The Walt Disney Company is revising the content warnings that appear before certain older films on Disney+, as part of a broader initiative to enhance diversity, equity, and inclusion within the company. According to Axios, Disney is modifying the language used in these 12-second warnings, making them shorter and moving them to a “details” section below affected titles such as ‘Fantasia’ (1940), ‘Dumbo’ (1941), ‘Peter Pan’ (1953), ‘Lady and the Tramp’ (1955), and ‘The Aristocats’ (1970).
Starting from its debut in 2019, Disney+ has informed its subscribers that films such as Dumbo and Peter Pan are presented just as they were originally made and may include outdated cultural representations. However, the message was revised in 2020 to provide a more detailed notice, inviting users to explore the Disney+ Advisory Page on Disney’s Stories Matter website for further information.
This program contains scenes or characters that portray people or cultures in a disrespectful manner, as stated by the content advisory. It’s important to note that these stereotypes were problematic in the past and remain so today. Instead of deleting this content, we prefer to acknowledge its damaging effects, learn from it, and foster dialogue to build a more accepting and diverse future. Disney is dedicated to crafting stories that celebrate and reflect the varied beauty of human experiences worldwide.
In the details section, you’ll notice a brief statement that has been updated. It now reads, “I’m sharing this program exactly as it was first made, and it might include stereotypes or portrayals that could be considered negative.
2020 marked the launch of Disney’s Stories Matter website, seamlessly transitioning visitors to a page focusing on Belonging/Inclusion. Here, Disney communicates their commitment to fostering an inclusive and respectful atmosphere for both employees and guests. As a company that caters to diverse audiences worldwide, they believe that having a workforce reflective of the consumers they cater to contributes significantly to their success.
In 2020, Disney started including content warnings in their media, explaining that the character Shun Gon from The Aristocats is portrayed as a stereotypical and offensive caricature of East Asian people, with features like slanted eyes and buck teeth. Similarly, in Dumbo, they mentioned that the crows and musical number are reminiscent of racist minstrel shows, where white performers in blackface and tattered clothing mimicked and made fun of enslaved Africans on Southern plantations.
In another instance, Disney issued a caution about the film “Peter Pan,” as it includes a problematic song filled with stereotypes. This movie portrays Indigenous characters speaking an unclear language and repeatedly refers to them as ‘redskins,’ a derogatory term. Peter and his companions mimic Native American traditions through dancing, wearing headdresses, and adopting other exaggerated cliches, which can be seen as disrespectful mockery and cultural appropriation of the Native peoples’ customs and symbolism.
As reported by Axios, Disney’s Chief Human Resources Officer Sonia Coleman revealed some changes in a memo. The term “Diversity & Inclusion” performance factor will now be known as “Talent Strategy.” Additionally, the “Reimagine Tomorrow initiative” will be replaced with an internal website of another nature.
Executive Leaders,
Disney has been entertaining and influencing families worldwide for over a century. Our aim is to produce entertainment that resonates with diverse global audiences, and having a team that mirrors our consumer base contributes significantly to our success. With over 230,000 dedicated employees and Cast Members spread across more than 40 countries on six continents, Disney has always held the view that the multitude of skills and perspectives our staff bring to their roles is beneficial for our company and improves the experiences of our global consumers, audiences, and visitors.
Building a friendly and considerate atmosphere for both staff and visitors is deeply ingrained in our company’s culture and essential to our success. Our fundamental principles — honesty, innovation, teamwork, community, inclusivity — serve as our compass, shaping our decisions and interactions with one another. I would like to discuss the integration of these values within our leader compensation plans, particularly the Other Performance Factors (OPFs), and shed light on some ongoing efforts to adapt our talent strategy in alignment with these core principles.
As a movie critic embarking on this year’s fiscal journey, I’m thrilled to share that we’re introducing a fresh element in our directorial compensation scheme: the “Leadership Ethos” factor. This new assessment criterion will evaluate our directors based on their dedication to our studio’s values, their ability to integrate diverse viewpoints to fuel cinematic success, and their efforts in creating an inclusive environment where every crew member can excel. Furthermore, this new factor signifies the evolution of crucial ideas from our previous Diversity & Inclusion Performance Factor and will coexist harmoniously with our other two factors: “Narrative Innovation” and “Collaborative Spirit.” This change promises a more dynamic and inclusive approach to storytelling on the silver screen.
Over the past year, we’ve collaborated extensively with various departments within our organization to redefine our strategic approach. Our aim is to foster a work environment that embraces openness, respect, and inclusivity. The strategy we unveiled in December, built upon these discussions, aims to harmonize our initiatives with our business objectives and core values, focusing on four primary areas:
In simpler terms, we draw in top-tier global talents and ensure a seamless, inclusive process for all to grow their skills.
Culture: We actively promote an environment that welcomes everyone, encouraging each person’s valuable input towards our company’s prosperity.
Global Impact: Crafting extraordinary tales, events, and goods that captivate and strike a chord across the world.
Community: We foster learning and provide support for underserved communities by building and nurturing meaningful partnerships with relevant organizations and business associates, aimed at making a significant difference.
In creating our latest system, we considered methods to improve our systems and routines to foster a more robust work atmosphere that supports our company. Although many of you may be aware of the changes, we’d like to emphasize some significant advancements in the process:
In December, we introduced our latest system to our corporate Impact site and the Belong section on MyDisneyToday. This new structure emphasizes our core principles and ongoing advancements. This fresh framework, derived from our endeavors to improve employee experiences, signifies the development of the substantial work done through Reimagine Tomorrow and supersedes its branding.
Last year, we initiated a process aimed at consolidating and simplifying our worldwide network of Belonging Employee Resource Groups (BERGs). We also changed the “B” in BERG from representing “Business” to signifying “Belonging”, emphasizing that these groups are primarily concerned with fostering a strong employee community and enhancing the overall workplace environment.
Regardless of future developments, one constant will be our dedication to creating an inclusive work environment where all individuals thrive, empowering us to produce the internationally acclaimed entertainment that fuels our success.
Read More
- POL PREDICTION. POL cryptocurrency
- INJ PREDICTION. INJ cryptocurrency
- BONE PREDICTION. BONE cryptocurrency
- DUSK PREDICTION. DUSK cryptocurrency
- DGB PREDICTION. DGB cryptocurrency
- HBAR PREDICTION. HBAR cryptocurrency
- FIL PREDICTION. FIL cryptocurrency
- LDO PREDICTION. LDO cryptocurrency
- ILV PREDICTION. ILV cryptocurrency
- Blockchain is the best fintech to ensure Sharia ethics — Web3 exec
2025-02-12 01:41