Amid President Donald Trump's front attack on diversity, fairness and integration initiatives, Disney expanded her efforts and restored her efforts, and directly compatible with “work objectives and company values”.
The amendments, which were discussed in an internal note, are less dramatic than Dei's transformations in other major companies from Meta to Amazon to Google, but it was aimed at a possible violent reaction after one of Trump's first work in his position was the closure of Dei's federal initiatives and the status of employees on Leave. Federal and beneficiaries are also scrutinized. PBS, funded by the Public Broadcasting Corporation, said this week that it closes a designed office for diversity, shares and integration in the Trump wave of executive orders such programs.
Disney also updates the evacuation of the responsibility that works before certain titles on broadcasting services that currently warn of viewers of “negative imaging and/or mistreatment of people or cultures.” In an upcoming change, the mark will be read, “this program is presented as originally created and may contain stereotypes or negative imaging”, and it includes in the details section.
Today, the memorandum from the human resources leader in Disney Sonia Colls aims to provide a “update on how to include our values in our leaders' compensation programs, specifically other performance factors (OPFS), as well as the participation of some of the works that were underway to develop our talent strategy consistent with these values.”
Language does not mention diversity but focuses on belonging. It does not mention the shares or but it calls for an environment that everyone can excel.
The changes include replacing a scale of diversity and integration with a talent strategy factor in planning executive compensation to assess how leaders support the company's values, integrating various views to advance business success, developing an environment in which all employees can flourish, and maintain a strong pipeline to ensure long -term organizational strength.
“This new factor represents an evolution of the important concepts in OPF for the previous diversity and inclusion and will be used alongside the other OPFs, and the novel of stories, creativity and synergy.
The Disney Center for Tomorrow's imagination and developed into a new inclusion frame on the company's website was canceled on the company's website.
“Although this will continue to develop, what will not change is our commitment to enhancing the company's culture where everyone belongs, and everyone can excel, allowing us to provide attractive entertainment globally that drives our business,” Colls said.
Complete note:
Executive leaders,
For more than 100 years, Disney enjoyed generations of families from all aspects of life all over the world. We create entertainment that appeals to a global audience, and they have a workforce that reflects consumers we serve help to push our business. With more than 230,000 custom employees and members of a team in more than 40 countries across six continents, Disney has long believed that a variety of talents and experiences that our employees bring to their work is useful for our business and enhances the experience of our global consumers, the masses and guests.
The creation of a welcoming and respectable environment for our employees and essential guests of our company's culture and business. Our values - integrity, creativity, cooperation, society, inclusion – the direction of our actions and how we deal with each other. Today I would like to make an update on how to include our values in our leadership compensation programs, specifically other performance factors (OPFS), as well as share some of the works that were underway to develop our talent strategy in line with these values.
Other performance factors (OPFS): Beginning this fiscal year, we add the new “talent strategy” worker to our executive compensation planning. This worker will assess how leaders support the values of our company, integrate different views to push business success, develop an environment in which all employees can flourish, and maintain a strong pipeline to ensure long -term organizational strength. This new factor represents an evolution of the important concepts in OPF for the previous diversity and inclusion and will be used alongside the other OPFs, “narration of stories and creativity” and “Synergy”.
As many of you know, we spent last year in partnership with stakeholders throughout the company to discuss the development of our strategic framework for progress. The resulting framework – which we issued in December – is designed to align our initiatives with the goals of our business and the values of the company, which focuses on four main pillars:
- the people: We reach and attract the best talented people all over the world and strengthen the processes free of barriers for all.
- cultureWe intentionally create a culture in which everyone belongs and we can contribute to the success of our business.
- Access to the market: We create unforgettable stories, experiences and products that are comfortable and hesitant worldwide.
- community: We are learning from the societies that have been served and supported by creating and investing in influential relations with organizations and stakeholders in business.
Since we have developed this new framework, we have discussed ways to enhance our programs and practices to enhance our workplace environment, in the service of our business. While some of you are already aware of what is new, we wanted to highlight some of the main developments:
- A new destination on the Internet: In December, we added our new framework to our website on the Internet and the center of belonging to mydisneytode, focusing on the above columns and continuous progress. This new framework, which is rooted in our efforts to enhance our employee experience, is the development of the important work that has been accomplished with Raamagine tomorrow and leaves that brand.
- Employees groupsLast year, we started the process of unifying and simplifying the structure of the employee resources groups at the level And I tried it at the workplace.
Although this will continue to develop, what will not change is our commitment to enhancing the company's culture where everyone belongs, and everyone can excel, allowing us to provide attractive entertainment globally that drives our business.
