WOMEN IN GAMING / FOCUS
N U M B ER S
VE SH OW N A GE ND ER “A NU MB ER OF ST UD IES HA
BALANC ED WORKF ORCE SPARKS CREATI VITY,
IN N O V A TI V E TH
IN K IN G A N D CO
O P E R A TI O N A M
O N G CO LL E A G U
E S”
2
5
11%
PER ERIKSSON, NETENT
p or in other positions of seniority, or working
for operators in the online gambling industry
for the health of the sector.
S E T T I N G TA R G E TS
The issue of gender balance made the
news recently after NetEnt chief executive
Per Eriksson said his firm had set itself a
challenge of achieving a 50/50 gender split
by 2020, describing the aim as being “crucial
for business growth”.
The B2B casino games and systems
supplier currently employs a workforce of
more than 600, 35% of which are female,
while its eight-strong management team is
split equally. Nevertheless, Eriksson believes
more can be done and won’t rest until the
whole firm is evenly balanced.
“A number of studies have shown the
benefits of having a gender-balanced
and diverse workforce,” Eriksson says.
“It sparks creativity, innovative thinking
and cooperation among colleagues. At
NetEnt we can clearly see this to be true,
but I also believe that a gender-equal and
diverse company is crucial for business
growth. For example, it will give us a better
understanding of our clients’ desires and
needs,” he adds.
Both Ladbrokes and William Hill say they
have yet to set any specific targets and
were unsure if they ever would, while Unibet
says it didn’t consider it “appropriate nor
necessary to set specific gender targets at
any levels of the organisation”, and believes
in “employing and developing people who
have the right skills and talent”.
Unibet recently installed a new HR
system which it says will enable it to closely
monitor gender levels. It revealed its current
percentage of female employees stood at
33% with those in management positions
slightly lower at 29% – although these
percentages are expected to have been
boosted by the recent separation from
B2B sportsbook business Kambi Sports
Solutions in May.
The company also incorporates a number
of initiatives and packages to promote an
“open and inclusive” culture. “Our benefits
around maternity and paternity leave extend
well beyond the statutory minimum in all
of our locations, and we embrace flexible
W W W. E G R M A G A Z I N E . C O M
THE NUMBER OF
FEMALE CEOS/
MDS IN THE EGR
POWER 50
working with numerous examples where we have agreed
to a variety of flexible working arrangements to make it
easier for our staff to balance the demands of family life,” a
spokesperson for the firm says.
Betfred also told eGaming Review it employs people on
their “ability to do the job and wherever possible we look
to promote internally”, while PlayTech said it has “an equal
opportunities employment policy”, and looks for the “best
talent to join us, regardless of their gender”.
As per its 2013 annual report, 888’s nominations
committee included in the mandate of an executive search
firm retained to recruit new non-executive directors to the
board, a specific request for female candidates to be on
the list of candidates presented for its consideration. The
operator’s current board members are all male.
“Diversity is important to 888 as we believe that only
through access to the most diverse pool of talent will
we recruit and retain th