After a two-year investigation by the California Department of Fair Employment and Housing, the state told Activision Blizzard that it fostered a “flat boy” culture in which female employees were allegedly exposed to unequal wages and sexual harassment. I filed a lawsuit.
As Bloomberg reported, Activision Blizzard has been accused by California of discriminating against female employees at almost every employment level, including compensation, promotion, allocation and severance. The state claims that Activision Blizzard’s leadership failed to address any of these open issues or prevent them from occurring in the workplace. You can read the full details of the proceedings here.
In a proceeding filed in the Los Angeles Superior Court on Tuesday, Activision Blizzard, which consists of about 20% of women, assigned women and colored women to “low-wage, low-opportunity levels” at the start of a similar job. He states that he is lowering his wages. As a response of their men.
The document also accuses Activision Blizzard of fostering a “popular’fraternity boy'” work culture in the office. It is said that male employees drink “a large amount of alcohol” as they pass through the cubicle and “often improperly act on female employees.” .. “
A male employee got a hangover and played a video game at work, saying, “Delegating responsibility to a female employee, joking about sexual encounters, talking openly about a woman’s body, joking about rape.” It is said.
The proceedings also quoted a particular case in which a female employee who had already been severely sexually harassed at the company committed suicide while on a business trip with a male boss who allegedly brought inappropriate sexual items while traveling. doing.
The proceedings require Activision Blizzard to comply with workplace protection and provide injunctions to provide unpaid wages, wage adjustments, backpay, and lost wages and benefits to female employees.
A spokesperson for Activision Blizzard sent the following statement in response to the allegations:
We respect diversity and strive to foster a workplace that provides inclusiveness to all. We, the industry, or the industry, have no place to commit sexual misconduct or harassment of any kind. We take all allegations seriously and investigate all allegations. In cases related to illegal activity, measures were taken to address the issue.
DFEH contains a distorted, often false description of Blizzard’s past. We have worked closely with DFEH throughout the investigation, providing extensive data and sufficient documentation, but DFEH refused to inform us of any issues we recognized. They did not, although the law required them to properly investigate and discuss in good faith in order to better understand and resolve their claims and concerns before proceeding to proceedings. Instead, they were in a hurry to file an inaccurate complaint, as we show in court. We were fed up with DFEH’s accused behavior and dragged into complaints the tragic suicide of an employee who died without worrying about his sad family, having nothing to do with the incident. This behavior turns out to be shameful and unprofessional, but unfortunately it’s an example of how they behaved during the course of the investigation. It is this kind of irresponsible behavior by irresponsible state bureaucrats that drives many of California’s best businesses.
The paintings DFEH draws are not the workplace of Blizzard today. Over the past few years, we have continued to make significant changes to address corporate culture and reflect diversity within our leadership team since the first survey began. Updated Code of Conduct to emphasize the focus of strict no retaliation, expanded internal programs and channels for employees to report violations, including the “ASK List” with a confidential integrity hotline, Concerns about introducing an employee-related team dedicated to investigating employees. We are stepping up our diversity, equity and inclusion efforts and integrating our employee network at a global level to provide additional support. Employees also need to take regular harassment prevention training, which they have been doing for many years.
We put a lot of effort into creating fair and rewarding compensation packages and policies that reflect our culture and business, and pay all employees fairly for equal or virtually similar work. I am trying. We take a number of positive steps to ensure that wages are driven by non-discriminatory factors. For example, we provide compensation and compensation based on employee performance and provide extensive non-discrimination training that includes employees who are part of the compensation process.
We are confident in our ability to support our employees and demonstrate their practices as equal opportunity employers in fostering diverse and inclusive workplaces, and we promise to continue this effort in the future. It’s a shame that DFEH didn’t want to get involved with us about what they thought they saw in their research.
Matt Kim is a news editor at IGN.