{"id":90393,"date":"2021-12-18T08:34:29","date_gmt":"2021-12-18T07:34:29","guid":{"rendered":"https:\/\/stevinho.justnetwork.eu\/?p=90393"},"modified":"2021-12-18T08:34:29","modified_gmt":"2021-12-18T07:34:29","slug":"activision-blizzard-veroeffentlichte-eine-statistik-zu-der-diversitaet-ihrer-mitarbeiter","status":"publish","type":"post","link":"https:\/\/stevinho.justnetwork.eu\/2021\/12\/18\/activision-blizzard-veroeffentlichte-eine-statistik-zu-der-diversitaet-ihrer-mitarbeiter\/","title":{"rendered":"Activision Blizzard ver\u00f6ffentlichte eine Statistik zu der Diversit\u00e4t ihrer Mitarbeiter"},"content":{"rendered":"

Activision Blizzard COO Daniel Alegre has written a letter to employees regarding the company\u2019s commitment to transparency and increasing the percentage of women and non-binary people in the workforce by 50% within the next 5 years. (via<\/a>)<\/p><\/blockquote>\n

Bereits vor einigen Wochen betonten die Verantwortlichen von Activision Blizzard, dass sie sich aufgrund der problematischen Situation dieser Firma eine Reihe von Zielen f\u00fcr langfristige Verbesserungen gesetzt haben. Eines dieser Ziele lief auf eine Steigerung der Diversit\u00e4t bei den Mitarbeitern und eine Erh\u00f6hung der angeheuerten Frauen und\/oder nicht bin\u00e4ren Menschen um 50%<\/span> hinaus. Dieses Ziel m\u00f6chte das Unternehmen innerhalb der n\u00e4chsten 5 Jahre erf\u00fcllen.<\/p>\n

Als Teil dieser Bem\u00fchungen hat COO Daniel Alegre<\/span> vor Kurzem einen interessanten Brief an die Mitarbeiter von Activision Blizzard geschickt. Diese Mitteilung betonte nicht nur erneut den Wunsch die Ziele der Firmenleitung zu erf\u00fcllen, sondern sie verlinkte auch noch einige interessante Statistiken zu der Diversit\u00e4t der Mitarbeiter dieser Firma. Diese nun scheinbar in jedem Quartal erscheinenden \u00dcbersichten geben an, wie viel Prozent der Angestellten von Activision Publishing, Blizzard Entertainment, King und der Unternehmenseinheit entweder Frauen sind oder einer unterrepr\u00e4sentierten ethnischen Gruppe angeh\u00f6ren.<\/p>\n

Laut diesen Statistiken handelt es sich bei ca. 24% der Mitarbeiter von Activision Blizzard um Frauen. Dieser Wert entspricht zwar ungef\u00e4hr dem Standard f\u00fcr diese Branche, aber die Firma m\u00f6chte das Ganze trotzdem steigern und das weiter oben erw\u00e4hnte Ziel erf\u00fcllen. Was die ethnischen Gruppen betrifft, so geh\u00f6rten ungef\u00e4hr 36% der Mitarbeiter in diese Kategorie. Der Standard liegt bei ca. 40%, weshalb die Firma in diesem Bereich etwas hinterherhinkt. Auch hier wollen die Verantwortlichen angeblich nachbessern. Wenn diese Statistiken jetzt tats\u00e4chlich alle 3 Monate erscheinen, sollten wir sp\u00e4testens im n\u00e4chsten Quartal sehen, ob Activision Blizzard tats\u00e4chlich an ihren Zielen arbeitet.<\/p>\n

Gezielt nach mehr Frauen und ethnischen Gruppen zu suchen klingt f\u00fcr mich wie eine Ma\u00dfnahme, die die Firmenleitung als eine m\u00f6glichst schnelle L\u00f6sung f\u00fcr ihre aktuellen Probleme und eine gute Werbeaktion einstuft. Ich pers\u00f6nlich halte davon nicht unbedingt viel, weil das Ganze nichts an der grundlegenden Situation \u00e4ndern. Die Firma m\u00fcsste eigentlich darauf hinarbeiten, die allgemeinen Arbeitsbedingungen zu verbessern und die Forderungen ihrer vorhandenen Mitarbeiter zu erf\u00fcllen. Es bringt wenig gezielt nach Frauen etc. zu suchen, wenn alle m\u00f6glichen Bewerber erst einmal davon ausgehen m\u00fcssen, dass sie ebenfalls diskriminiert und\/oder bel\u00e4stigt werden. Bessere Arbeitsbedingungen f\u00fcr die Mitarbeiter zu erschaffen sollte die erste Priorit\u00e4t sein. Danach kann man dann Quoten abarbeiten und dem schon jetzt von vielen Fans kritisierten Streben nach „mehr Diversit\u00e4t“ nachgehen.<\/p>\n

Die folgende \u00dcbersicht ist die wichtigste Statistik. Hier<\/a> findet ihr weitere Details und Informationen zu diesen Werten. Zus\u00e4tzlich dazu wurde am Ende des Beitrags der Brief von COO Daniel Alegre eingebaut.<\/p>\n

\n

\"\"<\/a>Der Brief von COO Daniel Alegre:<\/span><\/h2>\n

Everyone,<\/p>\n

While we still have a couple of weeks before the year\u2019s end, I wanted to reach out to thank you for your continued dedication to each other and to our players. While we have made great strides on a number of fronts this year, and in our games in particular, we hear you: there is undeniable frustration within the organization around our progress on, and responses to, workplace concerns.<\/p>\n

Trust in leadership is critical, and I know that trust is earned through principled and committed action. Thanks to your input during listening sessions, all hands and many 1:1s held across the company, we have doubled our efforts to bring about significant changes, some completed and some still in flight. We created a space to continuously update you on our progress and to share new approaches where we will invest as part of the continuing dialogue we have, and want to continue, with you on workplace issues. While the initiatives may take time to be felt across the company, you will see additional important changes in the new year. Our (and my) commitment and resolve are unwavering.<\/p>\n

One of the key areas of feedback has been the need to share more information openly as a company. I recognize that without being more transparent on important data it can make it harder to keep us accountable for progress where needed. That is not my intent, and this will change. As part of our resolve for greater transparency, we are sharing, for the first time, our current data on gender and diverse representation at ABK. As you will see by viewing the full data set, we are not sugar-coating the data or cherry-picking only those points where we excel. You can review the data sorted by full company, Corporate, Activision Publishing, Blizzard, and King here. We will share demographic updates on our progress quarterly and discuss with candor what we are learning and how we are responding. BU leaders are, or will be, sharing context with their respective teams, but here are two results from the full company data that stand out for me:<\/p>\n

    \n
  • Our employees who self-identify as women globally make up 24% of our overall workforce. That is identical to our peer gaming companies that publicly disclose this data. Within our business units, however, these numbers vary widely \u2013 with some exceeding this industry comparison and others behind. Importantly, women represented 29% of ABK hires and 26% of ABK attrition in 2021.<\/span><\/li>\n
  • In the U.S., 36% of employees identify as a member of an underrepresented ethnic group (UEG). This lags behind the data available from our peers (showing 40% representation).<\/span>
    \nWhile representation company-wide is similar to our peer gaming companies in the United States, this is wholly inadequate in my mind. We will do better. We have a lot of work to do as we build an organization where diversity is as much a core value as innovation.<\/span><\/li>\n<\/ul>\n

    A few weeks ago, we committed to increasing women and non-binary representation at ABK by 50% to account for more than one-third of our Company within the next five years. Leadership across the Company, myself included, is accountable to make this happen. Candid, engaged, and respectful dialogue between diverse, welcoming and passionate employees is crucial to these important ambitions. Your input and participation in this process is invaluable.<\/p>\n

    As we begin 2022, we will focus on several key areas:<\/p>\n

      \n
    • Hire or put in place additional DE&I leaders<\/b> at the ABK and division levels.<\/span><\/li>\n
    • Tie yearly diversity goals to<\/b> respective ABK and division Executive Leadership performance goals<\/b>.<\/span><\/li>\n
    • Invest in learning and development curriculum<\/b> that fosters a culture of inclusion.<\/span><\/li>\n
    • Stand up manager and executive mentorship and sponsorship programs<\/b> aimed at unlocking upward mobility for UEGs and women.<\/span><\/li>\n
    • Continue evolving our talent and recruiting system<\/b>, including launching ABK Academy.<\/span><\/li>\n<\/ul>\n

      Each business unit will also have their own specific initiatives that I will support or adopt globally where appropriate. As stewards of this company, we have an opportunity and a responsibility to dramatically reshape our workforce so it reflects and expands our diverse global player base and unlocks new ideas and approaches that keep us at the leading edge of interactive entertainment. This is but one of the transparent reports you will see from us, and we will be sharing greater details on pay equity and a progress update on compliance.<\/p>\n

      Warmest wishes to all for the rest of 2021, and a safe and joyous start to the new year. I look forward to continuing this journey with you.<\/p>\n

      Daniel<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

      Activision Blizzard COO Daniel Alegre has written a letter to employees regarding the company\u2019s commitment to transparency and increasing the percentage of women and non-binary people in the workforce by 50% within the next 5 years. 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