Inside Asian Gaming

IAG JUN 2019年6月 亞博匯 60 IN FOCUS Then we created equity councils. We have one at corporate, one in the western division, one in the south, one in the Midwest and one in the eastern division because the issues are different depending on whether you are in a corporate office or an operating property. We then went out and did interviews, focus groups, with 2,000 employees. Once we created the councils and collected the data, we said, “Okay, we’re going to do three Petri dishes and in these Petri dishes we’re going to use different tools to see if it changes the composition. One of those tools was recruiting. We gave everybody heat maps that showed where we were going to find the most diverse talent, we gave them different sponsorship initiatives and we’re starting to re-scrub our job descriptions because we found that if you make the job descriptions just a little more feminine then all of a sudden the job looks more interesting. We also did unconscious bias training – first with our top 300 Vice Presidents – because everyone has unconscious bias but you have to recognise it. Then we started to drive that training down throughout the organisation. In the next year we’ll see how these different tools used have impacted. Corporate finance is another one of our Petri dishes where we used two large properties in Las Vegas, New Orleans in the Midwest and then a property in Baltimore and we took our more diverse management teams and overlayed their operating outcomes against our least diverse. So now we’re beginning to not only measure but get people both aware and a little competitive. BB: What impact have you seen? JJB: We haven’t been doing this for long enough yet but just by having the conversation we’ve seen a 4% shift. There are more women today with BAs, with MBAs, who are lawyers, so you can’t say we don’t have the talent pool. What we don’t have is the culture that allows them to move up at the same speed and frequency as their white male colleagues. And it gets worse as you get into more of those groups – it’s not just women. We picked women not because diversity across all groups isn’t equally important, it was because it’s a mass 加斯、中西部的新奧爾良的兩間物業、以及巴爾的摩的一處物業。 在那裡我們採用了更多樣化的管理團隊，將他們的運營成果與其 他並沒有那麼多樣化的團隊的結果進行疊加比較。所以我們現在 不僅僅是採取衡量措施，同時逐漸提升了大家對此事的意識，以及 提高了競爭意識。 BB: 這些舉措到目前為止是否已經產生影響？ JJB: 我們才剛開始這樣做，時間還不夠長，但到此刻我們在對話， 我們看到約4%的改變。 現在有越來越多的女性擁有文學學士學位、工商管理碩士學 位，同時還是律師，所以你不能說我們沒有人才庫。我們所缺乏的 是一種文化，讓她們可以和她們的白人男性同事一樣，以同等的速 度和頻率晉升。如果你去深入去了解其他類似到群體之後，會發現 情況會更糟——而不僅僅是女性群體。 我們選擇女性群體，並非因為其他到族群多樣性不重要，而是 因為這是一個更加容易改變和衡量的大眾群體。如果你改變對女 性群體的資助、招聘和指導方式，那麼其他不同群體的情況也會相 應得到改善。 BB: 與其他行業相比，博彩業目前處於什麼位置？ JJB: 我覺得情況可能更糟一點。他們或許達到了擁有50%女性員 工的指標，但是仔細看下他們的高層團隊，都是男性白人。甚至他 們自己都沒有意識到這一點。 我之前曾就這件主題做過一個演講，在演講過程中我放了一 張一家大型博彩公司的高級管理團隊的照片。當時我明確表示，「 並非點名這家公司」，因為我並未提及它的名字，但是我說，「這可 能是任何一間博彩公司的高級管理團隊。」 當時聽眾中有一個記者認出了其中的首席執行官，於是發推 特說我點名了那家公司。好吧，後來我收到了他們的警告信。因為 我認識那個首席執行官，所以就直接打電話給他，說「到底是怎麼 回事？」他說，「記者很不高興，而且每個人都被捲了進來。」我就告 訴他說，「這張照片是從你們網站上找到的。如果你不想被點名，就 不要放這張照片在那裡。」 他們根本看不到這一點。我打賭，如果你現在去任何一家博彩 公司，去看看他們的高層，肯定沒有更好，甚至可能更糟糕。