For women in gaming, a long-term career is possible.
Danielle Finn, director of the Indian Nations Gaming & Governance Program at the University of Nevada, Las Vegas, William S. Boyd School of Law, is an Inhanktowan Dakota, and Hohé Nakota citizen of the Standing Rock Sioux Tribe.
“I just grew up with gaming and the culture in Class I and Class II,” says Finn during a CDC Gaming Roundtable on women in gaming. “Then as you get older, you get trained or you get education, you get into Class III, and you end up running the entire systems from the floor up.”
For women in the gaming industry, there are advantages and obstacles to overcome.
The industry does recognize the contributions of female employees. Lorrie Bamford, ECL Entertainment general counsel, says organizations including Global Gaming Women and WISE (Women in Sports and Events) Las Vegas do a good job of focusing the spotlight on women and promote networking.
“We’re not competing with each other, but how can we connect with each other?” Bamford says. “I think having these different platforms that that aren’t competing but that are supporting one another, I think the gaming industry is doing really well at that.”
For consultant Melissa Aarskaug, the connections are great, but there’s still a prove-it mentality prevalent. With a background in banking and civil engineering, Aarskaug forged a path in gaming, but she’s still had to confront barriers placed in her path.
After a recent conference panel session, Aarkaug said five women approached her.
“(They) said I really loved hearing your story, but I’ve been advocating for myself so long that there’s nothing opening up for me,” Aarskaug said. “’What should I do?’ And I’m giving advice on what I did, and I don’t know if that makes any sense.”
Aarskaug said that while women in gaming are acknowledged, there’s often a disconnect between recognition and action. Noting that posts about National Women’s Day are good, there also needs to be a follow-up.
“You may be putting that out there, the company, but does that really translate?” Aarskaug said. “Is it really happening inside the organization? As it relates to mentorship, that does not always mean sponsorship. They (women) need to advocate for their own promotions when it’s absent in the room. I’ve had to do this a lot in the industry for myself.”
The gaming industry does mirror other industries in the lack of support on some issues. Finn wishes it would provide flexible scheduling and affordable childcare so that “women who are working different shifts in gaming, they can be great mothers, but also great workers for our tribal enterprises. … I would also say safety policies. If women matter in gaming, I think for employees and for guests there should be a lot more clear reporting procedures.”
Bamford says it is important that women are celebrated for their accomplishments, but that recognition also has to translate into opportunities.
“You may not be at that level that it’s time for the boardroom or the C suite,” Bamford says. “But how can we take it from ‘we’re acknowledging the work that you’ve done, and we’re celebrating you, and this is great, this is wonderful,’ but we’ve got to translate it into internal opportunities.”
Aarskaug thinks it would be advantageous if resumes didn’t include names, the better to select the most qualified candidates. She also thinks that women need to help each other more. At conferences, she will sometimes cede her spot on a panel to another woman if organizers have included only her.
Bamford thinks it is important for companies to recognize that women can do the same work as a man in most situations.
“I think we’re natural leaders,” Bamford says. “I think we have empathy. I think we bring culture to the table, and that’s one thing I’d like to see changed, treating culture like it’s a silly word or a dirty word. It kind of sometimes carries a negative connotation, and I think it’s really important for leaders at the top – and ECL does this (the) right (way) – recognizing that culture matters.
“Recognizing that how do our employees feel valued? Are we being fair? Are we being consistent? Are we building trust, not just from the top down, but from other leadership positions down,” Bamford said. “I think women bring that skill set.”
