Statement by NYPR Board of Trustees in Response to Outside Investigation

April 24, 2018:

Given disturbing allegations of inappropriate workplace behavior by several employees, the

Audit Committee of the Board of NYPR commissioned an outside investigation into what
happened and why. The committee hired Proskauer Rose LLP to look into the allegations, to
determine whether they indicated broader systemic issues of sexual harassment, racial bias, and
bullying at NYPR, and to make recommendations based on the investigation’s findings. The
Board asked Proskauer to look specifically at how complaints were handled, whether people felt
reluctant to come forward, and, if so, why. Management had no input into the conduct,
conclusions, or recommendations of the investigators. We are grateful to everyone who came
forward to share their knowledge and experiences.

The investigation did not find evidence of pervasive discrimination. It did find that anti-
harassment policies were poorly communicated and enforced, leading to an environment where
employees did not feel obligated or empowered to bring complaints to Human Resources. The
investigation also determined that anti-bullying policies were inadequate and there were specific
instances of bullying and offensive behavior by several employees toward colleagues and guests.
The investigation found that harassment complaints were investigated when they reached senior
management or Human Resources, and that senior management reacted promptly and strongly
where violations were found. The investigation also did not find any evidence of retaliation for
making such complaints.

The Board is sharing Proskauer’s Investigative Report, which specifically and directly addresses
the ways in which we as an organization have fallen short and must do better. While Proskauer
briefed the Board in detail concerning specific allegations of inappropriate work place
behavior, as well as confidential information about people affected by such behavior, the Board
decided to protect employee privacy and comply with legal obligations by not sharing that
investigative detail publicly.

The type of behavior investigated by Proskauer goes against everything we stand for, and we are
deeply sorry for the pain that people experienced. It is the responsibility of NYPR’s management
and Board to ensure a positive workplace environment: one where our policies are strong and
well-communicated, where our managers can identify, address, and facilitate reporting of
inappropriate behavior, and where we treat each other with decency and respect.

We take responsibility for what happened, and we are committed to doing better. Proskauer
made a series of recommendations based on the results of their investigation. The Board fully
accepts these recommendations and will work with management to adopt them.
Laura Walker is a committed and talented leader, and she has our full support. Over the past few
months, Laura has worked with many managers and staff from across NYPR to comprehensively
review the organization and the underlying reasons our policies and processes did not work the
way they were supposed to. The work of recognizing weaknesses in an organization, and
addressing them, is urgent and necessary. We thank and support everyone working hard to make
NYPR a workplace that lives up to its values.

We are also looking inward, as a Board, to make sure we have the right structure, policies, tools
and processes to provide oversight, manage risk, and hold management accountable.

We believe deeply in the power of public radio to teach, heal, open minds, and bring people
together. We are making it our mission to ensure that this moment is not wasted, and that NYPR
emerges a better, stronger organization for it. We know everyone at NYPR is committed to
change, and we look forward to seeing the fruits of these efforts in the coming months.