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EXHIBIT 6

Corus Entertainment Inc.

Code of Business Conduct



























(CORUS LOGO)






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Corus Entertainment Inc.
Vision and Values

Our VISION is to be globally recognized as Canadas most influential entertainment company.

We are guided by our VALUES:

Accountability:We do what we say well do  no excuses.

Teamwork:We believe the greatest value is realized when we work together.

Initiative:We empower employees to make great things happen.

Innovation:We are committed to creative thinking that leads to breakthrough
ideas and superior results.

Knowledge:We believe in continuous learning and the sharing of our insights
and ideas.





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Corus Entertainment Inc.
Code of Business Conduct

To Whom Does the Code Apply?

The Code of Business Conduct (the Code) applies to all employees and members
of the Board of Directors of Corus Entertainment Inc. and our subsidiary
companies (referred to collectively in this Code as Corus or the Company).
For purposes of rules promulgated under section 406 of the Sarbanes Oxley Act
of 2002, portions of this Code shall comprise the Companys code of ethics
for senior executives and financial officers.

Each employee and director of Corus is expected to read and comply with the
entire Code. If you have any questions concerning the Code, please contact
Kathleen McNair, Vice-President of Corporate and Regulatory Affairs, General
Counsel or Hal Blackadar, Vice-President, Human Resources. Failure to abide by
this Code will lead to disciplinary measures appropriate to the violation, up
to and including dismissal.

Why do we have a Code of Business Conduct?

At Corus, we are committed to fair dealing, honesty and integrity in all
aspects of our business conduct. We take this responsibility to our employees,
shareholders and other stakeholders very seriously. The Code is vital to
implement these responsibilities in the workplace and in dealings with the
public and our stakeholders. It also aims to demonstrate to our stakeholders
and the public the Companys commitment to conduct itself ethically.

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CORUS ENTERTAINMENT INC.

Code of Business Conduct

Compliance with Legal and Ethical Standards

Corus employees and directors will act ethically with high standards of
integrity and abide by the principles of lawful conduct in all their business
dealings. No one in the Company is permitted to commit or condone any illegal
or unethical act, or to instruct other employees to do so. Any doubt as to the
legality of any course of action should be discussed with your immediate
supervisor or Corus General Counsel as necessary.

Our Responsibility to Fellow Employees

Employees must be treated with dignity, respect and fairness at all times.
Corus is committed to high standards of ethics in all relations with and among
its employees.

Corus is committed to fairness in the workplace and recognizes that a diverse
workforce allows us to serve our stakeholders most effectively. Unlawful
discrimination, harassment or violence in the workplace will not be tolerated.

Specifically, Corus will not tolerate discrimination or harassment prohibited
by applicable legislation including sex, sexual orientation, race, ancestry,
nationality, place of origin, colour, ethnic origin, citizenship, creed,
religious beliefs, age, record of offences (pardoned criminal conviction),
marital status, family status, same-sex partnership status and physical or
mental disability.

In addition to all forms of harassment prohibited by legislation, Corus will
not tolerate any form of personal harassment (such as threatening behaviour,
bullying, taunting or ostracizing co-workers etc.) which may occur as a result
of an employees position in the Company or because of an association with a
group outside the Company, or perhaps because someone simply dislikes the
individual. Personal harassment may also arise out of someone abusing their
position of authority or power.

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Corus is committed to keeping its workplaces free from hazards. We are all
responsible to follow government approved health and safety guidelines for
maintaining a safe workplace and to immediately report any accident, injury,
unsafe practice and condition to your immediate supervisor.

Employment Practices

The Company is committed to ensuring that equal opportunity exists for all
employees in all aspects of employment. Merit will be the principle on which
all employment and promotion opportunities will be based.

Job Performance and General Conduct

Employees will carry out their job responsibilities to the best of their
ability. This includes among other things: accepting supervisory direction,
promotion, participating as a team member and maintaining the required quality
and quantity of work.

Employees will conduct themselves in a professional manner when dealing with
staff members, customers and the public at large.

Attendance

The Company is committed to promoting and maintaining high standards of
attendance and employees are expected to be at work on time each scheduled day.
When illness or emergencies necessitate absence or lateness, employees are
expected to notify their supervisor in advance of their regular hours of work.

Drugs and Alcohol

The use, possession, distribution, offering or sale of illicit drugs, illicit
paraphernalia or non-prescribed drugs for which a prescription is legally
required, while on Company business or on Company premises (including Company
vehicles) is forbidden.

The use, possession, distribution, offering or sale of alcoholic beverages on
the Companys premises (including Company vehicles) is prohibited unless the
prior consent of Senior management is obtained. Senior management approval is
also required if alcoholic beverages are to be served at a

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Company sponsored function. The approvee assumes responsibility for organizing
the function, and ensuring proper use of alcoholic beverages including
transportation of the attendees, if required.

Intellectual Property Assignment

Employees of Corus agree to keep confidential and not to disclose to others,
confidential information including any inventions, drawings, algorithms,
computer codes in both source code and object code, customer information,
customer lists, data of Corus and trade secrets related to the business of
Corus or a related entity (Inventions).

All such Inventions so produced by employees shall be owned by Corus and
employees waive their rights in any copyright to such work and warrant that
such work is original and shall not contain any virus or other harmful code.

Employees agree to sign all documents to enable Corus to secure patent, trade
mark, copyright, industrial design or other intellectual property rights in the
Inventions and to transfer legal title therein.

Appropriation of Company Assets

Employees and directors have a responsibility to protect Corus assets
entrusted to them from loss, damage, misuse or theft. Corus assets such as
funds, products, electronic devices and services, including, but not limited
to, computers, computer-related equipment, products and services, may only be
used for Company business purposes and other purposes approved by management.
The Companys name, property (including intellectual) and goodwill must not be
used for personal advantage.

Proper Maintenance of Records

Corus requires honest and accurate recording and reporting of information in
order to make informed and responsible business decisions. Corus books and
records should accurately reflect all business transactions. Undisclosed or
unrecorded revenues, expenses, assets or liabilities are prohibited.

For example, if you are responsible for accounting or record-keeping, you must
be diligent in enforcing proper accounting and the Companys established
practices. You may not alter, conceal or falsify any document or

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record. Each Corus business unit will adopt an approved record retention
policy consistent with Corus documented business policies and applicable legal
and regulatory requirements.

Information Disclosure

Employees are required to protect Corus confidential and proprietary
information from unauthorized disclosure and use. This applies to information
about customers and fellow employees as well as confidential and proprietary
information about the Companys own affairs. Proprietary information includes
any information that is not generally known to the public and is helpful to
Corus, or would be helpful to competitors. Employees may not use confidential
information or trade secrets gained by virtue of their employment with Corus
for personal gain or for any purpose other than specific job related duties.

Employees and directors may not trade in the securities of Corus while in
possession of undisclosed information obtained from Company sources that would
reasonably be expected to affect the value of such securities. This practice
of insider trading is contrary to Company policy and in most cases, illegal.
All trading in securities of Corus is to be done in accordance with the
Companys policy on Insider Trading, which is available through the office of
the Chief Financial Officer.

Employees will safeguard all proprietary information by marking it accordingly,
keeping it secure, and limiting access to those who have a need to know such
information in order to do their jobs.

When an employee leaves Corus for any reason, confidential and proprietary
information and all Inventions remain with and are the exclusive property of
the Company and are not to be used nor disclosed in any way by the departing
employee following the termination of his or her employment with the Company.

Conflicts of Interest

All business decisions and actions must be based on the best interest of Corus,
and must not be motivated by personal considerations or relationships. There
is an infinite list of potential conflicts that could arise over the course of
employment. The general rule is that employees and

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directors must avoid any activity that compromises, or could reasonably be seen
to compromise, their judgement, causes them to show undue favouritism to any
party or causes them to receive a benefit of some kind. When in doubt it is
best to disclose a potential conflict of interest. General guidelines for a
better understanding of the most common examples of situations that may cause a
conflict of interest are listed below.

Outside Business Activities

Corus employees are encouraged to participate in outside voluntary or community
activities. Employees other than senior officers, are not prohibited from
accepting part-time employment outside of Corus. However, neither the activity
nor the part-time position must interfere with the employees responsibilities
to Corus or the employees commitment, attention or business judgement required
in performing those responsibilities.

Gifts or Favours

Accepting gifts or favours, other than of nominal value, from customers or
suppliers or prospective customers or suppliers, is a conflict of interest.
Additionally, frequent gifts from one source of any value should not be
accepted. Employees may not engage in conduct that could be interpreted as
directly or indirectly seeking, receiving or providing a bribe or kickback.

A conflict of interest may also arise in the giving of gifts or favours. Corus
gifts must be legal and reasonable. Corus will not provide any gift if it is
prohibited by law or by the policy of the recipients organization.

Investments

Corus employees may not allow their personal investments to influence, or
appear to influence, their independent judgement on behalf of Corus.

Specifically, without limiting the generality for the foregoing, an employee
must disclose the following material investments to senior management:



| |  |  | an employee owns a business in whole or part that is entering into
a business transaction with Corus; or
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| |  |  | an employee purchases, sells or holds interests in a supplier
and/or its subsidiaries or direct affiliates where the Companys
relations with such suppliers could be considered to have a material
impact; or
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| |  |  | an employee has a financial interest in, or is performing services
for, a competitor.
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Contra Agreements for Personal Use

Corus employees may not enter into contra agreements that result in a personal
benefit. Any legitimate contra agreement is subject to approval as outlined in
the Contra Policyavailable on the Corus intranet site.

Business Communications

The Companys electronic devices and services, including, but not limited to,
computers, computer-related equipment, products or services are the Companys
property and should be used primarily for business purposes. Incidental
appropriate personal use is permitted provided it does not interfere with the
normal course of business.

The Companys electronic devices, specifically computers, should not be used to
download any third party or employee confidential information for any purposes
other than business related purposes. Computers should not be used to download
any offensive or pornographic materials from the Internet. All downloadable
material should be for business purposes and should comply with the Companys
harassment policy, which is available on the Corus Entertainment intranet site.
Corus computers should also not be used to download copyrighted material from
the Internet including music and software.

The Company owns all information contained on the Companys computer networks.
Therefore any information an employee or director transmits on these services
should not be considered private and confidential.

Our Responsibilities to the Community and the Environment

Corus is committed to supporting various local programs and initiatives and
fostering growth within the Canadian broadcasting and entertainment fields
through strategic partnerships and innovative business ventures.

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The Company is committed to the conservation of resources in our business
operations. All employees should use their reasonable efforts possible to make
efficient use of all resources and to reduce, re-use and recycle supplies and
materials wherever and whenever possible.

The health and well-being of all employees is a responsibility of everyone who
works at Corus. Any circumstance relating to Corus operations or activities
which pose a real or potential health or safety risk must be reported promptly
to your supervisor or to the Vice-President of Human Resources.

Communicating with External Resources

Corus aims to achieve complete, accurate, fair, understandable and timely
communications with all of its stakeholders and the public, including filings
with securities and regulatory authorities. In order to protect yourself and
the Company, requests for information should be handled in the following
manner:



| |  |  | financial information requests  directed to the Chief Financial
Officer
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| |  |  | media requests  directed to the Vice President, Communications
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| |  |  | requests from government agencies and regulators  directed to the
Vice President of Corporate and Regulatory Affairs, General Counsel
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| |  |  | employee information or human resources requests  directed to the
Vice-President, Human Resources
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The legal department should be consulted before handling any non-routine
requests for information. All information provided must be truthful and
accurate.

Corus and its employees are committed to honest and ethical communications and
dealings with officials at all levels of government.

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Our Responsibility with Respect to Privacy

Corus is committed to controlling the collection, use and disclosure of
personal information.

In accordance with the standards and requirements set out in the Personal
Information Protection and Electronic Documents Act (Canada)(the Privacy
Act), Corus developed a Privacy Policy outlining our commitment to maintaining
the accuracy, confidentiality, security and privacy of third parties and
employee personal information.

Reporting Concerns

Taking action to prevent problems is part of the Corus culture. If you become
aware of an existing or possible violation of the Code, you should promptly
notify the appropriate person.

Your concerns can be expressed on a confidential or anonymous basis to either
the Vice-President Corporate and Regulatory Affairs, General Counsel; the
Vice-President Human Resources or on matters relating to accounting or auditing
related issues to the Chairperson of the Audit Committee.

The concern should be submitted in a sealed envelope addressed to the
appropriate individual. The envelope should be marked Confidential Internal
Corus Concern.

Retaliation against any employee who honestly reports a concern to Corus about
existing or possible violation of the Code will not be tolerated. It is
unacceptable to file a report knowing it is false.

A copy of this policy can be obtained through Kathleen McNair, Vice-President
of Corporate and Regulatory Affairs, General Counsel or Hal Blackadar,
Vice-President, Human Resources, or by visiting our website at
www.corusentertainment.com.

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