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2022英国游戏行业普查报告(英).pdf
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2022英国游戏行业普查报告(英).pdf
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March 2022
Understanding diversity in the
UK games industry workforce
Dr. Mark Taylor
UK Games
Industry Census
Report author:
Dr. Mark Taylor
Senior Lecturer, University of Sheffield
In collaboration with:
George Osborn & Colm Seeley
Design and layout by:
Jay Roerade and Alpha Wilson
For questions about this report,
please contact Ukie at:
hello@ukie.org.uk
+44 207 534 5800
@uk_ie
Contents
Foreword 4
Foreword 7
Executive summary 8
Introduction 12
1. Who did the census?
1.1 Job roles 14
1.2 Contract type 16
1.3 Supervision and seniority 17
1.4 Time in the sector 18
1.5 Promotion and progression 19
1.6 Organisation size 20
1.7 Organisation location 21
1.8 Working locations 22
1.9 Hours worked 23
2. Who works in games?
2.1 Age 26
2.2 Ethnic group 28
2.3 Nationality 30
2.4 Gender 31
2.5 Sexuality 32
2.6 Caring responsibilities 34
2.7 Conditions 36
2.8 Difficulties, aids and adaptations, & disability 38
2.9 Social background 39
2.10 School type 40
2.11 Education 41
3. Attitudes 42
3.1 General attitudes: current workplace 44
3.2 General attitudes, the UK games industry 45
3.3 Longer-term goals 47
3.4 Raising concerns & inappropriate behaviour 48
4. Exploring differences in attitudes 50
4.1 Attitudes and seniority 52
4.2 Attitudes and organisation size 53
4.3 Attitudes and gender 54
4.4 Sexuality 55
4.5 Conditions and disability 56
5. Promotion and progression 58
5.1 Promotion and progression: Seniority 61
5.2 Promotion and progression: Age 62
5.3 Promotion and progression: Ethnic group 63
5.4 Promotion and progression: Neurodiversity 65
6. Mental health: anxiety and depression 67
6.1 Mental health: anxiety and depression 68
6.2 Anxiety and depression by gender 69
& LGBTQ+ status
7. Areas for future consideration 76
7.1 Adjusting for new expectations around work 78
7.2 Further work on mitigating mental 73
health concerns
7.3 Opening paths to promotion to all 74
7.4 Working hours 75
8. Methodological appendix 76
8.1 Questionnaire design 78
8.2 Recruitment 79
8.3 Weighting 80
8.4 Principal component analysis 81
8.5 Job classification 82
8.6 Thank you and acknowledgements 83
Introduction
But achieving this goal will be difficult without access
to robust data about the people who make up the
industry games in the UK. The publication of the
second UK Games Industry Census should be
seen as another landmark moment for our
sector in its mission to foster inclusivity.
When we announced our intention to run the
second census, we were overwhelmed by the
positive reception from industry to our call to
action. Dozens of games businesses of all shapes
and sizes took it upon themselves to distribute the
census to their teams. Advocacy groups came on
board as supporters of the census, encouraging their
communities to participate. And we saw people across
the sector implore their friends to participate both in
person at events like Develop and across social media.
As a result, this year’s census drew responses from over
3600 people in the sector. This is notably more than the
number of people who responded in 2020 and represents
approximately 15% of our overall workforce – which is
crucial to ensuring it is representative of our industry.
Even more importantly, the census helps us understand
where change has happened, and where we need to focus
our efforts as an industry. The data from the first census
inspired commentary but it also pushed forward
positive action.
It provided support to groups seeking to improve
representation in games; it encouraged businesses to
take sign up to the #RaiseTheGame pledge so they
could take steps to create a more to support an equal,
diverse and inclusive culture; it helped us found and
back schemes like Devices for All and drive through the
Kickstart programme with Into Games to tackle societal
We believe that building a truly equal, diverse and inclusive
sector is key to the UK maintaining its position as the best
place in the world to make, sell and play games.
Foreword
Dr Jo Twist OBE
CEO, Ukie
4 | Foreword
inequalities such as access to technology, opportunity
and employment. The findings of this year’s census, as
with 2020’s, present both areas of positivity for the sector
and some real practical challenges for it to consider. But
our willingness to engage with open, independent and
academically credible research demonstrates that the
industry is serious about tackling these issues. We must
consider this report’s conclusions carefully and retain the
census as a long-term part of our reporting for the future.
Alongside the Raise the Game pledge, we hope this data
provides a way to progress our collective goal of inclusion
and representation – a goal that ensures that this art form
we call games will be better at speaking to us all,
whoever we are.
And in the end, that’s why the census matters so much:
it helps inspire change. The data from the first census
inspired commentary but it also pushed forward positive
action. It provided support to groups seeking to improve
representation in games; it encouraged businesses to
sign up to the #RaiseTheGame pledge so they could
take steps to create a more equal, diverse and inclusive
culture; it helped us found and back schemes like Devices
for All and drive through the Kickstart programme with
Into Games to tackle inequalities in society, such as
access to technology, opportunity and employment.
The UK games industry census helps our sector lead the
world on efforts to build an industry that better reflects
our players – now and for the future. We must consider its
conclusions carefully but also ensure it remains a
long-term part of our reporting for the future.
DR JO TWIST - CEO UKIE
Foreword | 5
The UK games
industry census
helps our sector lead
the world on efforts
to build an industry
that better reflects
our players – now
and for the future.
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