- »Flutter Appoints Group Director of Inclusion and Diversity
Flutter Appoints Group Director of Inclusion and Diversity
As with many gambling companies that maintain a strong online presence, Flutter Entertainment didn’t have a bad 2020. In fact, its third-quarter financials showed growth – with distinct help from the Australian market – and its final 2020 results will likely show similar gains.
Meanwhile, though, Flutter has been putting some work into its core, its employees that may not reflect the inclusion and diversity goals that the company set years ago.
New Role for Greg McCaw
On February 1, Flutter Entertainment announced a new role in its ranks: Group Director of Inclusion and Diversity. Greg McCaw took the position and will report to the Group Chief People Officer, Caroline Ross.
McCaw made the move from Sky Betting & Gaming, where he worked as the Head of Inclusion and People Engagement. Prior to that employment, he worked at New Look, a UK-based clothing company, as its Senior HR Business Partner.
During his time with Sky (SBG), that company received recognition by the All-In Diversity Project. The 2019 All-Index Annual Report ranked organisations on their inclusion and diversity strategies and improvements. While GVC Holdings topped the chart and IGT ranked second, SBG was in a close third. The project’s co-founder noted that the annual surveys show the investments companies make in creating a more inclusive work environment.
Position and Responsibilities
One of McCaw’s primary goals will be to develop a new Inclusion and Diversity strategy and then work to implement it. This is a set of goals to make sure that everyone working at Flutter “shares a strong sense of belonging in a truly inclusive environment.”
The new position requires McCaw to work with members of the Flutter Board of Directors, as well as colleagues in the HR department and business leaders to establish new goals for inclusion and diversity. He will create an updated training and development program for employees at all levels.
Further, he will lead the I&D Committee (Inclusion and Diversity Committee) to monitor the progress of Flutter in implementing new programs. He will also produce reports on the progress – or need for improvements – regarding Flutter’s progress in meeting new targets.
His boss, Ross, noted her excitement about the team member. “He brings a wealth of experience, which the wider Group will benefit from as we continue to shape our inclusion and diversity strategy,” she said. “Our goal is for all colleagues to feel a shared sense of ownership in our business. We want to build on our foundations to be a truly inclusive place to work, one where difference is celebrated and valued, because it is only when we understand the role we play that will really shift the dial.”
McCaw called the new role “one of the most exciting opportunities” in his career. He acknowledged Flutter’s willingness and commitment to changing to truly impact the company.
Board Diversity Policy Needs Attention
A quick look at the Flutter Board of Directors and the Board Diversity Policy indicates the need for McCaw to examine it all.
The policy notes its aim to have a well-balanced board, with diversity applicable to age, gender, nationality, independence, professional background, social and ethnic backgrounds, business and geographic experience, and cognitive and person strengths.
However, a quick look at the Flutter Board shows that improvement is needed. White men comprise the top five positions on the Board, though Divyesh Gadhia may have a non-white background. Three board members are women, and they work alongside ten men. And none of them appear to be people of color or of indigenous ancestry.
Commitment to All-In Diversity Project
The nonprofit All-In Diversity Project came to life several years ago as a way to create awareness with regard to diversity in the gambling industry. What had long been a traditionally male industry needed some fresh ideas and a true effort to diversify.
PaddyPower Betfair, which eventually rebranded to Flutter Entertainment, was one of the founding members of the All-In Diversity Project in 2018. Other gambling industry giants like Caesars Entertainment, Microgaming, IGT, Kindred, and GiG also joined together as founding members.
The goal of the founders was to “bring something unique to the project” and advocate for “diversity, inclusion, and workplace equality.” And the best way to do it, was to use data collection to evaluate companies and mark their progress.
Christina Thakor-Rankin (more than 25 years in the gambling industry, mostly at the director level and above) and Kelly Kehn (in iGaming senior management since 2012) cofounded the project. In addition to setting new standards for the industry, the nonprofit organisation also provided resources and tools to help companies become more inclusive and diverse.
Many more companies joined in the following years, like Scientific Games, SIS, Betsson, and GVC. Other organisations also got involved, like the National Council of Problem Gambling, Malta Gaming Authority, Responsible Gambling Council, and Young Gamblers Education Trust.
First All-In Annual Report
The first official report from the group was the All-Index 2019. The data came from 26 organisations that represented more than 100 global brands, and it showed that 46.7% of their employees (125,697 to be exact) identified as women.
The downside was that only 41% of executive teams included female members, and women only held 22.5% of board level positions.
Worse, every salary analysis showed that males earned more than females in 2019, without exception.
While 2020 saw a decrease in companies implementing anti-discrimination policies from 90% in 2018 to 70% in 2019, more companies began offering conscious and unconscious bias training. That percentage increased from 50% in 2018 to 72% in 2019. Support for specific groups like LGBTQ+ and ethnic minorities decreased, but organizations instead shifted their focus to mental health and company-wide employee well-being.
It is unclear how the year of the pandemic (2020) will affect the way companies handled inclusion and diversity. The All-In Diversity Project will likely track it and produce a report later this year.