Diversité et inclusion dans les entreprises de jeu vidéo: France

Key insights

6 takeaways

01
Women make up 14% of employees in French video game studios, and only 6% in technology and design roles.See it on page 4
02
The document cites McKinsey finding that companies with more women in leadership have 47% higher return on equity and 55% higher earnings before interest and taxes.See it on page 5
03
The proportion of female players varies widely by game type, ranging from 2% to 70%.See it on page 5
04
The document states that simply reminding that women are encouraged to apply can lead to a 5% increase in applications.See it on page 12
05
Women may be more reluctant to apply for a role when they do not meet 100% of the required skills, and the document suggests reviewing how job postings are worded.See it on page 10
06
The guide suggests measures against unconscious bias, including training, group hiring decisions and anonymised applications.See it on page 8

Summary

This guide, produced by Women in Games France (WIG France) with the Women in Games organisation, offers practical ideas for improving gender diversity and inclusion in French video game companies. It states that it is not exhaustive and that it focuses on increasing the place of women in the games industry, while noting that similar strategies can serve other under-represented groups. It cites figures for the French industry: women make up 14% of studio employees, with 6% in technology and design roles, 26% in video game training programmes, and 10% of amateur esports players. The authors argue that diverse teams have superior collective intelligence and make better decisions, and that mixed teams help create products for a broader audience. Citing a McKinsey study, the document reports that companies with a higher proportion of women in leadership positions have 47% higher return on equity and 55% higher earnings before interest and taxes. The guide then covers measuring diversity, recognising unconscious bias, inclusive recruitment, retention and talent support, community networks, and setting measurable objectives. It concludes by pointing readers to WIG France's online resources.