Board diversity policy
Our Policy
Our vision is to be a leading player in the global betting and gaming sector. We know that the most successful businesses are the most sustainable ones, which is why sustainability drives everything we do.
Diversity, Equity & Inclusion is critical to our success and sustainability and doing what’s right is one of our core values.
Diverse teams have more creativity, imagination, innovation, and problem-solving capabilities. And we will have a better impact in the marketplace because these teams will deeply understand consumers’ needs, wants and challenges.
Our goal is to attract, engage and retain the best talent globally, bringing the best thinking to our business from inside and outside of our sector.
Our ambition is to make sure everyone at Entain feels valued, respected, and included. Inclusion is embedded in everything we do, because we know when we feel respected and heard, we deliver our best work.
We are committed to tackling inequalities and creating a diverse and inclusive business. This Global Group policy sets out the Group responsibility to employees, customers and suppliers and talks to our commitment to have a diverse, equitable and inclusive Board who represent society, our customers, and our workforce.
Our Responsibilities
We must not:
- Discriminate based on age, disability, gender or gender reassignment, pregnancy or maternity, race, religion or belief, sexual orientation, marriage/civil partnership, or any other basis.
We must:
- Recruit, promote and reward our people based on merit and ability.
- Measure and publish data on our gender pay gap in the locations where we are obliged to do so.
- Avoid unconscious bias and do our best to ensure our procedures and working practices are fair and transparent.
- Ensure equality and fairness in terms of pay, benefits and conditions of employment.
- Investigate complaints of discrimination in a timely manner.
- Do our best to accommodate everybody’s needs by making reasonable adjustments to our working environment where necessary.
- Improve our diverse talent throughout our business and in senior leadership roles by providing development and progression opportunities to our employees and by hiring new diverse talent to join Entain.
- Continually develop our recruitment processes to ensure we attract people from a wide range of cultural, social and economic backgrounds.
- Create an inclusive workplace through education and creation of safe spaces for our people to connect, collaborate and celebrate within our Employee Resource Groups. This helps to build an inclusive workplace where decision making is fair.
- Provide our managers and leaders with leadership training to help them be role models in an inclusive and fair workplace.
- Measure our progress which will help us to monitor and report on the diversity of our workforce by:
- Gathering people’s views on diversity and inclusion issues via our regular people survey, employee forums and listening groups.
- Gathering information about age and gender during the onboarding process where possible and where we are permitted to do so (this will be kept separate from the actual selection process).
- Recommending our colleagues to voluntarily update their personal data so we can understand the diversity spectrum within our organisation. We will always rely on an individual’s consent to access this information, and we will keep all information confidential and secure.
- Monitoring the number and outcome of complaints of unlawful discrimination; and
- Measuring and reporting on the gender split at different levels of seniority and tracking change.
Board Responsibility
The Board believes a diverse and inclusive membership results in optimal decision-making and assists in the development and execution of a strategy which promotes the success of Entain for the benefit of its stakeholders.
The Board’s Objectives
- Ensure that the membership of the Board is a diverse mixture of skills, professional and industry backgrounds, geographical experience and expertise, gender, tenure, demographics, disability, ethnicity and diversity of thought. That includes the Board’s commitment to the specific targets:
- no less than 40% female representation on the Board.1
- at least one director is from an ethnic minority background.2
- Commit to having a diverse Board with a range of views, insights, perspectives, and opinions that will improve decision making and be of benefit to Entain’s shareholders, customers and other stakeholders.
- Promote the culture of diversity, equity and inclusion with a clear tone from the top, with the Board and Executive Committee championing it in support of Entain’s values.
- Support and monitor management’s actions to increase the proportion of senior leadership roles held by women, people from ethnic minority backgrounds and other under-represented groups across Entain.
Objectives for achieving Board diversity will be reviewed on an annual basis while recognising that periods of change in Board composition may result in temporary periods when this balance is not achieved.
What do I do if I feel I am being discriminated against?
If you believe you are being discriminated against (or witness discriminatory behaviour), your first option is to discuss it with the person whose conduct you feel is discriminatory, unless it is particularly serious, or you feel unable to discuss it with them. In many cases, issues can be resolved through informal discussions quickly and amicably. Otherwise, please discuss the matter with your line manager or local People Partner who will try to resolve the problem with your permission.
If the problem can’t be resolved informally, you can raise a formal grievance which will be investigated in accordance with our grievance procedure. There may be occasions when we will decide to investigate a complaint whether or not you decide to raise a formal grievance, particularly if it is serious. In accordance with our Speak Out Policy, we make sure that nobody is victimised for bringing a complaint made in good faith, even if it turns out that no wrongdoing took place.
Raising your concerns
If you see any evidence of unlawful discrimination in terms of somebody’s conduct or in any of our working practices, please let your line manager or local People Partner know so that we can investigate and take appropriate action. This includes discrimination of or by our customers, suppliers or partners.
Who does this policy apply to?
This Policy applies to everyone working for, or on behalf of, Entain plc and its wholly or majority owned subsidiary companies and joint ventures, such as directors, employees, consultants or self-employed contractors.
We take breaches of our policies seriously. Failure to comply with this policy may result in disciplinary action.
Policy Owner: Joanna Bleasdale, Group Director of Internal Communications, Engagement and Inclusion
September 2025