NZME independent workplace inquiry summary released after departure of three senior managers

The independent inquiry found that in order to encourage NZME staff to report inappropriate conduct, several company practices would need to be strengthened.

NZME owns the NZ Herald, Newstalk ZB, OneRoof, BusinessDesk and a suite of entertainment radio stations including ZM.

The review summary – and the actions the board and senior management would take to address the issues raised – was sent to staff by NZME chair Steven Joyce and chief executive Michael Boggs. It highlighted several key matters, including:

The NZME board would “maintain direct oversight” of any cases involving executive leaders. “For concerns about those in management roles, a mixed group of the executive team will be involved in the review, decision-making and response to such allegations.”Managers would receive further training at all levels, including documenting concerns and complaints. “Michael and the executive will also reinforce a zero-tolerance approach to retaliation,” said the summary to staff. “If you raise a concern in good faith and experience even the suggestion of negative treatment as a result, they want to know, and will act immediately.  You will not be penalised in any way for reporting inappropriate conduct.”Where it was deemed necessary to ensure employees’ health and safety in the workplace, the executive team would suspend any worker who was being investigated for serious misconduct. The company’s HR team would document “conduct-related conversations and concerns, even if a formal complaint is not made. This creates a clear record, will help identify areas of concern over time and ensure any identified issues are dealt with early and consistently”.

The eight-week review was conducted by lawyer Andrew Scott-Howman.

Joyce and Boggs told staff the review looked into events leading up to the departure of the three managers.

As well as Hornblow, OneRoof head of sales Nicholas Hammond and ZM content director Ross Flahive left NZME late last year in unrelated circumstances.

Former OneRoof chief Greg Hornblow appearing in the Auckland District Court. Photo / Jason Dorday

The review focused “on how concerns are raised and responded to, and whether our people feel safe and supported if they witness or experience inappropriate behaviour,” Joyce and Boggs told staff today.

“The reviewer also considered what lessons should be applied across NZME.”

The staff statement did not give any specific details on what the complainants said in the OneRoof and ZM cases, for privacy reasons.

“The review identified two other specific issues elsewhere in the company for referral to Michael and the senior leadership team.

“These will be addressed in the coming weeks. For reasons of natural justice and fairness to all parties, we are not currently able to provide any additional information on them.”

More generally, Boggs and Joyce said, the review found NZME had more work to do to “promote and maintain a supportive work environment in which employees and other persons are treated with respect and dignity”.

“The reviewer found that NZME has adequate systems in place to enable reporting of inappropriate conduct, but for a number of reasons, including matters specific to the circumstances in each case, these were not accessed for some time at either OneRoof or ZM.

“The report found that in order to encourage people to report inappropriate conduct in the future, a number of company practices will need to be strengthened.”

NZME board chair Steven Joyce. Photo / Dean Purcell

Joyce and Boggs said the safety and welfare of NZME staff was “an absolute priority for the business and for the board of directors”.

“We will not sacrifice staff safety to meet any other objective in the business. If you sense that is happening at any time, please communicate your concerns directly to Michael as CEO of the company, Steven as chair, or to Sussan Turner as chair of the people, remuneration and nominations committee of the board.”

Reporting channels for complaints would be clearly visible and accessible, and members of the HR team would be more “visibly embedded within the business”.

“This will mean more regular and proactive check-ins with business units, providing regular updates and information on reporting processes, and ensuring people have the confidence to report concerns because they know the information will be treated confidentially.”

NZME chief executive Michael Boggs. Photo / Michael Craig

Boggs and Joyce said every complaint about inappropriate behaviour “either directed at you or witnessed by you will always be taken seriously and assessed promptly”.

“Where an investigation is required, it will be carried out fairly and thoroughly, with appropriate action taken based on the findings. The company will also check in regularly with complainants and provide appropriate support to them.”

Joyce and Boggs told staff the company “wants to earn your confidence by ensuring any allegations raised are treated seriously and handled appropriately”.

“The board will oversee delivery of this action plan and will receive regular reporting on progress. We will also update you as key changes are implemented via our internal communications channels.”

Carolyne Meng-Yee is an Auckland-based investigative journalist who won Best Documentary at the Voyager Media Awards. Recently, she was runner-up for Best Editorial Campaign and part of a team that won Best Coverage of a Major News Event: Philip Polkinghorne Murder Trial. Before the Herald, she worked as an award-winning current affairs producer at TVNZ’s 60 Minutes, 20/20 and Sunday.

Editor-at-large Shayne Currie is one of New Zealand’s most experienced senior journalists and media leaders. He has held executive and senior editorial roles at NZME including managing editor, NZ Herald editor and Herald on Sunday editor and has a small shareholding in NZME.