press release from Activision Blizzard
is the latest damage control from the
company as it remains embroiled in a
all the way to the
. The latest attempt to solve this problem by upper management additions
rather than subtractions is to appoint a couple of independent directors, a new
"diverse director" to the board, and form a Workplace Responsibility Committee.
The announcement notes that "it is clear that current circumstances demand
increased Board engagement" before saying "the Board is confident in the actions
underway to set the Company up for future success." Here's the plan:
Activision Blizzard (Nasdaq: ATVI) Board of Directors today announced that it
has formed a “Workplace Responsibility Committee” (the “Committee”), initially
comprised of two independent directors, to oversee the Company’s progress in
successfully implementing its new policies, procedures, and commitments to
improve workplace culture and eliminate all forms of harassment and
discrimination at the Company. The Committee is being chaired by Dawn Ostroff,
an independent director since 2020. Reveta Bowers, an independent director since
2018, will serve on the Committee. In addition, the Company is working to add a
new, diverse director to the Board.
The Committee will require management to develop key performance indicators
and/or other means to measure progress and ensure accountability. The Chief
Executive Officer, Bobby Kotick, along with the Chief People Officer and Chief
Compliance Officer will provide frequent progress reports to the Committee,
which will regularly brief the full Board. The Committee is empowered to retain
outside consultants or advisers, including independent legal counsel, to assist
in its work.
The Activision Blizzard Board is committed to ensuring a healthy workplace in
which all employees feel valued, safe, and respected. Our Audit Committee has
been kept apprised of developments, including the EEOC and DFEH investigations.
The Board supports the numerous steps taken by management since 2018 to improve
workplace culture, including centralizing the human resources function in 2019
to ensure greater consistency and accountability, strengthening and increasing
training, and, most recently, improving methods for reporting and responding to
complaints of harassment, discrimination, and retaliation. Beginning in October,
the Board has been meeting bi-weekly for in-depth assessments on related plans
and progress and also now receives detailed written weekly reports. The Board
remains committed to helping drive significant, additional improvements.