Nine Entertainment has unveiled a sweeping Action Plan aimed at addressing systemic cultural issues identified in a scathing independent review conducted by workplace consultancy Intersection.
This blueprint, endorsed by Nine’s Board, represents a major step in reshaping the organisation’s culture and ensuring accountability, inclusion, and safety for all employees.
The independent review of the workplace culture at the media giant highlighted significant issues of abuse of power, bullying, discrimination, harassment, and sexual harassment within its TV News & Current Affairs division. The review found that 62 per cent of employees reported abuses of power, and 57 per cent experienced bullying, discrimination, or harassment.
The toxic culture, marked by power imbalances and gender inequality, led to an environment where high performers were overburdened while poor performers faced no consequences.
Although sexual harassment incidents were below industry averages, 30 per cent of employees still reported such experiences, often linked to social events with alcohol.
It is worth noting that the review also identified positive aspects, including strong peer support and improvements following recent management changes.
In response, Nine’s Board committed to implementing all 22 recommendations from the report to improve the company’s culture. The Action Plan, structured around the recommendations from the Intersection review, introduces additional commitments to solidify cultural transformation.
It centres on four priority areas: People and Culture, Leadership, Policy, Procedures and Governance, and Diversity, Equity, and Inclusion (DEI). With measurable goals, transparent timelines, and dedicated investment, Nine’s strategy aims to set a benchmark for cultural change within the Australian media industry.
People and Culture: Building Foundations of Support
Nine is prioritising the improvement of its People and Culture (P&C) function by addressing key structural and cultural gaps. This includes trauma-informed investigations training, which have already been completed for current staff, with ongoing training for new hires.
Additionally, Nine is focusing on employee wellbeing by transitioning to a holistic wellbeing provider, Sonder, starting in January 2025. Sonder’s platform will provide comprehensive support covering physical, mental, and emotional health.
Furthermore, Nine will seek to implement a formal Human Resources Information System (HRIS) by March 2025, streamlining processes related to performance management, training, and development.
Leadership: Accountability at the Top
Recognising that cultural transformation must be driven from the top, Nine has introduced several measures to ensure leadership accountability. Starting in FY2025, senior leaders’ performance metrics will include cultural outcomes, directly linking their remuneration to progress in fostering inclusivity and respect.
In addition, Nine plans to launch a comprehensive cultural transformation program in March 2025, which will provide senior leaders with training on inclusive and strategic leadership.
Policy, Procedures, and Governance: Ensuring Transparency
Robust governance and clear policies are essential to Nine’s cultural reform efforts. As part of its plan, Nine has introduced the YourCall hotline, an external complaints management system available to both past and current employees. By the end of December 2024, the company will finalise a panel of independent investigators to handle sensitive cases.
Additionally, Nine is conducting a comprehensive review of its Code of Conduct, with mandatory employee training set to begin in July 2025. This training will clearly communicate expectations and the consequences of breaches.
Furthermore, Nine will update its Grow@Nine framework by mid-2025, linking performance reviews to remuneration and incentives and ensuring its application across all divisions.
Diversity, Equity, and Inclusion: Embracing a Broader Vision
A key focus of Nine’s cultural transformation is creating an inclusive environment where all employees feel they belong. To support this goal, Nine is formalising a five-year Diversity, Equity, and Inclusion (DEI) strategy, which includes action plans backed by employee network groups. The strategy is set to be finalised by December 2025.
Additionally, Nine is working towards endorsing a Reconciliation Action Plan by mid-2025 aimed at supporting First Nations communities.
As part of its commitment to equity, Nine will also conduct an independent review of employment arrangements in its Broadcast Division starting in March 2025, addressing any disparities in conditions, entitlements, and remuneration.
Accelerating Progress and Leading Industry Change
Spearheaded by the Board and senior management team, Nine Entertainment’s acting CEO Matt Stanton said that “everyone at Nine is united by the need for change”.
“The progress made over the past six weeks is reflective of our collective desire to move quickly and build a Nine we can all be proud of,” said Stanton.
“Since the release of the Intersection Report, Nine has taken decisive action which will positively contribute to our cultural uplift. We’ve also spent a lot of time connecting and communicating with our people, reflecting on how we can learn from this difficult yet necessary process and make lasting change”.
While Nine’s Action Plan addresses the immediate recommendations of the Intersection review, the organisation’s ambitions extend beyond its walls.
“While our commitments to embedding our Action Plan remain unwavering, our cultural transformation ambitions are broader than the 22 recommendations alone, and indeed broader than Nine itself. Of course, our unrelenting focus remains on addressing Nine’s cultural issues. However, there is no denying the prevalence of poor behaviour in the media industry is unacceptable, and change is required,” said Stanton.
“As the largest employer in the industry, we believe we can play an active role in shaping the cultural change required to create a safe, respectful and thriving industry. At the appropriate time, we look forward to engaging with our industry peers to address these issues”.
To reinforce its commitment to transparency, Nine will provide quarterly progress updates to its Board and annual reports to employees starting in 2025.
Nine’s journey toward cultural transformation is a long-term commitment requiring collective effort. Since the release of the Intersection report, over 60 per cent of the recommendations have already been completed or are underway.
As Nine embarks on this ambitious journey, its success will hinge on the collective resolve of its leaders, employees, and stakeholders to create a workplace where everyone can thrive.
