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League of Legends developer responds to claims of sexist work environment



Riot Games has responded to a story that claims the League of Legends developer has a toxic, sexist workplace environment and outlines how he wants to go about it. In a statement, Riot said it had its time to "listen and learn" in the period since Kotaku published his story in early August.

The studio uses a video game metaphor to describe its claims. "As a company, we are used to fixing problems as quickly as possible, but this patch will not happen overnight, we will integrate that change into our cultural DNA and leave no room for sexism and misogyny," said Riot.

The statement continues: "Inclusiveness, diversity, respect and equality are all non-negotiable, and while there is much to be improved, there is a tremendous amount of good things happening at Riot that will drive this change, and that is our top priority until we did it right. "

Riot used the statement to apologize to yesterday's and today's employees who worked for the company internally and on a contract basis. We're sorry, Riot was not always the place we promised you, and we're sorry it took so long to hear you, "Riot said.

The studio added that in the coming days, weeks, months and years, Riot will strive to "make Riot a place we can all be proud of."

Riot also turned to past and present players: "We know we've failed you, and we're determined to fix it." And for those looking for a job at Riot, the studio said it understands the doubts that some might have of joining the company. "But we need you now more than ever," said Riot. "We need people who drive change and fight for what's right."

In addition, Riot's testimony addressed the partners with whom he works, asking for patience while Riot takes steps to "heal and improve."

But what is Riot actually doing to improve his studio culture? Riot said these issues are "serious" and that corporate culture needs to evolve to get to a better location. Riot's "Getting Started" will include seven points, including things like setting up a new internal team focused on "cultural evolution" and introducing new anti-annoyance workouts. In addition, Riot has set up an anonymous hotline that employees can call to report issues, while the company has also mandated an outside law firm to review its new policies. The seven "First Steps" are listed below, as published in Riots Statement:

  1. Extension of the Culture and D & I Initiative: We have built a new team to guide our cultural evolution. This group and their work will influence every corner of this organization and also accelerate our existing culture and inclusion work. We all strive to keep the best parts of today's riot ̵

    1; like our focus on player empathy – while tirelessly looking to the future. The team will be directly accountable to our CEO.

  2. Revisiting Cultural Definitions: We put everything on the table, including our core cultural messages, such as our manifesto. This involves re-evaluating the language of Riot, words like "gamers" and "meritocracy" to make sure they mean the same to us all. If the words are abused or do not help us to describe our vision for the future, we will not use them.

  3. Third Party Review: We have hired two leading cultural change advisers to provide us with their expertise and recommendations in rebuilding the culture of Riot. Our goal is not only good; It should play a leading role in diversity, inclusion and culture. We urge them to develop mechanisms to measure our progress and hold us accountable against this goal.

  4. Investigation Process: We evaluate and improve our investigation processes and systems. We know that we have lost confidence in the rioters, so it is important to rebuild trust so that the rioters feel safe and empowered to address issues. Here are some examples we have already made:

    1. We have set up a hotline where everyone can ask questions anonymously and file complaints.

    2. We have expanded our internal team and appointed an outside law firm to evaluate our policies. They will also work side-by-side with talent partners to investigate new assaults by rioters to create an additional, unbiased level for all our investigations.

    3. Nobody and nothing is sacred. We are ready to make major changes and have begun to tackle certain cases, including the elimination of rioters, although we are unlikely to publicly comment on these details on a case-by-case basis and for data protection reasons.

  5. Recruiting for Recruiting: We are speeding up our efforts to make our recruitment system more open. We revise our job descriptions to make sure they are easily accessible to all demographic groups. Revaluation of the universities from which we recruit; and we are expanding the pools to which we target our candidates.

  6. Trainings : We are doubling our training. Training designed specifically for managers will be extended to all rioters, including interview training and anti-harassment training. We also invest in anti-bias training to promote behaviors that promote a fair and inclusive work environment. In addition, we invest in management training for all managers to build and support better teams. These training sessions are needed for existing Rioters, with elements incorporated into our onboarding program from Rioter.

  7. Staffing for D & I: We are deeply involved in the process of recruiting a new Chief Human Resources Officer (CHRO) seeking a Chief Diversity Officer (CDO). You will join the CEO, President and COO as part of our executive leadership team and provide our existing D & I team with critical experience to accelerate all our work in this area.

Kotaku's report "Inside Culture of Sexism at Riot Games" contained a series of shocking statements and revelations. A source told the site, "The 'Bro culture' is so real there, it's scary, it's like working in a huge brotherhood." You can read the whole story here.


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