Disney+ to Change Content Warnings Ahead of ‘Dumbo,’ ‘Peter Pan’ and More Old Movies Amid DEI Strategy Shift

by

Disney is modifying the warning labels on certain classic films such as “Peter Pan” and “Dumbo,” due to changes in their diversity, equity, and inclusion (DEI) approach, which has been influenced by the re-election of former U.S. President Donald Trump.

As a cinephile, I’ve got some exciting news to share! According to reports from Axios and confirmed by EbMaster, Disney is updating the disclaimers that play before certain titles. The old disclaimer mentioned that the film “includes negative depictions and/or mistreatment of peoples or cultures.” However, the new disclaimer reads: “This program was created as originally intended and may contain outdated or culturally insensitive portrayals.

In November 2019, Disney began including content advisories for movies like “Dumbo,” due to racially insensitive portrayals that were found in Disney films produced during the 1940s and ’50s. Previously, the introduction had read, “This program is presented as originally created.” However, it now warns viewers that such content may feature outdated cultural representations.

In October 2020, Disney revised their content warning to be more extensive: “This program contains negative portrayals or mishandlings of people or cultures. These stereotypes were inappropriate then and are unacceptable now. Instead of eliminating this material, we wish to acknowledge its harmful effects, educate ourselves, and initiate discussions to foster a more inclusive tomorrow. Disney is dedicated to producing narratives with uplifting and ambitious themes that represent the diverse tapestry of human experiences worldwide.

Now it has reverted the content warning back to a version of the one inserted in 2019.

On Tuesday, Disney’s top HR executive, Sonia Coleman, detailed updates to their Diversity, Equity, and Inclusion (DEI) initiatives in a memo addressed to the company’s leaders.

In essence, fostering a friendly and considerate atmosphere for both staff members and visitors is central to our company’s ethos and operations, as penned by Coleman. Our principles – honesty, originality, teamwork, community spirit, and inclusivity – shape our behavior and interactions. Today, I wish to discuss how these values are incorporated into our leader compensation plans, particularly the Other Performance Factors (OPFs), and also reveal some of the progress being made in refining our talent strategy to align with these principles.

Read the full note, which was obtained by EbMaster, below.

Executive Leaders,

Disney has been entertaining and motivating families worldwide for over a century. Our goal is to create entertainment that resonates globally, and having a diverse workforce mirroring our consumer base helps us achieve this. With over 230,000 dedicated employees spread across more than 40 countries on six continents, Disney recognizes the value in the unique talents and experiences each employee brings to their role, which benefits our business and enhances the experience of our global audience, guests, and consumers.

Nurturing a warm and considerate atmosphere for both employees and visitors is at the heart of our company ethos and operations. Our core principles – integrity, originality, collaboration, community, and inclusivity – govern our behavior and interactions. Today, I’d like to shed light on how these values are reflected in our leaders’ compensation structures, particularly through Other Performance Factors (OPFs), and also give you a glimpse of the progress we’ve made in refining our talent strategy in line with these very same principles.

Moving forward in this fiscal year, we’re integrating a fresh “Leadership Approach” element into our executive compensation structure. This new aspect will evaluate how our leaders embody our corporate values, consider multiple viewpoints to boost business performance, foster a setting where every team member can excel, and maintain a solid talent pool for long-term organizational resilience. This innovation in our assessment process is an advancement of significant ideas from the previous Diversity & Inclusion Performance Factor and will be applied together with our existing two Performance Factors, “Narrative & Innovation” and “Collaboration.

Over the past year, we’ve been collaborating with various departments within the company to shape our strategic approach towards fostering a welcoming, respectful, and inclusive work environment that stands out. The strategy we unveiled in December is tailored to align our projects with our business objectives and core values, focusing on four main areas:

Our organization successfully draws top global talents and ensures seamless, inclusive recruitment procedures for all individuals.

Culture: We intentionally foster an environment that welcomes everyone and allows them to contribute significantly to our company’s prosperity.

Global Impact: Our mission is to craft extraordinary narratives, moments, and items that captivate audiences worldwide while striking an emotional chord.

Community: We foster growth and aid underserved communities by creating and nurturing meaningful partnerships with organizations and key industry figures.

In creating this innovative system, we considered strategies to improve our existing systems and routines to foster a more robust work atmosphere, all in support of our company’s success. Although many of you may be acquainted with the changes, we thought it important to emphasize some major advancements:

In December, we introduced our latest structure onto both our corporate Impact site and the Belong section of MyDisneyToday, emphasizing our core principles and ongoing advancements. This new structure, developed as part of our mission to improve employee experiences, signifies the progression from the substantial work accomplished through Reimagine Tomorrow and replaces that branding.

Last year, we started consolidating and simplifying our global Belonging Employee Resource Groups (BERGs), and changed the “B” in BERG from standing for “Business” to “Belonging.” This was done to emphasize that these employee groups’ primary function is fostering a stronger sense of community among employees and enhancing their work environment.

Regardless of future developments, our dedication remains unwavering to nurturing an inclusive work environment where every individual thrives, empowering us to produce the internationally acclaimed content that fuels our enterprise.

Warm regards,
Sonia

Read More

2025-02-11 22:20