As the Most Influential Women (MIW) campaign reopens for submissions, the gambling sector reflects on its journey towards improving diversity, equity, and inclusion (DEI). The conversation has shifted significantly. Mark Skinner, chief people officer at Allwyn Digital, notes this evolution, asking how discussions transitioned from simply questioning if DEI was taking place to evaluating its impact on business culture and employee retention.
Skinner emphasizes that stakeholders now demand tangible proof of effective DEI initiatives. The sector is beginning to view DEI not merely as an isolated goal but as a cornerstone of a vibrant business culture. Grainne Hurst, CEO of the Betting & Gaming Council in the UK, underscores this development, highlighting that discussions have expanded from mere representation to encompass inclusion, employee retention, and advancement in careers. She sees a growing recognition that DEI should be an integral component of daily operations rather than a separate project.
Industry associations play a pivotal role in mentoring and leadership opportunities for women. Hurst, who also serves on the board of Global Gaming Women, shares her insight into how networking and role models promote women’s advancement in the sector. Lois Bright, founder of Women in Gaming Africa and co-founder of Gaming Advisory Partners, reflects on the visibility and leadership opportunities that her organization has created for women, stating that this progress signifies collective momentum rather than individual gains.
A consensus among industry leaders is that DEI must originate from the highest levels of management. Skinner asserts that leadership is crucial in fostering an inclusive atmosphere, with managers' behavior and policies significantly affecting employees' experiences. Companies like Evoke actively assess their DEI initiatives to ensure leadership accountability. Nicola Kociuba, a learning and performance partner at Evoke, explains how the Nomination Committee monitors diversity objectives in succession planning, ensuring that decisions remain focused on skills and merit.
Playtech is also tracking progress in its DEI efforts. Sophie Yaxley, global Centre of Excellence director, reports an increase in female representation within Playtech's leadership, rising from 23% in 2021 to 32% in 2025. Yaxley emphasizes fostering an environment conducive to development and success for all employees, not just focusing on the numbers.
The challenge remains in attracting and retaining diverse talent within the gambling industry. Skinner identifies the need for broader awareness of career paths in gaming, as many prospective candidates may hold misconceptions about the industry. He notes that the gaming sector competes not just with similar businesses but also with fintech and technology sectors that typically enjoy a better public image.
While representation is crucial, Yaxley highlights that real progress involves ensuring equal access to growth opportunities within organizations. Bright cautions against seeing diversity as a checklist item during recruitment and advocates for more women being considered for leadership roles.
Despite advancements, interviewees agree that more work is necessary to fully represent diversity at all organizational levels. Yaxley points to the need for greater visibility for individuals with disabilities and varying neurodiversities, which can enrich workplace perspectives. In Africa, Bright notes a pressing need for more female representation in senior regulatory roles, stating, “I think it’s moving in the right direction,” while acknowledging ongoing challenges.
Looking ahead, industry leaders anticipate that the next phase of DEI will focus on incorporating inclusive practices into routine business strategies rather than treating them as standalone efforts. Yaxley hopes technology and analytic tools will lead to fairer talent decisions, emphasizing that true progress hinges on creating a sense of belonging within diverse teams. The pressure to cultivate inclusive workplaces is becoming as critical as the need for strong financial performance.
The iGB is currently accepting nominations for its 2026 Most Influential Women initiative, seeking to acknowledge the diverse talent within the sector and spotlight those driving change.
