Widening Gender Gap in the Gambling Industry Revealed by All-In Diversity Project's Latest Report

In the fourth edition of its report, the All-In Diversity Project, co-founded by Kelly Kehn and Christina Thakor-Rankin, highlights a concerning trend in the gambling industry. The report covers trends from 2022 to 2023 and underscores a notable increase in the gender gap. In the 2021-22 edition, the industry had a 56% male and 44% female workforce. However, in the latest edition, the gap has widened, with 65% of employees being male and only 35% female. Notably, non-binary representation remained at 0.02%, with non-binary individuals first being recorded in the previous year's report.

The All-Index emphasizes the importance of inclusive policies going forward. It warns organizations to ensure their gender equality policies do not inadvertently discriminate against those who do not identify as strictly male or female. This call for inclusivity aims to bridge the gender divide in the industry.

The report's findings are based on data from 32 organizations across 21 jurisdictions, encompassing more than 80,000 employees. Among the participants, 22% were operators, 37.5% were suppliers, and 41.0% were identified as large or publicly-traded companies.

The All-Index attributes the widening gender gap to several factors, including the increasing popularity of sports betting products in regulating countries like the US, Canada, and Brazil. Additionally, the impact of Covid-19 has played a role, as last year's results indicated a decrease in the overall male-to-female ratio in the industry, which has continued to widen further.

In a notable expansion of its scope, the All-Index now includes various diversity dimensions, such as race, ethnicity, sexuality, and age. It also encourages the sharing of data related to culture and LGBTQIA+ identity. Surprisingly, 59% of participants do not record data on race, ethnicity, or cultural heritage, while 41% have some observational data.

For the first time, the All-Index extends its definition of diversity beyond gender. It now encompasses other characteristics, with 93.1% of participants recording age, likely for regulatory reasons. Furthermore, 27.5% of participants record sexual orientation (LGBTQIA+), veteran status, and invisible disability, while 31.0% record visible disabilities.

The report also highlights the adoption of hybrid work arrangements in the industry. A total of 88% of respondents offer a combination of office and remote work for staff, compared to 70% in the previous report. The future work model in the industry remains uncertain, with experimentation around four-day workweeks and the desire to bring employees back to the office, along with the need to find cost-effective talent.