At DICE, we’re committed to making a platform for everyone. Over the past year, we have continued our work to nurture an inclusive environment in the workplace, increase diverse representation in our senior leaders, and cultivate a culture where everyone is heard and supported. 

As 2023 draws to a close, we wanted to provide an update on our progress.

More diverse representation across our business

We publish an annual DEI survey that helps us measure representation across our business. This received a 98% participation rate, giving us a robust picture of the diversity in our business, and using a range of metrics such as seniority, ethnicity, gender, socio-economic background and more. 

Some of the highlights from our 2023 DEI Survey include: 

  • Ethnic identities from minority groups increased from 28% to 36%, compared to our March 2022 survey, and we’re also seeing better representation across other areas including sexual orientation, disability, religion, socio-economic background and neurodiversity. 
  • Women in our Product and Engineering team increased from 19% to 27% representation over the same period.
  • Representation of women and ethnic identity at senior roles has also increased. In January, we welcomed Katie Soo, as Chief Business Officer, former SVP of Growth and Marketing for HBO Max. She is also currently Trustee of Asia Society’s Global Board and is the Chairman of Asia Society Southern California. Caron Veazey, founder of Something In Common and co-founder of the Black Music Action Coalition, also joined our Board of Directors earlier this year. 

It has been great to see that the measures we have introduced to our hiring processes these past few years are now starting to pay off. You can read more about our approach here. We are now looking at ways we can go further, identifying communities and partners we could be part of to help drive more diversity in areas such as tech and engineering. More on that soon. 

Supporting our Trans and Non-Binary Employee Community

This year, we took further steps to support our Trans and Non-Binary employee community, recognising them in our internal Gender Pay Report, and introducing our first Trans and Non-Binary Policy. 

Our Policy is designed to outline our commitment to trans and non-binary equality and equity, giving guidance on how to treat this community with the respect and dignity they deserve. 

This includes reaffirming our commitment to zero tolerance to discrimination, bullying and harassment, and ensuring gender neutral services wherever possible in our offices. 

DICE will also provide tailored support for those who are transitioning at work, including paid time off for transitioning medical procedures, extra therapy sessions and further support to communicate name and gender changes to teams and official channels. 

We hope that by setting out clear guidance on our approach and commitment, trans and non-binary people will feel supported and encouraged so that they can thrive at DICE now and in the long-term.

Celebrating all cultures and backgrounds

DICE unveiled its new London HQ at the beginning of 2023, with a new events space that has been the backdrop for many of our DEI events throughout the year. 

We have five employee community groups (for BIPOC, Women/Femme, Pride 365, Parents/Carers and Neurodiverse Minds) to help drive forward our Global Belonging Programme events calendar, celebrating important days that remind everyone of our long-term commitment to celebrating and elevating under-represented voices. 

We’ve held lunch and learn sessions around important DEI themes, including Black History Month, South Asian Heritage Month, Pride, International Women’s Month, Ramadan, Tashlikh and more. These have given our teams an opportunity to learn from different cultures, backgrounds and perspectives, helping us be better colleagues and better partners to the live music industry. 

We also launched annual global Listening Tours. This is a chance to hear from our global territories, make our people’s voices heard, and help us continue making DICE an awesome and fair place to work. The outtakes now form part of our 2024 plan, which we’ll share more detail on in the new year. 

We know there’s more work to do. At DICE, we remain fully committed to making our platform and the industry more diverse, equitable and inclusive. Before the end of the year, we’ll be sharing how we’re working with our partners to make that happen. Watch this space…

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