Amiqus Me Anything: Team diversity

Each month we work with our recruitment partner Amiqus to find the answers to the burning questions of job seekers within the games industry.

Charu Desodt,
Production Director,
Interior Night 

Let everyone know that you value diversity and an inclusive studio culture. Spend time seeking out diverse candidates by, for example, posting on minority social groups. Be aware of ‘the two in the pool effect’ when shortlisting. The odds of hiring a female are 79 times greater if there are at least two female candidates on the shortlist (194 times greater for ethnic minorities; Harvard Business Review, 2016). Think beyond the specific role you are recruiting for and value differences and the new perspectives people can bring to the whole project and studio.

Tracey McGarrigan,
CMO, Bossa Studios 
W.IN Coordinator at London Games Festival 

Think about how you appear to job seekers: does your studio look welcoming to a diverse range of applicants? Find ways to make women in your existing team visible by adding their voices to industry publications, networking and speaking opportunities. Raising their profile will support their career and attract more women. If women are not seeking out roles with you, consider different entry points to your studio and go to meet at the places where they meet. Take time to understand what applicants are looking for beyond a job spec.

Tamsin O’Luanaigh,
Company Secretary & Talent Director,
nDreams

In the short term it’s about being inclusive: creating an environment that attracts as diverse a pool of applicants as possible (flexible working hours that are family focused, avoiding crunch). Then, reach out to groups such as Women In Games and BAME. Our longer-term strategy: encourage diversity in the industry by sending female or BAME speakers to key events, promoting our Corporate Ambassadorship for Women In Games, reaching out into colleges and universities. It’s something we’re hugely passionate about.

Kirsty Rigden,
Development Director,
FuturLab

The language in job adverts matters, it reflects internal culture. ‘Ambitious’, ‘driven’, ‘rockstar’, all imply a sense of competition which is off putting to women. Make sure you use gender neutral wording and never use gender pronouns in job adverts. Champion the diverse team members you have and encourage them to put themselves out there as a role model. Get involved with schools and colleges to promote careers in the industry. Ensure that you have a healthy and inclusive culture and then advertise this to the wider world.

Liz Prince,
Business Manager, Amiqus 
G-Into Gaming campaigner 

There are lots of things we can do to increase diversity but one thing I’d like to see the industry think about is the promotion of flexible working options. Working flexibly is not only for women with families or for non-development roles. Regardless of age, gender or seniority, individuals are seeking to work in a way which fits with their wider lifestyle and commitments. Employers who fail to respond to this risk missing out on not only skills and experience but also the enhanced financial performance that goes with talent diversity.