection, the 82-page report pulled no punches, asserting that Nine suffers from “systemic” problems with abuse of power and authority, bullying, alleged discrimination, and sexual harassment, particularly within its television news and current affairs broadcast division.
These toxic behaviors, the report found, were “underpinned and enabled” by poor leadership, stark power imbalances, and a dearth of gender and cultural diversity. In the high-pressure broadcast environment, a workplace culture that tolerated and even normalized inappropriate conduct allowed it to fester unchecked.
Favoritism and Willful Blindness
Among the most frequently cited manifestations of power abuse were blatant favoritism, a willingness to overlook poor performance, and the prioritization of individual gain over staff wellbeing and the organization’s interests.
Perhaps most alarmingly, the report detailed instances of management downplaying or dismissing clear evidence of misconduct. In one case, a manager was shown footage of an alleged perpetrator “creeping on a woman” only to laugh it off, remarking, “that’s just him.”
Platitudes vs. Meaningful Change
While Stanton has been quick to declare that there is “no place at Nine” for the behaviors outlined in the report, some current and former employees remain skeptical that his assurances will translate into meaningful action.
“The messaging is just platitudes until they actually get rid of those [alleged] predators,” said one former news staffer who participated in the review.
Anonymous former Nine employee
She argued that for all the talk of accountability, Nine’s credibility hinges on its willingness to remove individuals who have been identified as perpetrators of misconduct, however senior they may be.
Ongoing Investigations and Calls for Transparency
Stanton confirmed that several active investigations into specific individuals are underway, with potential outcomes ranging from counseling and formal disciplinary action to termination of employment, should the claims be substantiated.
He emphasized the need for these investigations to remain confidential and to follow “proper process,” a stance some have criticized as an attempt to keep embarrassing revelations out of the public eye. There are concerns that in the rush to release the report, Nine failed to adequately brief staff on how individual accountability would be handled.
The Road Ahead
As Nine Entertainment begins the daunting task of overhauling its workplace culture, it faces intense scrutiny from employees, industry observers, and the public alike. With trust in media institutions already at a low ebb, the company can ill afford any perception that it is not fully committed to transformative change.
Stanton has promised regular progress updates on the action plan to “reset” Nine’s culture. But in a media landscape where scandals can quickly fade from the headlines, sustained pressure from staff and stakeholders may be key to ensuring reforms are truly embedded for the long haul.
As one employee put it, “It’s not about what they say now in the heat of the moment. It’s about the hard slog of day-to-day change, and whether that change outlasts the current news cycle. That’s what will determine if this is a genuine turning point, or just more empty corporate spin.”
