The BBC have also reflected on behavior and culture in the workplace. This change follows closely on the heels of the publication of the Respect at Work 2025 report. The organization commissioned this report soon after the debacle of recent guilty pleas by prominent figure Huw Edwards. Yet this recent growth forced the organization to reconsider its internal culture. At the report’s press conference, BBC chairman Samir Shah denounced the status quo. He stressed the need for accountability and called for a change in the organization’s culture.
The Respect at Work 2025 report is an important moment for the BBC. It comes 12 years after the 2013 review, which addressed the institution’s culture following the fallout from the Jimmy Savile scandal. The previous NOFA called for “hard, zero intolerance to harassment.” At the time, then-director general Tony Hall made a big show of doubling down on this commitment. As exposed in a recent investigation, problems of harassment and abuse continue to thrive at the company.
Shah gave a fiery speech, confirming his intentions of stamping out officer malfeasance. His voice shook with fury as he stated, “If you think you’re too big to live by the values of this organisation, you are wrong and we will find you out.” This declaration is an important turning point for the BBC. As a result, it seeks to address its past and encourage honesty at all levels of the overall institution.
Current director general Tim Davie reiterated his dedication to effecting change, asserting he is “totally committed to make long-lasting change.” Yet, the report paints a deeply unsettling picture. Fewer than half of such employees said they have the confidence to report harassing behavior freely and fearlessly. These revelations come as almost a third of freelancers report having seen unacceptable behavior at the BBC. This statistic should cause all involved with this organization to question the culture.
Human Capital’s report, Just Unacceptable, dives headfirst into the gray areas of workplace interactions. In fact, if we look closely, it defines inappropriate behavior not just as extreme cases of harassment but explains other subtler manifestations such as colleagues being touchy, rude, ridiculing ideas or using angry outbursts. These behaviors create an environment where staff can feel threatened or hesitant to express concerns.
Shah and Davie have clearly set out their intentions to build a credible, transparent and safe environment. Yet, Davie’s name being missing in action from the 60-page report lays heavy on accountability at the highest levels. The BBC is nevertheless coming to grips with the nuclear fallout from Edwards’ damaging revelations. These disclosures underscore profound malfeasance within RTD’s leadership and culture.
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