“Leveraging what makes us different to unite on our passion for games.”
We aspire to listen to the diverse experiences and perspectives of every Rioter so we can:
Attract and retain the best people.
Pursue the strongest ideas.
Deliver the best possible experiences to players around the world.
Below we’re sharing our Diversity & Inclusion (D&I) team’s plans to amplify diverse voices and foster an inclusive environment across Riot. This is a company-wide effort to ensure these aspirations are reflected in every aspect of the way we work.
In addition to our ongoing work in D&I, we’ve begun a parallel effort to evolve Riot’s culture. You can learn more about that process here.
D&I Team Areas of Impact
Diverse teams win. Academic research and real world experience show that when you have diverse teams tackling ambiguous problems, they outperform teams that rely on homogeneity. We want Riot to be powered by diverse teams that challenge each other so we’re constantly improving what we deliver to players.
We want every Rioter to feel like they can bring their whole selves to work. There isn’t a cookie cutter template for what a Rioter looks like. Their beliefs, how they express their gender identity, where they come from, or who they love is all unique to each person. When we have diverse people tackling issues, it allows us to challenge our own assumptions and biases. We also believe that we're able to be more creative and higher performing when we're able to be ourselves.
We’ve always believed in being data informed, not data driven; we use data to supplement other inputs so we can make the best decisions. This is true for how we analyze our business and how we approach D&I. We’re working to be more deliberate with our Rioter and candidate data and using it to target areas where we can improve and have impact.
We’re committed to developing and maintaining systems for fairness in both opportunities and outcomes. Using data, we can identify where we need to improve our core talent development processes, including recruiting processes, performance management, compensation systems, and promotion rates.
Immediate Action Items
Educating Our Leaders
Leaders at Riot must be stewards of our culture. The D&I team is collaborating with an external consultant to educate leaders and managers about the impact of unconscious bias in the workplace and to provide tools for ensuring an inclusive environment where everyone is able to achieve their peak performance.
Empowering Diverse Rioters
We have Rioters from all walks of life who are hungry to connect with each other and build a community to improve Riot and the games industry as a whole. We’re piloting Rioter Identity Groups (RIGs) to empower women, LGBTQIA+, people of color, and people with disabilities, among others, so all Rioters know we have their backs. Always.
We want to get the best people for every role and believe doing so with a focus on diversity will produce the best results for Riot. Recruiting is an area where bias exists for many organizations, which can then cascade bias throughout the company. We’re committing to overhauling job descriptions to ensure they’re friendly to all demographics, reassessing where and how we recruit, training and educating our interviewers to recognize and avoid bias, and expanding the candidate pools from which we source.
We want to help Rioters grow and advance in the organization. We’re carefully analyzing development processes—including performance management and career progression—and are committed to continuous improvement. Riot’s future will include expanded, formalized mentorship support to help our best rise to positions within leadership.
We know there’s a lot of work ahead of us and that our commitment must be ongoing and resolute. We’ll continue to share updates here and on the cultural transformation page as we continue to make progress creating a better Riot.