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Workforce & Careers

Workforce & Careers

Jobs, salaries, layoffs and diversity in the people who make games.

219 documents

Cover of 2024 Annual Corporate Responsibility Report

RBC BlueBay Asset Management

2024 Annual Corporate Responsibility Report

The 2024 Annual Corporate Responsibility Report outlines the strategic framework and operational progress of RBC BlueBay Asset Management regarding its social, ethical, and community-focused initiatives. The primary thesis centers on the integration of corporate responsibility into the firm’s core business model, asserting that a transparent, inclusive, and community-engaged culture drives superior outcomes for both clients and employees. The firm operates under a centralized Corporate Responsibility Committee that monitors key performance indicators across four pillars: people, communities, conduct, and responsible investment. Key findings for the 2024 fiscal year highlight significant engagement in community and social efforts. Over 50% of staff participated in volunteering activities, and employees collectively donated more than £210,000 to charitable causes, exceeding the annual target of £165,000. The firm transitioned to a single primary charity partnership with St Luke’s Community Centre to deepen its local impact. Additionally, the report details the success of talent development programs, including summer internships and the Catalyst Education Programme, which aim to foster diversity within the investment management industry. The scope of this report covers RBC BlueBay’s global operations, with a specific emphasis on its EMEA-based activities and organizational structure. The methodology relies on internal data tracking, committee oversight, and performance monitoring against established annual targets. Looking ahead to 2025, the firm has set specific objectives to increase participation in employee resource groups by 10% and boost attendance at social events by 10%. The report emphasizes that these efforts are supported by a rigorous compliance framework, ensuring that ethical market practices and client-first philosophies remain central to the firm’s governance and long-term institutional strategy.

Cover of 2024 Corporate Responsibility Report

IDEXX

2024 Corporate Responsibility Report

+ Publication Date: July 30, 2025 Publication Date: July 30, 2025 2 Introduction The Care The People The Planet 32 Governance, Policies & We Advance We Support We Share Systems Infrastructure 5 Who We Are 39 Appendix Overview 41 Sustainability Accounting 7 IDEXX Corporate ...

Cover of Cyprus Game Industry: Senior+ Employment Landscape 2025

Values Value · 2026

Cyprus Game Industry: Senior+ Employment Landscape 2025

The study examines the senior‑level employment landscape in Cyprus’s game industry for 2025, drawing on an anonymous survey of 113 professionals and a comparative analysis with European peers. Findings reveal that senior‑plus talent in Cyprus exhibits low job mobility, with 71 % reporting no change in the past year and only 20 % moving voluntarily. When moves occur, they are largely strategic, aimed at improving compensation or scope rather than reacting to instability. Senior professionals prioritize financial reliability, clear role definitions, and predictable work environments over brand visibility or rapid career acceleration. Lifestyle factors—including climate, taxation, and family considerations—reinforce long‑term retention and reduce relocation willingness. Job security perceptions are higher in Cyprus (average 2.68 on a 5‑point scale) than across Europe, yet the expected risk of job loss in the next year is also higher for many roles. Burnout and limited professional development opportunities emerge as key structural risks, with 66 % reporting burnout and only 53 % receiving employer‑funded training. Overtime is common, with 27 % working one to two times a month and 45 % accepting it as part of leadership duties, contributing to long‑term fatigue. Salary data show Cyprus median salaries for senior roles (e.g., €98 k for top management) below European averages, while desired salaries are substantially higher (e.g., €135 k for top management). Relocation openness is moderate, with 36 % not open and 32 % very open; visa support, health insurance, and relocation bonuses are the most valued benefits. Overall, the market is mature but faces challenges in retaining talent through sustained engagement and development rather than short‑term compensation incentives. The primary risk for employers is gradual burnout and skill stagnation hidden behind long tenure, rather than sudden turnover.

Cover of Inclusion, Diversity, Equality, Accessibility Statement: Australia & New Zealand

Interactive Games & Entertainment Association · 2026

Inclusion, Diversity, Equality, Accessibility Statement: Australia & New Zealand

The statement articulates a commitment by the Interactive Games and Entertainment Association (IGEA) to foster inclusion, diversity, equality, and accessibility across the video‑game sector in Australia and New Zealand. It positions the association as the peak trade body responsible for modeling equitable practices and ensuring that the industry can be enjoyed by all participants, regardless of gender, sexual orientation, disability, neurodiversity, ethnicity, religion, age, or other personal characteristics. Key actions outlined include appointing a dedicated Diversity Lead, embedding accessibility features such as live captioning, Auslan interpretation, and alt‑text in all communications, and actively seeking Aboriginal participation for Welcome to Country ceremonies and Acknowledgement of Country protocols. The association pledges to audit and dismantle inequities within its own policies, expand diverse representation on its board and committees, and oppose any unlawful discrimination. It also commits to using its platform to promote and support external diversity initiatives, providing resources that enable other employers to create inclusive workplaces. The scope covers the entire Australian and New Zealand video‑game industry, encompassing IGEA’s staff, contractors, suppliers, and broader stakeholder network. While no empirical data or survey methodology is presented, the statement functions as a policy framework that sets measurable expectations for internal governance and external advocacy, signalling a strategic shift toward a more inclusive industry culture.

Cover of 職員募集（契約職員・業務委託パートナー）：人材育成

CESA – Computer Entertainment Supplier's Association · 2026

職員募集（契約職員・業務委託パートナー）：人材育成

The Computer Entertainment Society (CESA) announces a recruitment drive for contract personnel and outsourced partners to support its expanding human‑resource development initiatives within Japan’s video‑game sector. The role centers on planning and operating creator training programs, facilitating the introduction of game‑based curricula in schools in collaboration with government bodies, and acting as a liaison for industry‑wide issues. Additional responsibilities include coordinating with public agencies, conducting research on the gaming industry, managing outreach and publicity, overseeing committee activities, and handling web, event, and social‑media communications tied to commissioned projects. Candidates are expected to possess at least five years of professional experience, demonstrable negotiation and coordination skills, and a strong interest in gaming. Preferred backgrounds include prior interaction with governmental entities, experience driving contract‑based projects, and familiarity with educational or certification activities related to games. Basic PC proficiency in spreadsheet, word‑processing, and presentation software is required, while prior employment in game companies or teaching roles is advantageous. Employment is offered either as a full‑time contract employee with a standard 9:00‑17:30 schedule in Shinjuku, Tokyo, or as an outsourced partnership negotiated according to individual expertise. Contract terms are annual, renewable up to three years, with an hourly wage starting at ¥1,800, subject to experience. Benefits encompass health, pension, unemployment, and workers’ compensation insurance, a complete two‑day weekend, and a smoke‑free office environment. Applications are to be submitted via the CESA inquiry form, followed by a two‑stage interview process conducted online and in person.

Cover of Flemish Games Sector: 2025 Industry Report

FLEGA – Flemish Games Association · 2026

Flemish Games Sector: 2025 Industry Report

The Flemish games sector demonstrates consistent growth and structural stability as of 2025. The industry, encompassing game development, publishing, support services, and incubators, has expanded its corporate footprint significantly, rising from 60 active entities in 2020 to 128 in 2025. This growth trajectory reflects a robust ecosystem that has more than doubled its number of participants over a five-year period. Geographically, the industry remains concentrated in East Flanders, which hosts 42 companies, followed by Antwerp with 33, West Flanders with 24, Flemish Brabant with 19, and Limburg with 10. The sector is characterized by a predominantly micro-enterprise structure, with 112 companies employing between one and ten staff members. Small businesses account for 15 entities, while only one mid-sized firm exists, and no large-scale organizations with over 250 employees are currently present. Despite this small-scale composition, the workforce has seen a steady upward trend, reaching 728 full-time equivalents in 2025. This represents a recovery and expansion from the 627 full-time equivalents recorded in 2020, highlighting the sector's increasing capacity to sustain professional employment. Financial performance mirrors this operational expansion, with total annual turnover reaching 76.5 million euros in 2025. This figure marks a steady climb from 58.7 million euros in 2020, indicating a resilient market that has successfully navigated economic fluctuations. By maintaining a steady increase in both company count and revenue, the Flemish games industry continues to solidify its position as a growing contributor to the regional economy, supported by a dense network of small, specialized development and service-oriented studios.

Cover of Esports 2023: Challenges and Opportunities in the UK

British Esports · 2025

Esports 2023: Challenges and Opportunities in the UK

The report argues that the United Kingdom’s esports sector has evolved from a fragmented niche into a rapidly professionalised ecosystem, yet it still requires coordinated investment and policy to sustain growth. Key findings show an audience of roughly 55 million adults, with 82.7 % aged 18‑34 and a male dominance of 83 %. While shooters such as Call of Duty, CS:GO and Fortnite command the largest viewership, only 3.8 % of gamers follow competitive play, revealing a small “iceberg” of engaged fans. This gap highlights opportunities for talent development and global brand expansion, especially as the UK lags behind U.S. and Asian markets in producing top‑tier professionals. Economic data underscore the sector’s momentum: gross value added reaches £111 million and sponsorship revenue exceeds $1.38 billion, with UK events and teams capturing a $1.5 billion share of the global market. Major brands—Intel, Red Bull, Saudi PIF—and tournament operators such as ESL, FACEIT and Gfinity are driving investment, while infrastructure projects by XLHQ, Royal Ravens and Cloud9 create dedicated studios and community hubs. Educational initiatives, including a BTEC programme with Pearson and university leagues like NUEL, demonstrate that esports can boost computing engagement and skill development among 10 000 pupils. Despite these gains, challenges persist. Mainstream media coverage remains limited, and government support is uneven, constraining broader recognition of esports as a legitimate sport. Diversity and inclusion remain under‑addressed, with female participation at 17 % and a need for stronger links between education, industry and policy to create sustainable career pathways. Emerging monetisation models—Web3, NFTs, metaverse experiences—offer new revenue streams but require regulatory clarity and infrastructure investment. Coordinated action across stakeholders is essential to unlock the UK’s full economic and cultural potential in esports.

Cover of Annual Review: 2025

Ukie · 2025

Annual Review: 2025

The document outlines Ukie’s first year of its five‑year “Supercharged” strategy, aimed at accelerating the UK video games and interactive entertainment sector. The thesis is that a coordinated policy, industry‑wide campaigns, talent development and trade support can secure the UK’s position as a global leader in games. Key findings show that consumer spending reached £7.6 billion in 2024, a record high, and that Ukie’s advocacy generated three major policy wins: recognition of games as a growth sector, a tailored growth package and £30 million for the UK Games Fund. The organisation also secured £75 million in business wins through global trade activity at GDC and Gamescom, and delivered 19 consultations to government bodies. In talent development, Ukie supported 30 companies via its Growth Programme and ran the largest student game jam with over 200 participants, while Digital Schoolhouse won a national BETT award for best opportunities and experience. The scope covers the UK, with outreach to Scotland, Wales, Northern Ireland and international partners such as Tencent. Methodology includes evidence‑based lobbying, a national pulse survey network, and partnership with academic institutions for skills research. The report concludes that the next year will focus on deepening policy influence, expanding trade missions, and fostering emerging mobile, UGC and external‑engine opportunities to sustain industry growth.

Cover of Business Case for an Enhanced Video Games Expenditure Credit: UK

Ukie · 2025

Business Case for an Enhanced Video Games Expenditure Credit: UK

The analysis argues that a targeted increase in the Video Games Expenditure Credit (VGEC) would markedly strengthen the United Kingdom’s competitive position within the global video‑games sector. By raising the nominal rate to 53 % for projects up to £10 million and to 39 % for larger productions, the model predicts an additional £530 million in gross value added (GVA) and roughly 6,000 new full‑time jobs over five years. The return on investment is projected at £2.12 of GVA and tax revenue for every £1 spent, positioning the UK as one of the most attractive jurisdictions for game development. Key findings highlight a worldwide contraction in employment, with 30 000 layoffs expected between 2023 and 2024, prompting a shift toward freelance and subcontracted talent. Venture‑capital funding has fallen sharply from $9 billion in 2020 to just over $3 billion by early 2024, while indie sales on platforms such as Steam now account for nearly 70 % of full‑game revenue. These trends underscore the need for flexible, cost‑efficient production models and a supportive fiscal environment. Comparative analysis shows that the current UK VGEC effective rate of 14 % is lower than those in France (20.2 %) and Canada’s Quebec (18.2 %). The proposed tiered scheme would raise the UK rate to 20.6 %, matching or surpassing many international competitors and potentially adding an extra 5,000 full‑time equivalents over five years. Across all scenarios, the cost‑benefit profile remains favorable, with GVA returns of £1.3–£1.4 per £1 invested and tax returns of £0.4–£0.5 per £1. In sum, the enhanced VGEC package delivers a superior economic return by stimulating export‑driven intellectual property creation and supporting both small studios and multinational operations. The model demonstrates that a carefully calibrated incentive structure can offset macro‑economic pressures, sustain employment growth, and secure the UK’s position as a global leader in video‑game development.

Cover of CESA Game Industry Report 2025

CESA – Computer Entertainment Supplier's Association · 2025

CESA Game Industry Report 2025

The 2025 CESA Game Industry Report presents a comprehensive assessment of the current state of the video‑game sector, emphasizing three strategic themes: the impact of artificial‑intelligence technologies on development, the latest dynamics of the global market, and emerging regulatory issues. By expanding data coverage to include China, Australia, major Western economies, India and the MENA region, the analysis offers a multidimensional view of both domestic and international trends. Global game‑content revenue reached 31.042 trillion yen in 2024, marking a 5.0 % year‑on‑year increase. Mobile games accounted for 18.433 trillion yen, roughly 60 % of total sales, and grew 6.0 % versus the prior year. PC titles posted the strongest platform growth over the past four years, expanding 59.7 % and overtaking console share, while console revenue showed modest contraction. In Japan, the total gaming population stood at 5.475 million in 2024, a slight decline from 5.553 million; mobile users fell 1.8 %, PC users rose 0.5 %, and console users decreased 0.7 %, with expectations of a rebound following the anticipated Switch 2 launch. Employment estimates indicate approximately 200 000 individuals work across the Japanese gaming ecosystem. Core developers, publishers and hardware manufacturers employ between 58 000 and 83 000 people, while ancillary sectors—such as visual production, middleware, peripherals, retail and media—constitute the remainder of the workforce. The findings derive from CESA’s own surveys, expert interviews and user studies conducted in China and Australia, supplemented by industry‑wide data sources and event reports (Tokyo Game Show, Japan Game Awards, CEDEC). The methodology blends desk research with primary fieldwork to deliver a layered, data‑rich portrait of the industry’s structure, growth drivers and regulatory landscape.

Cover of Sector Report: Flanders & Brussels 2024

Flemish Games Association · 2025

Sector Report: Flanders & Brussels 2024

The report presents a comprehensive snapshot of the videogame sector in Flanders and Brussels for 2024, focusing on company activity, employment, and financial performance. It documents a total of 160 companies operating across development, publishing, services, portals, and accelerator/incubator roles, with a notable concentration in Antwerp (23 firms) and Brussels (21). Company size distribution is heavily skewed toward micro enterprises, accounting for 112 out of 160 firms; only 15 are small (11–49 employees), one midsized, and none large. Employment figures show a steady rise in full‑time equivalents (FTEs) from 600 in 2020 to 857 by 2024, reflecting a growth of roughly 43% over five years. The sector’s turnover has also expanded, reaching €75.9 million in 2024 compared to €64.6 million in 2023, marking a 17% increase year‑on‑year and an overall rise of about 18% since 2020. Geographically, the sector is concentrated in the western and eastern parts of Flanders, with a smaller but growing presence in Limburg. The data exclude Wallonia due to delayed reporting, indicating that the figures represent only a partial view of Belgium’s overall videogame landscape. Methodologically, the report aggregates company counts, employment numbers, and revenue figures from industry registries and self‑reported financial statements. The analysis covers the period 2020–2024, providing a trend view that highlights sustained growth in both human capital and economic output within the Flemish‑Brussels videogame ecosystem.

Cover of Llibre Blanc de la Indústria Catalana del Videojoc 2024

Direcció General d’Innovació i Cultura Digital · 2025

Llibre Blanc de la Indústria Catalana del Videojoc 2024

I’m ready to combine the section summaries into a cohesive overview, but I’ll need the remaining sections to capture the full scope, key data points, and conclusions of the 2024 Catalan video‑game industry analysis. Could you please provide the rest of the section summaries?

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