Sarah Gardner of Gambling Commission advocates for enhanced representation across all demographics in the industry.

As the Gambling Commission proudly embraces its recognition as one of the UK’s Best Workplaces for Women, it underscores a crucial narrative in the gambling industry—the ongoing struggle for gender diversity and equality. 

Despite women comprising over half of the hospitality workforce, their representation in leadership roles within the gambling sector, including land based and online casino roles alike, remains starkly insufficient.

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Deputy Chief Executive of the Gambling Commission Sarah Gardner said: “While our remit doesn’t extend to setting regulatory requirements for the industry in this area, we feel it is right for us to always seek ways to enhance representation wherever possible—whether gender, race, sexuality, people with disabilities, or socioeconomic background.”

Seema Sha, Director of Consulting at the prestigious UK’s Best Workplaces, said: “Employer recognition is only awarded to those organisations whose people have told us theirs is a genuinely great place to work for all its employees.” 

Current Landscape: Women in Leadership 

Recent findings reveal that while women hold 35.5% of managerial and higher positions in the casino industry, they are notably underrepresented in executive leadership roles, claiming only 19.4% of owner, president, and chief positions. This disparity suggests a significant vertical occupational segregation, often referred to as the "glass ceiling," which hinders women from achieving their full potential in leadership. 

Despite leading in departments such as human resources, public relations, and sales, women continue to lag in areas critical to operational success, such as casino operations management. The need for change is evident as gaps in vertical leadership persist across various departments. 

The Importance of Female Leadership 

The Gambling Commission is committed to ensuring that they send a diverse pool of their own people to speak or join industry events. This is part of the Commission doing its bit in ensuring that events are representative and inclusive.  

Sarah Gardner said: “We are also more likely to decline invitations to events where no attempt has been made to explore diversity in an appropriate way.  

“We know that when we see people like us being given a platform, it is a powerful way to enhance opportunities for others - not just at the Commission - but across the sector. And we’re happy to play our part in this. Now, and in the future.” 

The 330 companies on the list have shown a commitment to: 

• Ensuring a reasonable balance of women and men across the organisation.
• Removing barriers to women’s career advancement 
• Creating workplaces where all employees, regardless of gender, can flourish. 

As the industry continues to confront challenging gender issues, it is essential to create a culture that promotes inclusivity and acknowledges the unique perspectives that women bring. Future research is imperative for understanding the dynamics of gender in the workplace, improving gaming cultures, and effectively reaching the growing female market.