Whilst it is fantastic to see studios and creative companies posting about the incredible women that they have on their teams, real change happens when that support extends beyond a single day.

In the video game industry, only around 22% of people are women (a number that drops even further in senior roles), it is crucial that businesses move past performative gestures and commit to real, lasting change. But how?

Representation matters, but retention matters more!

Hiring more women is just the starting point. Too often, companies focus on recruiting women without addressing why so many leave. A lack of career progression, poor leadership and workplace culture issues are common factors that typically push women out of the studios they work for. The answer:
- Conduct stay interviews (not just exit interviews) to understand challenges the women of your team face.
- Ensure clear career pathways and fair promotion opportunities.
- Provide mentorship and sponsorship programs to uplift women into leadership roles.

Stop the one-size-fits-all approach to leadership!
Leadership development isn't just about skill-building, it's about creating inclusive pathways to leadership. Women often face unconscious bias, workplace microaggressions and different expectations when stepping into leadership roles. The answer:
- Train managers on bias awareness and inclusive leadership.
- Offer flexible leadership styles that recognise different approaches to success.

- Speak to the women of your team to get feedback on how they want to progress within the business.

Pay transparency and fair compensation!

Unfortunately, the gender pay gap still exists, and in creative industries, where salaries are often unclear, this can be even worse. Many women are underpaid compared to their male counterparts, especially in Senior roles. The answer:
- Conduct regular pay audits and adjust salaries where needed.
- Be transparent about salary bands in job postings (Remember, the EU Pay Transparency Directive will require companies to disclose salary information in job adverts by June 2026).
- Encourage negotiation and ensure hiring managers are trained to prevent bias in pay offers.

Support parenthood and caregiving responsibilities!
Balancing career progression and caregiving is a challenge that disproportionately affects women. Many leave their job due to a lack of flexibility, forcing them to choose between their careers and families. The answer:
- Offer genuine flexible work options (not just in theory, but in practice!).
- Provide equal parental leave policies that encourage shared caregiving.
- Create returnship programs to help parents re-enter the workforce.

Don't just celebrate, actually commit to a positive change for the women on your team! It's time to ask yourself: What will your company do to make sure the women on your team feel valued, supported and empowered, every single day?