What does Diversity look like in the Video Game Industry?
If you step into the ever-expanding world of video games, it’s visually evident how fast the industry is moving forward. From the early days of pixelated adventures to the immersive, lifelike experiences of today, the video game industry is propelling towards the future with astonishing speed. However, with this technological marvel, it’s clear where it stutters to an almost halt and feels aeons behind…
The lack of diversity and inclusion.
In an industry quite literally built on boundless imagination and creativity, it's baffling that barriers to the industry still exist. Imagine the untapped talent that could revolutionize our games if this wasn’t the case. Yet, when we look at the composition of many gaming teams, we see an almost uniformity when it comes to gaming teams that will end up stifling innovation and limiting the breadth of storytelling.
Let’s not treat diversity as just a buzzword. When we exclude voices and perspectives from marginalized communities, we miss out on a wealth of experiences and insights that could rejuvenate the industry. With games that explore cultural nuances from around the world, or narratives that resonate deeply with players from diverse backgrounds, these will be the games that find that revenue source that you missed because your team all think the same way.
The Impact
Moreover, the lack of diversity within gaming teams directly impacts the players themselves. When players don't see themselves represented in the games they play, it creates a disconnect and reinforces feelings of exclusion. This not only diminishes the gaming experience but also perpetuates harmful stereotypes and biases. Just as an example, 46% of video game players identify as women, yet a lot of games are missing the boat when it comes to good representation of them. Dove in collaboration with Women in Games found that “60% of girl gamers feel misrepresented and recognize a lack of diversity as a key issue in video games.” Having more people who identify as women on a team would mean better, more well-rounded female characters, therefore engaging almost half of the video gamer demographic, and that’s not an opportunity that should be missed!
It’s not just about gender, although that always seems to be the easiest to target. When considering diversity in your team, your hiring team needs to consider all of the other untapped talent pools that a person may be hidden in due to them being dismissed because they may fit into a “diverse category”. Instead of worrying about what complexities (that really aren’t that complex!) there are in hiring someone who falls into one of the 9 (UK) protected characteristics, consider how their age, disability, gender/gender reassignment, relationship status, ability to have children, race, religious beliefs, or sexual orientation would create a better gaming experience for your customers.
So, what challenges might you encounter when striving for greater diversity and inclusion in your company, and how can you overcome them?
Unconscious Bias:
The problem: These can be deeply ingrained attitudes or stereotypes we have in ourselves that affect our understanding, actions, and decisions in ways you may not realise. These biases can lead you to choose candidates who are most like you or fit into the existing team culture, inadvertently excluding potentially great candidates.
The solution: You could work on some unconscious bias training for your team to raise awareness and mitigate the impact. Also, structuring your interviews, sending candidates interview questions ahead of time and accepting blind CVs to focus on skills and qualifications rather than names, DOBs or any other indicators that trigger an unconscious bias.
Lack of Awareness:
The problem:There may just be a lack of awareness about how important diversity and inclusion is in the workplace. Without understanding the benefits and value of diverse perspectives, you may prioritize other criteria in the hiring process.
The Solution:It’s about fact finding with this! Finding resources that prove diversity increases the success of a company isn’t hard to gather - A study by Deloitte found that companies with inclusive cultures are 83% more likely to outperform their peers on revenue measures. - and share this with your team.
Limited Recruitment Networks:
The Problem: If a company relies solely on traditional recruitment channels or networks, they may inadvertently limit their access to diverse talent pools. Without actively seeking out candidates from underrepresented groups or tapping into diverse communities, you may struggle to build a truly inclusive team.
The Solution: Expand recruitment efforts to include diverse platforms (such as The Black Girl Gamers), job fairs, and community organizations that cater to underrepresented groups. Work with recruiters (Like us!) who have DEI as one of their top priorities when considering candidate shortlists.
Fear of Disruption:
The problem: Introducing diversity into a team can sometimes be perceived as disruptive or challenging to the status quo. Some may fear that diverse perspectives will lead to conflict or slower decision-making processes. In the fast-paced world of the gaming industry, where deadlines loom large and pressure mounts to deliver products that satisfy investors and customers, overlooking a crucial issue due to a lack of diverse perspectives can be costly.
The Solution: It's crucial to emphasize the positive impact of diverse teams on innovation and problem-solving. Embracing a variety of ideas and viewpoints fosters creative thinking, leading to more robust solutions and groundbreaking innovations. A team with diverse viewpoints can spot potential pitfalls or overlooked opportunities before a game is released, saving valuable time and resources in the long run. This means you can ensure your product not only meets market demands but also pushes the boundaries of what's possible in gaming.
Lack of Inclusive Policies and Practices:
The Problem: Do your current hiring practices and workplace policies reflect any DEI commitment? Without clear policies and practices in place to support diversity and inclusion, you may struggle to attract and retain diverse talent.
The Solution: Be honest if you are working on it. Review and update company policies to ensure they promote diversity and inclusion at all levels. Establish clear guidelines for addressing discrimination or bias in the workplace and provide support resources for employees. When you consider that 76% of employees and job seekers said diversity was important when considering job offers, it’s no no-brainer to make sure you have these in place and speak about them.
This change is happening, but it isn’t happening fast enough and we all play a part in that. So whether you're a Studio founder, developer, Operations, management or junior team member, your voice should matter.
If you’d like help in widening your talent pool, reach out to Lab8 Recruitment today, and let's work together to build a future where diversity and inclusion are not just aspirations, but fundamental principles that drive our industry forward.