Disney has adjusted content warnings ahead of some of the older films, including Peter Pan and Dumbo, after President Donald Trump is re-inaugurated. Masu.
As originally reported by Axios and confirmed by Variety, Disney has changed its autoplay disclaimer before these titles. Previous versions state that the film “contains negative portrayals and abuses of people and cultures,” while the new version “is presented as the program was originally created, It could contain stereotypes or negative depictions.”
In November 2019, Disney first added content warnings to films such as “Dumbo” due to racist portrayals found in Disney-made films in the 1940s and 50s. “The program is presented as originally written,” the warning previously stated. “It may contain outdated cultural portrayals.”
Disney has changed the October 2020 wording to a long content warning. “This program includes negative portrayals and abuse of people or culture. These stereotypes were wrong at the time and are wrong now. Rather than removing this content, they have the harmful effects of it. We want to acknowledge and learn from it, stimulate conversations, and create a more inclusive future together. Disney is an inspirational and ambitious reflection of the rich diversity of human experiences around the world. I’m working on creating stories that contain themes.”
We have now reverted the content warning to the version that was inserted in 2019.
Disney’s Chief Human Resources Officer Sonia Coleman outlined changes to the company’s DEI efforts in a note to leadership on Tuesday.
“Creating a welcoming and respectful environment for our employees and guests is central to our corporate culture and business,” Coleman writes. “Our values - integrity, creativity, collaboration, community, inclusion – guide our actions and how we treat each other. Today, our values are leader compensation programs, especially others. We would like to provide an update on how it is embedded in Performance Factors (OPFs) and share some of the work we are working on to evolve talent strategies that are consistent with these values.”
Please read the complete notes obtained for the following variety:
Executive Leader,
For over 100 years, Disney has entertained and inspired many families in all life around the world. We create entertainment that appeals to our global audiences and promote our business by having a workforce that reflects the consumers we serve. With over 230,000 dedicated employees and cast members in over 40 countries on six continents, Disney has long been able to offer a wealth of diverse talent and experience that employees bring to their jobs. We have believed that it will enhance the global consumer experience. Audiences and guests.
Creating a welcoming and respectful environment for our employees and guests is at the heart of our company’s culture and business. Our values – integrity, creativity, collaboration, community, inclusion – guides us to our actions and how we treat each other. Today, we are currently working to provide updates on how our values are embedded in leader compensation programs, particularly other performance factors (OPFs), and to evolve talent strategies that match these values I would like to share some of the work.
Other Performance Factors (OPFS): Starting this fiscal year, we have added new “Human Resource Strategy” factors to our executive compensation plans. This factor assesses how leaders maintain their company’s value, incorporates different perspectives, promotes business success, fosters an environment where all employees can thrive, and ensures long-term organizational strength. Evaluate how to maintain a robust pipeline to do so. This new factor represents the evolution of key concepts in the previous Diversity & Inclusion OPF, and is used together with the other two OPFs, “Storytelling and Creativity” and “Synergy.”
As many people know, last year we discussed the evolution of our strategic framework to partner with stakeholders across the company to advance our commitment to being welcome, respectful, respectful and inclusive. did. . The resulting framework was released in December – is designed to center the initiative around four key pillars, tailoring the business goals and company values.
People: We reach and attract the best, most talented people in the world, and promote a barrierless process of talent for all.
Culture: We deliberately advocate for a culture where everyone can contribute to the success of our business.
Market Reach: We create unforgettable stories, experiences and products that entertain and resonate globally.
Community: We learn and support from inadequate communities by establishing and investing in influential relationships with organizations and business stakeholders.
When we developed this new framework, we looked at ways to enhance our programs and practices to enhance the work environment that will serve our business. Some of you are already familiar with the new stuff, but we wanted to highlight some important developments.
New Online Destinations: In December, we added our new framework to the Corporate Impact website and hubs belonging to MyDisneyToday. We focused on the above pillars and ongoing progress. Rooted in efforts to improve employee experience, this new framework will demonstrate the evolution of the important work that took place at Reimagine tomorrow, and make its branding a success.
Employee Group: Last year, we began a process of unifying and streamlining the employee resource group (BERGS) structure across the global enterprise, rebranding BERG’s “B” from “business” to “belonging.” and highlighted the employee group. “The role focuses on enhancing the employee community and workplace experience.
This continues to evolve, but what remains the same is our commitment to promoting a culture where everyone belongs and everyone excels, and the globally engaging entertainment that drives our business. It allows you to provide.
Sincerely,
Sonia
