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Summary of our 2022 representation data
Today we released a summary view of our year-to-date 2022 representation data and provided an update on our commitment. This follows the insights we shared in Q4 2021. The data tells a story of steady progress along our journey to becoming the most welcoming and inclusive workplace in the entertainment and gaming industry.
As a reminder, last year we committed to increasing the percentage of women and non-binary employees by 50% over 5 years, and are simultaneously working to increase the number of employees who identify as members of underrepresented ethnic groups
We are pleased to report that we have increased the overall representation of women at all levels — across the company, across corporate, and in each of the Business Units. We’ve also grown our pool of employees who identify as part of an underrepresented ethnic group in the U.S.
Since we now have data on employees who identify as non-binary, we’ll continue to track representation of employees outside the gender binary. In 2023, we plan to evolve and improve our approach for how to categorize gender, race and ethnicity in our overall reporting, and, equally important, we’ll share the progress we will achieve together to make Activision Blizzard an even more welcoming and inclusive workplace where people can do their best work.
Given the size of our organization, the data we’re sharing today is meaningful and we are on track to achieving our representation goals. It’s a direct result of the everyday actions from every team member creating a welcoming culture of inclusion and belonging, stewardship by our leaders across the company, tireless work by our Talent teams led by Alex DiLeonardo, and commitment from our CEO Bobby Kotick. Thank you 🙏🏽 🙏🏾 🙏🏼 🙏🏿
📝 on our methodology
All data reflects all non-temporary employees – known internally as “FTEs” – and is as of 11/30/2022, compared against data released in Q4 2021 reflecting FTEs as of 11/30/2021.
Our gender data is global, where permissible under local law, and represents employees’ self selection between fields of “woman,” “man,” “non-binary,” “other,” and “prefer not to say.” In calculating gender representation, we consider the percentage of known employees (i.e., those who have not selected “prefer not to say”). Note that at this time we have included both the “woman” and “non-binary” data in our representation calculations (shown as “Women and Non-Binary” in this report) where in previous updates we have not. Non-binary data represents less than one percent of the total figure for women and non-binary representation, and therefore has not materially impacted the metrics.
Our ethnicity data is limited to the United States and, like our gender data, represents employees’ self selection. In this case the fields from which employees select include “White,” “two or more races,” “Hispanic or Latino,” ”American Indian or Alaskan Native,” “Black or African American,” “Asian,” “Native Hawaiian or Other Pacific Islander,” and “prefer not to say.” Again, in calculating ethnicity representation, we consider the percentage of known employees (i.e., those who have not selected “prefer not to say”). We track and differentiate ethnicity in this report under the nomenclature “Underrepresented Ethnic Groups” or “UEGs,” which represents all non-white, known values.
The ABK summary and operating-division breakouts refer to and include the following respective organization cell(s):
•1. ”ABK” refers to the entire enterprise; including Activision Publishing, Blizzard, King, and Activision Blizzard (as detailed below)
•2. “Activision Publishing” includes its respective franchise/development talent (e.g. associated with Call of Duty) and the Activision Publishing corporate entity
•3. “Blizzard” includes its respective franchise/development talent (e.g. associated with World of Warcraft and others) and the Blizzard corporate entity
•4. “King” includes its respective franchise/development talent (e.g. associated with Candy Crush and others) and the King corporate entity
•5. “Activision Blizzard” includes the corporate functions that sit at the center of the organization (e.g. central Finance, central HR) and the ABK-wide executive leadership team
The methodology chosen for this presentation is not intended to have any legal significance and should not be viewed as stating any position on the appropriate legal analysis in any jurisdiction.
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