Responsible Entertainment is Better Entertainment - Corporate Responsibility Report 2017 - Modern ...
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Corporate Responsibility Report 2017 Responsible Entertainment is Better Entertainment
Contents
Our Approach Business Ethics
Letter from CR Team 3 Overview 40-41
Letter from CEO 4-5 Highlights 42-43
Sustainable Development Goals 6 Guidelines & Policies 44-45
The Changing Roles of Media Companies 7 GDPR 46-47
CR Strategy and Materiality 8 How we Govern 48-49
MTG Overview 9-11 Memberships in Associations 50-51
Our Stakeholder Engagement 52-53
Media Responsibility Value Chains 54-55
Environmental Care
Letter from CR Team
Welcome to our 2017 Corporate Responsibility Report!
Overview 12-13
Today, MTG is a team of approximately 3,700 people around the world. We are united by a passion to
Highlights 14-15
create memorable experiences in music, sports, drama, reality shows, live esports events, mobile games -
Responsible Content Production 16-17 Overview 56-57
and so much more! - and to connect our audiences with the content that they love. We are on an exciting
Responsible Online Content 18-19 Environmental Team Work 58-59
journey to become a leading digital entertainer and, together, we can use the power of media to make a
Broadcast Compliance 20-21
About the Report positive impact on people’s lives. We believe that responsible entertainment is better entertainment!
Future of Broadcasting 22-23
Diverse talent empowered by the same values and working towards the same goals can make a big and
Social Impact positive difference in all societies.
This is a responsibility we take seriously, which is why we have expanded our support in 2017 for the
United Nations Sustainable Development Goals - a set of goals to protect the planet and ensure prosperity
for all - by aligning our work and targets to specific SDGs.
Objectives and Achievements 61-63 This report shows our progress and shares the lessons that we’ve learned along the way. Most importantly,
Workforce Data 63-73 this report is a platform for our colleagues to talk about how our teams are shaping the future of
Overview 24-25 Workforce Data by Business Segments 73-81 entertainment. Whether it’s content production and distribution, legal work behind our innovative digital
Corporate Giving Data 81-82 services, or talent acquisition initiatives, we aim to create working environments that embrace plurality
Highlights 26-27
Environmental Data 82 and diversity of background, approaches and opinions.
#weareMTG 28-29
Diversity & Equality 30-31 Financial Data 83
Compliance Data 83-84 Explore our stories and get in touch to let us know what you think…or join us on our exciting journey.
#metoo 32-33
Women in Esports 34-35 GRI Index 84-87
Women in Gaming 36 Report Boundaries and Scope 88
Independent Assurance Statement 89-90 Christin Hertzberg Marija Angelovska Mauro Silva
Safety & Security 37
Senior Corporate Junior Corporate SVP, Head of Corporate
Reach for Change 2017 38-39 Responsibility Manager Responsibility Manager Responsibility
2 Corporate Responsibility Report 2017 3
Letter from
Here are my personal highlights:
the CEO
Since MTG was born in
Sweden in 1987, we have
been on a journey to ignite
content experiences for our
MTG has been included in the Our annual employee survey We welcomed over 70 talent-
ever-growing audiences.
2017 Dow Jones Sustainabili- showed that 94% of respond- ed women to our offices in
Our entrepreneurial spirit 2017 has been one of the most ty World Index - the industry ents are willing to make an ex- Stockholm on International
has taken us far beyond successful years in MTG’s standard for corporate sus- tra effort to make MTG a more Women’s Day and encouraged
commercial TV and the history: 8% organic sales tainability and the first global successful company. This is so them to pursue a career in
borders of Sweden. This spirit growth, 19% profit growth We measure our efforts index to track the world’s important in the world where media and technology. We
has enabled us to navigate and 33% total shareholder against the very highest stand- leading sustainability-driven new talent seeks purpose, also continued with our efforts
a world that has changed so returns tell their own story. ards and globally recognised companies. From a total of 72 along with an opportunity to to support UN SDG number 5
much due to unprecedented This success is based on sustainability frameworks. media companies that are part make difference. by encouraging more gender
technological progress and following a clear strategy and We are committed to the of the DSJI universe, only 6 equal work environments in
major socio-economic shifts. living according to our brand UN Global Compact, OECD media companies were in- our offices.
Today we are a structurally values. It is also based on our Guidelines for Multinational cluded in the world index, and
different company from what shared belief that responsible Enterprises, the UN Guiding MTG is one of them for the
we were just a few years ago, entertainment is better Principles for Business and sixth consecutive year. We are
and with perhaps the broadest entertainment. This is why Human Rights and UK Mod- also included in RobecoSAM’s
entertainment offering in our Corporate Responsibility is ern Slavery Act. In 2017, we Sustainability Yearbook,
industry. the cornerstone of our brand continued to further embed which helps investors to iden-
and a key reference point in the UN Sustainable Develop- tify companies that are well
our decision-making. Our CR ment Goals into our corporate positioned to create long-term
work focuses on four priority responsibility activities. shareholder value.
areas: Media Responsibility,
Our ambition and objectives MTG Sweden partnered with
Social Impact, Business Ethics
are clear, as are the challeng- the Swedish Diabetes Associ-
and Environmental Care. And most of all, we ended
es and opportunities. We have ation to donate airtime on our
Corporate These priority areas reflect delivered hyper growth and
a first profit for our MTGx’s
broadcast TV, radio networks
and streaming services, to
2017 with 79% of MTG
employees signing up to a
our commitment to stay
Responsibility relevant by adapting quickly global digital operations in increase awareness about the
illness.
refreshed and more relevant
Code of Conduct, which
2017, and we are continuing to
is the corner- to the changing media
landscape. Change is in our integrate new members of the sets out who we are, what
we stand for and how we do
stone of our DNA and we are committed
to shaping the future of
MTG family into our culture
and business practices. business.
brand and a responsible entertainment Data security awareness can
vary between MTG’s digi- We produced an online docu-
together. We reach millions
key reference of people every day with our tal-first companies and our mentary on the future of me-
dia and its impact on societies
TV, satellite and radio busi-
point in our content and products. This
gives us the opportunity nesses, where IT has histori- and democracy.
decision- to support United Nations
Sustainable Development
cally had a different function.
During 2018 we will use this
Thank you for taking the time to read this
letter and for your continued support, which
making Goals and make a positive gap as an opportunity to
improve our processes, rein-
is a driving force in making MTG better.
In over 20 years that I have dedicated to MTG,
difference in the daily lives of
our audiences and customers force our information security I have never seen so many opportunities in
around the world. posture, and to become even front of us, and that is really exciting.
more transparent and respon-
sive towards our customers. Jørgen Madsen Lindemann
#wearemtg
4 GRI Reference GRI 102-14 GRI 102-15 Corporate Responsibility Report 2017 5
Our Approach Our Approach
Sustainable The Changing Roles
Development Goals of Media Companies
To contribute and create better value for all our We have carefully chosen the SDGs that are the In today’s world, mobile and connected means Ability to continuously adapt is not only a chal-
stakeholders, we committed ourselves to the most relevant to our strategy and our values as global. It also means power – the power to lenge for media businesses, but also for gov-
United Nations Sustainable Development Goal well as where we can contribute the most to the instantly reach a switched-on and empowered ernments. Being mobile and connected enables
(SDG) 5, Gender Equality, in 2016 and decided Agenda 2030. network of users. citizens of the world to engage directly with
to extend our commitment to other SDGs in opinion leaders, rather than institutions and its
2017. We added SDG 3, Healthy Lives and Well- Below we illustrate how we, in our different Accessibility is a distinctive feature of the representatives, and challenge the notion of lo-
Being, SDG 4, Quality Education, SDG 7, Energy roles – as an employer, global digital entertainer Fourth Industrial Revolution that brings all of us cal and global when making important political,
Efficiency, SDG 10, Reduced Inequalities, SDG and corporate citizen – impact our people, together to tackle universal humanitarian issues economical and environmental decisions. Social
13, Climate action, SDG 16, Peace and Justice, audiences and society. and innovate through sharing ideas. Media and media plays an important role in promoting our
and SDG 17, Partnership for the Goals. entertainment are right at the centre of this democratic rights, but it also creates a segregat-
digital revolution, both as its driving force and ed environment that can be misused by those
an industry influenced the most by technologi- with significant capital.
cal changes. Tools that not long ago were media
companies’ prerogative and gave them the ulti- We’ve talked to experts in social media, politics,
mate power to shape views and beliefs through media law and corporate responsibility from
Our impact on Our impact on Our impact on the
creating and distributing content, are now in the around the world to explore what, or who, is
Individuals Society Environment hands of millions of individuals worldwide. It’s shaping the future of media.
an empowering opportunity, but it also poses a
question whether we as a society have a robust Watch That’s Entertainment! - Digital transfor-
regulatory framework to use these tools for mation, trust and influence in the new media
greater good. landscape on our official YouTube channel at
www.youtube.com/MTGModernTimesGroup
under Corporate Responsibility playlist.
Our role as an Providing initiatives that enhance Attracting and developing an equal, Fostering a culture of
Employer employees’ emotional and physical diverse and inclusive workforce that environmental awareness
well-being while fostering an open, reflects and enriches the societies and responsibility.
inclusive and diverse culture. in which we work and live.
Our role as a Empowering our audiences with Creating engaging content that Improving the environmental
Global Digital media literacy skills and ensuring fosters discussions and actions to awareness of our audiences. Alex Krasodomski-Jones Clara Henry
Entertainer access to content for customers address some of the world's most Digital Researcher, Youtuber, Comedian,
with disabilities. critical issues, while operating as an CASM, Demos TV Presenter and Author
ethical and accountable business.
Our role as a Driving education and reducing Enabling and influencing Enabling environmental
Corporate Citizen inequalities through our content organisations that aim to make education and awareness
and partnerships. a positive impact on societies. through partnerships. Dunja Mijatovic Mauro Silva Helen Margetts
International Human Rights Expert, SVP, Head of Brand and Director and Professor of Society
former OSCE Representative on Corporate Responsibility, and the Internet, Oxford Internet
Freedom of the Media Modern Times Group MTG Institute, University of Oxford
6 GRI Reference GRI 102-12 Corporate Responsibility Report 2017 7
Our Approach Our Approach
CR Strategy and MTG Overview
Materiality MTG is a leading international digital entertainment group and we are shaping the future of entertainment
by connecting consumers with the content that they love in as many ways as possible. Our brands span
free-tv and pay-TV, radio and next generation entertainment experiences in esports, digital video content
and online gaming. We don’t have any banned products in our markets. Born in Sweden, our shares are
MTG’s vision is to shape the future of responsible entertainment. This vision is reflected in our Corporate listed on Nasdaq Stockholm and MTG’s headquarters is located in Stockholm.
Responsibility (CR) strategy, which consists of four focus areas – Media Responsibility, Social Impact,
Business Ethics and Environmental Care.
Key figures 2017:
At MTG, CR is closely integrated with our business strategy, values and culture. To ensure we focus on
the most relevant and impactful topics, we regularly review our CR priorities with our stakeholders. These
20 1
findings form the foundation of our CR strategy and are used to define the key focus areas as illustrated
by the materiality matrix. We have continued to work with our current materiality analysis during 2017, but
as our digital transformation continues and we focus on the integration of our digital ventures businesses,
we consider it essential to conduct a new analysis during 2018. The aim of the new analysis will be to
identify the material issues of our digital ventures and aligning them with our goals, targets and strategy
596
going forward.
Number of Number of Total employee
16
5 companies sold companies acquired turnover
11
12
Importance for internal stakeholders
17
7
36
9
933 183
19
6
23
10
15
18
13 22
20 Total employee Number of countries Number of MTG
14 21 hires MTG operates in registered offices worldwide
2 3 1
8
4
Importance for external stakeholders & society
*White line (low) – Boundary for topics which are considered base topics.
White line (high) boundary for topics considered focus topics for engagement. Reference point of the most important topic: number 16 (content quality).
**Numbering for reference in the graph is not in order of importance. Net sales (MSEK) 16,218 17,299 17,537
MTG’s four focus areas: Operating income before items
1,268 1,347 1,263
Environmental Social Business Media
Care Impact Ethics Responsibility Basic earnings per share 3.22 -3 18.73
1 Reduce energy consumption 5 Ensure and promote equality
and diversity for employees
11
management
16 Content quality
Average number of employees 3,995 3,805 3,280
17 Child and minor online
2 Reduce cardbon emissions 6 Health, safety and security
for employees
12 Data protection and privacy
protection Financial position
13 Ensure a sustainable supply 18 Awareness of the impact of
3 Environmental management 7 Fair and decent working chain content Shareholders’ equity 4,768 5,0166 ,572
conditions
4 Care for responsible 8 Safe and sound environment
14 Safeguarding intellectual
property rights
19 Responsible advertising
Long-term liabilities 3,305 3,794 2,648
management of e-waste
20 Editorial independence
9 Community engagement 15 Combat digital fraud issues Short-term liabilities 8,425 8,888 10,066
21 Freedom of expression
10 Valuing creativity Total shareholders’ equity and liabilities 16,497 17,699 19,285
22 Content accessibility
23 Transparent and credible
dialogue and information
8 GRI Reference GRI 102-46 GRI 102-47 GRI Reference GRI 102-1 GRI 102-2 GRI 102-3 GRI 102-4 GRI 102-6 GRI 102-7 GRI 201-1 9
Our Approach Our Approach
MTG Overview
MTG Studios
Nordic Entertainment
Nice Entertainment Group MTG Studios
MTGx Digital Ventures
Free-TV Subscription-TV Radio
Denmark Norway Denmark Norway Norway
TV3 TV3 Viasat Viasat P4 Hele Norge
TV3+ Viasat4 Viaplay Viaplay
TV3 PULS TV6 Viasat Sport Viasport + Sweden
TV3MAX Viafree Viasat Film Viasport 1 RIX FM
TV3 Sport Viasat Series Viasport 2 Bandit Rock
Viafree Sweden Viasat Golf Viasport 3 Lugna Favoriter
TV3 Viasat Ultra HD Viasat Golf Power Hit Radio
Finland TV6 Viasat Xtra Viasat Ultra HD Star FM
Viafree TV8 esportsTV Viasat Film I LIKE RADIO
TV10 esportsTV HD
Viafree Finland
Viasat Sweden
Viaplay Viasat
Viasat Sport Viaplay
Viasat Sport Premium Viasat Sport
Viasat Fotball TV3 Sport HD
Viasat Hockey Viasat Sport Premium
Viasat Golf Viasat Fotboll
Viasat URHEILU HD Viasat Hockey
Viasat JALKAPALLO HD Viasat Motor Esports Digital Video Content Online Gaming
Viasat JÄÄKIEKKO HD Viasat Golf
Viasat Ultra HD Viasat Xtra DreamHack (HQ in Sweden) Splay Networks (HQ in Sweden) InnoGames (HQ in Germany)
Viasat Xtra Viasat Ultra HD ESL (HQ in Germany) Zoomin.TV (HQ in the Netherlands) Kongregate (HQ in the US)
Viasat Film Viasat Film
Engage Digital Partners (HQ in the UK)
esportsTV Viasat Series
esportsTV
International Entertainment
Free-TV Subscription-TV Radio
Bulgaria Bulgaria Bulgaria
Nova Diema Sport Radio Nova News
Kino Nova Diema Sport 2
Diema
Diema Family
Nova Sport
10 GRI Reference GRI 102-1 GRI 102-2 GRI 102-3 GRI 102-4 GRI 102-6 GRI 102-7 GRI 201-1 Corporate Responsibility Report 2017 11
Media
Responsibility
Overview Sustainable Development Goals
Our ambition is to use the power of media to make a positive difference. We strive to provide content
that is both entertaining and educational, and which reflects the complex and diverse world in which we
all live. We believe editorial independence and freedom of expression are essential – both for producing
engaging content, and for a free and open society. We aim to empower our audiences with media literacy
skills, and to offer differently abled viewers the opportunity to enjoy our content. We are committed to
offering children and minors a safe and fun experience at all times. We follow all applicable broadcasting
rules and regulations, while providing parents with flexible, effective tools.
As part of our ongoing digital transformation, we have entered the esports and online gaming industries.
We are aligning our corporate responsibility efforts to ensure that children and minors who play games
on our platforms, or attend our tournaments and festivals, always stay protected in the same way as when
they enjoy our broadcasting or streaming services.
12 Corporate Responsibility Report 2017 13
Diversity on both Accessible content Engaged,
sides of the camera not outraged!
We welcome gender,
age and ethnical diversity
among our directors,
writers and cast
We create content in local %@!# %@!#
languages, and make international
content accessible through
subtitling and dubbing
We play by the rules and
put broadcast-safe content
on our TV channels
Media Responsibility
Media literacy
Award-winning We produced and NE
original content distributed globally a
documentary on trust
W
S Safe environment
Viaplay original 'The Great Escape'
was awarded with Children's Programme
and influence in the new
media landscape for young viewers
of the Year at Kristallen awards We offer parental control tools
on our video on demand platform
MTG Corporate Responsibility Report 2017
Camilla Rydbacken Malin Lancha
Head of Program Head of Production
Responsible Content
An independent partner Which free-TV show had
audited our productions in the most positive impact in
2017. What were the main 2017?
findings?
Production
Camilla: On 14 November,
Malin: The audit covered MTG produced Sweden’s first
three suppliers and three of ever TV gala focused on dia-
MTG’s own productions. It betes. It’s another example of
identified three focus areas – how we’re focused on our au-
Do we integrate specific How does our production the distribution of our Code of diences’ lives – today, diabetes
values into our free-TV process work? Conduct to production com- affects 450,000 people in
content? panies; availability of health Sweden and hundreds of mil-
Malin: MTG owns Nice En- and safety information on set; lions around the globe. Some
Camilla: Turn on TV3 (or any tertainment Group, which and the integration of corpo- of the biggest names in Swed-
of our free-TV channels), and includes 31 companies in 17 rate responsibility into our ish entertainment joined us
you’ll see everything from countries, and we work close- content. to make it happen. Together,
young parents and secret ly both with them and a wide we reached 400,000 viewers,
admirers to big-bearded range of independent part- How are we addressing raised over SEK 5 million and
My job is to roadside assistance workers
in northern Sweden. There’s a
ners to pitch ideas, develop
concepts and deliver shows.
these areas? told so many great stories.
Responsible
make sure our reason for that. In 2017, 11% of MTG’s free-TV
content was locally produced,
Malin: From autumn 2017, content is a
we include MTG’s Code of
programmes We’re in the storytelling busi- which as Head of Production Conduct in all production priority, as
makes me happy!
entertain, inform ness, and my job as Head of
Program is to make sure our
companies’ agreements, and
the Code is an agenda item shown by our
and touch as programmes entertain, inform
and touch as many people as
At all stages of the process,
we clearly communicate our
at every start-up meeting for
a new project. On health and
emphasis on
many people as possible. MTG’s free-TV chan-
nels reach viewers of all ages,
expectations. Before filming
starts, MTG and the produc-
safety, our executive produc- diversity and
possible plurality
ers are engaging with the pro-
backgrounds and lifestyles tion company sign a legal duction companies to ensure
across Denmark, Sweden and agreement detailing what everybody’s always informed
- Camilla Rydbacken Norway. And because our will be delivered, including of the requirements. And re- Cristina Stenbeck - Malin Lancha
audience is so diverse, so is content, cast and messaging. sponsible content is a priority, at Diabetes Gala
our content. We want to relate During production, we’re of- as shown by our emphasis on
to people’s lives. Storytelling ten present on set. And after- diversity and plurality.
works best when it resonates wards, we review all content
with viewers and reflects who and give final approval, some- Of course, these areas have
they are (or aspire to be). times in cooperation with our always been extremely impor-
Broadcast Compliance team if tant for us. Now we’re taking
we need extra eyes on some- the opportunity to capture
thing. this commitment in an even
more structured and docu-
mented way.
16 GRI Reference GRI 103-1 GRI 103-2 GRI 103-3 GRI 203-1 M2 M3 Corporate Responsibility Report 2017 17
Nathalie Bylund Jessica Berglund
Content Executive Series & Product Manager at Viaplay
Kids at Viaplay
Responsible Online Do we integrate responsi-
bility into our platforms as
well as our content?
countries and Viaplay custom-
ers and non-customers. Par-
ents answered half the ques-
It started as an app from a
company supported by Reach
for Change, and the idea is to
Content
tions and then interviewed help smaller children develop
Jessica: That’s what I work their kids (aged 2 to 15 years) their emotional intelligence.
with every day. I’m a Viaplay for the rest. We learnt that 1) The language and scenarios
product manager and regu- Viaplay is used by kids of all have been developed together
larly talk to our users about ages, and we need to cater with child psychologists, and
where to take the platform to their specific needs: what everything is presented in
There’s such a wide range of thousands of audiences. which makes it important for works for an eight-year-old such an appealing and heart-
Our customer community is us too. We view this as an next.
of content on Viaplay We’ve had parental settings might not suit a two-year-old; warming way. Content doesn’t
today – but how do we broader than ever before, so opportunity to have a positive 2) half of parents sometimes get much more responsible
we want to offer everybody impact through responsible for some time – parents can
choose it? set the kids section as the feel guilty about their kids’ than a series about consider-
moments that matter. As a content. streaming usage, primarily ing other people’s feelings and
Viaplay content executive default Viaplay homepage
Nathalie: We don’t have one and control access via a pin because of the inactivity in- being a good friend. I think
audience – we have tens with a remit covering content What else does responsi- volved; and 3) parents whose everybody should start the
for both adults and kids, that’s code (think of it as helping
ble content include – for out parents rather than lock- kids use Viaplay trust us more day with a ‘Peppy Pals’
where I come in. children and adults? than any other streaming ser- episode!
We talk to our customers ing out their kids). Now we’re
integrating the findings of our vice. They see us as responsi-
through surveys, user testing Nathalie: For kids, it’s vital to ble and that’s a great acknowl-
and home studies to under- latest research project into
be presented with good ex- our product strategy. The big edgement of our efforts in this
stand what they want (and amples – how to treat others, area.
don’t want) to see. We aim to change is that parents today
how to respond to new situa- are more interested in know-
entertain, but also to chal- tions and so on – in an engag- ing what their kids are watch- What’s the latest on
lenge and start conversations. ing way. In general, we’re very ing (and for how long), rather Viaplay’s kids originals?
And for kids, Viaplay should aware that media can influ- than in controlling it in ad-
We aim to always be a fun and safe expe-
rience.
ence viewers of all ages. That vance. Parents feel safer when Nathalie: In September 2017, Parents whose
doesn’t mean we never offer
entertain, adults edgy material – on the
their children use Viaplay
rather than other streaming
our first kids original, ‘The
Great Escape’, was named kids use
For kids content, do we
but also to aim to balance entertain-
contrary, we embrace respon-
sible freedom of expression.
services. They also have a
bigger need to be informed
Children’s Program of the
Year at Sweden’s Kristallen
Viaplay trust us
challenge ment with education? But it does mean we’re com-
mitted to showing different
about their children’s viewing TV awards – the first time a more than any
habits rather than controlling
and start
streaming service won this
Nathalie: The best kids con-
tent is both educational and
perspectives, to portraying the sessions. prestigious prize. The Decem- other streaming
conversations
men and women equally, and
fun – we know this because to reflecting the complex What were the other major
ber 2017 survey shows that
science experiments are the service
kids told us so! Our surveys world in which we all live. most popular content cate-
- Nathalie Bylund findings of this research? - Jessica Berglund
show children want to learn Series such as ‘Empire’, ‘The gory for both boys and girls,
when they watch. For them, Good Wife’ and ‘Transparent’ so the theme of ‘The Great
learning is about exploring, Jessica: The research project
are all good examples of this. Escape’ is spot on.
interacting and seeing new was completed in December
things, as well as information. 2017 and covered 3,300 sur-
vey respondents, split equally Jessica: We released ‘Peppy
It’s important for them – and Pals’ in September 2017.
of course for their parents – between the four Nordic
18 GRI Reference M2 M3 M4 M6 GRI 103-1 GRI 103-2 GRI 103-3 Corporate Responsibility Report 2017 19Viewers can choose to con- age rating information for all
tact us or the relevant regu- content.
lator at any time. Complaints In this context, it’s important
Sara Breitholtz made to regulators in the Nor-
dic region about MTG’s broad-
to note that no adult con-
tent has been shown on our
Broadcast Compliance Advisor casts are forwarded to Ofcom
in the UK, who assess every
pay-TV channels since April
2017, and from May 2018 no We cooperate
complaint they receive to de- third-party adult channels will
termine whether a breach has be available either. closely with
occurred.
How are we making our
many MTG
Do we help our viewers content more accessible? departments to
make informed decisions
make sure we
Broadcast Compliance
about what to watch? Ofcom requires us to broad-
We always carry on-screen
cast a certain amount of
content with audio descrip- meet our
warnings beforehand if a
programme or film contains
tions (8%) and subtitles (40%).
In 2017, we exceeded these
responsibilities
potentially offensive material. targets in both areas, with in everything
What does a typical day in What kind of problems do
we broadcast
If we feel there’s a need for 15% and 89% respectively.
broadcast compliance look you solve? additional guidance, we add We’re aiming even higher this
like? that to the continuity voice- year, such as introducing sign
We cooperate closely with over before the broadcast language captioning to our
At MTG, we want all our many MTG departments, in- starts. On Viaplay, we include channels for the first time.
broadcasts to maintain the cluding production, sales and
highest standards. Both our MTG Creative, to make sure
viewers and the regulators we meet our responsibilities
expect this too, so we do our in everything we broadcast.
very best to keep everybody That’s often quite a balancing
happy. act – for example, if we’re
This year, we The majority of MTG’s broad-
cast licenses are held in the
integrating a commercial
product into a programme, we
introduced UK, where Ofcom sets out want the advertiser to get val-
sign language clear rules about important
issues such as programme
ue for money while respecting
Ofcom’s product placement
captioning to content, sponsorship, prod-
uct placement, fairness and
rules. I’m happy to say that
we had zero complaints about
our channels for privacy. A typical day for the
broadcast compliance team
sponsorship in 2017.
the first time focuses on pre-screening Did we receive any
our broadcasts (including complaints during 2017?
commercials and trailers) to
ensure we’re always following In 2017, MTG received a total
these requirements. This gives of 49 broadcast complaints,
us the opportunity to fix any one fewer than in 2016. Of
potential issues in a proactive these, 11 related to minors. For
way. our Ofcom licensed services,
I like the variety and the re- we had 19 programme content
sponsibility, and the opportu- complaints in 2017, compared
nity to use my language skills with nine complaints in 2016.
in Swedish, Norwegian and No complaints about MTG
English. There’s also a prob- were upheld by Ofcom, with
lem-solving dimension that I one decision still pending at
particularly enjoy. the end of 2017.
20 GRI Reference M2 M3 M4 M5 M6 GRI 103-1 GRI 103-2 GRI 103-3 GRI 417-2 GRI 417-3 Corporate Responsibility Report 2017 21We share this commitment to As more digital offerings
ensuring a safe experience for go global, how does that
viewers of all ages. In ad-
Julia Smetana
affect the regulatory
dition, MTG’s esports busi- landscape?
nesses ESL and DreamHack
Head of European Regulatory are members of the Esports
Integrity Coalition (ESIC), an
I think everyone wants to find
a satisfactory answer to that
Affairs in Group Legal industry body that addresses question. There’s already a
cheating, doping and fraud in
professional gaming. Overall,
growing sense that every
platform should be held to the
Every platform
our view is that specific reg-
ulation is not required at the
same standards of account- should be held
ability and responsibility, but
moment, and that esports can
benefit from some space to
it remains to be seen if this to the same
Future of Broadcasting
keep innovating and fulfill its
requires new legislation or
simply a rethink of how we standards of
potential to become the next
global entertainment
apply the current rules. MTG’s
view here is very clear – when
accountability
phenomenon. everyone competes on a & responsibility
playing field, consumers and
Julia, from an MTG Firstly, the Country of Origin businesses all win.
perspective, what was the Principle, which increases
most important regulatory consumer choice and media
development in 2017? pluralism by enabling broad-
casting across borders in
Our Viaplay customers will Europe, could be weakened.
directly benefit from the Secondly, even though broad-
Portability Regulation, agreed casters are asking for less
upon by the European Union regulation to compete with
in February 2017. This will global platforms, things seem
enable streaming service sub- to be moving in the opposite
Minor scribers to access their direction. Everyone benefits
from a competitive Europe-
favourite films, series and
protection is sports when travelling in an media sector, and we’re
engaging with policy makers
always in Europe.
We welcome this legislation, to help shape the discussions
focus across since it benefits consumers
while preserving the prin-
accordingly.
all forms ciple of exclusive territorial MTG offers next genera-
tion entertainment expe-
licensing, which is crucial for
of media MTG’s ability to invest in great riences in esports, online
services and content. gaming and digital video
networks. How are regula-
What’s the latest on the tors looking at these types
Audiovisual Media of business?
Services Directive?
These may be relatively new
This directive, which gov- areas, but they’re definitely on
erns EU-wide coordination the European agenda –
of national legislation on TV especially esports. Minor pro-
broadcasts and on-demand tection is always in focus for
services, is still under review. regulators across all forms of
Unfortunately, we’re seeing media, and both the content
two trends in this process that and format of esports produc-
we believe could negatively tions have come under in-
impact our customers and creasing scrutiny during 2017.
business.
22 GRI Reference GRI 103-1 GRI 103-2 GRI 103-3 M3 M4 Corporate Responsibility Report 2017 23Social
Impact
Overview Sustainable Development Goals
We believe our success lies with our people. We are dedicated to diversifying both our workforce and
audience, and we promote equal opportunities and inclusion for everyone – regardless of gender, age,
nationality, race, religion or political opinion. If something isn’t what it should be, we empower our
employees to speak up. We are committed to providing a safe, healthy, dynamic and fun working
environment that makes our people proud to be part of MTG.
24 Corporate Responsibility Report 2017 25Open and diverse Girls Day Diabetes Gala
MTG's teams represent InnoGames encourage girls to find
their talent in games development
59 nationalities
MTG Sweden raises awareness
about important issues through
TV and online content
Women in Tech
We supported #WITsthlm2017
to inspire talented women
Social Impact
to pursue a career in
media and technology
Extra Life Pink Month &
Kongregate brings gamers together Pink Concert
in a 24 hour gaming marathon to support
Children's Miracle Network Hospitals
Power Hit Radio educates
listeners on life-changing
matters, like cancer
MTG Corporate Responsibility Report 2017Jennie Jacobs Andreas Karlsson
Head of Human Resources UK Lead Recruiter
#weareMTG
Andreas, what attracts ment is almost equal today, management on a wide
people to MTG? for example – but we can do range of strategic projects.
more. There’s so much evi- It’s an opportunity to learn
As the lead recruiter for MTG dence to show that teams who about our business in a very
in Sweden, I meet people mix genders, backgrounds intense, hands-on way, and
every day who are really excit- and ages are more creative, many trainees go on to suc-
Jennie: MTG conducts an 94% say they are willing to industry is continuously
ed about the idea of working sustainable and successful. cesfuful careers with us. We
employee survey every make an extra effort to make changing, and MTG is on
with us. Many talents see us That’s better for our business, had nine trainees in 2017, and
year. Why? us more successful. a very exciting journey to
as a company that shares their and much more fun, too! the number of applications
It’s a similar story when it become a global digital
ambition and entrepreneurial we received, coming from
Our employee survey is an op- comes to leadership, where entertainer. It’s important
we outperformed the bench- that everyone at our compa- spirit, and they perceive MTG Which practical steps all over the world, exceeded
portunity for us to say what’s our expectations for the 2018
mark. The survey divides lead- ny knows how their day to as a leader. Visible, innovative are we taking to increase
working well (and what can be program.
ership into several sub-cat- day activities support MTG’s brands like DreamHack and diversity?
improved) at MTG. It com-
egories, and amongst other strategy and drive the perfor- Viaplay play a big part in that.
plements the conversations Why are people so
questions asks employees mance of the business. Everybody knows the media We’re now posting most of
that take place across the
whether they feel respected business is transforming fast, our job ads in English, and important to the success
organization throughout the
by their manager. We scored How will we achieve this? and companies that embrace we’ve also refined the way we of MTG?
year, and it’s a great way to
highly on this specific ques- this change, like MTG, are the write them to make sure we’re
get a holistic view of what’s on
tion, which reflects well on I think continuous dialogue, places people aspire to be. engaging a diverse and global Our people are our company –
people’s minds and to make
sure we’re setting the right the working environment and especially at the local level, audience. A good ad creates #wearemtg! Businesses come
priorities. culture at MTG. is the key. Regular discus- Could we become more interest and gives you reasons alive when employees thrive,
All responses are confidential, The survey response rate was sion between managers and attractive? to apply, rather than putting and I think MTG is very good
and the survey is managed 87% for the Nordic business- employees, whether it’s team up barriers. at giving everyone a mandate
by an independent partner. In es and 76% for MTG overall. meetings, one-on-one catch- Employer branding is a big In addition, we use third-party to explore, innovate and push
2017, we were able to bench- This gives extra weight to the ups or just taking a coffee focus for us. We want even tools that assess candidates’ boundaries. We all have a role
mark MTG’s results against results and underlines that together, can help us connect more people to know that this problem-solving capabilities, to play. That’s what attracted
our external peers for the first we have a lot to be proud of our roles to the big picture. is a great company. You can personal strengths and other me to the company two years
time. This benchmark includes together. That’s how we can fully har- really feel our values – smart, relevant factors. It’s an ago, and it’s great that so
500,000 responses over 200 ness the incredible energy of bold, fun and engaging – in insightful complement to the many people want to be part
organisations, both in the Nor- Where do we need to the people at MTG – and the the atmosphere here, and we information we get from a of it today.
dic region and internationally, improve most? best thing is that we can do it have a culture that’s both dy- resumé, and of course from
and helps us put our figures in any time of the year. namic and supportive. That’s face-to-face interviews, and
The survey shows that we reflected in everything from helps us ensure we’re always
MTG is very
a meaningful context.
can do even more in terms of our internal mobility policy recruiting solely on talent and
potential.
good at giving
(in Sweden and Finland, 28%
What were the 2017
survey highlights?
diversity and internal mobil-
ity. MTG’s Human Resources When it of recruitment in 2017 were
teams already have ongoing
initiatives in both these areas
comes to made internally) to our com-
mitment to a healthy work-life
What’s the aim of our
management trainee
everyone a
The energy and commitment
of MTG’s people comes and we’re committed to mak- leadership, balance.
I also think MTG can become
program? mandate to
ing further progress in 2018.
through very clearly. Of all our
employees, 84% think it’s fun In addition, I see the need for we outper- an even more diverse work- Our management trainees explore, inno-
to go to work, 88% are proud
to be at MTG and an amazing
clarity as a key theme in the
survey responses. The media formed the place. We’re making progress
– our gender split at recruit-
spend 12 months working
closely with MTG’s senior
vate and push
benchmark boundaries
28 GRI Reference GRI 103-1 GRI 103-2 GRI Reference GRI 103-3 Corporate Responsibility Report 2017 29Which actions are we by the end of 2017, we’d the effects of unconscious
taking to reach these already reached a total of 41 bias. The aim is to encourage
people. participants to reflect on how
Sophie Gratadoux
targets?
At the same time, we’re re- they make decisions, in rela-
In 2017, MTG’s Human Re- inforcing our engagement in tion to others and to them-
Global Mobility & Diversity sources department in Swe-
den commissioned a report
industry events such as Wom-
en in Tech, which sold out
selves, and the feedback has
been very positive.
Manager on gender diversity from in seven minutes in 2017 and
which we will sponsor again
There’s one thing in particular
that often surprises people.
McKinsey, who presented
their findings to the MTG this year. We show a ripple effect sim-
Sweden management team. ulation that reveals how even
This research then formed the How does the gender bias the smallest action can have
basis for a workshop where training work? positive consequences. It’s
something I think about in my
Diversity & Equality
our Human Resources leaders
from Scandinavia and the UK The training starts by intro- own work too – if that’s the
came together with MTG’s ducing diversity and why it’s power of small actions, just
Corporate Responsibility team important, and then explores imagine what big ones can
to develop a gender bias do for our business and our
training. I’m now localising people.
Sophie, what’s it like and performance. It’s about this training and delivering
to be MTG’s first ever being the most successful it across the company -
global mobility and business – and the best work-
place – we can be.
In 2017, we
diversity manager?
supported the
I joined MTG in March 2017
and it’s been a fantastic
How diverse is MTG today
– and what are our targets
Women in Tech
experience so far. MTG is an for the future? event in Stockholm
international company with
Diverse people from so many different Today, 59 nationalities are for the fourth
companies
backgrounds, so working with
mobility and diversity gives
represented at MTG, and our
recruitment gender split is
consecutive year
me an opportunity to make a 48% women and 52% men in
have been direct impact on our business. Sweden and Finland. How-
shown to From day one I’ve been given
a lot of responsibility to drive
ever, we’re less diverse at the
management and executive
be more activities and to challenge our
ways of thinking.
levels. Overall at MTG 32% of
new hires are women and 68%
creative, are men.
Why is diversity so Our diversity work is currently
innovative & important for our focused on three priorities.
competitive business? Firstly, we’ve set the target
of a 50/50 gender split in
Diverse companies have been our executive team by 2020.
shown to be more creative, in- Secondly, we want to increase
novative and competitive than female representation in the
other companies. That means media and tech industries.
we aim to understand, respect And in general, we’re looking
and value each other’s differ- to broaden the scope of diver-
ences, and that we’re commit- sity at MTG, particularly when
ted to equal opportunities for it comes to inclusion. After all,
everyone. When it comes to even if you have diverse and
recruitment, promotion and equal teams, you can’t trig-
training at MTG, what counts ger the benefits of diversity if
is competence, experience people don’t feel included.
30 GRI Reference GRI 103-1 GRI 103-2 GRI 103-3 Corporate Responsibility Report 2017 31We’re focused on
improving our HR
Veronica Sjöstrand tools to support the
VP Human Resources, continued success of
MTG Sweden MTG and its people
their responsibilities more our company, but we want
clearly. to make MTG an even more
We’re aware that specific innovative, stimulating and
#metoo
example is essential in this
challenges can sometimes above all fun place to work –
context, and I’m happy to say
arise in production environ- for all our employees.
that our management un-
ments, so we’ve also renewed
derstands that in creating an
our Supplier Code of Conduct.
equal and respectful work-
This clearly sets out the high
place is not negotiable.
Veronica, what’s the most to treat other people badly, gations related to sexual har- standards we expect from all
simply because of a culture of assment at MTG. During the our partners, who starting
rewarding aspect of work- What are your other
silence. When that silence is year, we conducted two larger from November 2017 were
ing with human resources required to sign the Code priorities for 2018?
at MTG? broken, so is the power. That’s investigations into claims of
what makes #metoo impor- bullying. As a result of these before starting work on any
production. We’re focused on continuously
I think it’s the fact that hu- tant, and I hope it leads to investigations, we chose not
Overall, I think MTG’s man- improving our human resourc-
man resources themes are long term change for the bet- to renew the contract of one
agement teams have done a es tools and structures to sup-
so high on the agenda across ter. Today, we can have more individual and issued a written
good job in communicating port the continued success of
the whole organization. I open discussions about sexual reprimand to another.
the importance of what we’re MTG and our people. There’s
work with MTG in Sweden harassment in particular and
doing here. Leadership by so much that’s good about
and Finland, along with Splay bullying in general – both at How will we do better in
and DreamHack, and I have a an industry level and as an the future?
remit to create a more inte- employer too.
grated environment where we In addition to MTG’s Code
share resources, policies and How has #metoo of Conduct, we have a local
cultures (while respecting the impacted MTG? policy in Sweden relating to
diversity of our companies, victimization. We conduct
of course). Our managers First, it’s vital to emphasize mandatory training for all
are very supportive and that that MTG has a Code of Con- managers in Sweden that
allows us to be ambitious. I duct that all employees are covers both documents, and
love having this opportunity to required to read and sign. We we’re now extending this
build something that benefits always investigate any report- training to everyone employed
our employees and business ed violations of this Code, by MTG in Sweden. By the
so directly. with support from external end of 2017, we’d already
partners if necessary. trained 45% of our managers
Why is the ongoing In 2017, there were no investi- and the feedback has been
#metoo movement really positive – in particular,
so significant? people tell us they understand
For too long, some
people in the media
Leadership by
industry (and else- example is essential
where) have had
the power in creating an equal
and respectful
workplace
32 GRI Reference GRI 103-1 GRI 103-2 GRI 103-3 GRI 406-1 Corporate Responsibility Report 2017 33‘Counter-Strike’ teams battled competing, casting, and man-
for a USD $30,000 prize pool. aging teams and working in
The action was so incredible the industry.
Yvette Martinez we did it again in 2018, this
time with USD $50,000 on the How about ESL as a
Chief Operating Officer, line. business?
ESL US Are all-female tourna- We are proud that we have We’ve
ments more effective in
promoting diversity than
increased the representation
of female employees in the increased
mixed tournaments? US from 14% (2016) to 24%
(2017). One simple but effec-
the number
With equal levels of invest- tive step was changing the of female
Women in Esports
way we advertise for new
ment and training, there’s
no reason why women can’t colleagues: we no longer post employees in
compete directly against men.
There’s no relevant physical
jobs for esports project man-
agers, for instance, simply for the US from
difference that requires sepa- project managers. Focusing
purely on skillsets makes us a
14% (2016)
to 24% (2017)
rate competitions. But for that
Yvette, how did you get On the other hand, fewer than to happen, I think we need to more accessible employer, as
involved in the esports 15% of esports competitors start much earlier – by teach- I’ve personally experienced. I
industry? and fans are female. Things ing our daughters and the may have a very relevant tech
are improving, but ESL, the young women in our lives that background, but just before
I came to ESL two years ago industry and the community competitive gaming is a pos- coming to ESL I was COO of a
with over a decade’s experi- can all work harder to nurture itive activity, and by support- luxury beauty start-up. That’s
ence from the tech sector, and diversity and bring those two ing their participation at the a very different world from
I’ve never felt so excited about numbers closer together. It’s a casual and amateur levels. We esports – although helping
mistake to assume that wom- ESL take our vision forward in
We need to an industry’s potential! Mil-
lions of fans around the world, en aren’t interested in watch-
also need to do a better job
telling the stories of females an inclusive way has a beauty
do a better passionate employees and
great young companies ready
ing, playing and attending
esports events.
of its own too.
job in telling to take the next step – esports
What is ESL doing to
is everything I look for. My
the stories role is to bring structure and encourage more women
of females scale to ESL’s increasingly
complex and dynamic busi-
into esports?
competing, ness, and everybody has been
incredibly supportive, even
In 2015, we partnered with
Intel to launch AnyKey, an
casting & though I don’t have a gaming advocacy organization ded-
background.
managing icated to supporting diverse
participation in esports.
teams How would you assess the
current levels of female
AnyKey focuses on research
to build greater understanding
engagement in esports? of diversity challenges and
on initiatives to address those
My view is that the landscape challenges. One very visible
is nuanced. It’s great to see so example is the diversity and
many female streamers, some inclusion pledge that we ask
of whom are role models for everyone participating in ESL’s
millions of followers. In fact, events – whether online or in
women now account for 40% person – to sign.
of gamers and that’s proba- At our biggest event of the
bly an underestimate, since year, Intel Extreme Masters
many play under androgynous Katowice 2017, we hosted an
names online. all-female tournament where
the world’s best women’s
34 Corporate Responsibility Report 2017 35Julia Salomon Thibaut Minguet
Product Manager Elvenar Head of Risk and Resilience
at InnoGames
Women in Gaming Safety & Security
Julia, what’s the idea Does InnoGames support definitely help us create expe- Thibaut, what’s the role of and Content Protection – with simpler for employees to
behind ‘Elvenar’? female developers as well riences that appeal to a wider the Risk & Security team at a lead expert assigned to each report incidents through
as female gamers? and more diverse audience. MTG? stream. In each one, we want an online portal and we’ve
‘Elvenar’ is a browser game to identify, control and ad- launched information security
with a fantasy theme. The Absolutely – my colleague We aim to protect, respond and dress as many relevant risks as e-learnings.
aim is to build cities, develop Ulrike Kunkel and I are both enable. MTG’s data, infrastruc- possible. On an industry level, we con-
strategies and interact with Elvenar product managers and ture and (most importantly) Governance of the framework tinued our engagement with
players on a big world map. we have female colleagues in our people are essential to the rests with MTG’s ENABLER the Audiovisual Anti-Piracy
We want to bring cool gaming most areas of game develop- company’s success, committee, which is chaired Alliance and Nordic Content
experiences to a mainstream ment. We hope these num- by MTG’s CFO and gathers Protection organizations
audience as well as our hard- bers increase in the coming representatives from the through quarterly meetings
core fans, and when creating years, and we’re working to whole business. Every month, where we share intelligence
‘Elvenar’ we gave a lot of
thought to designing visually
accelerate this through initia- We invite the committee meets to set
priorities and assign resources
and best practices.
tives such as the annual Girls
attractive characters, and to & Boys Day in Germany, where young students for risk management activ- How do we engage
ensuring the game is easy to
play yet complex enough to
we invite young students to
to our offices We aim ities, and to address issues
encountered by the work-
employees around risk
our offices to show them just and security issues?
hold your attention. how awesome it can be to to show them to protect, stream experts. It’s a holistic
approach that ensures we
Who plays the game?
create games for a living.
just how respond & have an accurate group-level
We’re here for our people
– and the more our people
We expected a gender split of
How did you start your
awesome it can enable picture of our risk exposure
as well as a clear escalation
are there for us, the better
we can be! We ask all MTG
career in this field?
process for each workstream.
75% male and 25% female, in
line with our previous games. It was quite an unexpected
be to create and the work of the Risk &
Security team is all about
employees to use our tools,
take our trainings and speak
It’s turned out to be 52% male
and 48% female, and their
direction for me – I studied games for a making sure everyone here can
focus 100% on what they do
Were there additional
developments in 2017?
up if something doesn’t seem
right. We’ve also appointed
living
nutritional science and began
behavior is really interesting working with a small studio best. In 2017, we created a new 45 Security Champions across
– our players usually fall into developing an educational enterprise risk framework to Yes – 2017 was a busy year the organisation to be our
one of four categories, and title for the Nintendo DS. help achieve this in the most for the Risk & Security team. local voices, to help imple-
61% of female ‘Elvenar’ players Straight away, I liked the effective and structured way We recruited MTG’s first ever ment initiatives, and to be our
(by far the largest category) friendly atmosphere and the possible. Chief Information Security Of- first point of contact when we
are ‘Peaceful Explorers’. That constantly evolving challeng- ficer, who has now completed engage with different parts of
means they’re motivated more es of the games industry, and What does this framework a cyber-maturity assessment MTG. We have a monthly vir-
by socialising and immersion I’ve been involved ever since. include? of many MTG businesses. We tual catch-up and meet once
in the story than by action and I like the fact that it’s possible supported our esports com- a year for a workshop. All this
competition. Of course, you to take unconventional routes The framework has seven work- panies with event security and helps us get closer to the busi-
can still play in a competitive into this business, which can streams – Information Security, reviewed physical security at ness, align our priorities and
way if that’s what you enjoy! IT Security, Regulatory, People, some of our critical locations. make MTG an even safer and
Resilience, Security Operations In addition, we’re making it more fun place to be.
36 GRI Reference GRI 102-13 GRI 102-15 GRI 103-1 GRI 103-3 37You can also read
