A BBC inquiry set up in the wake of the Jimmy Savile scandal has uncovered widespread allegations of bullying and an inadequate complaints procedure which meant whistleblowers' concerns often went unheeded.

The report arising from the review, published on Thursday, said there had been 37 complaints of sexual harassment at the corporation over the past six years, with a "very small number" ongoing.

The inquiry also highlighted a problem of "known bullies" – reported by multiple members of staff in different parts of the BBC – who would verbally abuse staff and leave them living in a "climate of anxiety ... and fear".

New BBC director general Tony Hall said parts of the report make "uncomfortable reading" and pledged a "zero tolerance of bullying".

Nearly 1,000 staff contributed to the report, Respect at Work, overseen by barrister Dinah Rose QC.

It identified 37 cases of alleged sexual harassment at the BBC between April 2006 and November last year, a "very small number" of which are currently ongoing.

The report said concerns about bullying and "other forms of inappropriate behaviour" were "much more prominent".

"Often this behaviour appears to go unchallenged by senior managers," it said. "Some individuals are seen as being 'untouchable' due to their perceived value to the BBC."

It also pointed to a problem with "talent" – presenters and star names – with a perception among staff that they were "treated differently and don't have to adhere to the same rules because they wield power over the organisation and anyone who tries to manage them".

The review was originally set up to look at the specific question of sexual harassment but was widened to look at broader issues of workplace behaviour. A total of 930 staff, past and present, and trade unions, contributed to the report. About 22,000 staff and 60,000 freelancers work for the BBC each year.

Complaints 'swept under the carpet'

The report said issues of bullying and harassment took many forms. "It may be bullying or harassment, it can be rudeness, victimisation or verbal abuse, but whatever the definition or action, people recognise it as simply 'wrong'.

"It is not pervasive or endemic in today's BBC but it is visible, frequent and consistent enough to be a very real concern. It can also become self-perpetuating.

"People who spoke with us reported that too often, these informal complaints are avoided, 'swept under the carpet' or referred elsewhere."

The report also revealed that people had been promoted within the BBC despite having allegations of sexual harassment upheld against them.

The number of complaints of sexual harassment was "very small" by comparison with the number of people who work at the BBC, it said.

A total of 35 people were involved in the 37 cases of alleged sexual harassment over the past six years (three people had two cases against them).

Two individuals were dismissed, while the third received a written warning. More than two-thirds of the cases resulted in the perpetrator receiving a final warning or their contract terminated.

However, the report revealed that "in a very small number of cases, alleged perpetrators [of sexual harassment] have been promoted after complaints have been upheld against them".

It said in "only a few cases was the alleged perpetrator suspended as a precautionary measure or redeployed away from the complainant".

It added: "There is a clear patten of managers looking for a higher level of proof than is necessary, and failing to appreciate that they can investigate incidents that have happened off site or outside working hours."

The victims of alleged sexual harassment tended to be young and in the early stages of their career, it said, mostly female but occasionally gay men. The perpetrators were in "positions of influence who clearly feel confident they can act freely".

Instances of inappropriate behaviour included people who sent "overtly sexist texts" to private mobile numbers, and "overtly sexist comments against females in some teams ... resulting in a difficult and tense working environment".

Respondents reported situations where male employees would "seek out, flatter and support younger female freelancers and contractors above their male counterparts".

People also criticised a perceived lack of leadership at the BBC and the "relative invisibility of senior leaders and how they currently seem disconnected from those they lead".

Sexual harassment 'rare'

The BBC's director of human resources, Lucy Adams, said in a blog post: "Thankfully incidents involving sexual harassment were extremely rare and the BBC culture of today is very different to the past.

"Clearly one example is too many but I was pleased to hear that sexual harassment is not something our people were experiencing.

"What needs to be fixed is that we have let bullying behaviour go unchallenged and some of our people have had unpleasant experiences as a result.

"This shouldn't happen in any well-run organisation. It mustn't happen at the BBC. No one in a position of authority or power is 'untouchable'."

Adams said there was also "great stuff" in the report, reflecting people's pride in working at the BBC and "that they love what they do and feel lucky to work with some great managers and colleagues".

The BBC said it will overhaul its internal complaints procedure, setting up a confidential hotline, and would look to reduce the time it takes to hear grievances by two-thirds.

The report found that many staff were fearful of making complaints about their managers or colleagues because of the impact it might have on their career.

For the first time, complaints will be heard by managers outside of the division from where the complaint arose.

It will drop the gagging clauses which are routinely included in contracts – including that of the director general – and prevent staff from speaking out about the BBC.

'Uncomfortable reading'

Tony Hall said: "Parts of this report do however make uncomfortable reading. We need to be honest about our shortcomings and single minded in addressing them.

"I want zero tolerance of bullying and a culture where people feel able to raise concerns and have the confidence that they will be dealt with appropriately.

"I also want people to be able to speak freely about their experiences of working at the BBC so that we can learn from them.

"The measures we are taking today, including the removal of so called 'gagging clauses', show our commitment to change. This agenda will be a priority for the senior management team going forward."

The BBC's 16-strong management board, which includes Hall, former acting director general (now chief executive of BBC Worldwide) Tim Davie and new director of strategy and digital James Purnell, said in a joint statement that many managers feared the report could lead to a "witch-hunt" by staff unhappy at ongoing cost-cutting.

"Some of our managers ... were concerned that they could become part of a 'witch hunt' by disgruntled staff members who may be unhappy with the way the changes are impacting upon them.

"We are in no doubt that there will be some who seek to use selected parts of the report to paint a damning portrait of the BBC for their own reasons.

"The report, whilst demonstrating the immense pride our people have in the BBC, makes difficult and uncomfortable reading at times. Nevertheless, we believe that this is an important piece of work and we wanted to tackle it with the openness, transparency and integrity expect from the BBC."

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