Empowering Diversity: The Rise Of Women In Gaming Technology

As the saying goes, “Talent knows no shape, size, colour or gender.” India saw the rise of the technology industry over the last three decades, and as the industry established itself and grew, so did the hunt for promising female talent. The tech industry, followed by ITES (Information Technology Enabled Services), was a strong proponent for women in the workforce and provided them with good career opportunities.

In tech, we see healthy participation, with 36% of the workforce being women, while this tapers as we move up the levels of an organisation. In gaming tech, the published numbers are still emerging.

So how can an organisation empower diversity?

We need to start with the strategic intent to empower diversity. The leadership team needs to buy into this intent and communicate it clearly across the organization. A diligent cascade and adoption of the principles are key to making an impactful difference.

Right at the start of this journey, the first step is a healthy intake of women.

Channels to acquire talent: Tap into different sourcing pools, such as educational campuses with a good female ratio. Next would be bringing women back to the workforce; this could be two-fold: women who have taken a gap for life stage changes from the industry and women alumni of your organization. Bringing women back to the workforce is an active focus and yields good results with a strong training and induction program. Some great talents are passive and not looking to move; however, a special effort to engage with them over a while will go a long way to bring them on board.

Creating a conducive work environment: To create an environment conducive to women's growth, the impact of what they bring to the table must be understood and communicated actively; managers of teams should value their presence. Setting up an allyship program will assist in this journey, with both men and women championing inclusive behaviour, and creating demonstrable, internal resources for women. Setting up a community or an Employee Resource Group where women have a platform to build a network and make connections to enable each other can further assist in developing internal talent.

Research indicates that women may hesitate to highlight their achievements, and many experience more self-doubt than men with the same skills and qualifications when applying for a new role. Good mentors, allies and managers can encourage them to believe in themselves and spread their wings to overcome this barrier. Opportunities to ideate and create something new always provide an avenue to shine, further leading to recognition, boosting confidence and coming into the limelight for new projects or promotions.

We lose some of our women talent post-maternity, and we can reverse this trend by offering some hand-holding by experienced women from the organisation, who could become coaches to them and help them settle in and balance the changes they are going through as they continue to contribute.

Referred to as “Returning Mom Coaches” or just mentors, they can connect and guide from their own experience of returning to work. In terms of support during life stage changes, like managing young children if they are cushioned by good leave programs, day-care and some flexibility, it will go a long way in retaining this talent. A well-established Employee Assistance Program is beneficial for all employees as well.

People managers play a pivotal role in developing women's talent for the next promotion or opportunity in the organization. A focused effort from them in the learning and growth journey is essential. They are also instrumental in creating an inclusive environment that enables everyone to be the best version of themselves. Learning and development are important vehicles for building skills and experiences so that they can add more value and take on new challenges. This is a great form of investment in talent, and it increases their retention.

Finally, in addition to the support structure and ecosystem the organisation provides, it is crucial to have a spark, intent, or ambition to grow. Let’s keep inspiring women to rise and take their true place in the gaming tech industry!

Authored by Ritu Bhati, Vice President-People Capability (India Head), Light & Wonder India. Views expressed by the author are their own.