According to the annual All-Index Report of The All-In Diversity Project, there is a growing gap in representation between men and women.
Kelly Kehn, Christina Thakor-Rankin and others founded the All-In Diversity Project. The project was designed to benchmark diversity and inclusion in the entertainment industry.
The report covers trends for 2022 and beyond. In the 2021-22 version, the biggest gap was reported between the male and female representation of the industry. The ratio was 56% men and 44% women.
The All-Index published a report in this year’s issue that showed this disparity has increased. Now, 65% of the employees are males and 35% women. Non-binary workers remained at just 0.02%. The first non-binary individuals were recorded in last year’s report.
According to the All-Index, organizations will have to make sure that their policies on gender equality “does not accidentally end up discriminating those who don’t identify as female or male”.
In total, 32 organizations from 21 different jurisdictions participated in the report. These organisations represented more than 80.000 employees. Total, 22% were identified as operators, 37.5 % were suppliers, and 41.0 % were large companies or publically traded.
Gender, and Beyond
The increase in gender differences was attributed to both the growth of sports betting in countries that regulate such as Canada, the US and Brazil as well as Covid-19.
The report stated that “the rise in sports betting and the impact of Covid resulted in last year’s findings showing a decline in overall numbers of women to men in the industry, as well as this trend.” The report stated that “that trend continued, with the difference between males and females increasing to 60:40.”
Earlier in the year, All-In worked with Entain Flutter Stats Perform and International Betting Integrity Association to create a report on women’s sport that was then presented at iGB L!VE. This study showed that women were betting more.
One-fourth of participants do not collect data on gender. Over 30% of participants now have non-binary or “other” categories. For organisations, 42 percent collect data on gender pay, and 46 percent have identified any gaps.
The All-Index was the first to expand its diversity definition beyond gender and include diversity of all kinds. It includes, but isn’t limited to: race, ethnicity; sexuality; and age. The participants were asked to provide data on culture, LGBTQIA+ identities and their ethnicity.
Total 59% do not collect data about race, ethnicity, or cultural heritage. However, 41% of participants have certain information based on observations.
On being asked if there were any other characteristics recorded besides gender, 93.1% said that age is recorded. It is assumed, according to the report, that age is recorded for regulatory purposes such as making sure a person has reached legal working age.
Additional Characteristics
A further 27,5% said that they had also recorded their sexual orientation (LGBTQIA+). The same percentage also said that veteran status and visible disability are recorded. Total of 31,0% participants reported that they also record invisible disability.
All-Index focused also on hybrid work. The All-Index also focused on hybrid work.
The report stated that “while many organizations have adopted some form of hybrid/remote working, there has not yet been established as a ‘new norm’.”
The experimentation with four-day work weeks, the current drive by employers to get their employees back to the office and the requirement to find cost-effective talents suggest that in the future there won’t be a particular model.
