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Welcome to the All-Index Report 2021/22.


The All-Index® is an annual survey open to any business within a specific global industry that measures diversity, inclusion and belonging across their organisation. All participants get a score of

1-100 upon completion to be used as a baseline and benchmark for strategic and stakeholder planning as well as identifying key aims and objectives for the year ahead and beyond. 


Businesses who are investing in DEI initiatives start with the All-Index® believing that if you can’t measure it, you can’t manage it.


The 2023 All-Index is now open for partcipation. The servey is free for all participants, and to any business or organization within the betting and gaming sector globally.

Deadline to submit is March 31, 2023

This was our third year producing the report, and we are now seeing impactful changes happening across the industry. This proves that measurement matters. It also proves two other things:


The business case for diversity and inclusion - those topping this year’s leaderboard are also the best performing organizations in the world.


The betting and gambling industry is a microcosm of society allowing it to act as a barometer for how emerging global trends and changes in society are likely to impact the workplace.

This year’s report also reflects three key global trends that we are seeing across the world:


Generation Z entering the workforce and how they are choosing the organisations they work for and work with.


The ‘Great Resignation’ and how people evaluate their working life and what they want from it.


A focus on women in leadership roles but a lack of awareness and support for the menopause and the consequences of not addressing it.

This year’s Index reported the biggest gap between male and female to date. What used to be close to 50:50 has now shifted to over 56% male compared to 43% female. If the All-Index is a benchmark for the industry then we are closer than ever before to hitting 30% female representation at Executive Board level, and in the case of non-executive roles surpassed. There are also a number of other global trends in relation to Gen Z and women leaving the workplace reflected in this year’s stats.





Organisations must ensure their values, ethics and workplace practices align with those of Gen Z.


Women are leaving the workplace for a number of reasons, dropping below 50%.


 This will impact the lack of role models and reduced pool of female talent in senior positions.

The most popular recruitment method for both men and women is internal promotion and development, allowing organisations the flexibility to implement career development and succession plans that support their strategic goals.


This strategy is based upon recruiting and then developing potential and works well provided an organisation is able to attract candidates who can then be developed. 


Unfortunately this is no longer the case.

Shrinking Talent
Pools: Recruitment



Females at senior levels have increased but females

entering at lower levels

has decreased.


The biggest drop is in managers, providing less talent for those above and less role models for those below.


 This will impact the lack

of role models and reduced pool of female talent in

senior positions.

Sign of the times


The impact of COVID has seen organizations having to take a pragmatic approach to their policies on Company paid sick leave and flexible working. Where we once saw businesses working on policy that supported more women in business, we are now seeing businesses shift to adapt their policies to support a new ‘post-covid’ working environment for everyone. This includes a dip in focus on maternity leave and an increased focus on remote or flexible working. 

From Policy
to Practice



Organizations understand the need to ensure their internal people policies remain relevant in society to be able to attract and retain employees.


A failure to have policies that support carers will impact

on the numbers of women entering and having to leave

the workplace.



This will make organizations less attractive to talent from all demographic groups.

Whilst the number of organizations with a

high-level policy stating their commitment to equality has gone up the real step change is in

the policies that support practices to help identify and address issues. 


Those offering an anti-bullying, grievance policy, mental health, well-being and D&I policy have dropped.


By itself this should be a cause for concern, but when considered within the context of training it paints a slightly different picture, because whilst the number of organizations with policies has gone down, the number of organizations offering training has gone up.

Training & Support



Having a policy is not enough - it is just a statement of intent.


An effective policy needs to be supported with a framework of training and awareness.


Operating practices and procedures that recognise diversity and foster inclusivity and belonging.

The All-Index® scores companies on their answers on a scale of 0-100. Some questions are weighted while others do not earn a score but rather provide context for further analysis. The total points achieved in the 2021 All-Index® ranged from a low of 0 to a high of 85 with only one business achieving the high score of 85. 12 companies scored 50 points or above and no companies achieved 100 points.


Participant Scores


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