The Importance of Ongoing Diversity Discussions in the Gaming Industry

Over the past month, the Ensemble exhibition has showcased individuals from underrepresented groups who are making a mark in the gaming industry. This annual event, organized by the team behind the London Games Festival, has displayed profiles of this year's cohort to attendees at WASD and passersby at Trafalgar Square. During the Ensemble photoshoot, No Code producer Romana Ramzan shared her thoughts on the need for such initiatives, emphasizing that diversity and inclusion are crucial to the industry's progress. Ramzan believes that Ensemble's biggest impact is in dispelling stereotypes about the gaming industry, allowing people to see the diverse range of individuals working in the field. She notes that the industry is making progress in addressing gender and ethnic imbalances, but there is still much work to be done. Ramzan stresses the importance of continued discussion about diversity, as stopping the conversation might lead people to assume that the issue has been resolved. She also calls for games companies to demonstrate their efforts to improve workforce diversity and to hold themselves accountable for their progress. Ramzan highlights the need for studios to focus not only on attracting a diverse range of people but also on retaining and promoting those from underrepresented groups, particularly in senior leadership positions. She emphasizes that having a diverse leadership team can unlock opportunities for others and demonstrate that there is a place for individuals from all backgrounds to grow and develop in the industry. Ramzan also shares her own non-traditional path into the gaming industry, having started as an academic and later joining No Code as a producer. She encourages games companies to spread the message that there is no one 'prescribed path' to getting into the industry and to actively reach out to potential candidates from diverse backgrounds. No Code is taking steps to improve diversity, with a team of around 20 people, including several women and individuals from different ethnicities and countries. Ramzan suggests using recruitment agencies and mentorship initiatives like Limit Break to attract diverse applicants. She also emphasizes the importance of leaders encouraging individuals from underrepresented groups to speak up and share their ideas, recalling a moment when her former boss, Colin Anderson, reassured her that her unique perspective was valued and that she should not be shy about sharing her opinions.