VALUING DIVERSITY & INCLUSION
Why it matters
We are committed to making our company a place of inclusion that reflects, celebrates, and elevates the diversity of our audiences. We are focused on creating an environment that supports all of our people, professionally and personally, to ensure that we can bring our authentic selves to work and drive creativity, innovation, and results by connecting with the rich diversity of our employees, audiences, and partners.
Further, working with diverse owned businesses as well as engaging Minority Business Enterprises and minority-owned financial institutions has a positive effect on our surrounding community. By engaging with these suppliers, we’re helping to increase spend and consumption on the local level while enhancing the communities where our customers, consumers, and employees live and work. Moreover, when we utilize diverse suppliers, it promotes competition in the supply chain and introduces us to new and innovative business solutions.
Additional Resources
What it looks like in our day-to-day work
- Promoting equal engagement of all employees.
- Ensuring that all employment decisions are based on individual merit and business needs, irrespective of race, color, ethnicity, national origin, religion, creed, sex, sexual orientation, gender, gender identity, gender expression, age, marital status, height, weight, disability, veteran status, citizenship status or any other personal characteristic protected by applicable law.
- Extending this commitment to every aspect of our business and operations, from the programming and movies we create to employee benefits, programs, hiring and development.
- Recognizing and respecting the value that diversity of people and ideas brings to the workplace, enabling us all to have a “place at the table” and realize our full potential.
- Having people in leadership positions hold themselves accountable for creating, developing, promoting, and championing a diverse, multicultural workforce and supply chain and leading by example – all day, every day – in the way they behave and champion the principles of diversity and inclusion throughout Paramount.
Frequently asked questions
A: Diversity is the practice or quality of including or involving people from a range of different backgrounds, including but not limited to race and ethnicity, gender and gender identity, sexual orientation, socioeconomic status, language, culture, national origin, religious commitments, age, (dis)ability status and political perspective.
A: Inclusion is the state of being respected, valued, and supported.
A: Paramount Employee Resource Groups (ERGs) offer skills-building workshops, mentoring initiatives, business- focused panels, networking opportunities, community service projects and cultural/heritage month celebrations to further showcase Paramount’ commitment in building a culture of inclusion and belonging. To get involved in any of the ERGs, complete the membership form here or send an email to GlobalInclusion@Paramount.com.
A: Paramount D&I Programs include the Nick Artist Program, Nick Writing Program, Paramount Showcase, Paramount Directing Initiative, Music Showcase, Paramount Writers Mentoring Program, Viewfinder Emerging Directors Program, and the Paramount Supplier Diversity Program. Learn more about our D&I Programs here or view Paramount’s ESG Report.
A: Supplier Diversity Programs involve an organization’s efforts to include diverse categories of suppliers in its sourcing process. Participants in Paramount’s Supplier Diversity Program can hold an outside certification or can be certified through approved internal processes and include women-owned, LGBTQ+-owned, and veteran owned businesses.
A: To participate in Paramount’s Supplier Diversity Program, suppliers must either hold a valid minority-owned, women-owned, lesbian, gay, bisexual, transgender- owned, disability-owned, or veteran-owned business certification, or be self-certified through one of Paramount’s approved processes.
For more information about supporting diversity and inclusion contact The Office of Global Inclusion.
For any concerns about potential violations of this policy, please contact your Human Resources representative or the Employee Relations Team
PROMOTING A HARASSMENT-FREE WORKPLACE
Why it matters
At Paramount, we feel strongly that every employee should be treated with dignity and respect, regardless of their race, color, ethnicity, national origin, religion, creed, sex, sexual orientation, gender, gender identity, gender expression, age, marital status, height, weight, disability, veteran status, citizenship status or any other personal characteristic protected by applicable law.
We should never be subjected to harassment (sexual or otherwise), whether in the office or in any other work-related settings, including meetings (in-person or virtual), trips, and social events (in-person or virtual). Harassment includes verbal, physical and visual conduct that creates an intimidating, abusive, offensive, or hostile working environment which interferes with work performance.
In addition, Paramount also believes in an environment that is free from workplace bullying and abusive conduct, regardless of whether the person is in a protected category.
In short, every employee has the right to feel safe when working with co-workers, including managers, vendors, suppliers, clients, visitors, or independent contractors.
What are examples of harassment:
- Making degrading and disparaging comments, jokes or slurs related to race, color, age, gender, gender expression, sexual orientation, and other categories protected by the law.
- Displaying, disseminating, or storing written or graphic material that ridicules, insults, or shows hostility toward a group or individual.
- Distributing or storing pornographic, obscene, or sexually suggestive content.
- Asking for dates, or making unwelcome sexual advances, when it is clear – or after it becomes clear– that the overture is unwelcome.
- Making unwelcome sexual requests while insinuating that access to or denial of job benefits is dependent upon compliance with the request.
- Making inappropriate or threatening physical conduct, such as unwelcome touching or impeding or blocking another person’s movements.
What is bullying and abusive conduct:
Bullying or abusive conduct (regardless of whether the person is in a protected category) includes the repeated use of insults, derogatory remarks, and epithets; threatening, intimidating, or humiliating verbal or physical conduct; and the gratuitous sabotage of a person’s work performance. A single act may not constitute bullying unless it is especially severe and egregious.
What it looks like in our day-to-day work
- Being familiar with and adhering to Paramount’s Non-Discrimination and Anti-Harassment Policy and this Statement’s guidance on Valuing Diversity & Inclusion.
- Never making inappropriate statements concerning a person’s race, color, ethnicity, national origin, religion, creed, sex, sexual orientation, gender, gender identity, gender expression, age, marital status, height, weight, disability, veteran status,
- citizenship status or any other personal characteristic protected by applicable law, or inappropriate statements of a sexual nature, such as comments about an individual’s body or appearance or intrusive personal questions or comments.
- Conducting ourselves appropriately and remaining conscious of how our actions and comments might be perceived or misunderstood by others.
- Refusing to engage in any conduct of an overtly sexual nature, whether welcome or unwelcome.
- Never displaying items, transmitting content, or engaging in conduct that is sexually offensive, explicit or likely to offend our diverse workplace (for example, creating or sharing suggestive or offensive jokes, cartoons, letters, notes, images or invitations,
- whether by email, voicemail, social media, Slack, or other means).
- Adhering to Paramount’s guidance on harassment whenever utilizing social media.
- Reporting instances of harassment to a manager or someone from your Human Resources, Employee Relations, Legal Department, or OPENLINE; and not retaliating after an unwanted overture or inappropriate conduct is rejected, or in response to the reporting of such conduct
Guidance on dating in the workplace:
Yes, but if your advances are refused, you should not continue to ask or pursue your co-worker. We encourage professional relationships among all employees. We also recognize that on occasion, romantic or intimate relationships may develop between colleagues. When this happens, colleagues should carefully think through and aim to minimize any impact in the work environment.
A: Paramount understands that consenting intimate relationships may develop between co-workers. If the employees involved are in a reporting relationship (whether direct or indirect), work in the same business unit, or if their work is reasonably likely to overlap, they are required to promptly disclose the relationship to Human Resources (legal rights and obligations around this disclosure may differ by country, outside of the United States). We require this disclosure to minimize and manage the complications that can arise from such consensual relationships, for both the parties involved and their co-workers. Please note that for purposes of this policy, the term “relationship” refers to any romantic or sexual interaction.
A: Yes. The way harassment law is interpreted, it doesn’t matter if you intended to offend. What matters is whether the other employee interprets your comment as objectionable or a form of harassment. That is why it’s important to always remain conscious of how our actions and comments might be perceived or misunderstood by others. If you think something could be interpreted as offensive, don’t do it.
A: Paramount is committed to providing a harassment- free workplace. If your co-worker’s comments make you uncomfortable, talk to your manager (if he or she is not involved) or reach out to your Human Resources representative or the Employee Relations Team.
ENSURING HEALTH & SAFETY IN THE WORKPLACE
Why it matters
Being physically and psychologically safe and doing good for the environment at work is a prerequisite to being creative, innovative, and successful. Environmental and health and safety regulatory requirements underpin our safe work practices and environmental-leading practices. By being compliant with these regulations and responsible to best practices, we constructively demonstrate commitment to our values, advance the Company’s success and ultimately make Paramount an employer where
everyone knows their safety is of the utmost importance and they are personally proud of their individual and collective environmental contributions.
Examples of health & safety measures:
- Fire drills in NYC, earthquake drills in CA and tornado drills in our Nashville office.
- Incident report submissions to our Risk Management team in the case of injury.
- Locking out equipment before servicing.
- Reviewing the Safety Data Sheet before using a chemical in the workplace.
- Safety plans for all of our locations.
- Safety assessments on production sites.
- Posting of health and safety work practices in accessible areas.
- Regular training for employees who cover news, work at height, operate or repair machinery and/or electrical equipment on the requisite safety practices.
- Properly disposing of hazardous waste and e-waste.
- Using the designated waste specific receptacles in the office or worksite.
- Reporting chemical or fuel spills.
- Identifying energy-saving opportunities.
What it looks like in our day-to-day work
- Adhering to prescribed safe work practices and coaching others to do the same.
- Reporting health and safety hazards in the workplace to your supervisor or the Environmental Health & Safety department.
- Meeting or exceeding all regulatory requirements. Properly utilizing and wearing personal protective equipment (PPE) where required (fall protection, safety glasses, respiratory protection, etc.).
- Requiring our business partners, vendors, and suppliers operate their respective businesses in a safe and environmentally responsible manner.
- Addressing health and safety hazards in our daily work processes.
- Conducting safety training for relevant audiences in a timely manner.
- Recording and reporting incidents. Managers and employees working together to implement and maintain a safe work environment. Managers supporting and holding their teams accountable for complying with safety measures and best practices. Employees cooperating with their managers by adhering to safety measures.
- Encouraging a positive safety culture, wherever you work.
For more information, visit the Environmental Health & Safety page or contact your Human Resources representative, Labor Relations or EHS Representatives