Activision Blizzard settled a lawsuit with the EEOC (the United States Equal Employment Opportunity Commission), and Bobby Kotick’s company got away with paying effectively pocket money in their financial situation…

We previously wrote about how the EEOC has begun considering a lawsuit against Activision Blizzard after performing an investigation that lasted three years. However, Kotick’s team decided to put an end to it before it started (as they already have enough on their plate: they have to face California’s Department of Fair Employment and Housing, and the United States Securities and Exchange Commission, DFEH and SEC, respectively, are both at their heels), as they published a settlement in a press release.

The publisher agreed to set up an 18-million fund to compensate and make amends to eligible claimants. The unclaimed leftover money will be directed to charities that advance women in the video game industry or promote awareness around harassment and gender equality issues and company diversity, equity, and inclusion initiatives, as approved by the EEOC.

“There is no place anywhere at our company for discrimination, harassment, or unequal treatment of any kind, and I am grateful to the employees who bravely shared their experiences. I am sorry that anyone had to experience inappropriate conduct, and I remain unwavering in my commitment to make Activision Blizzard one of the world’s most inclusive, respected, and respectful workplaces. We will continue to be vigilant in our commitment to eliminating harassment and discrimination in the workplace. We thank the EEOC for its constructive engagement as we work to fulfil our commitments to eradicate inappropriate conduct in the workplace,” Kotick wrote in the press release.

Activision Blizzard also announced two moves: “Upgrading policies, practices, and training to prevent further and eliminate harassment and discrimination in its workplaces, including implementing an expanded performance review system with a new equal opportunity focus; providing ongoing oversight and review of the Company’s training programs, investigation policies, disciplinary framework, and compliance by appointing a third-party equal opportunity consultant whose findings will be regularly reported to our Board of Directors as well as the Commission.”

How will they hide from the SEC, though? That’s a federal organ of the United States, not just limited to California…

Source: WCCFTech