Activision Blizzard, the publisher of Warcraft as well as Call of Duty and Overwatch, has published its statistics on representation in their games. This data comes amid a growing push for diversity within gaming industry leadership.
Activision Blizzard has published representation data and reaffirms commitment to diversity. This is a great step towards creating a better environment for all employees in the company. Read more in detail here: activision blizzard diversity and inclusion.
The statistics on representation breaks out the proportion of women and underrepresented ethnic groups within the organization, as well as new recruits and voluntary departures from those groups in the previous year. For further details, see the whole data set.
Activision Blizzard’s Chief Operating Officer Daniel Alegre
We are not sugar-coating the data or cherry-picking just those instances where we thrive, as you can see by looking at the whole data set. While our company-wide representation is comparable to that of our peer gaming firms in the United States, I believe it is woefully insufficient. We will improve. As we seek to create an organization where diversity is as important as creativity, we have a lot of work ahead of us. Here are two outcomes from the whole business data that I find very interesting:
- Employees who identify as women account for 24% of our total workforce worldwide. This is the same as our peer gaming firms, who make this information public. Our business units, on the other hand, have a broad range of figures, with some surpassing the industry average and others falling short. In 2021, women accounted for 29 percent of ABK hiring and 26 percent of ABK attrition.
- In the United States, 36% of workers identify as belonging to an underrepresented ethnic group (UEG). This falls short of the information accessible from our counterparts (showing 40 percent representation). While our company-wide representation is comparable to that of our peer gaming firms in the United States, I believe it is woefully insufficient. We will improve. As we seek to create an organization where diversity is as important as creativity, we have a lot of work ahead of us.
Alegre also noted that the corporation still has a long way to go to meet these objectives, committing to provide quarterly reports on progress and identifying five main areas of emphasis for the following year.
The letter from the COO is reproduced in its entirety below.
Activision Blizzard’s Chief Operating Officer Daniel Alegre
Everyone,
While we still have a few weeks till the end of the year, I wanted to thank you for your continuous commitment to each other and to our athletes. We hear you: there is undeniable frustration within the organization about our progress on, and responses to, workplace concerns. While we have made great strides on a number of fronts this year, particularly in our games, we hear you: there is undeniable frustration within the organization about our progress on, and responses to, workplace concerns.
Leadership requires trust, and I believe that trust is acquired by ethical and devoted action. We have quadrupled our efforts to bring about important improvements, some finished and others still in flight, thanks to your feedback through listening sessions, all hands, and numerous 1:1s conducted around the firm. We developed this area to keep you up to speed on our progress and to highlight new ways in which we will invest as part of the ongoing discourse we have with you on workplace concerns, which we wish to continue. While the efforts will take time to be felt across the organization, there will be more significant changes in the next year. Our (and mine) dedication and determination are unshakeable.
One of the most common themes in comments has been the desire for the organization to provide more information more transparently. I know that if vital data is not made more public, it will be more difficult to hold us responsible for making progress where it is required. This will alter since that is not my intention. We’re publishing our current statistics on gender and diversity representation at ABK for the first time as part of our commitment to increased openness. We are not sugar-coating the data or cherry-picking just those instances where we thrive, as you can see by looking at the whole data set. You may look at the data here, which is organized by complete company, Corporate, Activision Publishing, Blizzard, and King. Quarterly, we’ll provide demographic updates on our progress and openly discuss what we’re learning and how we’re reacting. Although BU leaders are or will be providing context with their teams, two conclusions from the overall business data jump out for me:
- Employees who identify as women account for 24% of our total workforce worldwide. This is the same as our peer gaming firms, who make this information public. Our business units, on the other hand, have a broad range of figures, with some surpassing the industry average and others falling short. In 2021, women accounted for 29 percent of ABK hiring and 26 percent of ABK attrition.
- In the United States, 36% of workers identify as belonging to an underrepresented ethnic group (UEG). This falls short of the information accessible from our counterparts (showing 40 percent representation). While our company-wide representation is comparable to that of our peer gaming firms in the United States, I believe it is woefully insufficient. We will improve. As we seek to create an organization where diversity is as important as creativity, we have a lot of work ahead of us.
We made a commitment a few weeks ago to increase female and non-binary representation at ABK by 50% over the next five years, to account for more than one-third of our company. I, along with the rest of the Company’s leadership, is responsible for making this happen. To achieve these vital goals, candid, active, and respectful communication amongst diverse, welcoming, and enthusiastic staff is critical. Your involvement and suggestions are very important in this process.
We will concentrate on five crucial issues as we begin 2022:
- At the ABK and division levels, hire or install more DE&I leaders.
- ABK and division Executive Leadership performance objectives should be tied to annual diversity targets.
- Invest in a learning and development program that promotes an inclusive culture.
- Set up management and executive mentoring and sponsorship programs to help UEGs and women advance in their careers.
- Continue to improve our personnel management and recruitment system, including the introduction of ABK Academy.
Each business unit will also have its own projects, which I will support or embrace at a global level as needed. We have an opportunity and a duty as stewards of this business to drastically change our staff so that it represents and grows our diverse global player base and unlocks new ideas and techniques that keep us at the forefront of interactive entertainment. This is just one of many transparency reports you’ll receive from us, and we’ll be providing more information on pay equality as well as an update on compliance status.
Warm greetings for the remainder of 2021, as well as a safe and happy start to the new year. I’m excited to continue on this adventure with you.
Daniel
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Activision Blizzard, the company behind popular games like “Warcraft” and “Overwatch,” has published representation data that shows how diverse their workforce is. The company reaffirms its commitment to diversity and says it will continue to invest in programs that support underrepresented groups. Reference: activision blizzard lawsuit.
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