iGaming is traditionally a male-dominated industry. While the stats have generally improved over time–partly due to industry initiatives– the fact remains that only 19 percent of executive and board-level roles in the sector are held by women.
In honour of International Women’s Day, which took place on Saturday, 8 March, Leila Goelz, Chief People and Transformation Officer at Games Global; Alli Rubin, Senior Business Development Manager at Xpoint; and Rachel Lewis, Global Content Manager at AGS, joined iGamingFuture’s Curtis Roach to discuss what steps the industry can take to improve diversity and inclusion.
This is essential reading for anyone in iGaming—whether you’re in the C-suite, working in HR, or new to the industry and simply seeking guidance on expanding your network and accelerating your career progression. Read on!
In your view, what key steps should companies take to foster a culture of inclusion and equity in betting and gaming?
LG: “To foster a culture of inclusion and equity in the industry, we must go beyond policies and embed inclusivity into our culture and leadership approach.
“This starts with education and accountability. Leaders must be equipped with the knowledge and tools to challenge biases, create psychologically safe environments, and actively sponsor diverse talent.
“Beyond leadership, inclusive hiring and progression frameworks should be in place to ensure a level playing field that enables opportunities to be based on skills, potential, and capability.
“Equally important is representation and visibility. Seeing diverse talent thriving at all levels reinforces the message that inclusion is more than just an initiative – it’s the norm.
“Companies should invest in mentorship, sponsorship, and policies that support employees across different life stages, ensuring they attract, retain, and develop the best talent.
“Ultimately, fostering an inclusive culture isn’t just about doing the right thing – it strengthens innovation, decision-making, and business performance, making it a win-win for all.”
AR: “Inclusion and equity must be actively pursued by betting and gaming companies. I often mention that I work in both sports and tech–two male-dominated industries–which creates a ‘double whammy.’
“The typical candidate in this field tends to be very homogeneous. Companies need to reach beyond the traditional applicant pool to diversify their workforce.
“This means posting on women-focused and other diverse job boards, sponsoring panels at women-focused (and diverse) conferences and events, and clearly demonstrating their commitment to a diverse team.
“Within existing teams, similar efforts are essential. I am almost always the only woman on every call, which can be intimidating if you’re not used to it. Therefore, employees–especially leadership teams–must work actively to ensure everyone feels comfortable, continuously fosters inclusive environments, and remain committed allies.”
What role does networking and community support play in your career growth, and how can industry events further empower women in this sector?
LG: “Networking and community support have been pivotal in my career growth, providing access to mentorship, sponsorship, and opportunities I may not have pursued on my own.
“Early in my career, having strong mentors—particularly senior leaders who challenged and supported me—helped me push past self-doubt and step into roles I initially thought were beyond my reach.
“Industry events can further empower women by fostering inclusive panels, leadership workshops, and mentorship programmes. These events help to highlight successful female leaders, create safe spaces for dialogue, and promote equal hiring and career advancement opportunities.
“By prioritising diversity-focused initiatives and allyship, industry gatherings can drive meaningful change, ensuring women have the support and connections needed to thrive in this competitive field.”
AR: “Networking and community support have been the most empowering factors in my career, encouraging me to stay in this industry.
“For instance, GGW (Global Gaming Women) has enabled me to meet new women in the industry and feel consistently supported, particularly since I rarely work with women on a day-to-day basis.
“Conferences, familiar faces, and GGW leadership courses are all crucial to building a strong support system in such a male-dominated field.”
RL: “The opportunity to network with women in the industry is helpful for gaining perspective and learning from those who may be part of a different organisation or have a different role.
“Learning from others’ experiences builds a strong foundation for evaluating the best path towards success.”
What advice would you give young women entering the betting and gambling space?
LG: “My advice to young women or anyone(!) entering the industry is this: don’t count yourself out before you’ve even stepped in.
“Early in my career, I hesitated to take on big opportunities because I questioned whether I was ready or experienced enough.
“The reality? Growth happens when you push beyond your comfort zone. Say yes to challenges, seek out mentors who will challenge and support you, and remember that you belong. Your skills, potential, and perspective are valuable.
“At the same time, build your network and find your allies. This industry, like many others, thrives on relationships. Surround yourself with people who will advocate for you, support you, make you stronger and help open doors.
“And most importantly, be that person for others. The more we lift each other up, the stronger and more inclusive this industry becomes.”
AR: “Someone once told me how ‘it can be an advantage to be the only woman in the room – you will be remembered,’ and I try to capitalise on that as much as possible. I try to view each challenge as an opportunity.
“You will encounter plenty of bad apples who will treat you poorly and make inappropriate comments, but you have to brush past it and grow from it.”
RL: “Dive in and learn everything you can! It’s a fun and competitive industry with lots of room to grow, and what you have to offer could lead to the next big thing – be that an exciting new game, an enhancement for the customer experience, or an improvement within your own team’s processes.”
Looking ahead, what is your vision for women’s involvement and leadership in betting and gaming, and what key changes would you like to see in the next five years?
LG: “My vision for the future of women in the industry is one where leadership teams, boardrooms, and key decision-making roles reflect the diversity of talent within our industry.
“We must ensure that mentorship, sponsorship, and career progression pathways are accessible and intentional. The goal isn’t just representation; it’s creating an industry where we all feel empowered to take on leadership roles without barriers or biases holding us back.
“Over the next five years, I’d love to see more women in senior leadership roles, more inclusive hiring and promotion practices, and a real commitment to flexibility and psychological safety.
“This means normalising career breaks, ensuring policies support diverse career journeys, and enabling environments where women don’t have to choose between ambition and balance.
“Ultimately, this isn’t just about gender; it’s about ensuring our industry continues to attract and retain the best talent, drive innovation, and remain competitive in a rapidly evolving market.”
AR: “I envision a future with more women in leadership positions. It’s not enough to hire more women; studies show that women aren’t promoted at the same rate as men, and diversity often diminishes at higher levels.
“Leadership teams must actively support and promote a more equitable workplace rather than offering empty words. In a previous role, I created a women-in-tech group, which was consistently thwarted by leadership.
“We even attempted to set up a panel of senior women, only to discover that there weren’t enough women at the highest levels to form a panel. This needs to change. Teams that we actively promote and encourage diverse groups will undoubtedly thrive in the future.”
Editor’s Note:
With limited access to career progression opportunities, simply hiring more women isn’t enough. Instead, inclusion must be embedded at the leadership level and within company culture.
For real change to happen, executives must be both educated and accountable. They must challenge biases, expand their hiring practices beyond traditional candidate pools, and foster environments where employees of all backgrounds can thrive and progress.
As Leila points out, this isn’t“just about gender; it’s about ensuring our industry continues to attract and retain the best talent, drive innovation, and remain competitive in a rapidly evolving market”.
She views this as a solid business strategy in an industry that frequently cites a talent shortage. She explains, “fostering an inclusive culture isn’t just about doing the right thing—it strengthens innovation, decision-making, and business performance, making it a win-win for all”.
Looking beyond the operational changes that businesses and leaders can make, what guidance do our iGaming experts have for other women starting their iGaming careers?
Rachel advises: “Dive in and learn everything you can! It’s a fun and competitive industry with lots of room to grow, and what you have to offer could lead to the next big thing.”
Leila adds: “Don’t count yourself out before you’ve even stepped in….Growth happens when you push beyond your comfort zone. Say yes to challenges, seek out mentors who will challenge and support you, and remember that you belong.”
