“First Steps
<\/strong><\/em><\/p>\n <\/em>

<\/em>\n
1. \n

   Expanding the Culture and D&I Initiative:<\/p> We\u2019ve built a new team to lead our cultural evolution. This group and their work will impact every corner of this organization, and will also accelerate our existing cultural and inclusion work. We are all committed to keeping the best parts of today\u2019s Riot\u2014like our focus on player empathy\u2014while tirelessly looking toward the future. The team will be accountable to our CEO directly.
   <\/em><\/p>\n<\/li>\n <\/em>\n

2. \n

   Revisiting Cultural Definitions:<\/p> We are putting everything on the table, including our core cultural tenets, like our manifesto. This includes reevaluating the language of Riot, words like \u201cgamer\u201d and \u201cmeritocracy,\u201d to ensure they mean the same thing to all of us. If the words are misused or don\u2019t help us describe our vision for the future, we won\u2019t use them.
   <\/em><\/p>\n<\/li>\n <\/em>\n

3. \n

   Third-Party Evaluation:<\/p> We have engaged two leading consultants on culture change to provide us with their expertise and recommendations as we rebuild Riot\u2019s culture. Our goal isn\u2019t just to be good; it\u2019s to become a leader on diversity, inclusion, and culture. We\u2019re asking them to develop mechanisms to measure our progress and hold us accountable against this objective.
   <\/em><\/p>\n<\/li>\n <\/em>\n

4. \n

   Investigation Process:<\/p> We\u2019re evaluating and improving our investigation process and systems. We understand we lost trust with Rioters, so rebuilding trust is key to making Rioters feel safe and empowered to raise issues. Here\u2019s some of what we\u2019ve done already:<\/em><\/p>\n

   \n
   1. \n

      We set up a hotline where anyone can anonymously raise issues and submit complaints.<\/em><\/p>\n<\/li>\n

   2. \n

      We have expanded our internal team, and brought in an outside law firm to assess our policies. They\u2019ll also be working side-by-side with talent partners to investigate any new claims raised by Rioters to provide an additional, unbiased layer to all of our investigations.<\/em><\/p>\n<\/li>\n

   3. \n

      No one and nothing is sacred. We are prepared to make big changes and have begun taking action against specific cases, including removal of Rioters, though we aren\u2019t likely to get into those details publicly on a case-by-case basis for legal and privacy reasons.
      <\/em><\/p>\n<\/li>\n<\/ol><\/li>\n <\/em>\n

   4. \n

      Reevaluating Recruiting:<\/p> We\u2019re accelerating our efforts to make our recruiting system more open. We\u2019re overhauling our job descriptions to ensure they\u2019re readily accessible to all demographic groups; reassessing which universities we recruit from; and expanding the pools from which we target our candidates.
      <\/em><\/p>\n<\/li>\n <\/em>\n

   5. \n

      Trainings<\/p>

      :<\/p> We\u2019re doubling down on trainings. Trainings that had been specific to managers are being expanded to all Rioters, including interview training and anti-harassment training. We\u2019re also investing in anti-bias training to encourage behaviors that foster a fair and inclusive work environment. In addition, we are investing in management training for all managers to build and support better teams. These trainings will be required for existing Rioters, with elements integrated into our Rioter onboarding program.
      <\/em><\/p>\n<\/li>\n <\/em>\n

   6. <\/em>\n

      Staffing up for D&I:<\/p> We are deep into the process of recruiting a new Chief Human Resources Officer (CHRO), and recently began the search for a Chief Diversity Officer (CDO). They will join the CEO, President, and COO as part of our executive leadership team, and will add critical experience to our existing D&I team to accelerate all our work in this area.”<\/em><\/p>\n<\/li>\n<\/ol><\/div>\n

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