Samir Shah’s anger is obvious, and the voice of the BBC president furious as he conveys a message of change. He promised: “If you think you are too big to live on the values ​​of this organization, then you are wrong and we will find you.”

He has no doubt about his personal determination to expose bad behavior on the BBC.

But will he succeed?

Respect for work in 2025 after Huw Edwards’ guilty plea last year. The company stands out from the revelation surrounding one of its famous people.

But 12 years ago, a report was published after a scandal involving another former BBC star.

Given the depravity of Jimmy Savile, the 2013 Respect Work Review examines the BBC culture. It found bullying to be a problem within the company, and some people were considered “untouchable” due to fear of revenge, frightened by their status and colleagues.

At the time Director-General Tony Hall said he wanted to "kill zero tolerance for bullying." The BBC has proposed a series of measures, including updating its policies and establishing a confidential helpline.

On Monday, current Director-General Tim Davie said he was “fully committed to making lasting changes.”

He said staff must have the confidence to speak out and they will be supported (unless their complaints are malicious) without any negative impact on their profession.

"We have your support," he said, announcing a range of measures, including new codes of conduct, stronger discipline policies and leadership training.

All organizations have bad Apple, but the motivation for media companies is multi-layered. For example, famous presenters can exert great influence, as well as behind-the-scenes editors and managers.

Then there is an industry problem, which usually relies on freelancers, and freelancers have even less power. 30% of freelancers told the report that they saw misconduct on the BBC. Less than half of them say they will feel safe. That's sober.

Similarly, in BBC News and Current Affairs, only 48% of staff responded to a recent survey of employees saying they believe the company should be properly concerned about bullying and harassment.

It's all about power imbalance. Are BBC employees confident that if the organization decides to complain, they will really support their support?

My feeling is that when deciding whether to make a formal complaint, the biggest consideration is that the person you are going to complain will be told you have done so. If that person is your boss or close colleague, how do you make sure that this won’t affect your career?

But again, if you don’t take formal action, there is a view that criminals are consistently free from bad behavior. Rumors and stories about specific individuals within the BBC, just like in all organizations.

Perhaps the evidence for whether these new policies are effective is whether a few names are often raised internally, and whether those who are informally accused of bad behavior will face greater scrutiny. Whether colleagues will have the confidence to file a formal complaint.

The report clearly shows that most people like to work for the BBC and have no toxic culture. But this also talks about some names being repeated several times because “no one is considered to illustrate bad behavior.”

Who are these people, and will any action be taken in view of this comment?

The report does not have a named name, either the complainant or the defendant.

Sources from the BBC told me that the company will always take action on any information it is aware of, if necessary.

But, in the BBC’s pocket, the real anger is that personal bullying is an open secret – people believe the complainant is not protected. Shah and Davie hope it will change.

It takes time to change culture. While certain behaviors are always unacceptable—for example, sexual harassment or physical attacks, the report also talks about grey areas, including colleagues being Tetchy or Runder, ridicule ideas or use aggressive language. The plan is to bite these in the buds.

Sometimes, this behavior is blamed for working in a high-pressure environment, such as a newsroom, where short-term sentiment can be high. David said that's not an excuse.

The report was commissioned because of the BBC's most famous star, Huw Edwards. But his name is never mentioned on page 60.

If this is the last BBC report on workplace culture, perhaps evidence of real cultural changes.