Gambling Industry Moves Towards The Next Phase Of DEI

Highlights

• The gambling sector is moving beyond representation and placing greater emphasis on inclusion, retention, wellbeing and career progression.
• Industry leaders believe leadership accountability and measurable results will be important to the future of diversity, equity and inclusion initiatives.

The gambling industry is entering a new phase in its approach to diversity, equity and inclusion (DEI), with companies increasingly looking beyond representation figures and focusing on workplace culture, employee retention and career development.

Mark Skinner, chief people officer at Allwyn Digital, said the conversation has developed from asking whether companies are implementing DEI initiatives to examining whether those initiatives are actually improving business performance, workplace culture and the ability to attract and retain talent.

Betting and Gaming Council CEO Grainne Hurst also highlighted the industry’s changing priorities. According to Hurst, the focus is moving beyond representation towards inclusion, retention, wellbeing and progression.

Industry associations are playing an important role through mentoring, networking and leadership-development programmes. These initiatives can help create greater visibility for women and provide opportunities for employees to progress into senior positions.

Leadership has also become a central part of the discussion. Industry experts believe DEI needs to start at the top, with senior managers responsible for setting expectations and creating an inclusive workplace culture.

Some gambling companies are already monitoring diversity at leadership level. Evoke, for example, considers diversity within succession planning and appointments, while Playtech has reported an increase in female leadership representation from 23% in 2021 to 32% in 2025.

The industry still faces challenges, particularly when it comes to attracting diverse talent for technology, data, artificial intelligence and product positions. Gambling businesses compete with technology, fintech and consumer brands that may have stronger employer recognition.

Industry leaders also believe DEI discussions should expand beyond gender to include areas such as disability and neurodiversity.

The next stage of DEI in gambling is therefore expected to focus less on standalone initiatives and more on creating workplaces where employees feel valued, supported and able to progress.

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