RESPECTING EACH OTHER

 

We strive for trust, respect, and dignity in everything we do. Our people are the most important part of our organization, and we succeed when each one of us feels safe and included to bring our creative best to work.  This chapter is all about how we foster a work environment where integrity and responsibility drive our interactions, so all of us can thrive.

Harassment or Bullying: Don’t Do It

It comes down to one simple, yet important word: Respect. We all want a workplace that feels safe and comfortable when we interact with each other. We must work well together to achieve our goals. Each of us is expected to do our part to create a respectful workplace culture – one that is free of bullying, bias, harassment, intimidation, or discrimination.

We prohibit these actions in any form – physical, verbal, or non-verbal – including:

  • Verbal conduct such as threats, epithets, derogatory comments, jokes, or slurs about a person’s race, medical condition, or family life;
  • Visual conduct such as displaying derogatory posters, photographs, cartoons, drawings, websites, and emails. Also, consider things like screensavers, passwords that multiple people need to use, memes, and GIFs; and 
  • Physical conduct such as assault, unwanted touching, blocking normal movement, or derogatory gestures; 
  • Quid Pro Quo sexual harassment, like unwanted advances, requests for sexual favors, or visual, verbal or physical conduct of a sexual nature when submission to or rejection of the conduct is used as the basis for employment or work assignment decisions affecting the individual; 
  • Hostile Work Environment: Conduct that has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile, or offensive working environment and is based on 
    protected characteristic;A protected characteristic may vary depending on where in the world you are working, but may include: gender, race, color, nationality, national or ethnic origin, ancestry, citizenship status, age, religion, creed, belief, political or trade union affiliation, military or veteran status, sexual orientation, marital or civil partnership status, pregnancy or maternity, physical or mental disability, medical condition, gender identity, gender expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), and gender-related appearance or behavior. Please refer to the policy applicable to your job location or consult your HR partner for further details.
  • Repeated degrading, derogatory, or insulting remarks; 
  • Verbal abuse or profane language directed at an individual; 
  • Intimidating or humiliating behavior in the form of verbal or physical conduct; and
  • Intentional targeted isolation.

Note that the types of conduct prohibited in the Code are generally broader than those prohibited by law.

Find out more:

Check out our Workplace Integrity Policy* or contact/report to your manager, your local HR partner, or another contact on the ASK List*.

 

 

DIVERSITY AND NON-DISCRIMINATION: RESPECT DIFFERENCES

Diversity is one of our greatest strengths as a company. With our unique talents and great mix of people, we spark innovation, create stronger teams, and stay ahead of our competition. And it’s up to each one of us to help maintain an inclusive work environment that fosters respect and reflects the diversity of the communities where we operate. Our company prohibits discrimination or making employment-related decisions on the basis of a person’s legally protected characteristic.

 

 

Be Safe

 

 

Drugs and Alcohol: Know the Policy

 

Building relationships and socializing at work can be an important part of a great culture, but we must keep our workplace safe, inclusive, and enjoyable for all. No alcohol is permitted at Activision Blizzard offices, and no one is permitted to drink while working. It’s also never okay to possess, use, or be under the influence of illegal drugs while on the job. Abusing drugs or alcohol at work, or before work, can lead to safety issues, damage your business relationships, or hurt your productivity and innovation.


Get to know our Drug & Alcohol Policy* and notify the Way2Play Team* or anyone on the ASK List* if you’re ever concerned about someone’s use of drugs or alcohol at work.

If you or someone you know needs help fighting alcohol or drug addiction, there are resources available.

Check out your local benefits resources* to learn more.

Gambling on Esports: Don’t Create Risk

Gambling on Esports can create integrity risk for you - and our company. Check out the Esports Gambling Policy* to learn more about what is not allowed in this area.

Violence: It’s Never Okay

Violence is prohibited. Period. This includes threats, intimidation, or any act of violence whatsoever. If you ever encounter or hear about workplace violence or threats of workplace violence, contact someone on the ASK List*. If someone is in immediate danger, do not hesitate to contact the local authorities.

Workplace Laws: We Follow Them

We comply with all applicable workplace laws. This can be a complex area, so always reach out to someone on the ASK List* if you have questions. Of course, we don’t tolerate retaliation against employees for asking questions or attempting to invoke their rights under applicable laws.

THE ASK LIST: WHERE YOU CAN GO FOR HELP

 

The ASK List* is your key go-to resource. It’s a list of people and resources that you can turn to if you have questions, need some advice, or want to report something. You can choose whatever channel or resource makes you the most comfortable.  No matter the circumstances, you can reach out to anyone on the ASK List:

  • Your manager
  • Another manager you trust
  • Any member of the Way2Play Team directly or at way2play@activision.com
  • Any member of HR (or you can reach HR at 877-225-4702 within the U.S. or at HR@activision.com from anywhere in the world)
  • Any member of the Law Department
  • The Integrity Line (1-877-WAY2PLAY or 1-877-929-2752) within North America or way2play.ethicspoint.com from anywhere in the world

 

You can always reach out to your Way2Play Heroes* for guidance about your reporting options. 



We want you to understand more about the Integrity Line so you can decide if it is the right option for you. The Integrity Line is a confidential website and telephone line, operated by an external third-party vendor, which allows you to report concerns 24 hours a day. If you prefer, the Integrity Line allows you to report concerns anonymously. However, providing your name allows us to contact you directly, while still protecting your confidentiality to the extent possible; it also allows us to ask you for further information as we investigate your concerns and may impact our ability to respond and expedite the time it takes us to do so. 


You can reach the Integrity Line by:

 

 

 

Telephone:

  • North America 1-877-WAY2PLAY (877-929-2752)
  • Global
    • Australia 1800 161 117
    • Brazil 0800 000 0474
    • China (Mainland) 4001200531
    • France 0 805 62 01 53
    • Germany 0800 1819538
    • Ireland 1800851838
    • Japan 0120-406-357
    • Malta 8006 5047
    • Mexico 8006815321
    • Netherlands 0800 0229506
    • Romania 0800 890 440
    • Singapore 8004922537
    • South Korea 00798 14 203 0354
    • Spain 900838616
    • Sweden 020 089 00 22
    • Taiwan 00801-49-1714
    • UK & Northern Ireland 0800 046 550

Internet:



way2play.ethicspoint.com

                                                                           

 

Reports submitted through the Integrity Line are automatically directed to members of the Way2Play Ethics & Compliance team and may be escalated as appropriate.

 

 

 

What’s the Right Way2Play?

Consider this scenario:

“My team loves to joke a lot, but recently I’ve noticed a few people making explicit remarks about one of the people on our team and their dating life. They don’t seem to mind, but it’s making me uncomfortable. Is this a problem?”

The Right Way2Play:

“Yes. It’s important to speak up. Making explicit remarks is a violation of our Code. If you are a People Leader, you have an elevated responsibility to say something. Inappropriate comments about people’s personal lives could escalate to other bad behavior, so bringing awareness to it immediately matters. Reach out to anyone on the ASK List* or learn more about bystander intervention in the Workplace Integrity Policy*.”

“Part of what’s great about our culture is being able to work with lots of diverse, creative people - from all walks of life - who come together to build something that our fans love.” - Sabrina Carmona, VP, Farm Heroes Saga and Operations; Way2Play Hero

Remember, the Code of Conduct is not intended to prohibit or infringe on an employee’s rights to discuss wages, hours, working conditions, or other terms and conditions of employment or to otherwise engage in protected concerted activity under Section 7 of the National Labor Relations Act.

 

 

The Software License and Service Agreement will be updated. Please follow this link [https://www.activision.com/legal/ap-eula] in order to see these changes.

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