Paramount does not explicitly prohibit discrimination based on viewpoint or ideology in its written EEO policy.(1)
Paramount’s lack of a company-wide best practice EEO policy sends mixed signals to company employees and prospective employees and calls into question the extent to which individuals are protected due to inconsistent state policies and the absence of a relevant federal protection. Approximately half of Americans live and work in a jurisdiction with no legal protections if their employer takes action against them for their political activities or discriminates on the basis of viewpoint in the workplace.
Companies with inclusive policies are better able to recruit the most talented employees from a broad labor pool, resolve complaints internally to avoid costly litigation or reputational damage, and minimize employee turnover. Moreover, inclusive policies contribute to more efficient human capital management by eliminating the need to maintain different policies in different locations.
There is ample evidence that individuals with conservative viewpoints may face discrimination at Paramount. For example, the 1792 Exchange gives Paramount a “High Risk” corporate bias rating, and reports that Paramount’s “collective leadership is responsible for $90,850 to Republican causes and $3,042,155 to Democratic causes.”(2) Recent headlines also provide evidence of institutional bias:
•
“CBS Faces FCC Scrutiny Over Alleged Political Bias”(3)
•
“CBS News calls in ‘DEI expert’ who mocked black senator as ‘Uncle Tim’ in wake of Tony Dokoupil scandal”(4)
•
“What 'Standards'? CBS Execs Rebuked Anchor's Tough Questions on Israel But Let Gayle King's Softballs Slide”(5)
•
“America First Legal Files Lawsuit Against CBS for Alleged Anti-White and Anti-Male Employment Practices”(6)
Presently, shareholders are unable to evaluate how Paramount prevents discrimination towards employees based on their ideology or viewpoint, mitigates employee concerns of potential discrimination, and ensures a respectful and supportive work atmosphere that bolsters employee performance.
We recommend that the report evaluate risks including, but not limited to, negative effects on employee hiring and retention, as well as litigation risks from conflicting state and company anti- discrimination policies.