At the recent Gamesindustry.biz HR Summit Liz Prince (pictured), Empower-Up Co-Founder & Business Manager of specialist games recruitment agency Amiqus, gave a talk looking at the troubling backlash against EDI currently playing out around the world. Here we share her sentiments…
I’ve been a Woman in the Games industry for almost 20 years now and right now I’m a mixed bag of sadness, anger and concern about the real-world backlash against EDI and the negative perception of what it means to be ‘woke’ so I thought it would be useful to reflect on this a bit, understand where we are and think about what we can do to maintain progress in our EDI work against this backdrop.
For me, this recent trend against EDI, which seems to be promoted and fuelled by a number of significant and influential figures, genuinely raises a lot of important questions about the values we uphold. To be ‘awake’ to social injustices and issues and have compassion… how can that be an insult?! Who wants to be on the other side of that spectrum…?
I don’t think there’s one individual reason that we’re seeing this backlash. Politics has, of course, played a big role where we’ve seen a rise in the far-right across many nations, often fuelled and emboldened by a feeling of injustice amongst populations who are facing economic difficulties, leading to populist politicians using divisive rhetoric. I’m looking at you Nigel Farage!
Social media is also a powerful force in spreading misinformation and extremist views. So-called influencers like the dreadful – and dangerous – Andrew Tate are playing a significant role, in suggesting that EDI initiatives are discriminatory against white men, or that these initiatives are promoting a ‘woke’ agenda that undermines ‘traditional’ values. And let’s not forget Elon Musk, using his own platform and influence to suggest that EDI is “not merely immoral, but illegal”.
In the corporate world, the economic downturn has played a significant part in fuelling the EDI backlash. When times are tough, there can be a tendency to focus on short-term gains and cost-cutting measures, rather than long-term investments in EDI. And that can lead to a perception that EDI initiatives are unnecessary luxuries or that they divert resources from other more commercially focused projects.
These are just some of the issues we’re facing as people professionals, as well as individuals who care strongly about equity, inclusion and belonging in the workplace and in life in general.
So why should we continue to strive?
First and foremost, embracing equity, diversity, and inclusion aligns with ethical imperatives that transcend corporate boardrooms and social rhetoric. Our world is a rich landscape of cultures, backgrounds, and perspectives. It’s through the celebration and embracing of our different experiences that we foster a more empathetic and understanding global community. By creating environments that champion diversity, we not only honour the dignity of every individual but also lay the groundwork for a more just and equitable society.
From a business standpoint, the advantages of prioritising EDI are undeniable. Countless studies have consistently demonstrated that diverse teams outperform homogeneous ones. For instance, companies with high racial diversity are 35% more likely to have financial returns above their industry mean. Inclusive companies are 1.7 times more likely to be innovation leaders.
Varied perspectives breed innovation, creativity, and problem-solving approaches that are essential in today’s rapidly evolving market landscape. Organisations that embrace diversity cultivate a stronger connection with a diverse customer base, enhancing their ability to understand and meet the needs of a broad range of clients and service users.
And we know that inclusive workplace culture has been linked to higher employee engagement, improved retention rates, and better working relationships. Inclusive teams make better business decisions, twice as fast, and diverse companies are 70% more likely to capture new markets. When individuals from different backgrounds are valued and included, they are more likely to contribute their best work and experience greater job satisfaction.
EDI can’t be a tick box on a studio to-do list; it’s an integral component of sustainable and impactful business practices and remains a crucial ethical imperative.
So how do we continue our work?
Convincing C-suite execs and leaders of the importance of EDI can be challenging right now, especially given the games industry’s climate. Typically, we see success from framing EDI initiatives in terms of business outcomes, rather than focusing solely on the moral or ethical benefits of EDI.
Kyra Chan spoke to the Ukie EDI group recently about her success in implementing Inclusive and compassionate policies that were business-led and business-focused. The perfect combination! The benefits of policies such as unlimited leave and self-care days were evidenced through data around reduction in the days lost through sickness absence and presenteeism, resulting in greater productivity for a pre-revenue studio which needed to maintain a high velocity production schedule.
People-centric policies can be low cost and simple to implement but result in increased innovation, improved talent acquisition and retention, and enhanced customer satisfaction. If you need ideas on where to start or what you can do more of, Empower Up has many resources to help.
Identifying allies within the key stakeholders of the studio can also be helpful in advocating with influence. By working together, you can create a more powerful and effective coalition. And don’t forget about the external networks of support from wider industry organisations like Women in Games, Out Making Games and #RaiseTheGame for sharing great ideas.
At the same time, talking to team members about the benefits of diversity and inclusion is important, maybe through training sessions, workshops, and other initiatives. Establishing mentoring across the studio can be helpful not only for career progression but for aligning people who otherwise may not have naturally got to know one another.
If everyone understands, even theoretically, the importance of EDI, employees are more likely to support and participate in these initiatives. If those from underrepresented groups are willing, ask them to lead the conversation. I was recently listening to comedian Sandy Toksvig on Woman’s Hour about her latest book. She was advocating and encouraging people to listen… because you can’t know what it’s like to be a marginalised person if you’ve never experienced that yourself. So, let’s make sure that we listen and understand fully the impact we all have on one another, and the impact of the policies we implement and the behaviours we encourage in our businesses.
To sum up…
Those advocating against EDI fail to acknowledge the profound benefits a diverse and inclusive workplace can offer. While it’s important to recognise the right to express diverging viewpoints, it’s equally critical to assess the implications of those positions, particularly when they run counter to ethical practices and well-documented benefits. Such stances can cause clear and knowing harm to those who lose out when EDI is not prioritised.
As we navigate the current complexities, we need to keep standing up, we need to stay resilient and push back in a robust and nuanced way. It’s essential that we all continue to champion the foundational principles of empathy, understanding, and progress, especially as the games industry comes out of this period of change. Let’s not go backwards. Embracing EDI isn’t just a moral obligation; it’s a strategic imperative that propels us toward a more innovative, resilient, and harmonious future.
Let’s continue to build a world where voices are heard equitably, lesser-heard perspectives are valued, and every individual and community is empowered to thrive.
Want to get started? Read the Empower Up Intro to EDI.
