Last June, we faced the fact that not all team members were experiencing the safe and inclusive workplace that we had always intended Ubisoft to be. Since then, we have engaged in a company-wide effort to listen, learn and build a roadmap for a better Ubisoft for all. With this in mind, I want to summarize the work we have done and the direction in which we are headed.
Following the allegations of misconduct, we set up several channels via which team members can report inappropriate behavior, including a platform that guarantees anonymity. All reports are received and treated by an independent external partner to guarantee impartiality. The initial reports led us to launch a series of investigations and based on their outcomes, we took appropriate actions, including training, disciplinary sanctions, and dismissals. Any new reports continue to be managed by our independent external partners.
More than 14,000 employees participated in a range of group-wide assessments, including an anonymous questionnaire, and 2,000 employees took part in focus groups and listening sessions. We partnered with Accenture to conduct a thorough audit of our global HR organization, processes and policies. As a result, we strengthened our non-discrimination and anti-harassment policies. We also have created new HR processes and fully updated our internal Code of Fair Conduct. The Code is clearer, more comprehensive, and more actionable. It will be mandatory for all team members to sign when it is published in June. Our teams worldwide have already participated in the initial anti-harassment training sessions. We are also deploying additional mandatory training modules specifically on the topics of anti-harassment and anti-discrimination.
We have recently implemented a new performance criterion to our compensation scheme with specific expectations for managers. This new attribute will focus on our ability to care for people, behave inclusively, and foster a safe and respectful work environment.
Additionally, we have appointed and recruited new leaders at the executive level.
Anika Grant arrived as our new Chief People Officer in April. She is focusing on strengthening our global corporate culture and our HR organization, ensuring that all our teams can thrive in an environment that nurtures a culture of respect, diversity, inclusion and collective wellbeing.
Belén Essioux-Trujillo joined the Ubisoft Board of Directors as a new independent member in December. She will further enrich the group with additional valuable HR experience and insights.
Lidwine Sauer, who was appointed last July to the new role of Head of Workplace Culture, has been piloting the listening and feedback sessions internally, and has most recently launched a global initiative to clarify our values.
Raashi Sikka joined in February in the newly created position of VP of Global Diversity & Inclusion. Her role is to help ensure D&I is at the heart of everything we do. Notably, she is providing a strategic framework and resources to empower ERGs (Employee Resource Groups) and to encourage team members across Ubisoft to constantly challenge their perspectives. Raashi also leads a global D&I Content Review Committee that has been set up to support teams in respect to diverse and inclusive content.
Veteran Ubisoft developer Bio Jade Adam Granger was promoted to VP of Editorial with the ambition of adding more diverse perspectives to the creative leadership of our games and franchises.
Studio leadership teams continue to evolve, with a number of new appointments in recent months. Most recently, we announced that Lisa Opie will soon be joining Ubisoft Reflections and Ubisoft Leamington as Managing Director. Ubisoft Montreal, our biggest studio, committed last year to an overhaul of the studio’s management structure to support our overall growth strategy and instill a more diversified vision; as part of this strategy Catherine Lemyre and Leslie Quinton have joined Ubisoft Montreal as VP Talent and VP Communications respectively.
Considerable progress has been made, and we will continue to work hard with the ambition of becoming an exemplary workplace in the tech industry. The teams at Ubisoft continue to impress me with their engagement on this journey. 10,000 team members connected live to virtual town halls in early May, where we shared the latest progress being made, and we will continue to share regular updates with them.
Management — myself included — have a responsibility to act as role models and be exemplary for our teams. I want to stress my personal commitment to continue to improve our workplace culture and create real, lasting and positive change at Ubisoft.
Thank you all for your support as we continue to learn and grow.
-Yves Guillemot, CEO Ubisoft