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Given last week’s statements from Activision Blizzard, Inc. and their legal counsel regarding the DFEH lawsuit, as well as the subsequent internal statement from Frances Townsend, and the many stories shared by current and former employees of Activision Blizzard since, we believe that our values as employees are not being accurately reflected in the words and actions of our leadership. As current Activision Blizzard employees, we are holding a walkout to call on the executive leadership team to work with us on the following demands, in order to improve conditions for employees at the company, especially women, and in particular women of color and transgender women, nonbinary people, and other marginalized groups. 1. An end to mandatory arbitration clauses in all employee contracts, current and future. Arbitration clauses protect abusers and limit the ability of victims to seek restitution. 2. The adoption of recruiting, interviewing, hiring, and promotion policies designed to improve representation among employees at all levels, agreed upon by employees in a company-wide Diversity, Equity & Inclusion organization. Current practices have led to women, in particular women of color and transgender women, nonbinary people, and other marginalized groups that are vulnerable to gender discrimination not being hired fairly for new roles when compared to men. 3. Publication of data on relative compensation (including equity grants and profit sharing), promotion rates, and salary ranges for employees of all genders and ethnicities at the company. Current practices have led to aforementioned groups not being paid or promoted fairly. 4. Empower a company-wide Diversity, Equity, & Inclusion task force to hire a third party to audit ABK’s reporting structure, HR department, and executive staff. It is imperative to identify how current systems have failed to prevent employee harassment, and to propose new solutions to address these issues. 鉴于上周动视暴雪公司及其法律顾问就 加州公平就业与住房部 诉讼发表的声明，以及 Frances Townsend 随后发表的内部声明，以及动视暴雪现任和前任员工自那以后分享的许多故事，我们相信我们的价值观没有在我们领导层的言行中得到准确反映。 作为在职的动视暴雪员工，我们准备罢工，呼吁执行领导团队满足与这些下要求，以改善公司员工的条件，尤其是女性，有色人种和跨性别女性、非二元人以及其他边缘化群体。 1. 终止当前和未来所有员工合同中的强制性仲裁条款。仲裁条款保护施虐者并限制受害者寻求赔偿的能力。 2. 采用招聘、面试、雇用和晋升政策，旨在提高各级员工的代表性，并在全公司范围内的多元化、公平和包容组织中得到员工的同意。当前的做法导致女性，尤其是有色人种女性和跨性别女性、非二元性人群和其他容易受到性别歧视的边缘化群体，他们没有被公平地聘用担任新角色，与男性相比。 3. 公布公司各性别、各种族员工的相对薪酬（包括股权授予和利润分享）、晋升率和薪酬范围等数据。当前的做法导致上述群体没有得到公平的报酬或晋升。 4. 授权全公司的多元化、公平和包容性工作组聘请第三方审计 动视暴雪 的汇报层级、人力资源部门和执行人员。必须确定现公司制度在防止员工骚扰方面是如何失败的，且要提出新的方案来解决这些问题。
A Letter From CEO Bobby Kotick to All Employees July 28, 2021 SANTA MONICA, Calif.--(BUSINESS WIRE)--Jul. 27, 2021-- Activision Blizzard, Inc. (Nasdaq: ATVI) CEO Bobby Kotick today sent the following letter to all employees. July 27, 2021 This has been a difficult and upsetting week. I want to recognize and thank all those who have come forward in the past and in recent days. I so appreciate your courage. Every voice matters - and we will do a better job of listening now, and in the future. Our initial responses to the issues we face together, and to your concerns, were, quite frankly, tone deaf. It is imperative that we acknowledge all perspectives and experiences and respect the feelings of those who have been mistreated in any way. I am sorry that we did not provide the right empathy and understanding. Many of you have told us that active outreach comes from caring so deeply for the Company. That so many people have reached out and shared thoughts, suggestions, and highlighted opportunities for improvement is a powerful reflection of how you care for our communities of colleagues and players – and for each other. Ensuring that we have a safe and welcoming work environment is my highest priority. The leadership team has heard you loud and clear. We are taking swift action to be the compassionate, caring company you came to work for and to ensure a safe environment. There is no place anywhere at our Company for discrimination, harassment, or unequal treatment of any kind. We will do everything possible to make sure that together, we improve and build the kind of inclusive workplace that is essential to foster creativity and inspiration. I have asked the law firm WilmerHale to conduct a review of our policies and procedures to ensure that we have and maintain best practices to promote a respectful and inclusive workplace. This work will begin immediately. The WilmerHale team will be led by Stephanie Avakian, who is a member of the management team at WilmerHale and was most recently the Director of the United States Securities and Exchange Commission’s Division of Enforcement. We encourage anyone with an experience you believe violates our policies or in any way made you uncomfortable in the workplace to use any of our many existing channels for reporting or to reach out to Stephanie. She and her team at WilmerHale will be available to speak with you on a confidential basis and can be reached at ATVI@wilmerhale.com or 202-247-2725. Your outreach will be kept confidential. Of course, NO retaliation will be tolerated. We are committed to long-lasting change. Effective immediately, we will be taking the following actions: Employee Support. We will continue to investigate each and every claim and will not hesitate to take decisive action. To strengthen our capabilities in this area we are adding additional senior staff and other resources to both the Compliance team and the Employee Relations team. 1.Listening Sessions. We know many of you have inspired ideas on how to improve our culture. We will be creating safe spaces, moderated by third parties, for you to speak out and share areas for improvement. 2.Personnel Changes. We are immediately evaluating managers and leaders across the Company. Anyone found to have impeded the integrity of our processes for evaluating claims and imposing appropriate consequences will be terminated. 3.Hiring Practices. Earlier this year I sent an email requiring all hiring managers to ensure they have diverse candidate slates for all open positions. We will be adding compliance resources to ensure that our hiring managers are in fact adhering to this directive. 4.In-game Changes. We have heard the input from employee and player communities that some of our in-game content is inappropriate. We are removing that content. 5.Your well-being remains my priority and I will spare no company resource ensuring that our company has the most welcoming, comfortable, and safe culture possible. You have my unwavering commitment that we will improve our company together, and we will be the most inspiring, inclusive entertainment company in the world. Yours sincerely, Bobby 2021 年 7 月 27 日 这是艰难而令人沮丧的一周。 我要承认并感谢过去和最近几天站出来的所有人。我非常欣赏你们的勇气。每一个人的声音都很重要——公司现在和将来都会更好地倾听。 坦率地说，最初对大家共同面临的问题以及担忧，公司充耳不闻。 公司承认所有观点和经历，并尊重任何受到虐待的人的感受，这一点至关重要。对过去公司未能表现出恰当的同理心和理解力，我非常抱歉。 你们中的许多人告诉公司，雷雨般的密集举报恰说明了对公司的深刻关切。这么多人分享见解和建议，强调变革的机遇，强烈地反映了你们每一个人是如何的关心公司成员和玩家的社区。确保公司有一个安全和热情的工作环境是我的首要任务。领导层响亮而清晰地听到了你们的声音。 公司正在迅速采取行动，转变成你们愿前来工作的富有同情心、关怀备至的公司，确保有一个安全的工作环境。公司不再会有歧视、骚扰或任何形式的不平等待遇的空间。 公司竭尽一切可能，提升和营造培养创造力和灵感的工作环境，这至关重要。 我已要求律师事务所 WilmerHale 对公司的政策和程序进行审查，以确保公司拥有并保持最佳的实践，以促进尊重和包容的工作场所。 这项工作将立即开始。 团队将由 Stephanie Avakian 领导，她是WilmerHale 管理团队的成员，不久前从美国证券交易委员会的董事执法司离任。 公司鼓励你们把认为违反公司政策或任何让你们在工作场所感到不适的经历说出来，通过公司的上诉渠道也好，通过斯蒂芬妮的渠道也罢。 她和她的团队会在互信基础上与你们沟通，电邮ATVI@wilmerhale.com 或电话202-247-2725。你们的举报将完全保密。当然，也不会招致报复。 公司致力于持久的变革，以下措施马上生效： 1、员工支持。公司将继续调查每一项主张，并会毫不犹豫地采取行动。为了加强公司在这方面的能力 公司正在增加额外的高级成员和其他资源加入到合规团队和员工关系团队。 2、聆听对话。公司知道你们中的许多人已经产生了如何改进公司的文化的想法。公司将创造安全的第三方主持的空间，供你们畅所欲言并分享需要改进的领域。 3、人事变动。公司立即评估整个的中高层管理者。任何被发现妨碍、破坏公司评估主张和施加措施这一流程一致性的人会被终止职务。 4、招聘实践。今年早些时候，我发送了一封电子邮件，要求所有招聘经理对于所有空缺职位，确保他们拥有多样化的候选名单。公司将增加合规资源，以确保招聘经理确实遵守这一指示。 5、游戏中的变化。公司听取了员工和玩家社区的意见，即公司的一些游戏内容存在不当，马上会被删除。 你们的福祉仍然是我的首要任务，我将不遗余力、竭尽可能地确保公司拥有最热情、最舒适和最安全的企业文化。 你有我坚定不移的承诺，我们将共同改进公司，公司将成为世界上最鼓舞人心、最具包容性的娱乐企业。 此致， 鲍比
On the evening before our employee walkout, Activision Blizzard leadership released a statement apologizing for their harmful responses to last week’s DFEH lawsuit. While we are pleased to see that our collective voices — including an open letter with thousands of signatures from current employees — have convinced leadership to change the tone of their communications, this response fails to address critical elements at the heart of employee concerns. Activision Blizzard’s response did not address the following: The end of forced arbitration for all employees. Worker participation in oversight of hiring and promotion policies. The need for greater pay transparency to ensure equality. Employee selection of a third party to audit HR and other company processes. Today’s walkout will demonstrate that this is not a one-time event that our leaders can ignore. We will not return to silence; we will not be placated by the same processes that led us to this point. This is the beginning of an enduring movement in favor of better labor conditions for all employees, especially women, in particular women of color and transgender women, nonbinary people, and other marginalized groups. We expect a prompt response and a commitment to action from leadership on the points enumerated above, and look forward to maintaining a constructive dialogue on how to build a better Activision Blizzard for all employees. Today, we stand up for change. Tomorrow and beyond, we will be the change. 在我们员工罢工前一天的晚上，动视暴雪的领导层发布了一份声明，为他们上周针对 DFEH 诉讼的不良回应进行道歉。 尽管我们很高兴看到集体的声音——包括一封有数千名现员工集体签名的公开信——说服了领导层，改变他们的沟通基调，但声明还是没有点出员工关注的核心问题。 动视暴雪的声明没有解决以下问题： 1、结束对所有员工的强制仲裁； 2、员工参与监督招聘和晋升政策； 3、需要提高薪酬透明度以确保平等； 4、员工选择第三方来审核人力资源及其他的公司流程。 今天的罢工宣示了，这不是一次性事件，管理层可以忽视。我们不会再次沉默；我们不会被导致今天这个局面的公司政策所安抚。 这是一场持久运动的开始，旨在为所有员工，尤其是女性，尤其是有色人种和跨性别女性、非二元性人群和其他边缘化群体提供更好的劳动条件。 我们期待领导层对上述几点做出迅速的回应和行动的承诺，并期待就如何为所有员工打造更好的动视暴雪，保持建设性对话。 今天，我们站出来迎接变革。明天及以后，我们将成为变革者。
该诉讼涵盖了在 2016 年 8 月 4 日至 2021 年 7 月 27 日期间交易过动视暴雪证券的任何人，并根据被告在集体诉讼期间发布严重虚假和误导性陈述违反联邦证券法的行为寻求损害赔偿。 该诉讼不仅将公司实体 Activision Blizzard 列为被告，还将首席执行官 Bobby Kotick、首席财务官 Dennis Durkin 和前首席财务官 Spencer Neumann 列为被告，诉讼称这三名高管在传播虚假信息方面发挥了重要作用。
天外飞仙
索索当自强
银河飞将
究极管理員
原帖由 MKIII 于 2021-8-4 09:30 发表 集体诉讼没个三五年，还下不来，现在冲击最大的除了公司本身，就是等着游戏的玩家了。
魔头
魔王撒旦
小侠
