Despite Worms NFTs lasting less than 24 hours, it


was for many within the company the straw that broke the camel’s back, as reports soon circulated about management being out of touch and hostile, and pay and working conditions being poor. Until the recent new game and IP announcements, Team17 had seemed to be keeping a low profile. Six months on, how does Pattison reflect on that period? “I look back on anything in a constructive way,


because it’s all about what you do going forward. I wanted to make sure that we did a thorough investigation at the time; that it was an eyes-wide-open approach, that we didn’t turn the page on it without having done a thorough audit of what was going on. And I wanted to be very clear about what was still existing when I took over, rather than what had happened [in the past], to learn those lessons and move forward. “We were already doing an employee engagement


survey, to try and understand what was going on. We just got the results back and some of it was extremely positive. I’m talking about high percentage ratings of satisfaction, of pride at working for Team17, so some of it was at odds with what I was hearing from some ex- employees. But I didn’t want to push any of that under the carpet and I already had plans about what we wanted to do at Team17 in terms of building a positive culture around D&I, making sure that people were competitively


July 2022 MCV/DEVELOP | 23


rewarded for being at Team17 - that we’re creating a good environment to work at.” As well as inviting an independent review into pay


and attitudes, Pattison has put in place an education programme to promote healthier working practices and a hotline for those who feel there is still some way for it to go. “We are and will continue forever to work on that because it’s never a done deal. We’ll continue because it’s fine for me to have values, but those need to be shared by everyone in the company. Everyone needs to feel like they can come to work and be happy and productive.”


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68  |  Page 69  |  Page 70  |  Page 71  |  Page 72