With The company is still plagued by proceedings caused by historical allegations of harassment, Activision Blizzard used an interview Financial Times Disclosure that many employees have “leaved” and were more “disciplined” in response to the incident.
Busy With FT (Paid)Fran Townsend, Chief Compliance Officer at Activision Blizzard, said: If you commit any misconduct, or if you are a leader who tolerates a culture that is inconsistent with our values, we will take action. “
“More than 20 people have left Activision Blizzard” after the proceedings went public, while “more than 20 faced other types of disciplinary action.” She did not name the affected employees.
Speaking of leaders and values After the DFEH proceedings were first published Earlier this year, Townsend sent Email to staff who call it “useless”, A very widely criticized move Specifically mentioned as the cause of staff strikes, She was also pressured to resign as a sponsor of the company’s women’s network. Townsend has also deleted your personal Twitter account After criticizing whistleblowers and blocking Activision Blizzard employees..
Townsend was in a more public position before being appointed Vice President of Activision Blizzard, Corporate Secretary and Chief Compliance Officer in March, and was President of Homeland Security and Counterterrorism under the Bush administration. I acted as an assistant. To defend the Bush administration’s use of waterboarding, sleep deprivation, forced nudity and other torture. “
NS FT The interview follows an email sent by Townsend to all employees of the company. This can be read below.
As one of the world’s largest and most influential companies, our future depends on fostering a corporate culture that is safe and listenable to everyone. It comes with the responsibility of gaining confidence that employees will do the right thing when they say it. We must gain the team’s confidence that they can hear their voice when they speak. I have been quietly listening to your comments, concerns and observations over the past few months. Thanks to everyone who shared their views, especially those who challenged us to do better. It’s important to me that you know how serious I take this and how committed I am to the next steps I take with you. We will continue to strive to be a place that not only listens to people’s voices but also empowers them.
We have a dedicated team dedicated to this work. But after hearing the feedback over the last few months, it’s clear that we need to do more, and there’s a new urgency. Larger initiatives are already underway to expand our compliance team and enable us to significantly improve our culture.
We worked with Jen Brewer and the team to thoroughly evaluate compliance, employee relationships, and research procedures. This includes how to handle complaints and how to communicate with the members of the team involved. And today I would like to highlight the progress of all these goals, along with some changes to build a more accountable workplace and culture.
Some of the opinions we have received are clear and practical recommendations from many of you and our ethics and compliance teams. In that, three important themes emerged.
-First, don’t hesitate to dismiss or discipline those who violate the policy and cannot contribute to a positive culture that respects all members of the team. Second, be transparent about your behavior as well as your research process. Third, invest resources and people in ethics, culture and training.
First, I wanted to give you a sense of the work we have done to investigate all the claims and concerns raised by our team members:
— Ongoing investigation: Nothing is more important to me, and to Activision Blizzard’s overall leadership, to make everyone feel safe and equal in this workplace. There is no place for harassment, discrimination or retaliation at this company.
In recent months, reports have increased through various reporting channels. People have expressed concern from a few years ago to the present. We welcome these reports and our team has been working to combine internal and external resources to investigate them. Based on the information received in the first report, they are assigned to different categories and resources are assigned to prioritize the most serious reports first. In connection with various resolved reports, more than 20 individuals have terminated Activision Blizzard and more than 20 individuals have faced other types of disciplinary action.
We will continue to investigate issues and reports raised through the many channels available. But again. Reports can be submitted anonymously and no retaliation of any kind is tolerated.
Second, we have begun work to improve how complaints are dealt with in order to handle complaint investigations more efficiently and effectively, including the reorganization of two teams: ethics, compliance and employee relationships. ..
— Ethics and Compliance Team Leadership: I am very pleased to announce that Jen Brewer has been promoted to Senior Vice President of Ethics and Compliance. Jen has already been a skillful teacher of compliance functions for many years. More importantly, she rethinks how research, training, and employee relationships work together, and the resources these teams need to make the company better. It was useful.
-How to play a hero: These are the shadow heroes of the ethics and compliance program. They volunteer time to bridge by helping our teammates navigate reporting options, supporting statements, and advising us on how to strengthen our ethics and compliance programs. Will be provided at. Heroes are essential to our success. We are expanding our program by adding heroes, investing resources and better supporting the work of heroes. Heroes is pleased to announce that it will take effect soon and receive an additional day off every quarter to acknowledge its contribution to this crucial task.
-Survey team resources: It is important to make sure that you have the ability to properly investigate the report. In the last few months, we have already added three full-time positions to handle the workload. We plan to significantly expand and add this in the future. 19 full-time roles for the entire ethics and compliance teamIncludes team members dedicated to investigating live call capabilities, data analysis, communication, and more to help you understand our situation and better communicate your work. Two of these roles are dedicated to overseeing investigations related to the EMEA and APAC regions.
-Survey team composition: Consolidate research groups into one centralized unit within the central ABK Ethics and Compliance department. This unit is separated from the business unit and other groups such as personnel and employee relationships. This allows investigators to be more efficient and coordinated, tailored to their approach, and enable consistent decision making. You can also scale resources better than considering how to assign team members between different units.
-Employee relations team: You need to improve the way you investigate concerns and claims, and consider how best to communicate with team members affected by these issues. Working with Chief Human Resources Officer Julie Hodges, this will be an important focus of the employee relationship team. This allows you to successfully bridge the improved research process to recommended actions, whether disciplined, additional training, or other next step. Our goal is to expand our team of individuals with extensive talent experience to handle complaints and concerns with the appropriate care and attention.
— transparency: We are working on additional material that documents the investigation procedure and outlines what team members who report fraud can expect during the investigation process. We also work to ensure that communication is transparent and time-sensitive for the members of the team involved in the survey. In addition, we want to provide data reports that keep us accountable, even if we can’t always share what’s happening behind the scenes. We know that there is a desire to know the consequences of reported fraud. There may be privacy reasons that cannot be shared. But if possible, we will share more information with you. It also provides regular aggregated data on survey results.
— Training improvement:in preparation Triple your investment in training resources.. Our aim is to provide meaningful, real-life, scenario-based live and online training for all members of the team, including executives-recognizing bystander training, remarks, and concerns and situations. Training and proper management of managers to understand the obligation to escalate urgently.
We promise to make meaningful and positive changes, and this is just the beginning. We will share additional updates in the coming weeks and months. We know that there is always a lot to do. We promise to continue that work. Keep sharing your thoughts and suggestions in any way you would like to send them. We work hard every day to earn your trust and trust. Together, always ensure a safe, comprehensive and ethical workplace that we all are proud of.
Update-7: 20pm ET: The heading has been updated.