The All-In Diversity Project was co-founded by Kelly Kehn and Christina Thakor-Rankin. It was created with the aim of benchmarking diversity and inclusion across the industry.
This is the fourth edition of the report, covering trends across 2022 and 2023. The 2021-22 edition reported the largest gap between male and female representation in the industry at that time. This was 56% male and 44% female.
In this year’s edition, the All-Index reported that this gap has widened. The split is now 65% male and 35% female. The number of non-binary employees remained at 0.02%. Non-binary people were first recorded in the report last year.
The All-Index stated that, going forward, organisations will need to ensure their gender equality policies “do not inadvertently end up discriminating against those who do not identify as male or female”.
The report saw 32 organisations participate across 21 jurisdictions, encompassing more than 80,000 employees. In total, 22% of the organisations were operators, 37.5% were suppliers and 41.0% identified as large or publicly-traded companies.
Gender and beyond
It attributed the increased gender difference to the rise in sports betting products in regulating countries, such as the US, Canada and Brazil, as well as the impact of Covid-19.
“The rise of sports betting together with the impact of Covid meant last year’s results showed a drop in the overall number of men to women in the industry and that trend,” read the report. “That trend has continued with the gap between the number of males to females widening further to around 60:40.”
Earlier this year, All-In collaborated with the International Betting Integrity Association, Entain, Flutter and Stats Perform to produce a study on women’s sports that was presented at iGB L!VE. The study revealed an increase in women placing bets.
Out of all the participants, 14% do not record data pertaining to gender. More than 30% now include non-binary and “other” gender categories. In terms of the organisations, 42% collect gender pay data, while 46% have identified gaps.
This was the first year the All-Index expanded its definition of diversity beyond gender, to also encompass diversity in different forms. This includes – but is not limited to – race and ethnicity, sexuality and age. Participants were also asked to share data related to culture and LGBTQIA+ identity.
A total of 59% of participants do not record data on race, ethnicity or cultural heritage. But 41% have some information, which is based on observation.
When asked to indicate other recorded characteristics beyond gender, 93.1% of participants said age was recorded. The report said it is “assumed” that this is for regulatory reasons, such as ensuring a person is of age to work in gambling.
In addition, 27.5% of participants said sexual orientation (LGBTQIA+) is recorded. This is the same percentage that said veteran status and invisible disability is also recorded. A total of 31.0% of participants said they record visible disability.
The All-Index also focused on hybrid work. A total of 88% of respondents said they offer a combination of office and remote working for staff, compared to 70% in the previous report.
“While many organisations have now embraced some form of remote/hybrid working there is no established ‘new normal’ as yet,” read the report.
“Experimentation around four-day weeks and the recent drive of employers looking to bring employees back into the office, combined with the need to source cost-effective talent, suggests that there will be no particular or prescribed model in the future.”