The importance of operating responsibly

In addition to our focus on the welfare and protection of our customers, we recognise the need to adopt responsible and ethical business practices across all areas of our business.

This reflects our ambition to build a better business in the right way. To this end, we are committed to: creating an engaged and inclusive workforce; making a contribution to the communities where are offices are based; ensuring our suppliers meet our responsible business standards; and minimising our environmental footprint across all our operations.

Our people 

We are committed to creating an ethical and inclusive culture where all our employees are treated fairly and we always prioritise doing the right thing. We are implementing a wide range of training, engagement and wellbeing initiatives across our organisation to support our employees.

Training and development

As a relatively young and high-growth business, we are focused on hiring, developing and retaining staff at all levels across our organisation. At the year-end we employed 400 people globally. During the year, we delivered nearly 5,500 training hours, split between online, classroom and one-on-one coaching. As part of our training, we support individuals in developing their management skills through a four-month coaching programme aimed at progressing line managers from junior to more senior management roles. Senior management development will be a focus area for us in 2019/2020, as we continue to grow the business.

In setting objectives and identifying training needs, we take both a bottom-up and top-down approach. Employee reviews are conducted twice a year and these discuss individual training needs and objectives; in some cases these are linked to performance bonuses, while senior management’s goals and objectives for each team are cascaded down to employees. These components are combined to produce individual objectives for the year ahead.

Employee engagement

To date, our employee engagement activities have taken place regionally. In 2018, for the first time, we conducted a full global employee engagement survey which recorded an engagement score of 70%. We intend to repeat this survey annually to measure our progress and identify areas for improvement.

We also considered the employee net promoter score (‘eNPS’), a more rigorous measure which assesses how likely an employee is to recommend the business as an employer. On an overall potential score ranging from -100 to +100, we achieved a score of just under +50 globally. This was in line with our expectations and a very positive outcome for a high-growth business.

The feedback showed we scored highly on leadership effectiveness and the team environment, demonstrating a healthy and engaged business. However, the results on communication and training initiatives were lower and we will take steps in the year ahead to sharpen our activities in these areas.

Employee wellbeing

In addition to holding physical and mental well-being weeks throughout the offices on a regular basis, all employees receive a wellness subsidy which can be used to participate in personal well-being initiatives such as gym membership.

Diversity and inclusion

We welcome individuals from all backgrounds regardless of their race, gender, origin, sexuality and or disability. The importance to us of inclusivity is reflected in the Group’s Diversity and Inclusion policy which is applied in every country in which we operate. The differing perspectives and experiences generated by a diverse workforce help to expand our knowledge base and improve our skills and understanding. Diversity across the Group also reinforces our innovative culture and supports our objective of being a good corporate citizen and an attractive employer. By the end of 2018, 39.75% of our global workforce and 24.24% of our senior management were women.

Diversity

 

Male

Female

Total

 

2017

2018

2017

2018

2017

2018

Board of Directors

8

8

0

1

8

9

Senior managers

26

25

13

8

39

33

Employees (total)

166

194

118

128

284

322


Supporting transparency with regard to gender can lead to a fairer society which rewards on merit rather than gender or any form of ability or disability. In 2018, despite employing less than 250 people in the United Kingdom, Gamesys Group plc voluntarily reports its gender pay gap statistics in line with UK Gender Pay Gap Reporting. Our current gender pay gap reflects the challenge of attracting female talent into the gambling and technology industry as a large percentage of the Group's workforce sits within roles which traditionally attract males rather than females (e.g. software engineering and development, payments).

In addition, due to changes in our operational structure in 2018, we reduced the number of senior management roles in the organisation. This resulted in fewer women in leadership positions in the Group in 2018. Nevertheless, we continue to be mindful of the need for diversity across all levels of the organisation and are taking action to encourage internal progression and to attract more external applications by women for roles within the Group. In June 2018 we appointed Andria Vidler to the Board and her skills and experience have enriched our collective thinking and provided us with additional insights.

For 2019, following the acquisition of Gamesys, the group will employ over 250 UK employees and as such we issue a gender pay gap report for the enlarged group in line with the requirements.

Ethics and human rights

Code of Conduct

Our overarching Code of Conduct underpins our corporate responsibility activities and is applied on a global basis. It includes policies on harassment, diversity and equality, discrimination, whistleblowing and corporate governance.

Whistleblowing

Our whistleblowing policy was updated in 2018 and approved by the Audit & Risk Committee. We have introduced a Safe Call line which provides an outlet for anonymous feedback through a confidential number not affiliated with our organisation and established a team of individuals internally who can deal with issues raised. This policy was rolled out to the Group and the Safe Call line promoted through our internal communications systems. No cases were reported in 2018.

Anti-bribery and corruption, and human rights

Our anti-bribery and corruption policy was revised in 2018 and a training programme for all our employees across the Group, including consultants and contractors, was rolled out during the summer.

We comply with the Modern Slavery Act and our most recent statement is available on our website. No human rights issues were identified across our organisation during 2018.

Suppliers

We expect our suppliers to meet the same standards we set ourselves including compliance with our Code of Conduct and the Modern Slavery Act. To this end, we conduct due diligence on all our suppliers around the core issues set out in our Code of Conduct including risk assessment, whistleblowing policies and anti-slavery. For those suppliers located in high risk countries we require further assurances around their operations.

Taxation

Gamesys Group plc aims to achieve a low level of tax risk and to comply with the tax regulations in all the countries in which it operates. As taxation of international online businesses is complex and the tax environment is subject to ongoing change, we closely monitor changes in relevant tax practice and law and actively assess any consequences for the Group. We take expert advice when there are changes to our business that may require tax planning.

We proactively engage with the relevant tax authorities when appropriate to foster cooperation and ensure continued compliance with the regulations. We may also participate in consultation processes of when changes to tax policy that could significantly impact the Group are under consideration.

The Board has overall responsibility for the Group’s risk and control framework. To manage tax risk, of the Board has approved a Group-wide tax risk management policy which sets out the processes which must be adopted when making tax decisions. In line with UK requirements, the Board has also adopted a UK tax statement (available here) and has approved a Group-wide anti-tax evasion policy which codifies the systems and procedures required to ensure the Group does not facilitate tax evasion.

Environmental responsibility

As an office-based organisation, we are an environmentally low-impact business. However, environmental responsibility helps us achieve efficiency savings, reduce waste and play our part in acting as an ethical business. We measure and monitor energy consumption at site level across our divisions. Our GHG emissions calculations and reporting follows the Greenhouse Gas Protocol (operational approach) and covers emissions from all sources under our control, grouped under: Scope 1 – direct GHG emissions from owned assets; and Scope 2 – GHG emissions from supplied electricity. Emissions from company vehicles, production processes and other combustion sources are minimal and not deemed to be material. Subsequently, these are not included in the reported totals. Due to changes in our operational profile in 2018 as a result of taking on new floor space in our offices in Sweden, Malta and London, our total office space increased by 54% from 2017 levels. Our total GHG emissions profile has increased proportionately to these changes in reporting scope.

GHG emissions

Emissions type

2017

2018

Absolute values

 

 

 

Scope 1 (direct)1

tCO2e

0

0

Scope 2 (indirect)2

tCO2e

31.4

118.1

TOTAL

tCO2e

31.4

118.1

 

Carbon intensity (CO2 per m² area)3

 

 

Normalised values

 

 

 

Scope 1 (direct)

tCO2e/m²

0

0

Scope 2 (indirect)

tCO2e/m²

15.96

32.40

TOTAL

tCO2e/m²

15.96

32.40

 

Carbon intensity (CO2 per full-time employee)4

 

 

Normalised values

 

 

 

Scope 1 (direct)

tCO2e/FTE

0

0

Scope 2 (indirect)

tCO2e/FTE

117.62

387.27

TOTAL

 

117.62

387.27

  1. Scope 1*: direct GHG emissions from owned assets. As Gamesys Group plc does not combust its own energy from boilers, furnaces, Company vehicles, etc. the reporting value is zero.
  2. Scope 2*: indirect GHG emissions from electricity supplied to our Gamesys Group (Dumarca & non-Dumarca) offices. This calculation does not include data from our leased plc offices in London, Toronto or Bahamas (representing 6% of our FTE employees and 12% of our total office space).
  3. CO² per m² area: total 3,646 m² over seven owned offices. 507 m² of leased office space not included*.
  4. CO² per full-time employee: based on 305 full-time equivalent employees across seven owned offices*.

* This data covers 2018 prior to the Gamesys Group plc’s acquisition of Gamesys Limited.

Our community

Community engagement

We are committed to supporting the communities where we operate through participation in a range of voluntary initiatives at local level. During 2018 these initiatives included:

  • employees in Malta taking part in a range of initiatives including a ‘clean the beaches’ project;
  • engaging in a community-led project in Gibraltar which is restoring a historic graveyard back to its original state;
  • we have made a donation in the Bahamas in favour of Head Knowles Organisation – Hurricane Relief Fund; and
  • in Sweden we supported the charity run ‘Spring for livet’ (Run for life) as one of the main sponsors of the event.