April 9, 2025
The 2024 iGB Pentasia Salary Survey, which will be published in late November, identified employee retention as being a key challenge for the iGaming sector. The Payments sector, too, is grappling with similar issues, with high turnover rates and increased competition for top talent.
One of the factors that can be a key differentiator in addressing these challenges is a strong Diversity, Equity, and Inclusion (DEI) strategy. By creating inclusive environments where employees feel valued and empowered, companies can not only improve engagement but also significantly boost retention. Through our partnerships with DEI-focused organisations such as Women in Gaming (WIG) Africa, The Inclusive Workplace, and the All-In Diversity Project, we’ve seen firsthand the transformative impact of DEI-driven initiatives.
This article explores some of the most innovative DEI strategies that have not only increased engagement but also boosted retention rates across the iGaming and Payments sectors. These proven practices - from inclusive leadership pathways to employee resource groups and flexible working policies provide HR and DEI professionals with practical, actionable ideas to enhance the workplace and ultimately improve business outcomes.
1. Creating Inclusive Leadership Pathways
One of the most effective ways to fuel engagement and retention is by creating clear, inclusive pathways to leadership. Across the industry, DEI partners like the All-In Diversity Project have been at the forefront of helping companies develop leadership programs that promote diverse talent.
All-In Diversity Project’s leadership training, mentorship programs, and sponsorship initiatives are designed to break down barriers for underrepresented groups. By empowering women, LGBTQ+ individuals, and people from diverse ethnic backgrounds, these programs not only create more diverse leadership teams but also improve overall company culture. The result? Employees feel valued and see a clear path for growth within their organisation, leading to increased loyalty and retention.
2. Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) play a crucial role in building a sense of belonging within the workplace. These groups, often employee-led, provide a platform for individuals from underrepresented backgrounds to connect, share experiences, and advocate for positive changes.
Through its partnership with Women in Payments and the Inclusive Workplace, Conexus has seen how ERGs can contribute to both engagement and innovation. Women in Payments has helped companies create women’s networks and diversity councils that focus on driving organisational change. ERGs foster a sense of community, offering support and mentorship that helps employees navigate challenges, feel connected to their workplace, and remain engaged in their roles.
ERGs are a simple yet powerful tool to give employees a voice and encourage dialogue on important DEI issues. This, in turn, increases job satisfaction and helps reduce turnover.
3. Implementing Flexible Working Policies
The rise of flexible working arrangements - driven in part by the pandemic - has also proven to be a game-changer for engagement and retention. DEI-driven companies understand that flexibility is not a one-size-fits-all solution. Tailored approaches, such as offering remote or hybrid options, have become essential in supporting employees from diverse backgrounds.
Project Nemo, one of Conexus’ DEI partners, has been at the forefront of pushing for more inclusive and flexible work environments in the iGaming sector. By supporting companies in adopting flexible working policies, they’ve helped employers not only accommodate a more diverse workforce but also attract top talent from different regions. This flexibility has been particularly beneficial for women, caregivers, and employees with disabilities, improving their work-life balance and overall satisfaction.
Flexible work is more than just a perk - it’s a DEI initiative that ensures all employees can thrive, regardless of their personal circumstances, thus improving retention rates and reducing turnover costs.
4. Building the Business Case for DEI
Beyond the qualitative benefits, the business case for DEI initiatives is compelling. Companies with strong DEI practices outperform their competitors, with increased innovation, better decision-making, and improved financial performance. By drawing from the success stories of Conexus’ DEI partnerships, HR leaders can build a robust business case for investing in these strategies.
Improved Retention Rates:
DEI-driven strategies, like creating inclusive leadership pathways and flexible work policies, have been proven to reduce turnover. The costs of employee turnover—both direct and indirect—can be substantial. By improving retention, companies can save on recruitment and training costs while benefiting from the continuity of knowledge and experience within their teams.
Boosted Employee Satisfaction:
Employees who feel supported, respected, and included are more likely to be engaged in their roles. This engagement translates to higher productivity, greater collaboration, and a stronger commitment to the company’s success.
Enhanced Business Performance:
Companies that prioritise DEI see significant business improvements. From increased innovation to enhanced decision-making, the benefits of having a diverse and engaged workforce ripple across the entire organisation, contributing to better market performance and customer satisfaction.
5. Practical Steps to Adopt DEI-Driven Engagement Strategies
For HR leaders looking to adopt these strategies, here are some practical steps:
● Start with Leadership: Ensure that DEI is a priority at the highest levels of the organisation. Leadership buy-in is essential for successful implementation.
● Leverage Data: Conduct DEI audits and use employee engagement surveys to identify areas for improvement. Benchmark against industry standards to ensure you’re on the right track.
● Build ERGs: Support the creation of employee resource groups that give underrepresented groups a voice within your organisation.
● Embrace Flexibility: Implement flexible working policies that cater to a diverse range of employees, supporting different needs and preferences.
● Celebrate Success: Regularly share the positive impacts of DEI initiatives, both internally and externally, to build momentum and keep engagement high.
Innovate and Engage Through DEI
In the iGaming and Payments sectors, DEI is no longer a ‘nice-to-have’ - it’s a strategic necessity. By drawing inspiration from the innovative strategies employed by organisations like Women in Payments, Project Nemo, and the All-In Diversity Project, HR leaders can fuel both engagement and retention within their teams.
These practical, DEI-driven approaches not only enhance employee satisfaction but also reduce turnover and drive better business outcomes. Whether adopting these proven methods or developing your own unique strategies, the key is to place DEI at the core of your employee engagement efforts. Doing so will create a more inclusive, innovative, and successful organisation.
At Conexus Human Capital, we are committed to supporting HR leaders on their DEI journey. If you’re looking for ways to enhance engagement and retention through DEI, get in touch to learn more about how we can help you take the next step