Key Considerations for Fostering a Safe and Inclusive Games Studio

Cinzia Musio, co-CEO of Code Coven, emphasized the importance of accountability in promoting diversity and inclusion within the gaming industry during a talk at Develop Brighton. Musio's discussion centered on creating a safe and inclusive environment for all employees, particularly marginalized groups. She introduced Code Coven's Evolve program, an initiative aimed at setting a standard for accountability and diversity, equity, and inclusion (DEI) in the industry. The program has already seen its first accredited studio, East Side Games. Musio stressed that the journey towards equity, diversity, and inclusion requires difficult conversations and a willingness to confront and unlearn systems of privilege. She noted that while representation in the industry has seen a marginal improvement, with a 4% increase in marginalized people working in the industry from 2020 to 2022, systemic issues, such as those in leadership positions, remain unchanged. Musio pointed to the lack of diversity at the Summer Game Fest as an example of the industry's ongoing issues with diversity and inclusion. She argued that the industry often treats diversity and inclusion as a 'tick box exercise,' where the inclusion of one marginalized individual is seen as sufficient. Musio emphasized that everyone deserves to be safe, regardless of their background, and that marginalized people cannot be left behind. She stressed that studios have a duty of care to provide a safe environment where individuals can voice their concerns without fear of retaliation. In response to these concerns, Musio outlined practical tools for studios to implement systemic change, including making tough choices, fostering a safe environment, and eliminating toxic individuals from the workplace. Musio recommended that studios create a safe work environment where people can confidently raise issues and receive constructive feedback, noting that it is the role of senior leadership to address systemic issues. She also suggested that studios need to get comfortable with the idea of removing toxic individuals from the workplace, as equity, diversity, and inclusion are incompatible with knowingly keeping or hiring toxic people. Musio urged company leaders to investigate barriers to progression for marginalized people, such as the 'glass ceiling,' and to take immediate action to address these issues. She encouraged leaders to consider the following questions: Where is the glass ceiling in your business? What is preventing marginalized people from being included? Which areas in your company are marginalized people consistently not being promoted? How are opportunities that will lead to growth being distributed? Musio also highlighted the importance of cultivating an inclusive studio environment for a secure and productive workplace, noting that it is not only great for innovation but also for hiring and retention. She suggested that managers think about how to make their benefits more inclusive, what reporting processes they have in place, and how they can ensure that employees feel comfortable using these processes without fear of retribution. Musio concluded by reminding the audience of the unique position the games industry is in, with the opportunity to create empathy for marginalized people by telling unique stories. She encouraged studios to take this responsibility seriously and invest time in their marginalized employees, which can lead to positive change not only within the industry but also in society as a whole.