Living our values is about how our culture supports us to conduct a responsible business and how we as a global group and platform can attract and develop the best game talents globally. Living our values cover our social responsibility in terms of for example equality, diversity and inclusion and employee well-being.
Our industry faces challenges in the areas of gender equality, diversity, and inclusion.
At Stillfront, we are fully aware of how a diversified workforce is key to understanding our global players, we view diversity as a source of competitive advantage. We celebrate diversity of thought, cultural differences, lifestyle, age, background, experience, religion, economic and social status, gender identity and marital status.
Not only is the share of women who are playing games increasing, but there is also a demand for high-quality entertainment in multiple languages, adapted to different cultures, religions, and customs.
Therefore, for us at Stillfront, equality, diversity and inclusion are not only important aspects for creating a culture where everyone can grow – but it is also increasingly important for our product. It has recently been shown that players are equally concerned with inclusion being a part of their gaming experience as they are with gaming quality and content. Stillfront has set a target for improving diversity, inclusion and equality in our game development teams. The objective is to always consider these perspectives when we introduce new game teams.
During 2021 we also set a target to increase the share of women in the group, the gender balance should be 40/60 at all levels within the group. Attracting more women to the game development industry is key to future success and Stillfront’s executive management and business management team regard this as a priority in recruitment processes.
We are proud of having 50 percent women and 50 percent men on our board and 38 percent women and 62 percent men in our executive management team. Universally in our group, we had 30 percent women and 70 percent men in 2021.
Our business depends on the well-being of our professionals. We operate in an industry that revolves around expertise and talent. We aim to create an inclusive and equal workplace with high diversity to attract and retain the foremost talents in the industry.
Stillfront’s talent management program includes employee development talks, clear career paths, strong corporate values, policies, and Code of Conduct training. Stillfront has a unique organizational model. All studios have their own identity and culture with its own organization, working methods and processes as well as segmented local market knowledge. Our key to success and creating a leading powerhouse of gaming studios lies in allowing each of our studios to work autonomously, while simultaneously deriving benefits from collaborations with other parts of the business.
Our target is that a minimum of 80 percent of our employees should recommend Stillfront as a place to work. In 2021, 80.6 percent of the employees did so.
Our distributed organisation lets us seize local opportunities and as a group we share the same principles and values. Our Code of Conduct, built upon the ten principles by United Nations Global Compact, which Stillfront is a signatory of, states that all professionals around the world should act as Stillfront representatives and responsible citizens. To ensure alignment on our Code of Conduct we conduct yearly trainings with all employees.
Stillfront has a zero-tolerance stance against bribery, corruption and money laundering, and has adopted an Anti-Bribery and Anti-Corruption policy which applies to all companies and professionals of Stillfront Group.
Our target is that 100 percent of substantiated reported incidents in our Speak-up channels should be acted upon. In 2021, all issues reported through Stillfront’s dedicated Speak-up channels have been acted upon in accordance with applicable laws and regulations.