Gaming Index: Gender Equality

GAMING GENDER
EQUALITY INDEX
BY: WOMEN OF DIVERSITY
PRODUCTIONS, INC.
Dr. Marlene J. Adrian,

President and
Denise R. Duarte,
Advisory Board Member
DIV Book_V6.indd 1 10/5/17 11:00 PM

Table of Contents
Women of Diversity Productions, Inc.
Gaming Gender Equality Index
LETTER FROM THE WOD PRESIDENT - BY DR. MARLENE J. ADRIAN ......................4
EXECUTIVE SUMMARY............................................................................................................... 6
WHY DEVELOP A GAMING GENDER EQUALITY INDEX INSTRUMENT? ...............8
CREATING AND TESTING THE SURVEY INSTRUMENT ................................................18
SURVEY QUESTIONS ................................................................................................................19
COLLECTION OF DATA ..........................................................................................................20
FINDINGS AND INTERPRETATION OF RESULTS............................................................23
CONCLUSIONS AND FUTURE ACTIONS .........................................................................31
RESOURCES .................................................................................................................................33
ABOUT WOMEN OF DIVERSITY PRODUCTIONS, INC. ..............................................37
THE SURVEY PARTNERS AND AUTHORS ..........................................................................38

Letter from the
Women of Diversity
Productions, Inc. President
MISSION:
To give visibility to women and to
create a woman-appreciated future.
Women of Diversity Productions, With females being approximately

Inc. (WOD) began its mission 50% of our population and
in 1992. During the early women becoming more
years,WOD’s focus was upon demanding of their rights, we
interviewing women, disseminating were hearing a greater public
information relative to women’s concern for the lack of gender
accomplishments and posting equality throughout society. In
them on its website. In 2004, response, WOD created a series
DR. MARLENE J. ADRIAN we celebrated the Las Vegas of public forums during 2015 and
PRESIDENT, WOMEN OF DIVERSITY Centennial by recognizing the 2016 to learn, share and educate
PRODUCTIONS, INC. 501 (C)(3) women and their contributions the public relative to barriers
NONPROFIT EIN 75-2580282 to Las Vegas’ development. In obstructing women’s progress in
WWW.WOMENOFDIVERSITY.ORG 2014, WOD celebrated Nevada acquiring equal opportunity and
women during the first 150 equal treatment in society. These
702.655.2146 years of Nevada’s statehood. forums included discussions
This resulted in 200 more video of recent research (including
interviews on the website and surveys) and activism in the areas
publishing the Nevada Women’s of pay gap, leadership, violence
Legacy - Women of Excellence against women, bias and other
book. It also created a shift from issues of concern to women.
the visibility component of the
WOD mission to creating a These video-taped public forums
woman-appreciated future. resulted in a desire to create a
4 | Gaming Gender Equality Index

“...allowed us to track their commitment
to gender equality and to identify the
lack of transparency.”
survey to assess the status of Our approach was to obtain We believe that by identifying
women in our society and to voluntary answers to a survey the level of commitment to
learn why women’s advancement and to access what could be pay equality and the number of
had stalled. Since the pay gleaned from the corporate women in leadership positions,
gap was the most visible and image presented to the public. we might discover ways to
impactful public outcry, we Our hypothesis was that full accelerate the advancement of
decided to create a survey to commitment to gender equality gender equality. These results
investigate gender equality in the could be measured utilizing will generate increased dialogue
work place. This was a logical both sets of data. This method within and outside these
project since the lack of pay provided us with an avenue to corporations. There has not
equity is an economic issue that discover what information was been enough exploration into
impacts families, economies, shared and how transparent the interrelationships between
businesses and government the information is concerning full corporate commitment and
revenues. It even impacts our gender equality policies and policy implementation.
country’s Gross Domestic practices. We discovered
Product. We chose to survey the that the corporations who
gaming industry since it is highly made their Corporate Social
dependent upon how the public Responsibility (CSR) report
evaluates hospitality practices available online, often had
and policies and because made greater advancements
so many of the company’s than those who did not. Is full
headquarters were local. gender equality possible without
sharing and full transparency?

Gaming Gender Equality Index
Executive Summary
A survey of 21 casino and gaming corporations was MAJOR FINDINGS
conducted to assess their policies, practices and
The range in total scores was 25 - 62 of the
commitment to gender equality. Five corporations 100 possible points, and the mean of the 21
returned the survey and sixteen corporations were corporations was 43.89 points. The four that
completed the survey were among the top five.
researched for data relative to the same survey These findings substantiate that gender equality is
evolving in these gaming and casino corporations
questions. The use of both approaches, allowed us and the data is similar to that of other studies.
to evaluate the commitment to gender equality and
The four category scores comprise the total
to gather information as to actual tracking of male- score. The mean for the nondiscrimination
female comparisons. policies category was 78, which was due to the
fact that most questions assessed mandatory
practices and policies. All corporations
presented statements, of one type or another,
Four categories were investigated: gender that it was an equal opportunity employer
composition and compensation (35 points), non- and abided by the laws against discrimination.
However, only 57% of corporations cited gender
discrimination policies (30 points), internal support specific nondiscrimination policies to be in
effect. Therefore, the conclusion was made that
policies (30 points) and community gender equality
there was no evidence of real commitment to
commitment (5 points). gender equality in more than one third of the
corporations. We considered this to be all talk,
no action.
GENDER COMPOSITION AND
COMPENSATION 35 POINTS This was particularly true when looking at
the mean of the Community Gender Equality
Commitment category. Although community
social responsibility programs were available
NON-DISCRIMINATION in almost all corporations, less than six
POLICIES
30 POINTS corporations publicly identified activities that
indicated a commitment to gender equality and
the improvement of the status of women. There
were few corporations that specifically stated that
INTERNAL SUPPORT their community outreach was to bring women
POLICIES 30 POINTS
into their company or that their programs were
helping to facilitate women becoming leaders or
advancing their leadership careers.
COMMUNITY GENDER
EQUALITY COMMITMENT 5 POINTS

“Diversity, without a corporate commitment to
gender equality as one of their top priorities,
will not result in gender equality.”
Thus, these corporations failed to Eight corporations had women’s equalize opportunity and provide
transfer their public positions into representation at the executive for equal pay? How will they
proactive and meaningful change level at 20% or greater. The address these inadequacies?
for gender equality. good news is that two of the
corporations with research-
The Internal Support Policies
category’s mean of 11.62 was
based data and all 5 corporations
submitting their surveys tracked
0 NO WOMEN IN THE CEO/
PRESIDENT/CHAIR POSITIONS
a result of corporations not
their gender data to some degree.
offering policies that directly affect Can the corporations address their
This represented only one third of
women employees, such as child social responsibility to increase
the corporations. With such lack
care and paid maternity benefits. equality in their own ranks? There
of data, it is impossible to know if
Very few corporations mentioned is another aspect to consider in
male-female parity is achieved. How
these types of benefits on their the name of equality for women of
can one evaluate if gender equality
website, discounting them as an color. This study did not focus on
exists or not when data is not
incentive for women to apply the ethnic and race composition
collected with respect to gender?
for a job at their corporation. It of the women. Many other studies
was a laborious task to obtain WOMEN BOARD OF DIRECTORS: indicate that women of color fare
information from the websites far worse in compensation and
relative to benefits that would 20% few have positions of power and
help equalize the workplace OR 7 CORPORATIONS
GREATER influence in leadership. A special
environment for women. emphasis needs to be made to
The majority of points in the 33.3% 1 CORPORATIONS
be as inclusive as possible in
Composition and Compensation OR
GREATER
future studies, as well as in any
category was determined by the corporation’s gender equality
number and percent of women policies. Simply put, women of
in leadership positions. Two The findings indicate that there color deserve full equality and they
corporations had no women in are more questions that can not need to be at the table and counted.
any leadership position. The most be answered without additional
alarming reality was that there internal corporate tracking Everyone is talking about diversity
were no women in the CEO/ and more pubic transparency. and inclusion, yet with women
president/chair position in any of Questions such as, where is the comprising 50% of the population,
the 21 corporations. data on compensation relative to more emphasis needs to be made
equal pay? We were not provided, to equalize the pay gap. There needs
WOMEN EXECUTIVE nor could we find little data on to be more transparency in order
BOARD MEMBERS: compensation between men and to track corporate achievement.
women. Is the reward system It is also apparent that mandated
20% 8 CORPORATIONS for merit being uniformly applied reporting results in greater pay
OR
GREATER to men and women? How is equality advancement, since the
this being held accountable for highest scoring corporation,
33.3% fairness? Is there a commitment Aristocrat Technologies, is mandated
OR 3 CORPORATIONS
GREATER in the corporation’s leadership to by Australian law to track and report.

Why Develop a Gaming
Gender Equality Index
Instrument?
THE YEAR
2059
Women comprise half the workforce in the United States
WOMEN’S WAGES WILL and are the primary earners in 23% of families (2016 Census
NOT EQUALIZE TO THAT
OF MEN UNTIL 2059 Bureau Reports), yet they continue to only make 80 cents to
every dollar a man makes. In all occupations, men’s median
earnings are higher than women’s earnings, regardless
of the gender composition of the industry. According to
the American Association of University Women in their
report, The Simple Truth about the Gender Pay Gap, Spring
2017 Edition, women’s wages will not equalize to that of
men until 2059, based on the current rate of change. The
National Women’s Law Center reports “A 20-year old
woman just starting full time, year round work today stands
to lose $418,800 over a 40-year career compared to her
male counterpart. And when her male counterpart retires
at age 60 after 40 years of work, she would have to work 10
more years, until age 70, which is past Social Security’s full
retirement age, in order to close this lifetime wage gap.”

WWW. AAUW. ORG
AMERICAN ASSOCIATION OF UNIVERSITY WOMEN
Since 1883, the American discriminatory and economical The comprehensive report
Association of University problems as a result of Barriers and Bias (aauw.org
Women (AAUW) has inequality in the workplace 2016) addresses the status of
published research reports for women, especially for women in leadership (a 5:1
relative to gender inequity women of color. ratio). It outlines the barriers
in education and in the to equality and what facts
workplace. The more than In 2014, and updated in 2017, are important to share with
100 reports, which range from AAUW published The Simple businesses, men, women,
current issues, barriers to Truth about the Gender Pay government entities
equality, women’s status, and Gap. It provided data to and the public.
more, are available on their dispel the naysayers who
website (aauw.org). did not believe the pay gap
The reports are worth existed. It does. There is no
reading to gain a broader refuting the research.
understanding of the

FACTS
Note: Key elements taken from AAUW’s Barriers and Bias, 2016
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“THE IDEA IS NOT NEW.”
The pay gap negatively would increase $12 trillion and disseminate a report
impacts women’s sense of by 2025, simply by increasing to encourage voluntary
well-being plus their and women’s workplace equality. corporate commitment to
their family’s quality of life. compensation equalization
This earning power inequality The pay gap closure needs to by doing their own internal
impacts everyone as it accelerate. How can we help pay equity analysis and
reduces our country’s ability reduce what appears to be then make the appropriate
to generate a healthy and a stalled progression to pay internal changes to
sustainable economy. The equality? We can survey a compensation structures,
Bloomberg Financial Services small group of corporations, behaviors and perceptions.
Gender-Equality Index authors interpret the conclusions The idea is not new.
state that the global GDP from major multi-year surveys
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REVIEWING CONTEMPORARY SURVEYS
Recently, this idea of In order to do this, we teamed have been used, including
with Dr. Jessica Word, faculty one recent employee survey
surveying companies for from the University of Nevada, Las by the Nevada Commission
Vegas and her graduate students. for Women, the greatest
their pay equity practices The first step of the process information has resulted from
was to conduct a review of the large studies in 2002 and later,
and results, has been
literature, comprising what women with multiple year conclusions.
adopted by others. It and the public considered issues
of gender inequality, the policies The four most important
was about the same time and practices corporations put contemporary equality surveys
into effect and their workplace are the Bloomberg Financial
that Women of Diversity advertising, plus decades of Services Gender-Equality Index
Productions decided to research, which depicted changes (designed to investigate gender
in the pay gaps among other status within only that business
create a Gaming Gender factors, that influenced the status category), the InHerSight online
of gender equality. interactive project to rate your
Equality Index, that The business employer, as well as a
Three survey approaches usually comparison between male and
Bloomberg Financial
have been utilized to assess gender female employee responses to a
Services Gender-Equality equality in the work place: separate survey, the Corporate
Equality Index sponsored by the
Index, InHerSight survey 1) gather opinions and facts Human Rights Campaign, in the
provided by employees about quest for equality for the LGBT
of employees, and the their current or previous community, and the Women in the
work experiences, Workplace studies by LeanIn.Org
McKinsey Company &
LeanIn Company surveys
2) obtain facts submitted by and McKinsey & Company.
representatives from
were published. corporations about their
policies, practices and
workplace environment, and
Women of Diversity Productions
took on the challenge to 3) search the print and
survey the largest industry media messages produced by
in their home state, gaming. corporations available through
Many of the largest casino and sources, such as their
gaming corporations have their websites (employer content-
headquarters in Nevada. It researched approach).
was a prime location to begin
its inaugural Gaming Gender Although single time surveys
Equality Index. and small population findings
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Although not a gender equality survey, gay, bisexual and transgender employees. In
the Human Rights survey, now known this fifteenth year of testing, 515 businesses
as the Corporate Equality Index, was representing 58% of those surveyed, earned a
the first national survey to measure the top score of 100 percent and the distinction
corporate policies and practices level of of “Best Places to Work for LGBT Equality.”
non-discrimination pertinent to lesbian,
SCORES WERE OBTAINED FROM NINE RATINGS IN THE

FOLLOWING FOUR CATEGORIES:
Non-Discrimination Policies
Equal Benefits
Organizational Competency
Public Commitment to LGBT Community

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Bloomberg Financial Services
Gender-Equality Index
This survey is specific to the financial services category of businesses and is designed as a reference
index to showcase companies that voluntarily divulge statistics that show commitments to gender
equality. In the 2016 study, 26 companies were recognized for their commitments to gender equality
and disclosure of social policies and products. This number increased to 52 in the 2017 study. The
minimum score of 60 (based upon 100) was the selection criterion to designate companies as being
committed to gender equality.
CORPORATE COMMITMENT OF THOSE WITH A MINIMUM SCORE OF 60

83% offer or sponsor financial education programs for women in their communities.
75% provide return to work programs for women.
73% require a gender-diverse slate of candidates for management roles.
COMMUNITY COMPANY GENDER PRODUCT

ENGAGEMENT POLICIES STATISTICS OFFERINGS
Companies can publicly Policy goals are set Companies Beyond a company’s
support women in various to maintain and demonstrate own employees,
ways including sponsoring improve a diverse commitment to women’s empowerment
external education working environment diversity and inclusion includes creating
programs for women, and to promote in the workplace by financial resources and
supporting gender- women professionally, promoting female hires opportunities for women
equal legislation and including gender- into management and clients, which promote
supporting organizations neutral family support. senior positions. economic growth
that advocate for gender through communities
equality. Supplier vender and families.
diversity was supported.
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InHerSight MEN GAVE THESE SIX
FEMALE-FOCUSED
Surveys
FACTORS SIGNIFICANTLY
HIGHER SATISFACTION
RATINGS THAN WOMEN.
This 2016 poll was conducted by InHerSight, an online website

founded by several women to gather and share women’s ratings of
corporate work environments. The primary goal was to find the
most important item desired by the 500 women responders.
Thirty percent of the women chose correcting gender pay gaps over
such items as flexible hours and increased parental leave benefits.
“Correcting gender pay gap is more important

than correcting other gender inequities.”
InHerSight with kununu, an employment review platform,

published their results from an ongoing employee survey
comparing male and female employee satisfaction ratings.
Five thousand working professionals, 62% females and 38%
males, were interviewed. It was found that some of the
underlying barriers that women face in achieving leadership roles
in the workplace is a difference in the matter of perspective of
the actual problem between men and women. InHerSight states
“The men rated all, but one factor surveyed, more positively than
the women. In the words of kununu’s CEO Moritz Kothe: ‘the
gap between how men perceive gender equality at work versus
how women who actually live it everyday [and how they] feel
about it, is alarming.’” If both genders are not on the same track,
how can they work together to change the status of women
in leadership?
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LeanIn.org and Mckinsey
& Company
Leanln.org and McKinsey & Company began a multiyear study
surveying both employees and employers in the United States and
European countries. It was designed to provide an informational
basis for companies to encourage gender equality and to cultivate
women in leadership. It is based on data from 34,000 women
and men employees and from 132 company surveys, representing
over 4.6 million people in nine European countries. The employee
survey focused on human resource practices and was fashioned
to excavate attitudes regarding gender, work-life issues, ambition,
and job satisfaction. The company survey results indicated women
were underrepresented at every work level. See our chart below.
The study highlights that the problem is accentuated early in women’s

careers when men are promoted at a 30% higher rate than women. This
hampers their ability to move up through the hierarchy and denies them
access to the decision makers and opportunities. Women of color are
more negatively impacted at each level and suffer a greater disadvantage
of access, visibility and opportunity. As the hierarchy advances, the
number of women significantly decreases. The study highlighted that
companies are currently aware of the lack of gender diversity, but they
have failed to manifest the commitment for change and motivate their
employees to embrace that change.
WOMENS POSITIONS IN THE WORKPLACE
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“The study highlights that the problem is accentuated
early in women’s careers when men are promoted at
a 30% higher rate than women.”
LeanIn.org and McKinsey’s report The Bloomberg Financial Gender-

emphasized the lack of corporate Equality Index members are using
commitment to make gender their status to form an exchange CEO ACTION
diversity a top priority and the network for sharing ideas. PLEDGE
failure to enact the necessary
changes to create a culture that An example of a newly formed 1. We will continue to
make our workplaces
communicates equality, provides group, launched June 12, 2017, trusting places to have
appropriate training and establishes is CEO Action for Diversity & complex, and sometimes
that gender equality is a serious Inclusion. This is the largest CEO- difficult, conversations
endeavor that must driven commitment to diversity about diversity
be accomplished. and inclusion: over 300 CEOs have and inclusion.
signed the pledge “to cultivate
2. We will implement
To state that these surveys environments where diverse and expand unconscious
and suggested ways to attain experiences and perspectives are bias education.
gender equality has given us all welcomed and where employees
the knowledge and answers for feel comfortable and encouraged 3. We will share best—
reducing the gender gap and to discuss diversity and inclusion.” and unsuccessful—
reaching gender equality, is being practices.
naive and not being cognizant Diversity and inclusion goals
of all the variables that are will be attained faster by
impacting this issue. The current companies coalescing together
status shows signs of tentative than individually. This belief that
advancement. We are experiencing increasing equity for all, including
increased commitment to diversity African Americans, Latinos, Asians,
and inclusion in the belief that the Native Americans, LGBTQ,
sharing of policies and practices disabled, veterans and women, will
among corporations is a necessary advance all causes is becoming, in
approach to advance gender equality. some sectors, accepted.
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Creating and Testing the
Survey Instrument
We needed to create a survey instrument to obtain data to evaluate
FOR MANY
why gender equality does not exist in the workplace.
QUESTIONS
These were our goals:
THERE WAS
1. To determine what data should be collected.
A CHOICE TO
2. How the data could influence the degree to which equality between
the genders exists. RESPOND “DATA
3. To what degree is gender data being tracked by corporations and is NOT AVAILABLE”.
there transparency in the collection and analysis of their gender data?
BASIC CONCEPTS Gender-specific

non-discrimination policies:
We chose not to conduct an
employee survey, but to construct
AND ASSESSMENT Such as harassment clauses. an employer survey that also could
Benefits: be used as an employer content-
ITEMS TO BE Via policies and strategies to researched survey (#2 and #3 of
the described approaches). Based
CONSIDERED ensure equality of the work
environment and opportunity upon the review of literature and
IN THE SURVEY for personal growth within the
work place. Items in this category
the multi-year surveys, questions
were constructed and evaluated
INSTRUMENT include child care, maternity/
paternity leave, flex time, vacation
by the UNLV team plus Adrian
and Duarte. These questions were
time, free training, diversity modified and sent to more than a
Composition and education, paid education, dozen members of a focus group,
Compensation: mentoring, health insurance, who provided feedback concerning
Female and male employees health and fitness programs, the design of the questions.
at various levels within the gender inequality/equality
corporation: workplace discussion sessions, After a final revision and
• Entry level and retirement plans. reduction in number of questions,
• Supervisory the electronic process for
Community outreach: submission and analysis was
• Management
To benefit women, such as, completed through the capstone
• Executive level
educating the public with database at the University of
respect to gender inequities, Nevada, Las Vegas. Abridged
Non-discrimination policies:
funding community training and survey questions are provided on
Acknowledgement of local, state
leadership programs for women the next page for the public to
and federal laws prohibiting
and providing opportunities to know the nature of the questions.
discrimination shared with
gain equality. Many questions included a choice
employees and public.
to respond “data not available”.
DIV Book_V6.indd 18 10/5/17 11:00 PM

Abridged
Survey Questions
Q1. Consent Q16. Does the corporation use Q30. Does the corporation offer
gender neutral terminology in PAID parental leave beyond the
Q2. Name of corporation advertising for open positions? requirements of FMLA’s (Family
Medical Leave Act) 12 weeks of
Q3. Preferred method for follow up Q17. Percent of women applicants unpaid, job-protected leave per year?:
contact. Provide contact information in the last 24 months: entry level,
(Email, phone, and/or address): supervisory, management Q31. Average amount of time (in
weeks) taken for parental leave in
Q4. Number of full-time employees Q18. Percent of women applicants 2016 and 2015. Men, Women
employed by the corporation hired in the last 24 months: entry
level, supervisory, management Q32. Enter the percent of
Q5. Percent of employees who employees that utilize flex time
identify as a woman Q19. Percent of male applicants (flex time is defined by a system
in the last 24 months: entry level, of working hours with the starting
Q6. Percent of employees who supervisory, management and finishing times chosen within
identify as a man agreed limits by the employee): Men,
Q20. Percent of women applicants Women
Q7. Percent of employees hired in the last 24 months: entry
who identify as non-gender level, supervisory, management Q33. Enter the percent of employees
specific person that work from home. Men, Women
Q21. Average length of
Q8. Provide a copy of your employment for full time employees Q34. Enter the percent of
policy addressing gender equality/ with the corporation): employees that utilize child care
nondiscrimination benefits. Men, Women
Q22. Current percent of filled
Q9. Are all employees subject to entry level positions: Men, Women Q35. Does the corporation offer
the gender equality retirement benefits?
/nondiscrimination policy? Q23. Current percent of filled
supervisory positions: Q36. Is there a policy regarding
Q10. How do you make this policy Men, Women employees who are nursing?
available to employees?
Q24. Current percent of filled Q37. Enter the percent of
Q11. Are all policies gender neutral management positions: employees that utilize free in-house
(i.e. does not specifically Men, Women opportunities for training/education:
state “he” / “she”)? Men, Women
Q25. Executive Board.
Q12. Do you have a process for % Men, % Women Q38. Enter the percent of women
EEOC (Equal Employment and men mentors in mentorship
Opportunity Commission complaints? Q26. President, CEO. programs:
% Men, % Women
Q13. What is the average annual pay Q39. Enter the percent of employees
for positions that require less than a Q27. Vice President. that have received reimbursement
two year degree? Men, Women % Men, % Women for training/education: Men, Women
Q14. What is the average annual pay Q28. Board of Directors. Q40. Enter the percent of
for positions requiring a two year % Men, % Women employees that have been promoted
college degree or higher? in the last 12 months: Men, Women
Men, Women Q29. Does the corporation offer
UNPAID parental leave beyond Q41. Are there other gender
Q15. Has the corporation performed the requirements of FMLA’s (Family equity or equality programs your
a pay equity analysis? Pay equity is a Medical Leave Act) 12 weeks of corporation would like to share?
means of eliminating discrimination in unpaid, job-protected leave per year?:
the wage setting system.
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Collection of Data
The next step in the process was to select corporations to be invited to participate in this initial
voluntary survey. We chose to test the survey on a small group of corporations within the casino and
gaming industry. We invited 30 corporations to receive the invitation to participate between February
and August, 2017. The completed submissions of the survey represented five corporations, which are
23.8% of those invited to participate. A total of 21 corporations were included in this study.
Corporation Survey Submitted Research Based Not Used In Survey

Affinity Gaming X
Aristocrat Technologies X
Boyd Gaming Corporation X
Caesars Entertainment Corp. X
Carson Valley Inn Casinos X
Century Casinos, Inc. X
Downtown Grand X
Eldorado Resorts, Inc. X
Empire Resorts, Inc. X
Full House Resorts, Inc. X
Gaming in Leisure X
Gaming Partners International X
Golden Entertainment, Inc. X
IGT X
Las Vegas Sands X
Lucky Dragon Hotel & Casino X
MGM Resorts International X
Monarch Casino & Resort, Inc. X
Nevada Gold & Casinos, Inc. X
Penn National Gaming, Inc. X
Pinnacle Entertainment, Inc. X
Scientific Games Corporation X
Silverton X
SLS Las Vegas X
Station Casinos, LLC. X
Stratosphere Casino X
The Cosmopolitan of Las Vegas X
The D Las Vegas X
Tuscany Suites & Casino X
Wynn Las Vegas X
DIV Book_V6.indd 20 10/5/17 11:00 PM

“A total of 21 corporations were included in this
GGEI survey analysis.”
Reasons for and they lacked the staffing to do A total of 21 corporations

Non-participation the research. In addition, 25% of were included in this GGEI
One reason cited to not participate corporations stated that the timing survey analysis. Sixteen of the
was that the corporation had a of the survey was not conducive 21 corporations included in our
policy of non-participation for to responding because of seasonal data analysis have headquarters
voluntary surveys. We concluded work loads. in Las Vegas, Nevada, two in Reno
that the main obstacles in acquiring Nevada, one each in Pennsylvania,
data submission from corporations Methodology Colorado and New York. One
was that as long as it was voluntary, We collected data from the corporation, is an Australian
many would opt out. In some cases, internet about those corporations gaming company which has several
the willingness to opt out was that did not submit their survey, headquarters throughout the
symptomatic of a lack of corporate but had sufficient information world, one of which is in Las Vegas.
commitment to women’s equality in on their websites to create a
the workplace. In other cases, the research-based survey. We also These corporations included 9
commitment was evident, but there compared data from submitted of the 25 largest employers in
was not a willingness to share data. surveys to the information the state of Nevada (drawn from
Other reasons for not voluntarily reported on each corporation’s VEGAS INC research chart printed
submitting were also reflective website. This not only verified the March 19, 2017).
of the realities of corporations information on the survey, but at
not tracking the data necessary times added points to the scores Seven of the greatest revenue
for the survey. This was evident when they replied on the survey producing casino and gaming
when corporations stated that that data was not available, but we companies in the world (2015)
they could not provide the data found such data on their website. were also in the survey group.
DIV Book_V6.indd 21 10/5/17 11:00 PM

LARGEST EMPLOYERS IN NEVADA, VEGAS, INC. MARCH 19, 2017
Year Est. Employees Local Offices Type of

Company Locally /Locations Business
1. MGM Resorts International 2000 53,157 20 Resort
mgmresorts.com Entertainment
2. Caesars Entertainment Entertainment &
caesars.com 1946 30,000 14 Hospitality
3. Station Casinos, LLC sclv.com 1976 14,000 20 Gaming & Hospitality
4. Wynn Las Vegas
wynnlasvegas.com 2005 12,000 2 Resort/Casino
5. Boyd Gaming Corp. Casino Entertainment

boydgaming.com 1975 11,700 14
6. Las Vegas Sands Corp. sands.com 1990 8,600 3 Integrated Resorts

9. The Cosmopolitan of Las Vegas 2010 5,008 1 Resort
cosmopolitanlasvegas.com
12. South Point Hotel, Casion, Spa,
southpointcasino.com 2005 2,649 1
Event Facility
15. Scientific Games 1995 Gaming Technology &
scientificgames.com 1,200 5 Manufacturing
Note: Largest Gaming Employers in Nevada,Vegas, Inc. March 19, 2017. Numbers 7,8,10,11,13,14 are non-gaming corporations. #12 was a gaming
corporation not invited to participate.
2015 TOP CASINO AND GAMING COMPANIES BY REVENUE (IN BILLIONS OF USD)
The surveyed list also includes 7 of the top 12 casino and gaming companies world-wide by revenue in billions of United States
dollars (from online Directory of Major Casino and Gaming Companies in the World, 2015 data). Minimum revenue was $1.85 billion
and maximum was $11.69 billion.
1. Las Vegas Sands 11.69 billion
2. MGM Resorts 9.2 billion
5. Caesar’s Entertainment 4.7 billion
7. Wynn Resorts 4.1 billion
9. Penn National Gaming 2.84 billion
11. Pinnacle Entertainment 2.29 billion
12. Boyd Gaming 1.85 billion
Note: Numbered corporations 3,4,6,8 and 10 are not United States Corporations
DIV Book_V6.indd 22 10/5/17 11:00 PM

Findings and
Interpretation of Results
The responses were placed into 4 categories and each response and
category was weighted to result in a total of 100 points.
Category Questions Value in Points
1. Gender Composition 4, 5, 6, 7, 15, 17, 18, 19, 20, 21 22, 35

and Compensation 23, 24, 25, 26, 27, 28, 40
2. Non-discrimination 8, 9, 10, 11, 12,13, 14 16 30

Policies
3. Internal Supporting 29, 30, 31, 32, 33, 34, 35, 36, 37, 38, 39 30
Policies
4. Community Gender 41 5
Equality Commitment
Category 1 Category 3 To receive points in this category

was identified as Gender was identified as Internal the community outreach had to
Composition and Supporting Policies and worth 30 be specifically focused on topics,
Compensation and worth 35 points. It could be thought of as activities, scholarships, etc., that
points. This consisted of a policies and practices that afforded would positively change the status
measurable appraisal of male employee benefits. This included of gender inequality. For example,
and female employees at all specific training and mentoring no points would be awarded for
levels with respect to hiring, programs for free in-house giving scholarships to both males
promotion and salaries. education relative to gender bias and females, providing funding to
and equality. school children, and feeding the
Category 2 homeless. These are all worthy
was identified as Non- Category 4 endeavors, but did not show
discrimination Policies and was Community Gender Equality commitment to advancing women’s
consisted of policies mandated Commitment (5 points). Various equality and each maintains the
by state, local and federal names were given to this area current male-female unequal status.
government laws. It was worth by the corporations: community
30 points. responsibility, social responsibility,
community outreach, and giving
back to the community.
DIV Book_V6.indd 23 10/5/17 11:00 PM

TOTAL SCORE COMPARISONS: Gaming Gender Equality Index Score Chart
Community
Company Head-quarter # of Submission Gender Non- Internal Gender Total
Address Properties (S) vs Composition & Discrimination Support Equality Score:
Research- Compensation Policies Policies Commitment 100 pts
based (RB) Score: 35 pts Score: 30 pts Score: 30 pts Score: 5 pts
Affinity Gaming Las Vegas, NV 7 RB 3 24 9 0 36
Aristocrat Las Vegas, NV 30+ - USA RB 11 24 27 0 62

Technologies Properties: 6
Boyd Gaming Las Vegas, NV 24 RB 5.5 24 9 0 38.5

Corporation
50 - USA
Caesars Las Vegas, NV Properties: 13 S 9.25 24 22 3 58.25
Entertainment Corp.
Century Casinos, Inc. Colorado

Springs, CO
14 - USA RB 14.5 24 11 0 49.5
Properties: 7
Eldorado Resorts, Reno, NV 20 RB 8 24 14 0 46
Inc.
Monticello, 2 RB 10 24 0 0 34
Empire Resorts, Inc.
NY
Full House Resorts,
Las Vegas, NV 6 RB 10 24 5 0 39
Inc.
Gaming Partners North Las 9 - USA 0
Vegas, NV Properties: 3 S 2.5 24 14 40.5
International
4 Casinos,
Golden Las Vegas, NV 50+ taverns
& 980 route RB 0 21 6 0 27
Entertainment, Inc.
locations
Las Vegas, NV USA 0
IGT
Properties: 6+ RB 6 24 12 42
Las Vegas Sands 10 - USA RB 0 24 14 0 38

Las Vegas, NV
Corporation Properties: 4
MGM Resorts Las Vegas, NV RB 12 24 12 53
10 5
International
Monarch Casino &

Reno, NV 2 RB 12 24 14 0 50
Resort, Inc.
Nevada Gold & Las Vegas, NV 11 RB 0 17 8 0 25

Casinos, Inc.
Penn National Wyomissing, 33 RB 2 24 8 3 37

Gaming, Inc. PA
Pinnacle
Entertainment, Inc.
Las Vegas, NV 15 RB 9 24 11 3 47
Scientific Games 6 Continen-

Las Vegas, NV RB 5 24 5 0 34
Corporation tents
Station Casinos, LLC Las Vegas, NV 22 S 17 24 11 0 52
The Cosmopolitan
of Las Vegas
Las Vegas, NV 1 S 14.5 24 18 0 56.5
Wynn Resorts Las Vegas, NV 6 S 16.5 24 14 2 56.5
Subtotal 167 494 244 16 921.75

Average 7.95 23.52 11.62 0.762 43.89
DIV Book_V6.indd 24 10/5/17 11:00 PM

COMPARISONS AND RESULTS OF TOTAL SCORES OF 21
GAMING CORPORATIONS
The total points, ranged from a is in Australia. The headquarters in category has a mean equal to 80%
low of 25 to a high of 62. The mean Las Vegas is one of its sites. of a possible score of 30 points,
was 43.89 points. As expected, no whereas, the Community Gender
company achieved 100 points. Only The highest scores were obtained Commitment category has a
seven corporations scored 50 by four corporations ranging from mean of 13%, of a possible five
points or above and ten 56.5 to 62, one standard deviation points. The Gender Composition
corporations scored above the above the mean. In the first and Compensation category has
mean. Four of the five corporations Bloomberg study, 26 corporations a mean of 21% of a possible 35
who submitted their GGEI having achieved a score of 60 points. The mean of the Internal
survey, scored among the top five; points or higher were invited to Support Policies category is 39% of
whereas the fifth submitter, was be members of the Bloomberg a possible 30 points.
below the mean, at 40.5 points. Financial Services Gender-Equality
The highest score was from a Index. In our Gaming Gender
corporation that had its Workplace Equality Index, we had only one
Gender Equality Report on its corporation that met that standard.
website. This report is required
by Australian law to be submitted When comparing the scores Comparing these mean
to the Workplace Gender Equality among categories, we note that positions, one may state
Agency, since its main headquarters the Non-discrimination Policies the following:
When governmental laws
are mandated, corporations
Affinity Gaming 36 comply. Twenty four points in

Aristocrat Technologies 62
Boyd Gaming Corporation 38.5 category 2 related to mandates
Caesars Entertainment Corp. 58.25
Century Casinos, Inc. 49.5
concerning discrimination
Eldorado Resorts, Inc. 46
policies. Two corporations did
Empire Resorts, Inc. 34 Gaming
Full House Resorts, Inc. 39
Gaming Partners International 40.5
Gender not receive 24 points because
Golden Entertainment, Inc. 27 Equality their code of ethics pertained
IGT 42 Index
Las Vegas Sands Corporation 38
Total solely to behavior relative to
MGM Resorts International 53
Monarch Casino Resort 50 Score employees’ obligations to the
Nevada Gold & Casinos, Inc. 25 Out of
Penn National Gaming, Inc. 37 company and did not address
Pinnacle Entertainment, Inc. 47 100 pts
Station Casinos, LLC. 52 gender equality per se.
Scientific Games Corporation 34
The Cosmopolitan of Las Vegas 56.5
Wynn Resorts 56.5
DIV Book_V6.indd 25 10/5/17 11:00 PM

Women in Leadership Positions in 21 Corporations in the Gaming Industry
EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE BOARD OF
BOARD BOARD BOARD BOARD WOMEN DIRECTORS
CORPORATION TOTAL WOMEN MEN PERCENTAGE TOTAL
Affinity Gaming 6 1 5 16.7%
Aristocrat Technologies 10 2 8 20% 9
Boyd Gaming Corporation 8 1 7 12.5% 11
Caesars Entertainment Corp. 11 2 9 18% 11
Century Casinos, Inc. 4 1 3 25% 5
Eldorado Resorts, Inc. 5 1 4 20% 9
Empire Resorts, Inc. 5 2 3 40% 6
Full House Resorts, Inc. 5 1 4 20% 8
Gaming Partners International 0%
Golden Entertainment, Inc. 3 0 3 0% 7
IGT 10 0 10 0% 13
Las Vegas Sands Corp. 4 0 4 0% 11
MGM Resorts International 22 6 16 27.3% 12
Monarch Casino & Resort, Inc. 6 3 3 50% 5
Nevada Gold & Casinos, Inc. 4 0 4 0% 7
Penn National Gaming, Inc. 13 1 12 8.3% 8
Pinnacle Entertainment, Inc. 6 2 4 33.3% 8
Station Casinos, LLC. 10%
Scientific Games Corp. 12 2 10 16.7% 13
The Cosmopolitan of Las Vegas 9 1 8 11% 6
Wynn Las Vegas 13 2 11 15% 10
Totals 156 28 128 343.8% 159
Average 7.4 1.3 6.1 16.4% 7.6
DIV Book_V6.indd 26 10/5/17 11:00 PM

BOARD OF BOARD OF BOARD OF VICE VICE VICE VICE
DIRECTORS DIRECTORS DIRECTORS PRESIDENT PRESIDENT PRESIDENT PRESIDENT
WOMEN MEN WOMEN TOTAL WOMEN MEN PERCENTAGE
PERCENTAGES
4 1 3 25%
4 5 44% 2 0 2 0%
3 8 27% 5 1 4 20%
0 11 0% 6 2 4 33.3%
1 4 20% 1 1 0 100%
1 8 11% 10 0 10 0%
1 5 16.7% 3 2 1 67%
1 7 12.5% 4 1 3 25%
0% 20%
0 7 0% 2 0 2 0%
2 11 15.4% 4 0 4 0%
1 10 9.1%
3 9 25% 9 2 7 22.2%
1 4 20% VP title
not used
0 7 0% 3 0 3 0%
2 6 25% 11 1 10 9.1%
2 6 25% 7 3 4 43%
10% 20%
2 11 15.4% 3 1 2 33.3%
0 6 0% 3 1 2 33.3%
1 9 10% 25%
25 134 286.1% 77 16 61 476.2%
1.2 6.4 13.6% 3.7 0.8 2.9 22.7%
DIV Book_V6.indd 27 10/5/17 11:00 PM

“Less than half the corporations tracked leadership
by gender.”
Category 1: Gender The majority of points in this section There are two corporations with
Composition and could be obtained if there were no women in leadership roles.These
Compensation a greater number of women in organizations were at the bottom of
Two questions in this category the top leadership positions. The total points for the GGEI.
were relative to compensation greatest number of women were
data. No corporation responded serving as vice presidents. The We identified five women
to these two questions. We were numbers we had are underestimated who were women of color
warned that questions regarding because four of the corporations (three Asians and two African
compensation would not be did not provide the total numbers, Americans). There may be others
answered, but we needed to know only percentages. As far as board that we could not identify.
if this were true. It was. positions, usually no more than one
or two women per corporation Category 2: Non-
Less than half the corporations served in these capacities. The larger discrimination Policies
tracked leadership by gender. the corporation, the more leaders Nineteen corporations rated 78%
they have, but the number of women on non-discrimination policies. Since
There is evidence that there did not proportionally change. these policies are primarily man-
has been an awareness and Smaller board sizes favored a greater datory or traditional policies, this
work to close the pay gap in percentage of women in leadership was an inadequate commitment
previous decades. Boyd Gaming roles. From this sampling, there were to the serious problem of gender
Corporation stated in 1975, no women who held the position equality discrimination. However
that it had established equal pay of CEO/Chair/President. However, these policies do fulfill the
for men and women. Several there were instances of women in gender (sex) non-discrimination
corporations have indicated that the highest position within a casino. characteristic. Only half the
it is difficult to provide equal pay This was evident in three of the corporations had gender-specific
since merit, bonuses, awards and Station Casinos out of nine that prohibition policies, such as
experience impact compensation. had women casino managers and harassment clauses. Most companies
Station Casinos, LLC has included one other corporation that had a merely used its inclusive phrase as a
an analysis of skills required and woman manager. No other place statement of non-discrimination:
responsibility included in the on the websites could we find
position for determining pay equity. managers for properties. “We are an equal opportunity
Based upon the job classifications, company and do not discriminate on
it appears entry level positions See Women in Leadership the basis of race, color, religion, sex,
have a set salary, but once a Positions in 21 Gaming national origin, ancestry, age, medical
person advances beyond, the Corporations/Casinos on condition, disability or handicap,
true compensation data becomes previous page. perceived disability or handicap,
difficult to ascertain. Thus, we have military service, veteran status, marital
gained little knowledge of the status The average of women in leadership, status or sexual orientation.”
of equal pay. in the 16 corporations where we
had male and female data, was 16.4% Some of these policies, as the one
How can one evaluate if gender for executive leadership. listed above, are not up to date
equality exists or not when Representation of women on the and do not include Nevada’s
data is not collected with respect board of directors was 13.6%. gender identity and expression
to gender? mandated protections.
DIV Book_V6.indd 28 10/5/17 11:00 PM

Category 3: Internal Mentoring and development Category 4: Community
Supporting Policies focused programs for females Gender Equality
Almost all corporations consider and males often do not include Commitment
that health insurance policies and discussions of gender bias, how Category 4 had only five
retirement plans are the only women leaders improve the corporations that identified
benefits that are important or productivity of corporations, their social responsibility and
critical to their employee’s well- committing to gender equality or community giving with gender
being. These are consistently evaluating ones own unconscious equality activities. With respect
highlighted on the website as gender bias. How can one to the social responsibility
employee benefits. One must search determine whether or not a descriptions and reports, the
to find other benefits such as non-biased, equity perception of word “women” did not appear
maternity leave, childcare, nursing, both males and females exists, with the many worthy benefits,
flextime and remote working. This if there is no teaching/educating programs and financial assistance
does not actively recruit women about these concepts? These given to community organizations
as employees or provide an issues are evidence of inHerSight’s and the public. Thus, although
environment conducive to keeping poll results outlining the differing almost all corporations have
women on the job. Bloomberg, perceptions men and women have social responsibility programs,
inHerSight and other literature of women’s experiences and their only five qualified for points for
emphasize that these benefits are status at work. community programs with gender
necessary for women to advance equality impact.
into leadership as family needs are There were only six corporations
still too often expected to be in the with childcare, three with paid There were few corporations
woman’s domain. This reduces the maternity leave, and five with that specifically stated that their
opportunities for women to nursing stations within at least community outreach was to
be promoted. one property. There were nine bring women into their company
corporations with mentoring or that their programs were
Most of the in-house training/ programs, nine with flex-time, helping to facilitate women
education opportunities are and two with remote working. becoming leaders or advancing
specifically designed only to The mean number of offerings of their leadership careers. Thus,
increase the skill sets for the benefits was four, which is 44% of these corporations failed to
position that the employee the choices. transfer their public positions into
currently holds. Less than half the proactive and meaningful change
Artistocrat Technologies,
corporations do have leadership for gender equality.
Caesars Entertainment Corp.,
programs for those selected for
The Cosmopolitan of Las Vegas
potential management promotion,
and Wynn Resorts offered 6 or
but these often are not open to all
more benefits.
employees nor are they designed
to advance women or people of
color specifically.
DIV Book_V6.indd 29 10/5/17 11:00 PM

INTERNAL SUPPORTING POLICIES SCORE CHART
Company Retirement Nursing In-House Ed/ Mentoring Tuition and Paid Flex Time Remote Child
Training Other $$$ Maternity Working Care
Affinity Gaming Yes No Yes No No No Yes No No
Aristocrat Yes Yes Yes Yes Yes Yes Yes Yes No

Technologies
Boyd Gaming
Yes No Yes No No No Yes No No
Corporation
Caesars
Yes No Yes Yes Yes Yes No Yes Yes
Entertainment Corp.
Century Casinos, Inc. Yes No Yes Yes Yes No No No No
Eldorado Resorts,
Inc. Yes No Yes Yes Yes No No No Yes
Empire Resorts, Inc. No No No No No No No No No

Full House Resorts, Yes No No Yes No No No No
No
Inc.
Gaming Partners, Int. Yes Yes No No No No Yes No Yes
Golden Yes No No No No No Yes No No

Entertainment, Inc.
IGT Yes No Yes Yes No No Yes No No
Las Vegas Sands No Yes No Yes No Yes

Yes No Yes
Corporation
MGM Resorts Yes No Yes Yes No No No No Yes

International
Monarch & Casino Yes Yes Yes No Yes Yes No No No

Resorts, Inc.
Nevada Gold & Yes No Yes No Yes No No No No

Casinos, Inc.
Penn National Yes No Yes No Yes No No No No

Gaming, Inc.
Pinnacle Yes No Yes Yes Yes No No No No

Entertainment, Inc.
Scientific Games
Yes No No No Yes No No No No
Corporation
Station Casinos, LLC. Yes No Yes Yes Yes No No No Yes
The Cosmopolitan Yes Yes Yes Yes Yes No Yes No No

of Las Vegas
Wynn Resorts Yes Yes Yes Yes Yes No Yes No No
Benefit Average 20 of 21 5 16 10 14 3 9 2 6
DIV Book_V6.indd 30 10/5/17 11:00 PM

Conclusions and Future Actions
Research-based information does The internal support policies lower levels of management
not compare to that of voluntary category is varied. It was difficult to gender composition by those
submission data. The following find the data from those that did corporations that completed the
conclusions are based upon the not complete the survey. Out of the questionnaire. These tabulations
limited access to information that we nine benefits that were accessed, the showed at least 40% of women at
had at the time we were surveying mean of the corporations was four, the supervisory or management
this industry. Several corporations or 44%. Four out of five surveyed, levels. Thus, we believe, that
have indicated that it is difficult who completed their survey, had increased transparency at all levels
to provide equal pay since merit, five or six benefits listed. The of supervisory and management is
bonuses, awards and experience benefits that were most specific necessary to ascertain the status
impact compensation. Based upon to women and would allow them of gender equality. The average
job classifications, it appears entry most flexibility to perform on the percentage of women in executive
level positions have a set salary, but job with family responsibilities, boards, board of directors and
once a person advances beyond, the were the remote working (only vice-presidents are essentially the
true compensation data becomes two respondents), child care (only same as what has been reported in
difficult to ascertain. Thus, we have six respondents), paid maternity other surveys.
gained little knowledge. (three respondents), and nursing
WOMEN EXECUTIVE
BOARD MEMBERS:
Ninety percent of the corporations
had non-discrimination policies,
which they shared with their 20%
6
OR
8 CORPORATIONS
employees. They also used gender GREATER
neutral language, especially
33.3%
OUT OF
relative to job applications. They
OR 3 CORPORATIONS
usually had a statement that GREATER
the corporation was an Equal
Opportunity Employer, in one or
more places on their website and
stated that they abided by the
21 WOMEN BOARD OF DIRECTORS:
laws prohibiting discrimination. 20% 7 CORPORATIONS

OR
All corporations, however, did not CORPORATIONS OFFER
GREATER
have or mention, in the survey CHILD CARE OPTIONS
questions or on their websites, 33.3% 1 CORPORATIONS
OR
anything about gender specific (five respondents). The conclusion GREATER
discrimination. Approximately half derived from these results is that
the corporations merely listed more corporations need to provide
race, creed, disability, gender, etc., these benefits to their employees, in The obvious conclusion is that
the general non-discrimination order for women to succeed in the women have not broken the glass
statement. Thus, this would be competitive work environment. ceiling of president and CEO.
considered with meeting a legal
obligation, but they were not In most cases, the executive level of The other category in which
necessarily publicly committed management and board composition there is a major consensus is
to do anything toward increasing could be ascertained by web-based in Community Gender Equality
gender equality. research. We could only ascertain Commitment. It seems that two
DIV Book_V6.indd 31 10/5/17 11:00 PM

thirds of the corporations do not corporate information provided to and inclusion, yet with women
identify any women’s programs or the public, creates an environment comprising 50% of the population,
benefits that would promote gender that authorizes invisibility for more emphasis needs to be made to
equality. Most do not even state women’s pay equality status. equalize the pay gap.
the word “women” when listing the Transparency is necessary, specifically
organizations and the subgroups, to gender equality status. Diversity, without a corporate
such as veterans and youth, they commitment to gender equality
benefit. This may be a lack of gender Community outreach is an as one of their top priorities,
equality commitment; we view it as avenue to create an environment will not result in gender equality.
passing up a chance to promote the of value for the corporation. If Corporations need to fully and
importance of gender equality. there is a commitment to gender publicly commit to achieving pay
equality, then there needs to be equality. CEOs and Presidents need
FUTURE ACTIONS community outreach programs
to further that message and to
to make this a top corporate priority.
One obvious conclusion is that emphasize the corporation’s From the data it is evident that there
there is a barrier in advancing commitment to change. is a wide disparity in the gaming
women from vice president to industry because of the variance of
An in-depth evaluation of actual policies, practices, transparency and
higher levels of management and training, mentoring, sponsorship,
a general lack of commitment commitments to gender equality
leadership assistance and diversity among individual corporations. At
to tracking women through the injected into the corporate
leadership spectrum. The following least a third of the corporations have
environment is needed. shown policies and practices that
future actions could alleviate
these disparities. are designed to improve the status
Internal policies that attract and
of women and their compensation.
benefit female employees should be
Tracking is essential from which to There needs to be more willingness
front and center. They are incentives
improve the number of leadership to address these issues in a positive
to attract quality female applicants
positions and to gauge overall and proactive manner in the industry
and to retain them once hired.
advancement for women.The across the board. I t is becoming
Australian company scored higher This study did not focus on acceptable to join networks, to
than the 20 other corporations. the ethnic and race composition share information and to learn from
Australia mandates tracking. of the women. Many other studies other corporations and to upgrade
Results indicate that if the gender indicate that women of color fair the entire industry. One of the
gap is to be reduced dramatically, far worse in compensation and organizations that includes more
then more stringent methods few have positions of power and than 300 CEOs is ceoaction.com.
need to be mandated. It is evident influence in leadership. A special
that if something, such as a policy, emphasis needs to be made to At least half the corporations in this
is mandated by law, then the be as inclusive as possible in study are attempting to create an
corporations comply, to the letter of future studies, as well as in any environment of Diversity & Inclusion
that law. However, this does not alter corporation’s gender equality that will result in all employees
the internal policies and behaviors policies. Simply put, women of respecting each other, appreciating
that breed pay inequality. color deserve full equality and they what skills and qualities each has
need to be at the table and counted. to offer and harmoniously working
Self audits and analyses do not together, which will produce
appear to have been utilized by the The number of women in leadership maximum benefits to the employees,
majority of these gaming companies. roles needs to increase. If there were the corporation and community the
One corporation that did conduct more women in these roles, the corporation serves.
a pay equity analysis reported that corporation would benefit by their
compensation was then adjusted perspective, which would translate We commend such a commitment
with respect to skills required and into a more inclusive offering for their and we hope it will result in benefits
responsibility of the position. clients. It would also provide more role to women.
The lack of transparency in the models for younger women.
Everyone is talking about diversity
DIV Book_V6.indd 32 10/5/17 11:00 PM

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Thank you to
sponsors and
supporters,
“The Equal Rights Amendment” including

women in formal and informal
mentoring relationships. Journal of (2016). Retrieved from the Web members of the
Applied Psychology, 84(4), 529-550. December 4, 2016. http://www.
doi:10.1037//0021-9010.84.4.529 equalrightsamendment.org focus group.
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Leadership: The Significance of sciMentoring/Mentor_Definitions_
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Workforce. Brookfield, Conn:
Smithson, J. & Stokoe, E. H.
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Women of Diversity Productions,
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Yim King Penny Wan, (2014)
library.unlv.edu/doi/10.1111/j.1468-
“Minding the gap in the gaming
0432.2005.00267.x/abstract
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Taneja, S., Pryor, M. G., & Oyler, disparity at work among female
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and promotion of women in Management,Vol 26 Iss: 1, pp.130 -
the workforce. The Journal of 153
Business Diversity, 12(3), 43- 53.
Retrieved from http://ezproxy. Ziman, Rebecca L. (2013) “Women
library.unlv.edu/login?url=http:// in the Workforce: An In-Depth
search.proquest.com/ Analysis of Gender Roles and
docview/5153017?accountid=3611 Compensation Inequity in the
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(2016), http://dx.doi.org/10.1016/j. honors/157
orgdyn.2016.07.006
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Resources Significant AAUW Research Reports and Listing of Surveys
Accenture. (2017). Getting corporate ladder — in heels. Dishman, L. (2016).These Blind Spots
to Equal 2017 closing the Retrieved from: https://vegasinc. Prevent Gender Equality In The
gender pay gap. Retrieved from: lasvegassun.com/business/2015/ Workplace. Retrieved from: https://
https://www.accenture.com/ nov/30/climbing-the-corporate- www.fastcompany.com/3066653/
t20170403T052457Z__w__/us- ladder-in-heels/ these-blindspots-prevent-gender-
en/_acnmedia/PDF-45/Accenture- equality-in-the-workplace
IWD-2017-Research-Getting-To- Bloomberg. (2016). BFGEI
Equal.pdf#zoom=50 (Bloomberg Financial Services Ellingrud, K., Madgavkar,A., Manyika, J.,
Gender Equality Index) Woetzel, J., Riefberg,V., Krishnan, M. &
Anders, G. (2017). Equal Pay Is Bloomberg Launches Financial Seoni, S. (2016).The power of parity:
Women’s Top Workplace Issue, Services Gender Equality Index Advancing women’s equality in the
Survey Finds. Retrieved from May 3, 2016. Retrieved from: https:// United States. Retrieved from: http://
https://www.forbes.com/sites/ www.bloomberg.com/company/ www.mckinsey.com/global-themes/
georgeanders/2017/02/02/equal-pay- announcements/bloomberg- employment-and-growth/the-power-
is-womens-top-workplace-issue- launches-financial-services-gender- of-parity-advancing-womens-equality-
survey-finds/ equality-index/ in-the-united-states
AAUW. (2016). Barriers and Bias: Bloomberg. (2017). Bloomberg Green, J. (2017). Pay-Equity
The Status of Women in Leadership, Financial Services Gender Equality Fight Quickens Even Without
by C. Hill, K. Miller, K. Benson, & G. Index Reveals Global Progress. U.S.Cheerleader-in-Chief. Retrieved
Handley. Washington DC: Author. Retrieved from: https://www. from: https://www.bloomberg.com/
Retrieved from: http://www.aauw. bloomberg.com/.../bloomberg- news/articles/2017-04-04/equal-pay-
org/research/barriers-and-bias/ financial-services-gender-equality- fight-heats-up-across-u-s-with-or-
index-reveals-global-progress without-trump
AAUW. (2017). The Simple Truth:
About the Pay Equity Gender Gap, CEO Action for Diversity and InHerSight. (1916). New Study
by C. Hill, K. Miller, K. Benson, L. Inclusion, the largest CEO- Reveals How Men Perceive Support
Maatz, & K. Nielson. Washington, driven business commitment to for Women at Work. Retrieved
DC: Author. Retrieved from: http:// advance diversity and inclusion from: https://www.inHerSight.com/
www.aauw.org/aauw_check/ in the workplace. https://www. blog/how-men-perceive-support-
pdf_download/show_pdf. ceoaction.com for-women
php?file=Simple-Truth-Report-PDF-
Spring-2017 Devillard, S., de Zelicourt, A., InHerSight. (1916). 7 Companies
Kossoff, C. & Sancier-Sultan, S. Committed to Having Women at
Berman, R. (2017). How men and (2017) Reinventing the workplace the Top. Retrieved from: https://
women view their jobs. Retrieved to unlock the potential of www.inHerSight.com/blog/7-
from: https://www.tinypulse.com/ gender diversity. Retrieved companies-committed-female-
blog/survey-of-women-and-men- from: http://www.mckinsey.com/ representation-senior
work-satisfaction global-themes/gender-equality/
reinventing-the-workplace-for- Jones, S. (2017). White Men Account
Birkin, D. (2015). Three Stations greater-gender-diversity for 72% of Corporate Leadership at
Casinos employees climb the
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16 of the Fortune 500 Companies. simmons.edu/news/leadership-
Retrieved from: White Men Account and-change/2016/december/
for 72% of Corporate Leadership at simmons-supports-white-house-
16 of the Fortune 500 Companies equal-pay-pledge
Jones, S., & Donnelly, G. (2017). NCAA. (2016). PRESIDENTIAL

Why We Logged Every Fortune PLEDGE, The Pledge and
500 Company’s Diversity Data, Commitment to Promoting
Or Lack Thereof. Retrieved from: Diversity and Gender Equity in
http://fortune.com/2017/06/16/ Intercollegiate Athletics. Retrieved
why-we-logged-every-fortune-500- from website August: http://www.
companys-diversity-data-or-lack- ncaa.org/about/resources/inclusion/
thereof/ ncaa-presidential-pledge
Kununu & inHerSight. (2016). The White House, Office of the

kununu and inHerSight Team Press Secretary. (2016). FACT
Up to Identify Today’s Issues SHEET: White House Announces
Facing Women in the Workplace. New Commitments to the Equal
Retrieved from: https://transparency. Pay Pledge. Retrieved from: https://
kununu.com/wp-content/ obamawhitehouse.archives.gov/
blogs.dir/5/files/2017/06/Final_ the-press-office/2016/12/07/fact-
inHerSightkununu.pdf sheet-white-house-announces-new-
commitments-equal-pay-pledge
LeanInOrg & Mckinsey and
Company. (2016). Women in The White House, Office of the
the Workplace 2016, by Yee, L., Press Secretary. (2016). Fact Sheet:
Thomas, R., Krjvkovjch, A., Finch, A., White House Announces New
Kutcher, E., Cooper, M., Epstein, B. Commitments to the Equal Pay
& Konar, E. Retrieved from: www. Pledge. Retrieved from: https://
womenintheworkplace.com obamawhitehouse.archives.gov/
the-press-office/2016/08/26/fact-
Merluzzi, N. (2016). These sheet-white-house-announces-new-
Businesses Are Taking The Equal commitments-equal-pay-pledge
Pay Pledge. Retrieved from: https://
obamawhitehouse.archives.gov/ Vagianls, A. (2015). InHerSight
blog/2016/06/14/businesses-taking- Allows Women To Anonymously
equal-pay-pledge Rate Past And Present Employers.
Retrieved from: http://www.
NEWS Simmons college. Simmons huffingtonpost.com/2015/02/24/
to Host White House Equal Pay inHerSight-website-women-
Consortium. December 07, 2016. workplace-culture_n_6743166.html
Retrieved from: http://www.
DIV Book_V6.indd 36 10/5/17 11:00 PM

About Women of
Diversity Productions
Women of Diversity Productions, Hundred Years of Las Vegas”. The women’s place to work against the
Inc. (WOD) is a 501 (c)(3) exhibit, consisting of kiosks with barriers. “Bursting Boundaries”
nonprofit corporation founded in video interviews, graphic historical continued the social justice
1992, with an educational mission displays of women’s organizations, exploration by identifying the
to produce and distribute digital women’s art and the famous issues most destructive and of
media content and presentations Wall of Women, toured Las Vegas, concern
to the public with respect to the Henderson, North Las Vegas, to women.
roles and achievements of women Boulder City and Carson City.
in our society. WOD’s current This last project, termed “Gender
mission is to give visibility to In 2014, the Nevada Women’s Wave” explores how to eradicate
women and to create a woman- Legacy - 150 Years of four of the most problematic
appreciated future. Past and Excellence, celebrating Nevada’s inequities facing women and
current activities offered free to Sesquicentennial was organized by learning, who is doing what, about
the public include: WOD to educate and promote them. The time is ripe
the value of women throughout and all participants will learn
our first 150 years of statehood. and share how to make a
More than a decade of free
With more than a dozen women’s significant difference.
programs during Women’s
organizations participating, this WOD archives all events, video
History Month at public libraries,
project included interviewing more tapes most sessions and provides
conferences of other nonprofit
than 200 women throughout the knowledge and strategies to
organizations, as well as, displays at
state, organizing events in various change how women are perceived
universities, colleges and historical
counties of Nevada, creating a and treated by society.
galleries in Las Vegas, Boulder City,
video library on a website and
North Las Vegas and Carson City
publishing a book. www.womenofdiversity.org
Eleven years of “Remembering the
Freedoms” programs during Black
The book was distributed
History Month
throughout the State of Nevada
to all public libraries, public school
Creation of the digital media
districts and museums. Exhibits
website “Nevada Women’s Virtual
were displayed at the State
Center” which provides free
Legislative Atrium Gallery and the
access to archived digital media
Nevada Library and Archives in
of Nevada women of historical
Carson City, in Ely and several sites
significance. This website is
in the Las Vegas Valley.
a statewide comprehensive
collaboration with more than a
The most recent projects address
dozen non-profit organizations
the barriers preventing women
and girls to secure equality.
In 2005, WOD produced “100
“Genderfication” was a three-
Years of Influence: the Role of
session investigation of past and
Women in Shaping the First One
present activities to create a
DIV Book_V6.indd 37 10/5/17 11:00 PM

Survey Partners The Authors
Andrea Blanco, Betty Campbell, Coleen Lyum Dr. Marlene J. Adrian and
and Richmond Warnke, Dr. Jessica Word Denise R. Duarte
with mental handicaps and adults

afflicted with multiple sclerosis.
Nevada Women’s
In 1997, Adrian moved to Las
Legacy—150 Years
Vegas where she has taken the
vision of Women of Diversity of Excellence
Productions to a new level
Dr. Marlene J. Adrian with video production. As a
is President and co-founder of videographer, she has recorded and
Women of Diversity Productions, edited more than 100 videos of Dr. Adrian has held leadership
Inc. (WOD), a non-profit 501(c) women and their accomplishments.
positions in Business and
(3) organization created in 1992 All videos are available free of
Professional Women/USA,
to give visibility to women and charge and many are on the WOD
Lambda Business Association,
to create a woman-appreciated website, or are being processed for
Women in Communications,
future. The initial project was the placement on the website. Most National Association for Girls
publication of an international videos are concerned with women,
and Women in Sport and the
research Journal, “Women in but others, such as The First Four
Research Consortium.
Sport and Physical Activity Years of First Friday, are historical.
Journal” with Dr. Adrian as editor The latter video includes the story She received honor awards
from 1992-2006. of the women who founded First
from Southern Nevada Women’s
Friday in Las Vegas.
History Project, Lambda Business
After more than forty years in Association, the Maya Miller
the academic world, Dr. Adrian Two major projects, which Adrian
Egalitarian Award from the Nevada
retired as Professor Emerita in directed or coordinated for WOD,
Women’s Lobby, the Historic
the Department of Kinesiology, focused upon the significance of
Preservation Commission’s 2017
University of Illinois at Urbana- women in local and state history of
Preservation Education Award as
Champaign. Her teaching and Nevada:
a Video Historian and Women’s
research were primarily in the History Advocate, recipient of the
areas of biomechanics, sports, 100 Years of Women’s Chamber of Commerce
aging, the disabled and women. She of Nevada 2014 Pioneer Award
has written more than 100 articles, Influence, The and inductee into its Hall of Fame
authored nine books, presented Role of Women in and the Woman of the Year from
speeches to many community The Gay and Lesbian Community
groups, with and without audio- Shaping Center of Southern Nevada.
video enhancement.
the First Hundred
She has led movement and fitness
Years of Las Vegas
workshops for women, children
DIV Book_V6.indd 38 10/5/17 11:00 PM

As a WOD Advisory Board She has completed nine public
member, she was the Program artworks, facilitated 13 socially-
Chair for the WOD’s First Ladies engaged art projects and was listed
First event in celebration of the in 2015 as an artist to watch on
Nevada Sesquicentennial, curated Creative Capital’s On Our Radar.
their traveling exhibits, authored
contributions to WOD’s book, Duarte has received two Las
Denise R. Duarte is a Woman Nevada Women’s Legacy, 150 Years Vegas Mayor’s Urban Design
of Diversity Productions, Inc. of Excellence as well as “The First 4 Awards for Public Art and awards
(WOD) Advisory Board member. Years of First Friday” documentary. from organizations such as the
She is a multidisciplinary artist, Nevada Women’s Lobby, The Gay
a socially-engaged artist, activist, Duarte has been in feminist and Lesbian Community Center
writer and arts administrator. leadership for several local of Southern Nevada and the
Previously, she was in corporate organizations. She served on the Lambda Business & Professional
management in the insurance and Nevada Women’s Lobby Steering Association. She was listed in the
financial services sector. She was Committee for approximately 13 Distinguished Publishing Company,
licensed for Property & Casualty, years and was president of the The Distinguished Woman’s 16th
Life, Accident and Health insurance Reno Business and Professional Special Edition Book.
and was a Series 7 securities Women’s Club.
registered representative. During Denise’s 18-year corporate
Duarte’s focus on LGBTQ issues career in the insurance and
Duarte received her Master includes chairing Stand OUT For financial services field, she
of Fine Arts in Community Equality, the former advocacy experienced and witnessed the
Arts from Maryland Institute arm of The Gay and Lesbian negative impact of discrimination
College of Art (MICA) where Community Center of Southern and injustice as an employee and
she received the Jacob and Hilda Nevada. She founded Equality as a manager. This has fueled her
Blaustein Foundation Scholarship Days in 2009, the first officially quest for equality for all people.
and Fellowship. recognized day by the Nevada
Legislature for the LGBTQ Denise’s lifelong passions include
Duarte has authored 33 articles community. She also founded art, activism and the exploration of
on art, feminist and LGBTQ issues the Nevada LGBTQ Leadership the social fabric of life.
in a variety of publications such as Coalition in 2009 to organize the
sculpture.org and Gay Life. Duarte lesbian, gay and bisexual effort
wrote, in 2014, the awarded to support the transgender
National Endowment for the Arts community’s successful gender
(NEA) Our Town Grant for Clark identity and expression
County’s Maryland Parkway Public legislation for Nevada’s 2011
Art Urban Design Plan. Legislative Session.
DIV Book_V6.indd 39 10/5/17 11:00 PM

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GAMING GENDER

Dr. Marlene J. Adrian,

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LETTER FROM THE WOD PRESIDENT - BY DR. MARLENE J. ADRIAN ......................4

WHY DEVELOP A GAMING GENDER EQUALITY INDEX INSTRUMENT? ...............8

CREATING AND TESTING THE SURVEY INSTRUMENT ................................................18

SURVEY QUESTIONS ................................................................................................................19

COLLECTION OF DATA ..........................................................................................................20

FINDINGS AND INTERPRETATION OF RESULTS............................................................23

CONCLUSIONS AND FUTURE ACTIONS .........................................................................31

ABOUT WOMEN OF DIVERSITY PRODUCTIONS, INC. ..............................................37

THE SURVEY PARTNERS AND AUTHORS ..........................................................................38

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Women of Diversity Productions, With females being approximately

DIV Book_V6.indd 4 10/5/17 11:00 PM

DIV Book_V6.indd 5 10/5/17 11:00 PM

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DIV Book_V6.indd 7 10/5/17 11:00 PM

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AMERICAN ASSOCIATION OF UNIVERSITY WOMEN

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10 | Gaming Gender Equality Index

DIV Book_V6.indd 10 10/5/17 11:00 PM

DIV Book_V6.indd 11 10/5/17 11:00 PM

12 | Gaming Gender Equality Index

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SCORES WERE OBTAINED FROM NINE RATINGS IN THE

Public Commitment to LGBT Community

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CORPORATE COMMITMENT OF THOSE WITH A MINIMUM SCORE OF 60

COMMUNITY COMPANY GENDER PRODUCT

14 | Gaming Gender Equality Index

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This 2016 poll was conducted by InHerSight, an online website

“Correcting gender pay gap is more important

InHerSight with kununu, an employment review platform,

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The study highlights that the problem is accentuated early in women’s

WOMENS POSITIONS IN THE WORKPLACE

16 | Gaming Gender Equality Index

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LeanIn.org and McKinsey’s report The Bloomberg Financial Gender-

17 | Gaming Gender Equality Index

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BASIC CONCEPTS Gender-specific

DIV Book_V6.indd 18 10/5/17 11:00 PM

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Corporation Survey Submitted Research Based Not Used In Survey

20 | Gaming Gender Equality Index

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Reasons for and they lacked the staffing to do A total of 21 corporations

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Year Est. Employees Local Offices Type of

5. Boyd Gaming Corp. Casino Entertainment

6. Las Vegas Sands Corp. sands.com 1990 8,600 3 Integrated Resorts

1. Las Vegas Sands 11.69 billion

2. MGM Resorts 9.2 billion

5. Caesar’s Entertainment 4.7 billion

7. Wynn Resorts 4.1 billion

9. Penn National Gaming 2.84 billion

11. Pinnacle Entertainment 2.29 billion

12. Boyd Gaming 1.85 billion

22 | Gaming Gender Equality Index