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FROM PAY GAPS TO ‘HE/HIM SALARIES’ - WHAT THE LATEST UK POLICY SIGNALS FOR STUDIOS
announcement on tackling the gender pay gap and improving menopause support in workplaces feels like an important moment for anyone thinking about diversity, equity and inclusion in the games industry. The plans, launched ahead of International
T
Women’s Day last month, encourage organisations with more than 250 employees to publish action plans alongside their gender pay gap data. In other words, it’s not just about reporting the numbers anymore, but about showing what steps might help move those numbers in the right direction. Alongside this, there’s also a focus on menopause support in workplaces – something that has historically been under- discussed despite affecting a huge number of professionals during the peak of their careers. For an industry like games, which continues to talk about improving representation and retaining experienced talent, this feels like a useful moment for reflection. Gender pay gap reporting has been in place for several years now, and it’s been valuable in terms of transparency. But transparency on its own doesn’t always lead to change. Publishing the data can highlight where disparities exist, but the real impact tends to come from the conversations and initiatives that follow. That’s where these new action plans
may prove helpful. They gently encourage organisations to think about what practical
he UK government’s latest
steps might help close those gaps over time. That could mean reviewing hiring processes, looking at how salary bands are structured, or introducing clearer pathways for progression. The focus on menopause support is also particularly significant. Many women leave the workforce – or step back from senior roles – due to menopause symptoms, and that can mean losing a wealth of experience and leadership at a time when the industry is actively trying to grow and mature. Support doesn’t necessarily have to be complex. Sometimes it’s about awareness – ensuring managers understand what menopause can involve, making flexible working genuinely accessible, or simply creating a workplace culture where conversations about women’s health don’t feel uncomfortable. Alongside these policy developments, another
phrase has started appearing more frequently in conversations about workplace equity – ‘He/Him Salaries’. It’s not an official term, but it’s one I’ve been seeing across social media and hearing in discussions about recruitment. Broadly speaking, it refers to the observation that men – particularly in male-dominated industries – can sometimes end up with higher starting salaries or faster salary progression than their colleagues who are women or from under-represented genders. There are lots of factors that can contribute to this. Negotiation dynamics, unconscious bias, and assumptions about market value can all play
At Amiqus, we have many resources available to help, so please do get in touch via
liz.prince@
amiqus.com
By Liz Prince, Business Manager at Amiqus, Founder of the G Into Gaming Initiative and Co-Founder of the Empower-Up platform
a part. Over time, even small differences at the point of hire can translate into larger pay gaps. And what’s interesting about the phrase is that it has sparked conversations about how pay decisions are made in the first place. For studios, addressing this doesn’t have to mean radical changes. Often it’s about making small steps that help make pay decisions more consistent, such as clear salary bands, transparent promotion criteria, and regular pay reviews. These can all help reduce the chance that salaries end up being influenced by confidence, negotiation style or informal expectations. Mentorship and career guidance can also help ensure that more people understand how progression works and feel comfortable advocating for themselves.
None of this is about suggesting that studios
aren’t trying. The games industry has made progress in recent years around the gender pay gap, and many companies are already experimenting with policies that support more inclusive workplaces. If anything, the government’s announcement simply adds another layer to the conversation. It encourages studios and other companies to think not just about reporting where they are today, but about the small, practical steps that might shape where they go next. And ultimately, those incremental changes
are often the ones that make the biggest difference over time.
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