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REFRAMING, NOT RETREATING: WHY SMART STUDIOS ARE DOUBLING DOWN ON EDI
O
ver the past few years, EDI has become an important priority across most sectors, including in this industry.
Although there is still work to be done in games – particularly when it comes to the representation of women in the workforce - the most forward-thinking studios have recognised that diverse teams and inclusive leadership aren’t just ‘nice to have’ – they’re essential to creating happier workplaces, attracting top- tier talent, and even achieving better financial outcomes.
The data backs this up. Studies consistently show that companies with diverse leadership teams outperform their peers financially. Inclusive teams solve problems faster, are more innovative, and more resilient. However, despite this progress, EDI is facing a growing political and legal backlash – particularly in the United States. President Donald Trump has described diversity, equity, and inclusion as “dangerous, demeaning, and immoral”. And this rhetoric has contributed to a wave of anti-EDI sentiment in certain quarters. Some US States have passed laws restricting the teaching of EDI-related topics in schools or defunding workplace initiatives in public institutions. Companies are finding themselves in the crossfire of a culture war they never asked to be part of. But let’s be clear: the opposition to EDI is
largely rooted in misunderstanding, fear, and misinformation.
One of the biggest myths is that EDI initiatives led to hiring based on identity over merit, or ‘box-ticking’. In reality, EDI ensures
that all individuals – regardless of background – have equal access to opportunities, support, and growth. It breaks down structural barriers and helps organisations tap into the full spectrum of talent, not just the most visible or privileged segments.
Another misconception is that EDI divides people. In fact, it does the opposite. It creates environments where every employee feels valued, heard, and safe – something that enhances teamwork and reduces workplace problems. It’s about belonging, not exclusion. Here in the UK, we have legal protections in place that uphold the principles of EDI. The Equality Act 2010 provides a robust framework against discrimination based on age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity. This legislation reflects a societal consensus that everyone deserves equal treatment and protection at work. So, what are smart companies doing in
response to the backlash? They’re not backing down – they’re reframing. Rather than abandoning EDI, progressive organisations are embedding it deeper into the fabric of their businesses by aligning it
At Amiqus, we have many resources available to help, so please do get in touch via
liz.prince@
amiqus.com
with broader concepts like workplace culture, employee wellbeing, and values-driven leadership. It’s a matter of evolution, not retreat. By reframing EDI through the lens of workplace culture, studios are able to sidestep political noise and refocus on what really matters: building environments where people thrive. This means integrating inclusive practices into recruitment, onboarding and leadership development. It also means listening more, learning constantly, and measuring impact.
Now more than ever, studios and games companies have a choice: to fold under pressure or to lean into their values with clarity and courage. The best already know which path to take. I’d like to leave you with one final point, which was highlighted by Baroness Martha Lane-Fox - who has worked to promote diversity in the wider tech industry - when speaking to the BBC recently. She pointed out the irony of Elon Musk standing in the Oval Office with his young son as Trump dismantled EDI programmes: “Imagine if everyone had such casual and extraordinary opportunities for childcare, what could we unlock?” Quite…
“Inclusive teams solve
problems faster, are more innovative, and more resilient.”
April/May 2025 MCV/DEVELOP | 31
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