Pride Month at GiG - Fostering Equity in the Workplace

As we continue our Pride Month series spotlighting the pillars of Diversity, Equity, Inclusion, and Belonging (DEIB), this week we turn our attention to Equity. Equity in the workplace is about recognising and addressing structural imbalances to ensure all employees have access to the same opportunities, resources, and support, regardless of gender identity, location, or working arrangement. Ensuring fair treatment, access, and opportunity for all is a cornerstone of a thriving workplace. Whether someone is in-office or remote, creating equitable experiences is critical to building a workplace where all individuals feel valued and empowered.

Pride month is a time to reaffirm the systems and practices we strive to uphold every day.

This is the second article in our four-part series dedicated to each DEIB pillar and the real actions we’re taking at GiG every single day. 

According to our latest Sustainability Report, GiG currently employs 393 direct employees and 57 third-party employees, totalling 450 team members globally. Of this exceptional workforce, 71.83% identify as male, 27.95% as female, and 0.22% as non-binary. While we are proud to be transparent about these numbers, these figures provide insight into our current landscape and the steps needed to foster greater equity.

Our internal gender representation at 27.95% women puts us above the EU average

As emphasised in a recent McKinsey report on Women in Tech, only 22% of tech roles across European companies are held by women. At GiG, we recognise that our gender distribution has shifted following our strategic review and spin-off - there was a decline in female representation. However, our internal gender representation at 27.95% women puts us above the EU average. Our data also shows that the gender split among job applicants is 68.7% male, 31.53% female, and 0.3% non-binary, which aligns closely with our current workforce composition. We recognise that representation begins at the top of the hiring funnel. That’s why we are actively working to reduce barriers through inclusive hiring strategies. This includes diversity-focused marketing practices, DEI training for Hiring Managers, on unconscious bias, application process, and review Talent Acquisition practices annually - to ensure they are both inclusive and equitable. 

As part of our commitment to developing early-career talent, we hired 11 interns last year. We’ve launched a new Early Talent Programme in 2025, and are currently hiring interns across locations and departments. 

Investing in our People 

Beyond recruitment, investing in our people is central to equity at GiG. Since 2021, we’ve delivered an in-person Senior Leadership Programme with MadeYou, and in 2024, we expanded it to include Team Leads, Managers, and Heads as part of our Leaders of Tomorrow sessions. Bringing together 90 leaders in Malta, the program covered essential topics like Emotional Intelligence, Critical Challenger Mindset, Strategic Positioning, Developing Leadership Styles and Coaching Skills & Techniques - fostering a stronger, more connected leadership community. Our internal GiGsters Academy learning platform has also played a key role, with 43 new courses launched, 2327 completions, and over 5300 logins in 2024 alone. The most engaged with courses included Anti-Money Laundering, Introduction to iGaming, Core Player Account Management, and Core Bonusing.

eXceptional Values for an eXceptional Culture

A revitalised commitment to our culture has also taken shape. Last year, we unveiled seven new company values, supported by an updated Vision and Mission, helping align performance expectations and long-term direction. These values are what we’re working to achieve as a business, and now serve as the foundation for decision-making, performance, and workplace initiatives, ensuring every GiGster operates with purpose and unity. Investing in employee experience is also a priority. We believe a great workplace goes beyond perks. With renovation projects in Toulouse, a brand-new office in Madrid, and plans to relocate Malta teams to a unified space across levels 4 and 5, optimising space and improving connectivity, our goal is to create environments where our teams can thrive. 

You said, we did - Closing the feedback Loop

One of the most important aspects of our workplace culture is listening to and acting upon our people’s feedback. This year, we proudly introduced the ‘You Said, We Did’ initiative, designed to close the feedback loop and ensure every voice helps shape how we grow and improve. Whether it is through engagement surveys, onboarding and exit interview feedback, event reviews, or ad hoc polls, every insight is reviewed and translated into meaningful, actionable outcomes. Our goal is to understand not just what’s working, but also where we can do better. Continuous improvement is key at GiG. In Q4 2024, we moved from monthly to quarterly engagement surveys. A shift that allows us to better analyse responses and implement more thoughtful, effective changes. We also launched the ‘Tell Us Everything’ tool, which enables anyone to share feedback anonymously at any time. Every voice matters, and we are committed to ensuring that everyone is heard. 

GiGstars - Recognising eXceptional People

Recognition is at the heart of our Culture. Last year, we hosted the 2024 GiGstars Awards across Madrid, Malta, and Toulouse, with 320 attendees (including remote viewers), where 27 finalists and 9 winners were recognised out of a record-breaking 460 nominations (a 55% increase year-over-year). Additionally, 230 people joined our summer parties and 380 participated in 59 team-building events, reinforcing the culture of connection that underpins everything we do. 

In 2024, we donated €17,000 to local charities - bridging the gap beyond the workplace 

We are also sharpening the way we measure, support, and reward growth. In September 2024, we began a comprehensive redesign of our Performance Review process, with new frameworks being rolled out through Q1 2025 to better align expectations, development, and progression. Alongside this, Competency Frameworks will be implemented across all departments by Q2 2025, ensuring each individual receives tailored support to succeed professionally and personally. On the social impact front, our GiG Gives foundation continued to bridge equity gaps beyond the workplace. Last year, €17,000 was donated to local charities, including AFESOL in Spain, TreeNation, and multiple community organisations in Malta and Spain. Our team also contributed 560 volunteer hours through paid volunteer days, demonstrating that our culture of equity extends to the communities we live and work in.

As we honour Pride Month, our commitment to equity remains unwavering. Equity is about building a system where every person, regardless of identity or background, can grow, contribute, and thrive. It is an ongoing commitment woven into every initiative, from leadership development to workplace design and community impact. With every new initiative, training, and celebration, we aim to create a workplace where everyone feels they belong, every day of the year.