WHY IWD IS STILL CRUCIAL IN GAMES – AND BEYOND

We’re heading towards International Women’s Day this Saturday (March 8th). This annual global event honours the social, economic and cultural achievements of women, while serving as a call to action for accelerating gender equality and equity. As a woman, a woman working in games, and a woman who is passionate about promoting EDI, this date holds immense personal importance.

This year’s theme from UN Women, ‘For ALL women and girls: Rights. Equality. Empowerment,’ underscores the critical need for inclusivity and empowerment for every woman and girl worldwide. 

Despite some progress in gender representation within the games industry, the numbers remain stark. Women and girls make up around half of all players globally, yet recent figures from the GDC State of the Industry 2025 Report reveal that women constitute just 25% of the workforce. Video Games Europe’s latest Key Facts report paints a similar picture, with women accounting for only 24% of all roles in games. Although these reports show a slight increase over the previous year, it’s evident that we still have a long way to go before achieving a truly balanced workforce. 

The lack of women in the industry has far-reaching consequences. Without visible female role models, young girls may be discouraged from pursuing careers in games. Similarly, women in related sectors might not see an environment that welcomes and supports them. 

This is why I founded the G Into Gaming campaign in 2018 – to encourage more women and girls to consider careers in games. It’s also why I co-created the Empower-Up EDI platform alongside Ukie’s Raise The Game initiative 18 months ago. We must continue to push for progress, particularly in gender representation within the industry’s workforce, as well as the safety and well-being of women in games. 

There are several straightforward actions studios can take to support the women who work for them, and attract diverse talent:

• Inclusive Hiring Practices: Implement unbiased hiring practices to ensure a diverse pool of candidates.
• Flexible and hybrid working: This can make a significant difference for those juggling caregiving responsibilities with their careers.
• Shared parental leave: This ensures that the burden of taking a career break doesn’t fall solely on women, potentially limiting their development and progress.
• Menopause support programmes: Research shows that up to 23% of women aged 40- 60 plan to leave their roles due to menopause symptoms. Without appropriate support, we risk losing a substantial number of highly experienced women from the industry.
• Mentorship: Establishing or supporting mentorship programmes can have a huge impact on the progression and retention of women in the industry.
• Pay Equity Audits: Conduct regular pay equity audits to ensure that women are being paid fairly compared to their male counterparts.
• Support Networks: Create support networks, support or employee resource groups (ERGs) for women.
• Anti-Harassment Policies: Enforce strict anti-harassment policies and provide training to all employees on recognising and preventing harassment.
• Intersectional Approach: Adopt an intersectional approach to EDI initiatives, recognising that women may face multiple forms of discrimination.

As we acknowledge IWD 2025, let’s not only celebrate the brilliant women currently working in games but also take collective action to attract more women to our industry, while focusing on supporting and retaining them, to create a truly diverse and equitable industry.