Star Chairman aims for multi-year renewal plan to save casino license

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Article by Lisa Cheban
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Last Updated: Feb 19th, 2024 Share On Your Network:

Lisa Cheban | 16 September, 2022 12:19 | Last update on: 16 September, 2022 12:19

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Ben Heap, who is the interim chairman of The Star casino in Sidney, New South Wales, aims to introduce a plan to retain the casino license for the company. This plan will have to come after the Bell review that was released earlier this week. The report showed that the Star lacked in following the ruled related to money laundering and responsible gaming.

However, the New South Wales commission will still have to issue their verdict to The Star in the coming weeks. Heap about his plans to retain the gambling license for The Star: “We are developing and will implement a comprehensive remediation plan, which we refer to as our Renewal Plan, to serve as the company’s integrated roadmap for improving our governance, culture and controls.”

However, the New South Wales commission will still have to issue their verdict to The Star in the coming weeks. Heap about his plans to retain the gambling license for The Star: “We are developing and will implement a comprehensive remediation plan, which we refer to as our Renewal Plan, to serve as the company’s integrated roadmap for improving our governance, culture and controls.”

“We will not only fix the issues raised in the Report but will examine and address their root causes. Given the extent and breadth of the issues raised, our Renewal Plan is a multi-year plan, to fully address and embed the fundamental changes required in all aspects of our business.”

Critics of casinos argued that the failures of The Star and The Crown in relationship to money laundering and responsible gaming proofed that these problems are systemic problems that are in the roots of these companies. The explanation of Heap regarding fundamental changes and to address the root causes of the issues, proves the point that the critics are making.

Heap said: “We need more transparency, more robust governance and greater accountability. At its heart, we need to be a workplace where our team members feel free to raise concerns, where we have open and honest dialogue with our regulators and Independent Monitor, and where our leadership is both vigilant and listens when concerns are raised.”

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