Reflecting on our 2022 DEI Survey

DICE’s workforce has tripled since this time last year, and as we continue to grow, we’re focusing on ways to make sure our diversity, equity and inclusion (DEI) work reaches our people and fans globally.

We know that having a variety of perspectives makes us a better company, and it’s essential that our people represent the diversity of the fans we serve, and that we cultivate an environment where everyone feels they belong.

At DICE, we strive to listen to our people and learn about new ways to improve our DEI work – our annual DEI survey is just one of the ways we do this.

This survey helps us understand what diversity, equity and inclusion means to everyone at DICE, and how our culture is influenced by everyday DEI moments. The results of the survey help drive actions that focus on making our workplace – and our platform – more representative, equitable and inclusive. 

In order to collect the most meaningful information from our people, we make improvements to the survey each year, thinking carefully about the questions we ask, and how and why we ask them. We learn what we’re doing well, and areas that need improvement, which all help to inform what we do next. This year, our survey received an 86% participation rate across the company and you can view the results on our site. 

Hiring better 

Since our last survey, we’ve made progress with increasing diversity across many of the areas we measure. This includes gender, ethnicity, sexual orientation, disability, neurodiversity, nationality, age, socio-economic background and religion.

For example, women now represent 49% of the company globally, an increase of 5% from last year. Diversity of ethnic representation has increased with a larger group identifying as Black, Asian, Latinx and from multiple ethnic groups, increasing from 12% last year to 28% this year. Of this total 9% identify as Black, Caribbean or African, up from 2.5% last year. Our Product team has had an increase in gender diversity with more women in the team, up from 2.2% in 2020, to 19% in 2022. Last year, 22 nationalities were represented across the company, and now we have 51 represented nationalities. 

We know that there is always more work to be done when it comes to diversity at DICE. Our recent blog shares some of the ways we’re weaving DEI into our hiring process.

Employee Community Groups 

Hiring people is just the start – we want everyone to feel a sense of inclusion and belonging from day one. As an extension of our DEI team, we’ve created Employee Community Groups (ECGs) that further our commitment to provide support and opportunities to underrepresented groups. DICE currently has four ECGs serving our employees of colour, women, LGBTQIA+ and neurodiverse communities. 

Progression and development

DICE is committed to fostering an equitable culture where everyone is supported to achieve their full potential. We want to help our people build a great career by making sure everyone is given fair access and opportunity. This includes promotions and progression into leadership roles for women and employees from marginalised communities, as well as making sure we’re retaining parents and carers who may lack support in the workplace. 

This year, alongside our Performance Reviews, we launched our DICE Progression Framework. This provides managers with support to have meaningful one-to-ones and discuss career progression, promotion and rewards with their teams. The goal is to create a consistent, transparent and fair approach to personal development.

Growing a team of DEI leaders

DICE is growing, with it so must DEI. Last year, we appointed a Global Head of DEI reporting to the CEO, marking DEI as a critical function within the business. And this quarter, the team grew with a Senior DEI Project Manager and a DEI Partner both joining the company. 

We’re still growing and looking for a DEI Partner to join the team in New York. If you’d like to learn more about the role, check out our current openings.

Global Belonging Programme

Our Global Belonging Programme is how we stay connected with our people across the world, and build a sense of belonging and inclusion at work. The programme includes global listening tours, regular learning group sessions, celebration and acknowledgement of awareness days and religious holidays, and shared learning resources. We also hold Diversity of Thought sessions where we bring groups together across the company to provide different perspectives. We also seek to invite inspiring speakers and leaders to DICE from whom we can learn. 

We’re exploring ways to improve the programme by calling in our ECGs, the Culture Committee and our teams globally to ensure our Global DEI Calendar captures everything that matters to our people. 

DEI Training Module 

To facilitate our commitment to continuous learning, we’re building a DEI Training Module. This will be a compulsory training and learning programme for all DICE employees covering a series of important DEI subjects, including bias, privilege awareness, intersectionality and allyship. The programme will be facilitated by our internal team as well as thought leaders and trainers externally, understanding that people engage with learning in different ways. 

By adopting a habit of continuous learning, we can ensure we’re active allies to one another, both at DICE and in our everyday lives.

Product improvements

We’ve identified the need to make accessible design changes to the DICE app. Accessible design ensures everyone can interact with, understand and navigate our products. We understand that accessibility is just a part of the wider concept of inclusive design, and the first step has therefore been to understand how to make the app fully accessible for fans with a disability or impairment, and to build a framework that allows us to do so continuously. 

We know there's a lot to do to execute these initiatives and integrate our recent DEI Survey findings into our plans for the future, but we will continue to stay motivated to make a real difference – for our people and our fans.