Bosses in Nine’s broadcast division would belittle, intimidate, gaslight and sexually harass employees, and when complaints were made against management, HR would cover it up.

That was the key finding of a review of the company’s workplace practices and culture, which revealed Nine Entertainment has a systemic issue with abuse of power and authority, bullying, discrimination and sexual harassment.

The review was conducted after sexual harassment allegations surfaced against former Nine Entertainment news boss Darren Wick.

Based on 934 Nine-wide staff survey responses, as well as 122 face-to-face interviews and written submissions, the review included confronting testimonies about the toxic culture of the company, including a cover-up by HR when complaints were made.

The review, conducted by workplace culture firm Intersection, found the broadcast division had “very high prevalence rates of abuse of power or authority” (62 per cent).

“These findings paint a picture of an organisation where accountability is lacking, where decisions in the workplace are made based on personal gain or preference, and where an individual’s role or status can be used to bully, harass or to ‘punch down’,” the review said.

“These practices have created an ecosystem of inequity, where poor performers are not dealt with in real time, if at all.”

More than half of all employees in the broadcast division (57 per cent) also reported experiencing bullying, discrimination or harassment.

“These behaviours are perpetrated by leaders and peers alike and are often not addressed.”

Nearly a third of broadcast employees (30 per cent) reported experiencing sexual harassment, with sexually suggestive comments or jokes and intrusive questions about appearance or private life being common behaviours.

“Although sexual harassment most often occurred at work, social events (where alcohol was present) were found to be a risk factor for sexual harassment,” the review said.

“Known perpetrators of inappropriate workplace behaviours have not been dealt with; rather employees have been warned about interactions with certain individuals, or told to avoid contact with them. In other instances, leaders have attempted to ‘cover up’ inappropriate workplace behaviours, or to discourage the reporting of incidents.

“These behaviours come at a significant human cost.”

Nine staff who made complaints say HR engaged in ‘cover-up’

One employee told the review: “The anxiety I experienced before [each workday] was debilitating. He [unknown] would humiliate me in front of everyone else on the team.”

Another said: “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.”

Another said: “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.”

Some gave detailed accounts of sexual harassment: “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.”

Another said: “It would not be uncommon to be asked or to hear: “Who did you f*** last night?” or “Someone is going to get their dick sucked”.

Workers told the review that when they made complaints, HR would cover it up.

One worker put it this way: “It is drilled into us to never go to HR. They are very much on the side of the company. Their attitude is ‘it’s not our fault this happened’.”

While the review included a deep-dive into Nine’s broadcast news and current affairs division, it also included results of a company-wide survey.

That found more than half had experienced or witnessed abuse of power or authority (52 per cent), nearly half had experienced bullying, discrimination or harassment (49 per cent) and nearly a quarter had experienced sexual harassment (24 per cent).

One in six (16 per cent) Nine employees had experienced all three forms.

Nine apologises and promises change 

The report has made 22 recommendations and the Nine Board has committed to implementing all of them.

“Today is an incredibly difficult day for Nine as we confront these findings and reflect on serious cultural issues as an organisation,” Nine chair Catherine West said.

“To any individual who has experienced inappropriate conduct that does not meet the values of Nine, we are deeply sorry. On behalf of the Board, I unreservedly apologise.”

Nine acting chief executive Matt Stanton said behaviour experienced by Nine staff was “not acceptable in any workplace and falls well below what our people should expect in the work environment”.

“While it is important that today all of us at Nine take a moment to reflect, we also move forward with a resolve to do better,” he said.

Intersection principal Natasha de Silva said the recommendations made by the review are “intended to build a safe, respectful and inclusive culture at Nine into the future”.