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‘Time is up’: Minister warns media industry to take abuse seriously in wake of Brand case
Culture Secretary Lisa Nandy has warned that sexual abuse in the media industry is likely still happening because organisations are failing to protect women who report it. Speaking after Russell Brand was convicted, she urged the industry to take abuse seriously and said women who come forward often face inadequate protection and a heavy personal cost.
Brand was convicted of one count of rape and three counts of sexual assault following allegations by six women relating to events between 1999 and 2009; he is due to be sentenced on Monday. Nandy said people in the industry, including at the BBC, had contacted her with allegations, and pointed to power imbalances and short-term contracts as factors that can make speaking up difficult. She praised the BBC for joining the Creative Industries Independent Standards Authority and called on other organisations to follow suit.
In short
- Nandy says abuse in the media may still be happening.
- She urges organisations to protect women who report it.
- Brand was convicted of rape and three sexual assaults.
Steelman: both sides, in good faith
The strongest fair case each way — we don't pick a winner.
The case for
The case supports calls for media organisations to strengthen protections, since people on short-term contracts may fear that reporting abuse will cost them work, while power imbalances can make complaints difficult to pursue. Shared independent standards could give staff clearer routes to report concerns and help organisations respond consistently, rather than leaving individuals to bear the risk and cost alone.
The case against
Organisations may agree that abuse must be addressed while questioning whether joining a particular standards body is the best or most effective response. They could argue that robust internal reporting systems, fair investigations and safeguards for everyone involved should be assessed on their merits, and that sector-wide rules need to account for differences between employers and avoid treating allegations as proof before due process.