Management Approach Disclosures
- GRI 103-1 Explanation of the main topic and its Boundary
- GRI 103-2 The management approach and its components
- GRI 103-3 Evaluation of the management approach
ProSiebenSat.1 does not tolerate discrimination on the basis of background and culture, age, gender, sexual orientation and identity, disability, religion or ideology. The Group promotes a corporate culture that particularly prohibits any kind of sexual violence or abuse of power. For years, we clearly set out our position against such behavior in our compliance guidelines. Employees are urged to report any discrimination or violations of other principles laid down in the Code of Conduct to the relevant Compliance Officer, for example. We also provide staff with mandatory training on the German General Act on Equal Treatment (AGG).
ProSiebenSat.1 has set up an internal task force as a reaction to the allegations of abuse against director Dieter Wedel, which became public at the beginning of 2018 and concerned, among other things, the 1997 Sat.1 production "Der König von St. Pauli". On account of the internal investigation carried out in connection with the allegations of abuse made against the director Dieter Wedel as well as the #metoo debate, the existing measures have been scrutinized and expanded. For example, the compliance clauses in the model contracts with producers now explicitly include the issue of sexual abuse. Furthermore, ProSiebenSat.1 participates in an industry-wide contact point for sexual abuse via industry association VAUNET.
On the basis of a works agreement concluded in December 2018, employees and third parties now also have the option within the existing reporting system of reporting legal violations anonymously via an external ombudsperson. This ombudsperson receives complaints and reports via all channels, evaluates them for plausibility and then forwards them to Group Compliance. ,
- GRI 406-1 Incidents of discrimination and corrective actions taken
During the reporting period, there were seven complaints on account of violations related to sexual harassment. The reports predominantly involved suggestive comments, but in two cases also involved harassment that went further than that but were not relevant from a criminal law perspective. In one case, a notice of termination was given for reasons of conduct, and in the second case, a written warning was issued.