paddy power betfair joins diversity project founding industry participantby Joker 08.12.2017 0 comments
FTSE listed betting group Paddy Power Betfair Plc (PPB) has announced that it has partnered with industry workplace diversity program ‘All-in Diversity Project’, as the company seeks to lead the sector in employee equality and inclusion directives.
The All-in Diversity Project is an industry-driven, not-for-profit initiative which aims to deliver new benchmark and best practices for diversity in the global betting and gaming sectors.
A key industry initiative for All-in Diversity Project, will see the program become a primary resource for all data relating to diversity and inclusion across the sector. The All-in Diversity Project aims to measure and facilitate an open and objective discussion about diversity across the entire industry on a global scale
Kelly Kehn, Co-Founder of the All-in Diversity Project, says: “We established the All-in Diversity Project because we believe the industry itself has a role to play in improving how we do business. We believe the best way to push the industry forward, is to create the tool for all businesses globally to use in benchmarking their own diversity initiatives.”
As a founding partner PPB leadership states that it help All-in Diversity, reach its project goals promoting higher standards for diversity across the betting sector
“In March 2017, we launched our first D&I group – Fair Game – the objectives of Fair Game are to promote a diverse and inclusive workforce,” says Sally Cairns, Chief People Officer at Paddy Power Betfair. “We believe that the business case for a more inclusive culture goes far beyond the bottom line. We believe that teams with a range of rich and diverse perspectives increase their performance ability when it comes to problem solving, innovation and decision making which produce better products for customers.”
While gender diversity is a hot topic for many sectors right now, according to fellow Co-Founder Christina Thakor-Rankin: “The All-In Diversity project is not about pushing quotas or agendas. It’s about acknowledging that the expectations and aspirations of the next generation of employees and customers is very different to ours, and understanding that if this industry is to be able to attract and retain the employees and customers of the future it needs to start making changes now.”