Corporate Diversity Report 2011

Via Access Key March 15, 2012 Mr. John Traversy Secretary General Canadian Radio-television and Telecommunications Commission Ottawa, Ontario K1A 0N2 Dear Mr. Traversy: Re: Annual Report on Diversity, 2011 1. Corus Entertainment Inc. (“Corus”) is pleased to submit its Annual Report on Diversity in Radio for 2011 (the “Report”). This report demonstrates Corus’ ongoing commitment to reflect Canada’s diversity in our programming, as well as in our internal recruitment, training and employee retention practices. 2. Corus thanks the Commission granting us an extension of time to prepare this report. Please contact the undersigned if you have any questions concerning the content of this report. Sincerely, Sylvie Courtemanche Vice President, Government Relations Corus Entertainment Inc. ***End of document*** CORUS ENTERTAINMENT INC. (CORUS) ANNUAL REPORT TO THE CANADIAN RADIO-TELEVISION AND TELECOMMUNICATIONS COMMISSION (CRTC) ON CULTURAL DIVERSITY 2011 I Corporate Accountability The CRTC has stated in the renewal decisions of various licensees that it considers the elements set out below will help ensure that the corporate culture of each broadcast group supports the reflection of cultural diversity in the programming that it presents. Accordingly, each licensee/corporate group should: 1. Senior executive in charge of diversity: “Identify a senior executive who will be accountable for diversity practices and ensuring that management becomes more reflective of Canada's multicultural reality.” (a) Has a senior executive been identified in the corporate plan? The Executive Vice President, Human Resources and the Executive Vice President & General Counsel of Corus continue to share accountability for cultural diversity and equity practices, under the leadership of the President & CEO (the “Core Team”). (b) What specific responsibilities have been identified in the corporate plan? The Core Team is responsible for the implementation and ongoing assessment of corporate practices related to cultural diversity. Central to Corus‟ approach in ensuring cultural diversity is to demonstrate it at the level of senior management and the Board of Directors. Corus continues to have a higher proportion of women than most boards of regulated media companies, with an equal number to men. Although not part of the Commission‟s diversity mandate, Corus‟ board is also reflective of regional diversity, with board members residing in three different provinces across Canada. Respect and diversity are core elements in the operations of Corus. This is reflected in Corus‟ company policies as well as day-to-day operations. Corus‟ Respect at the Workplace Policy, a full copy of which is attached as Appendix “A”. The Corus Code of Conduct, attached as Appendix “B”, establishes the baseline for respect and behaviour that ensures that all Corus employees and contributors understand their obligations and roles in meeting the standards that are described in this report. The Diversity and Inclusiveness Policy, attached as Appendix “C”, affirms Corus‟ commitment to promoting an equitable work environment. It indicates that both 1 employees and managers are accountable for acting consistently with this policy and ensuring the policy is enforced. In addition to its regulatory mandate overseen by the CRTC, Corus is a publicly- traded company and is listed on the Toronto stock exchange (TSX:CJR.B). As such, Corus is also subject to a rigorous matrix of securities legislation that impacts upon the standards we establish for cultural diversity. The following Corus Core Values establish the baseline for how each member of the Corus team approaches our responsibilities: Knowledge: We believe in continuous learning and the sharing of our insights and ideas. Innovation: We are committed to creative thinking that leads to breakthrough ideas and superior results. Initiative: We empower employees to make great things happen. Teamwork: We believe that the greatest value is realized when we work together. Accountability: We do what we say we‟ll do – no excuses. (c) What has the senior executive responsible for diversity accomplished in this reporting year, particularly with respect to ensuring that management becomes more reflective of Canada’s multicultural reality? Employment Equity Audit In 2010, the Canadian Human Rights Commission notified Corus of an Employment Equity Audit. Throughout 2011, Corus liaised with a Compliance Review Officer to provide information, validate findings and finalize a new Employment Equity Plan. As part of this review, the Compliance Review Officer met with the Equity & Diversity Committee to gather input. In addition, a series of individual interviews were conducted with more than 18 managers and 9 employees, including a union representative, to gain an understanding of Corus‟ employment practices. The audit was completed in May 2011, finding Corus in compliance with all nine statutory requirements. Recruitment/Outreach Corus is committed to providing a fair and equitable work environment and encourages applications from qualified women, men, visible minorities, aboriginal peoples and persons with disabilities, and continues to ensure that job postings are neutral and barrier-free. Corus has implemented processes to provide a more consistent approach across the organization when recruiting and selecting 2 individuals, including a rigorous hiring process with a centrally controlled system of standardized hiring letters that ensures all new hires are treated equitably. To reach a diverse group of applicants, Corus continues to post job openings on the Corus website and forwards them to a number of outreach organizations including CareerEdge, the Canadian National Institute for the Blind, and Canadian Women in Communications. In addition, Corus also forwards job postings to the following agencies: Completing the Circle, Aboriginal Multi-Media Society, Career Foundation focusing on Newcomers to Canada, The Ontario Federation of Indian Friendship Centres, ACCES Employment, Fort Erie Native Friendship Centre, Delaware Nation Council and the Aboriginal Employment and Training Centre. Corus also maintains a commitment to work with Career Bridge to develop relationships with and hire qualified immigrants new to Canada through their process of integrating skilled immigrants into the Canadian workplace. Respect at the Workplace Policy Corus remains committed to providing and maintaining a workplace which ensures that all employees of the company are treated with dignity and respect and are able to work in an environment free from discrimination and harassment. Corus upholds, as a matter of normal business practice, the freedom from discrimination and harassment provisions of applicable human rights legislation. The policy applies to all Corus employees (including directors and officers) and to all business-related activities between employees and third parties such as customers, contractors, vendors, suppliers and members of the public. An overview of the Respect at the Workplace policy remains part of Corus‟ web-based employee orientation program for new hires and every employee is required to review and sign off on this policy. As part of its ongoing commitment to respect in the workplace and in an effort to retain valuable employees, Corus continues to maintain a team of in-house employee Respect at the Workplace Advisors across the Company. This initiative gives employees the opportunity to help their peers, on a confidential basis, while promoting a workplace free from discrimination and harassment in which each employee is treated with dignity and respect. Employees also have access to a formal complaint process, whereby the Executive Vice President, Human Resources initiates an investigation whenever he or she receives a formal written complaint and the complaint is not resolved informally, if the complaint falls within the scope of this policy or in the case of an anonymous complaint if the EVP-HR considers an investigation appropriate in the interest of ensuring that the company is free from harassment. In the event that a complaint is made against the EVP-HR, it must be made in writing to the President and Chief Executive Officer and the company‟s Executive Vice President and General Counsel. If the complaint is against the Executive Vice President and General Counsel, it must be made in writing to the President and EVP-HR. If the complaint is against the President, it must be made in writing to the Chair, HR Committee of the Board. Employees are also made aware that complaints may be made directly to the Canadian Human Rights Commission. 3 AlertLine® Employee Hotline Employees are able to contact the AlertLine® employee hotline, a third party monitoring service, through a 24-hour-a-day, seven-day-a-week toll free telephone number. Contact information for AlertLine® is posted on the Company intranet site for easy access. This initiative, in conjunction with a number of internal policies such as Respect at the Workplace and Code of Conduct, ensures that Corus is governed by values, principles and appropriate regulatory controls. There were no complaints in 2010. In 2011, two complaints were made using AlertLine, both of which were resolved. Workplace Accommodation Over the spring and summer of 2010, Corus consolidated all of its Greater Toronto Area locations, including radio, specialty and pay television, children‟s book publishing and animation operations, at its new corporate headquarters on the Toronto Waterfront, called Corus Quay. Some 1100

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