BIG KARMA GENDER EQUALITY PLAN

Internal Assessment of Current Procedures & Practice

Big Karma simply hires the best candidates for each job, without bias. Big Karma is an equal pay employer.

 

There is no instance of discrimination or any form of bias or mistreatment to report inside our company at the time being.

 

However, our work force is currently 75% male and 25% female. The ratio is worse at C-level, 80% male versus only 20% female (5 to 1). This is unfortunately common in the video games & technology industries and the root causes have been widely written about. This being said, as a company representing inclusion in our products, services and values, we must do better than the average and vow to take pro-active measures to improve this ratio.

Strategies to Improve

We want to reach a strict gender parity of 50% male-female ratio of employees in our ranks.

 

To be pro-active in our recruitment of the best female candidates in the tech & gaming industries, we will give the role of Head of Human Resources to a woman of color with experience in Diversity & Inclusion so that she can directly implement what she used to only recommend at previous corporations she has worked with before.

 

She will have the clear mission to pro-actively seek top talents who have been ignored by other companies so far, including for positions of power. Gradually, her efforts and her pro-active search to hire more female candidates will lead us to gender parity.

 

Ideally, the person hired for the role will have experience in working with employees with disabilities and knowledge regarding best practices for their inclusion in our work-force. Big Karma’s intent is to improve disability representation in gaming and media and this must start from inside. For Them, With Them.

Future Monitoring

As a relatively small startup, we are not currently hiring at a fast pace. We will therefore measure the results of our efforts after successfully completing our first round of fund-raising and going through our next recruitment wave. The performance indicator will be an increase of the ratio of women employees within our ranks, as well as in positions of power (C-Levels).