To be a future proof profitable business through adoption of sustainable best practices and ESG reporting, including product and service innovation, information security, safer gambling priorities, and supply chain ethics.
To be a people first culture, where balanced well-being is a fundamental right and intrinsically linked to our work in local communities and reducing our environmental footprint with the aim of reaching Net Zero in line with U.N. Agenda 2030 and the Paris Agreement.
A message from our CEO
Trust - it’s what we’re building
Through compliance and resilient technology we are developing best in class compliance products. Our expert in-house compliance, legal, information security and training teams focus on compliance analysis, emerging markets, responsible marketing and advertising, protecting our data and managing our vulnerabilities and embedding responsible gaming and AML – and everything in between.
Diversity, equity and inclusion
We are constantly thinking about bias and how it can impact our people. Through updating our practices and implementing new policies and initiatives we recognise, raise awareness of and address every bias including gender, nationality, ethnicity, religion, age, sexual orientation or disability, and we respect and celebrate the uniqueness of every GiGster.
Our team is made up of 57 nationalities and we are all different. We know that by attracting a more diverse workforce, we benefit as a company. From our hiring practices to our retention initiatives, we are constantly looking to better what we did before. Through education and working closely with organisations like All-in-Diversity as a founding member, and the world renowned Stress Management Society, we focus on our people’s awareness, mindset, resilience and well-being. This helps to develop a mindful and autonomous internal culture which influences the communities in which we live.
Our two DEI goals are to:
• Increase diversity of thinking and perspective by recruiting from an increasingly diverse talent pool and retaining the best talent
• Break down more barriers and bias by increasing development and education opportunities in our workforce and in our communities, utilising current programmes and creating progression initiatives
Diversity, equity and inclusion plan
Quote from Kelly Kehn, Co-Founder All-in Diversity (2022):
As a Founding Member of All-In Diversity Project, GiG has been investing in DEI both internally as well as working to support the industry overall. We are incredibly pleased to see the significant steps taken to improve the makeup of their workforce, to reduce bias with all employees, to educate their staff on the importance of a diverse workforce, and most importantly, to measure their progress. They are not just "box-ticking." They are measuring, reporting and working towards inclusivity in order.
As a Founding Member of All-In Diversity Project, GiG has been investing in DEI both internally as well as working to support the industry overall. We are incredibly pleased to see the significant steps taken to improve the makeup of their workforce, to reduce bias with all employees, to educate their staff on the importance of a diverse workforce, and most importantly, to measure their progress. They are not just "box-ticking." They are measuring, reporting and working towards inclusivity in order.
