Warner Bros. Discovery’s (“WBD”) goal is to recruit, hire and maintain a diverse workforce. WBD is dedicated to providing a work environment free from discrimination and harassment, and where employees and the non-employee workforce are treated with respect and dignity. All employment actions, including, but not limited to, application procedures, recruitment, hiring, advancement, discipline, termination, compensation, training, transfer, benefits, or other terms, conditions, and privileges of employment conform to this policy.
As an equal employment opportunity employer, WBD prohibits discrimination in its employment decisions on the basis of race, religion or belief, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, civil partnership, familial status, sex, gender, gender identity, gender expression, gender reassignment, transgender status, age, sexual orientation, pregnancy, maternity or military and veteran status, or on the perception that an employee has any of these characteristics or is associated with a person who has, or is perceived as having, any of these characteristics, or on any other basis that would be in violation of any applicable federal, state/country, or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee or member of our non-employee workforce.
It is the responsibility of each manager within WBD to ensure implementation of these policies to avoid any discrimination or harassment in employment. All employees and members of our non-employee workforce are expected to recognize these policies and cooperate with their implementation. Violation of this policy may result in disciplinary action, up to and including termination of employment or engagement.
The Company recognizes that the requirements related to this policy vary from country to country and this policy should be carried out with regard to and consideration of local laws and practices.
WBD prohibits applicants, employees and members of our non-employee workforce from being subjected to harassment or intimidation for: (1) filing a complaint with the WBD or government/law enforcement agencies; (2) assisting or participating in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state/country, or local law requiring equal employment opportunity; (3) opposing any act or practice made unlawful by any federal, state, or local law requiring equal opportunity; or (4) exercising any other legal right protected by federal, state/local, or local law requiring equal opportunity.
If you believe that you have been harassed, discriminated against or subject to retaliation by a fellow employee or member of our extended workforce, agent, client, vendor or customer of WBD, in violation of the foregoing policies, or if you are aware of such harassment, discrimination, or retaliation against others, you must immediately report such conduct to your manager, department head, or People & Culture representative, in accordance with WBD’s Anti-Harassment and Anti-Discrimination Policy. If you feel that your concern has not been or cannot be properly handled, you should file a report on WBD Ethics Hotline (800-398-6395) or file a report on EthicsPoint (wbd.ethicspoint.com).
Employees will not be terminated, discriminated against or retaliated against for discussing or disclosing their own pay with another employee or an applicant for employment.
However, if you have access to the compensation information of other employees or of job applicants as a part of the essential functions of your job, you cannot disclose the pay of other employees or of job applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge where disclosure is appropriate, (b) in furtherance of an investigation, proceeding, hearing or action, including an investigation conducted by WBD, or (c) consistent with WBD’s legal duty to furnish information.