Employees

At bwin.party we are innovative and professional. Although we are a young company, bwin.party has a culture based upon a passion for high performance, innovation and reaching new heights. This passion will support the delivery of our agreed mission and vision.

Strategy and Communication Cascade

We believe that great two-way communication is vital in developing a high-performance culture where our people are engaged and well rewarded for the achievement of stretching goals. We employ a "strategy-cascade" process which formalises the manner in which relevant information is disseminated and implemented throughout the Group and feedback loops are built in across all organisational levels. The process begins with regular strategy events involving senior management designed to review and refine both our strategic objectives and the process for achieving them.

Once established there follows a series of strategy roadshows designed to communicate to all employees, face to face, what our mission vision and strategy is and how far we have progressed towards it. Executive Directors then brief their teams on the strategic plans that they are involved in delivering.

We also use a range of online tools to regularly engage with staff. These include: regular email updates from the Joint CEOs; the Group’s in-house online magazine and regular online training communications. These bulletins are backed by our intranet which provides employees with access to all of the Group’s procedures and other corporate information including policies on whistleblowing, an Employee Code of Conduct and Ethics and Anti-Bribery Policy.

A strong culture of face-to-face communications is in place at a team and department level, supported by diverse online tools to offer feedback. Employees also have opportunities to pose questions and suggestions anonymously to any member of the Group’s Executive team and be guaranteed an on-the-record answer in an open forum.

Development and Training

Personal and Career Development for Employees
We work in a highly dynamic industry and so rely on our employees to react quickly to changing market conditions and to anticipate the requirements of our customers. Such talents are not universal and so we place a premium on having highly-skilled employees. We are aware of the uniqueness of every person and what they can contribute to our business. That is why every employee has the opportunity to create their own Personal Development Plan which helps them analyse their core competencies and skills within their current role and also includes an Action Plan to set measures individually for improving knowledge, skills and behaviours. Our employees can choose their learning from a variety of methods such as external courses, e-learning courses and in-house courses, focusing not only on soft skills such as leadership training but also all relevant technical and IT-related training. With over 150 courses and hundreds of books available on our online e-learning portal it is possible to access this resource from any computer, anywhere in the world. This flexibility opens up the opportunity for our employees to carry out online courses from home, whilst travelling, at or away from their desks in the office.

We employ a transparent assessment process and employees undergo a formal appraisal process at least once each year based on pre-determined objectives that have been agreed with their line-manager. Annual performance is measured on a common scale against the objectives set and this is then used to determine an individual’s annual bonus award.

Education

Responsible Gaming
As a leading gaming business, we seek to ensure that we educate our employees on gaming-related problems. This is conducted in association with the Division on Addiction ("DOA"), Cambridge Health Alliance, a teaching affiliate of Harvard Medical School and GamCare a leading authority in the area of gambling-related problems. We are one of the first online gaming companies to offer its employees EMERGE (Executive Management Employee Responsible Gaming Education) – an interactive online training program that has been developed together with Harvard Medical School. This tool, that is based on scientific evidence, introduces employees to the topic of "Responsible Gaming". Participants learn about problematic gaming behaviors in general and how they arise, and also receive specific information about gaming addiction. In addition, employees hear about how we seek to assist customers affected by these issues.

Anti Money Laundering
The concept of "Responsible Gaming" also extends to preventing crime and ensuring our systems and payments remain secure. Our staff is required to complete an online anti-money laundering course and we comply with the European Anti-Money Laundering Directive.

Health & Safety
bwin.party is committed to ensuring the health, safety and welfare of all its employees. As a result, we aim to operate a health and safety system to ensure compliance with OHSAS 18001 standards in our major locations.

Diversity
At bwin.party we have employees from 51 nations speaking almost as many languages. It is paramount for us to provide diversity and equality to all employees, irrespective of their gender, race, ethnic origin, disability, age, nationality, sexuality, religion or belief, marital status and social class. We oppose all forms of unlawful and unfair discrimination.

All employees, whether part time, full time or temporary, are treated fairly and equally. All employees are helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.