You are currently viewing Sports betting industry is doing better on diversity, but there is room for improvement, report says

Sports betting industry is doing better on diversity, but there is room for improvement, report says

Forty organizations with more than 140,000 employees participated in the 2021-2022 report, which showed varied results for diversity in the global legal sports betting and gaming industry.

Diversity and inclusion have improved in the online sports betting and gaming industry, but there is still room for further progress, according to an annual industry workforce survey.

The third “All-Index” report was released on Monday by the All-In Diversity Project, an industry-led nonprofit initiative that attempts to measure diversity, equality and inclusion in global industry. Game.

Forty organizations with more than 140,000 employees participated in the 2021-2022 report, which showed varied results for diversity in the global legal sports betting and gaming industry.

One of the findings was that leadership levels have increased for women since the organization’s last report three years ago. Women made up 29.2% of heads of departments, up from 25.8% in 2019, and their representation in leadership positions increased from 23% to 25%. The percentage of female CEOs and managing directors also increased, from 15.4% in 2019 to 18.5% in 2021.

“If the All-Index is a benchmark for the industry, it is closer than ever to reaching 30% female representation at the board level, and in the case of non-executive roles, it has it. exceeded,” a press release said.

Room for improvement

However, the report found that progress was lacking in other areas, including the overall percentage of women in the industry. In previous years, the split was close to 50-50 for men and women. This year, however, the report recorded that the industry was 56% male and 43% female.

“The biggest gap is at the entry level and is a real cause for concern when looking at long-term prospects for role models, mentors and talent pools,” the statement said.

The percentage of female managers fell to 32.1% from 39.2%, while the ratio of female supervisors fell to 33.3% from 34.4%. Entry-level positions have also declined. In 2019, 48.3% of women held entry-level positions. In 2021, the number was 45.9%.

The All-In Diversity Project also worked with Facebook (now Meta) Gaming in 2021 to study the effects of the COVID-19 pandemic on the global gaming industry.

One of the findings of this study was that over 85% of industry participants identified as “white” and just under 10% identified as “other” or preferred not to say so. About 3% of participants identified themselves as “Asian” and “Hispanic/Latin”.

“This lack of diversity is likely to have a negative impact on the industry if the main results indicate a long-term trend,” the report said.

Trends affecting diversity, inclusion

The report cited three possible reasons for the change in numbers: life decisions made by Gen Z, “The Great Resignation” and “Menopause”.

Gen Z, born after 1997, is expected to make up 75% of the workforce by 2030, but their job standards depend on how corporate values, policies and practices align with their philosophies , according to the report. They value diversity, equality and inclusion highly and expect this from their workplace.

The “big resignation” was a direct result of the COVID-19 pandemic. Workers reassessed their work goals, and research indicated that their work priorities shifted from needing to work for a company to wanting to work for themselves. They also thought they were undervalued and wanted to take a more active role in a company.

Meanwhile, research published as part of ‘World Menopause Day’ found that nearly 25% of women quit their jobs due to their symptoms, with 20% of those surveyed saying poor health was the cause. menopause cost them a promotion or a raise.

Mixed results have been found in how companies are responding to these trends. While the number of organizations offering paid sick leave fell to 84.4% in 2021 from 95.8% in 2019, those with flexible work policies fell to 84.4% from 75%.

“There has also been a noticeable shift from passive policy to active awareness and practice,” the statement said. “While the number of organizations with equal opportunity and anti-discrimination policies has declined, there has been an increase in training and practical guidance in these areas, as well as an increased focus on tackling harassment/bullying, difficult behavior/language and cultural stereotyping.”

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