Activision Blizzard Releases Inaugural Diversity, Equity, and Inclusion Look-Back
Activision Blizzard released its first annual Diversity, Equity, and Inclusion (DE&I) Look-Back, which shares new and expanded data on diverse representation within the company’s employee population. The Look-Back also highlights how investing in DE&I across its people, business, and community has become an integral part of Activision Blizzard’s business. The Look-Back includes data through Dec 31, 2022, and can be viewed in full on the company’s blog.
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“We’re working with teams globally to enact policies and behaviors that encourage diverse, equitable, and inclusive environments,” said Kristen Hines, Activision Blizzard’s Chief DE&I Officer. “These environments are where our people will thrive, be their most innovative, and make the best games. With strong foundations set in 2022, we now have the structure in place to further progress toward our ambitious goals.”
As the company has progressed in its DE&I journey, Activision Blizzard has expanded internal visibility into its representation data to help track progress and maintain accountability. The company has also evolved its classifications of race, ethnicity, and gender, and made changes to the way it reports data.
These changes include separating “Woman” and “Non-binary” gender identities in representation data reporting and reporting on those who self-identified as “Something Else”. By creating a more inclusive environment, the company’s goal is to increase feelings of comfort and safety among employees, which it expects to lead to increased self-reporting. Activision Blizzard will also now report on each distinct racial and ethnic group instead of one group (“underrepresented ethnic groups”) in an effort to reduce feelings of “othering” that can happen when grouping identities together.
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In addition to sharing our latest representation data, this report includes hiring and retention data broken down by gender, race, and ethnicity. This is the first time Activision Blizzard is sharing this data, which will serve as a baseline moving forward. Including this important information will help all stakeholders track the company’s progress to meeting its commitment made in 2021 to increase the percentage of women and non-binary employees by 50% over five years.
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