Entain launched its diversity and inclusion strategy in 2018, focusing on creating a more inclusive business. The strategy encompassed initiatives in recruitment, process and policy, people development, and awareness and education.
Figures for 2020 showed that 47% of Entain’s 23,987 employees worldwide were female, slightly lower than the previous year. Among senior managers, 23% were female, consistent with 2019. As of 2020, the operator’s board of directors comprised 30% female members, a slight decrease from 2019. However, as of March 4, 2021, the board is now made up of 40% female members.
Entain continued to assess board appointments with regards to diversity, following the recommendations of the Parker Review steering committee. By the end of 2021, with the appointment of Sandeep Tiku, the board will have at least one director from an ethnic minority background.
In terms of gender pay gap reporting, Entain’s median hourly pay difference between male and female employees was 7% in 2020, while the mean difference was 15%. These figures compared favorably to the UK median pay gap of 15.5% across all sectors. The median bonus pay difference decreased significantly to 13%, while the mean difference further reduced to 19%, highlighting ongoing efforts to address gender disparities.
Entain is committed to diversity and inclusion, as exemplified by their top ranking on the All-Index list of the All-in Diversity Project. In January of this year, the operator appointed its first female chief executive, Jette Nygaard-Andersen. Despite challenges in 2020, Entain’s revenue remained steady at £3.63bn, with online growth offsetting declines in land-based operations.
