Training & Equal Opportunity

Arrangements to Promote Training and Equal Opportunities in Broadcasting
Annual Report – 2012

 

MAKE AND FROM TIME TO TIME REVIEW ARRANGEMENTS FOR PROMOTING EQUAL EMPLOYMENT OPPORTUNITIES IN RELATION TO SEX, RACE AND DISABILITY.

The Company is committed to equal employment opportunity in implementing its employment practices without regard to race, colour, religion, gender, sexual orientation, gender identity, national origin, age, disability, marital status, veteran status, or any other characteristic prohibited by federal, state, local, or country laws.

The Company is dedicated to providing a work environment free from discrimination and harassment, and where employees are treated with respect and dignity.

This Equal Employment Opportunity (“EEO”)/Anti-Discrimination Policy (the “Policy”) applies to all directors, officers and employees of Discovery Communications, LLC and any of its US and non-US subsidiaries and divisions (collectively, the “Company”).

The Company acknowledges that the requirements related to providing a work environment free from discrimination and harassment may vary from country to country and should be carried out with regard to local laws and practices.

The Company complies with applicable local laws and governing authorities governing non-discrimination in employment in every location in which the Company has facilities.

This Policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, leaves of absence, compensation, and training.

The Company expressly prohibits any form of unlawful employee harassment based on race, colour, religion, gender, sexual orientation, gender identity, national origin, age, disability, marital status, amnesty, or veteran status. Improper interference with the ability of the Company’s employees to perform their expected job duties is absolutely not tolerated.

The Company has a published Diversity Policy Statement, which is within the Discovery Careers Website http://careers.discovery.com/emea/diversity/overview.html and also available to all employees at the commencement of their employment and also made available on the Company’s intranet site.

In addition Discovery Communications’ commitment to diversity & inclusion is furthered by the work of several Employee Resource Groups (ERGs) and Global Diversity Ambassadors (GDAs). ERGs are created by employees and are organized around a common dimension of diversity & inclusion.  http://careers.discovery.com/emea/diversity/programmes.html

The Company provides equal employment opportunities to all employees and applicants for employment without regard to race, colour, religion, gender, sexual orientation, gender identity, national origin, age, disability, marital status, or veteran status in accordance with all applicable federal, state and local laws and governing authorities.

Recruiting managers attended HR/Recruitment workshops in 2012 to promote equal employment opportunities by covering best practices and the reinforcement of choosing the best person for the role irrespective of race, disability, gender reassignment, sex, marriage and civil partnership, pregnancy and maternity, religion and belief, sexual orientation and age. 

The company has reviewed its current arrangements in completing this report and concluded that the HR/recruitment workshops for recruiting managers will continue in 2013.

MAKE AND FROM TIME TO TIME REVIEW ARRANGEMENTS FOR TRAINING STAFF

The Company has the following arrangements for training staff:

  • Code of Ethics Mandatory Training –To ensure that our employees have a thorough understanding of the Code, we have developed a mandatory online training program.
  • Induction training – all employees receive an invitation to attend a structured induction workshop on their entrance to the business and a link to our New Employee Flipbook that can be accessed online.  During the live induction employees are introduced to the Discovery business in our corporate overview, health & safety, employee benefits, and technology.
  • External consultant led-training – Extensive needs analyse are conducted to review the training requirements for the business departments, teams and individuals. As a result some examples of external led training have included commercial employees attending specific sales training designed to improve their sales skills, middle managers attending middle management programmes to enhance performance management, coaching, and influencing skills, among many others. External consultants delivered these. 
  • Management training – throughout 2011 Discovery has in place a Discovery Master’s Programme with 5 core management development workshops for managers to attend.  The sessions are designed to improve their management skills.  Half are delivered internally and half by external consultants.
  • On the job training – all employees receive regular on the job training, including 1-2-1 meetings with their immediate line manager.
  • Mentoring Scheme – The global MentorNet program offers full- and part-time employees an opportunity to connect with and learn from professional colleagues at Discovery within an open environment that supports information sharing, relationship building, and collaboration. 

As part of an annual formal review, training requirements are discussed.

TAKE APPROPRIATE STEPS TO MAKE THOSE AFFECTED BY ARRANGEMENTS AWARE OF THEM.

The Code of Ethics report was circulated to all staff.

The Company’s EEO policy, and other global Human Resources policies, is communicated to all employees via Discovery’s employee portal (the Company’s internal intranet site).

The Company communicates regularly at all levels on matters including training. 

PUBLISH ANNUALLY OBSERVATIONS ON THE OPERATION AND EFFECTIVENESS OF THESE ARRANGEMENTS.

Responding to Discovery’s Global Employee Survey feedback in 2012, the Company will be making changes to the Learning & Development strategy, which will include elements of change to training delivery in 2013.

The Company is in the process of reviewing development priorities and needs for all levels and areas of the organisation and plans and resources will be mapped accordingly.

This report will be made available to all staff on completion.

Kerry Kent
December 2012


Download a PDF copy of the above report.

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