October 24, 2019 – Increasing research shows organizations with a diverse workforce are uniquely positioned to attract and retain top-talent; outperform competition; tap into fresh thinking and new solutions, and improve financial performance. Yet simply hiring diverse employees becomes a wasted effort in the absence of a top to bottom commitment to inclusion throughout the entire organization.
Chief Diversity Officer, Commercial Casino Operator – “JBK takes the time to focus completely on our specific leadership needs. They quickly deliver a comprehensive range of excellent candidates with a focus on diversity and they take the time to discuss how each candidate aligns with our cultural goals”
Below are several best practices many of our greatest clients in the global gaming industry implement into their quest to become truly inclusive
Dictating Inclusion Is Not Creating Inclusion In general, the board chair manages the environment for the board and its composition. When the chair uses this influence to create an inclusive board, it becomes a model for the CEO and the rest of the organization. It is impossible for leadership to defend their commitment to diversity when the board consists of all the same sex, ethnicity and viewpoints.
Seek Information – Not Affirmation In high-performing organizations committed to a culture of diversity and inclusion, diverse leadership produces a variety of perspectives and experiences, tapping into fresh thinking and new solutions. A workforce that feels all members have a voice, including the highest performing employees across the spectrum of gender, nationality, and cultural backgrounds creates an inclusive culture but also produces better business outcomes. Yet many organizations in the global gaming industry struggle with hiring and promoting outside of “what we’ve always done”.
D&I at Every Level Leaders throughout the entire organization must work to create an inclusive culture that allows every employee at every level to contribute their unique perspective. It takes time and patience for all levels of management to adopt the core fundamentals required for a healthy, thriving culture. Below are a few examples of how every company can inspire change:
- Regularly communicate company D&I goals throughout the organization
- Incorporate D&I as a core part of the organizational strategy
- Identify and develop high-potential diversity employees
- Ensure that each external search includes the best diversity candidates
Several flagship brands such as Caesars, MGM, Penn National Gaming, IGT, Scientific Games, and Draft Kings to name a few have worked hard to develop diversity and inclusion within their respective organizations. All companies serving the global gaming industry have a social and shareholder responsibility to identify, hire, develop, and retain the highest performers available in the marketplace who are empowered to challenge conventional strategies through unconventional experiences and backgrounds.
JBK International is at the forefront of the industry transformation. Driven by a singular purpose to empower our clients to be successful and outperform the competition, we ensure each talent-centric leadership solution consists of meaningful data and discussion specific to each client, designed to drive inclusion and positive business outcomes through a focus on diversity.