Gender, diversity and inclusion in the global betting and gaming sector
Tuesday, 16 January 2018
Kate Clayton-Hathway and Dr Robert Van Der Veen of Oxford Brookes Business School recently helped develop the first ever index for benchmarking diversity in the gaming sector.
Recognising that women are underrepresented in many areas of the sector, the All-In Diversity Project was established to develop a global source for data on diversity and inclusion. An industry-driven initiative was seen as the best solution, working alongside strategic partners who could bring specialist knowledge. The Brookes team provided equalities expertise and advised on good practice for data collection and scoring for a global index. This fed into tools, including a questionnaire, which will be used to generate understanding of the existing landscape and help create a set of sectoral metrics.
The initial index will provide participating organisations with the information to benchmark themselves against industry standards and highlight their successes, challenges and opportunities. This will produce the basis for year-on-year progress updates which, the organisers plan, will feed into a roadmap for future progress. The index will look at best practice in a wide range of organisational processes which include governance, internal equality and diversity policies, recruitment, training and development and marketing as well as data collection and monitoring of equalities groups.
Co-founders of the Project, Kelly Kehn and Christina Thakor-Rankin, established All-In Diversity as a not-for-profit. Both have spent their entire working lives in the industry and are passionate about creating a quality benchmark to bring about positive change. They felt it was important to create a tool for all businesses to use in benchmarking their own diversity statistics and initiatives. Whilst recognising that gender - as well as other types of - diversity are currently on the agenda for many sectors, they also feel it’s important to take a longer view. According to Thakor-Rankin: “It’s about acknowledging that the expectations and aspirations of the next generation of employees and customers is very different to ours, and understanding that if this industry is to be able to attract and retain the employees and customers of the future it needs to start making changes now”.
The data collection phase for year one will be launched soon. Further details of the project are available at http://allindiversityproject.com/