The review heard from around 2,500 employees and freelancers through one-to-one meetings, group discussions, a survey and written submissions
The BBC has said it will take immediate action to improve workplace culture, after publishing a comprehensive independent report.
The report from Change Associates, led by Executive Chairman and Founder Grahame Russell, found no evidence of a toxic culture, but in a series of detailed findings and recommendations it highlighted key areas for improvement.
The review heard from around 2,500 employees and freelancers; through one-to-one meetings, group discussions, a survey and written submissions. The review was commissioned by the BBC Board in August 2024, with work beginning in October.
The report – published today – found the majority of people who work for the BBC are proud to do so and describe loving their jobs.
Some staff, however, thought there were a minority of people at the BBC – both on and off-air – who were able to behave unacceptably without it being addressed.
“Even though they are small in number, their behaviour creates large ripples which negatively impact the BBC’s culture and external reputation,” the report concludes.
The BBC Board has fully accepted the report and its findings, as has BBC management. Both view it as a catalyst for meaningful change – to reinforce expectations around behaviour and act more decisively when standards are not met.
BBC Chair Dr Shah told staff today: “There is a minority of people whose behaviour is simply not acceptable. And there are still places where powerful individuals – on and off screen – can abuse that power to make life for their colleagues unbearable.
“The report makes several recommendations that prioritise action over procedural change – which is exactly right. It also addresses some deep-seated issues: for example, the need to make sure everyone can feel confident and not cowed about speaking up.
“I support the idea that we need to reinforce the behavioural expectations and standards we have for everyone who works with or for the BBC.”
He added: “In the end, it’s quite simple: if you are a person who is prepared to abuse power or punch down or behave badly, there is no place for you at the BBC.”
Director-General Tim Davie said: “This report represents an important moment for the BBC and the wider industry. It provides clear, practical recommendations that we are committed to implementing at pace. I’m grateful to everyone who took part and contributed.
“The action we are taking today is designed to change the experience of what it is to be at the BBC for everyone and to ensure the values we all sign up to when we arrive here – the values that, for most of us, are what made us want to come to the BBC in the first place – are lived and championed by the whole organisation each and every day.”
The BBC is taking immediate action from today, including:
- Launching a refreshed and strengthened Code of Conduct, with specific guidance for on-air presenters.
- Implementing a more robust Disciplinary Policy, with updated examples of misconduct and clear consequences.
- Requiring all TV production partners to meet Creative Industries Independent Standards Authority (CIISA) industry standards.
- Rolling out a new ‘Call It Out’ campaign to promote positive behaviour, empower informal resolution where appropriate, and challenge poor conduct.
- Introducing clear Pledges for anyone raising concerns, setting out what they can expect from the BBC.
The BBC will build on this over the coming months to embed long-term change by:
- Updating all future employment and freelance contracts to set out clear expectations around behaviour.
- Transforming how we manage concerns and cases, launching a new Resolving Concerns Helpline to help address issues earlier; providing a single point of contact for each case when concerns are raise, along with improved communication and support. To ensure cases are managed with rigour, consistency, and urgency, there will be investment in new resources to support those handling complex cases.
- Training all managers on our updated Code of Conduct and values and require them to lead regular team discussions on culture and behaviour.
- Introducing in-person inductions for all new joiners, with a strong emphasis on values and expected behaviours.
- Conducting regular, targeted culture checks within divisions to monitor sentiment, identify issues, and intervene swiftly where needed.
- Implementing succession planning for our most senior on-air roles.
- Expanding HR support with additional resources and capacity
The Executive has agreed to update the Board on progress against its plan at regular intervals.
