G2A for DEI

Diversity is an obvious, widely recognized, and acknowledged asset at G2A.COM. Our work culture, especially the atmosphere of camaraderie and cooperation, favors openness to diversity. However, we realize that openness is one thing, and effective diversity management, which allows for the full use of its potential, is another. This is why we decided to implement a dedicated strategy and policy to ensure we know the values we want to follow in diversity management and to start an open discussion in the company about management methods in various areas related to diversity.

What is DEI?

DEI, which stands for Diversity, Equity, and Inclusion, refers to practices and principles that promote and strengthen diversity, equal opportunities, and the creation of an open and friendly environment for all individuals working and collaborating with the organization, regardless of their personal characteristics, experiences, or roles within the organization.

The goal of DEI is to build a workplace where every person feels valued, understood, and respected, as well as has the opportunity for development and success, and the ability to influence the culture and functioning of the organization.

Why was the G2A DEI Policy created?

G2A.COM is continuously developing dynamically, and therefore, we see and hear the need to document the directions of activities, organize processes, and harmonize the approach, so that everyone has clarity on the direction our actions should take in the area of  diversity management. Thus, it can be considered that the G2A DEI policy is there to ensure that we all stay on the right course.

We also recognize the daily challenges that come with diversity and its various dimensions. Misunderstandings occur, and sometimes it is difficult for us to understand the needs or expectations of others. We do not want to trivialize these challenges. We believe that implementing the G2A DEI policy will allow us to effectively respond to them and make working at G2A.COM a positive experience.

The G2A DEI policy is consistent with our values, encapsulated in G2A DNA – it is meant to support the development of our company (Growth), be based on communication (Communication), trust (Trust), and above all, help develop cooperation in our diverse team (Team Spirit).

How was the G2A policy for DEI created?

The policy was developed by the DEI Ambassadors team, consisting of several individuals who engaged in its creation in response to an open invitation to participate in this work. The DEI Ambassadors group represents various teams within the company and is additionally supported by the People & Culture and Legal teams, as well as external experts involved in the process.

G2A DEI values:

• G2A.COM is made up of diverse individuals in many respects. We differ in our experiences, age, tenure at the company, values, and views. We come from different countries and regions, work in various locations, and have different family situations. We have various passions and interests. We differ in health and ability, psychosexual orientation, and gender identity. Such diversity is a common good for us, a value and potential that we want to use, which inspires and develops us.

• Our goal is to strengthen a culture open to diversity by conducting open discussions about diversity in the company and its significance in various aspects of management. We aim to build universal awareness of how many areas diversity touches and the benefits that developing an inclusive workplace brings to us all.

• We strive to ensure that every person in the workplace feels comfortable – we create G2A.COM as a safe space for all. Our goal is for the people who work here to be treated fairly and justly, and to be respected and accepted.

• It is important for us to create a space for everyone to develop their potential, regardless of position, experience, tenure, or any characteristics that differentiate us.

• We want to create an organization where kindness and good relationships are the foundation of our approach to diversity. It is important for us that our communication in the workplace is based on mutual understanding and respect for the needs and boundaries of each person, which fosters a positive atmosphere in teams and collaboration between them.

• We aim for every person working with G2A.COM to have a real impact on shaping and developing the culture of our organization.

Priority action areas for 2024-2025

Area 1 | Creating a space conducive to better getting to know each other.

The actions will impact building universal awareness of how many dimensions diversity touches and understanding how diversity translates into different aspects of collaboration. They also respond to the need to build relationships within the company, including between people who work in different teams, which is difficult in the reality of remote work.

Goals of the actions:

• Raising awareness of diversity, considering its individual dimensions and its significance for collaboration.
• Better understanding of the people in teams – their talents, interests, predispositions, which can translate into more effective collaboration.
• Supporting an attitude of openness to the various needs of people in teams, which can enable care for work comfort and building a culture of inclusion.
• Building inter-team relationships, which can facilitate collaboration between individuals from different teams within the company and prevent undesirable behaviors.

Area 2 | Creating a space for the development of everyone’s potential.

Actions aimed at ensuring equal development opportunities, regardless of position, experience, tenure, and other characteristics, have an impact on the sense of fair treatment. They also contribute to better utilization of the potential of employees, which can translate

into increased efficiency and productivity of teams. People who know that their development is important to the company are also more motivated, and it is easier to retain them in a company where they see an opportunity for career development.

Goals of the actions:

• Providing support in professional development, taking into account the needs and goals of each employee.
• Eliminating barriers and limitations that may occur in the path of professional development.
• Appreciating the different competencies and skills that G2A employees possess.
• Creating an atmosphere and solutions conducive to the exchange of knowledge and experiences.

Area 3 | Strengthening awareness and responsibility for the language used and developing skills in using inclusive language.

The language and everyday communication in the company should reflect mutual understanding and respect for the needs and boundaries of each person. Care in using inclusive language and prevention and response to unacceptable behaviors are crucial for the sense of security and culture of inclusion. Shaping responsibility for words should be based on educational activities and building awareness in this complex area.

Goals of the actions:

• Increasing awareness of the impact of language used on the work atmosphere and interpersonal relationships in the company.
• Developing skills in using inclusive language that considers diversity and respects the needs of others.
• Eliminating language that may lead to exclusion, discrimination, or offense to others in the workplace.
• Improving the communication skills of employees so that they can effectively express their thoughts and needs while respecting other people and their perspectives.

Area 4 | Harmonization and supplementation of policies and procedures for preventing and responding to negative and undesirable behaviors.

Harmonizing policies and procedures related to preventing and responding to negative and undesirable behaviors is crucial for ensuring the psychological safety of employees. Consistent application and enforcement of these policies aim to eliminate behaviors that may lead to discrimination or exclusion, as well as those that are indicative of bullying or other negative or undesirable behaviors. Implementing appropriate tools to support the execution of these policies is essential for effective prevention, monitoring, reporting, and responding to negative and undesirable behaviors.

Goals of the actions:

• Ensure universal knowledge and understanding of the company’s policies and procedures related to negative or undesirable behaviors.
• Plan and implement effective tools that support the execution of policies and the application of procedures concerning the prevention and response to negative or undesirable behaviors.
• Shape an organizational culture based on shared responsibility for adhering to policies and procedures, promoting respect, cooperation, and engagement in maintaining psychological safety in the workplace.

Area 5 | Development of internal and external communication strategy regarding DEI.

Development of an internal and external communication strategy regarding DEI is a key element in building awareness and promoting values among employees and in the business environment. The communication strategy should also include the integration of DEI and equal treatment in the company’s values (G2A DNA).

Goals of the actions:

• Ensure universal knowledge and understanding of policies and procedures related to diversity, equal opportunities, and building an inclusive workplace.
• Effectively communicate DEI-related actions and initiatives – both within the company and in the business environment, allowing for building and strengthening the company’s positive image as open, inclusive, and socially responsible.
• Create a space for dialogue where employees and stakeholders can share their experiences and ideas regarding DEI.
• Strengthen employee engagement in DEI, encouraging active participation in various activities and initiatives.

Area 6 | Use of inclusive language in internal and external communication

The use of inclusive language in internal and external communication has a huge impact on shaping relationships within the organization and in the business environment. Consistent use of language that reflects diversity allows for building relationships based on respect for all employees and various groups of stakeholders. Inclusive language used in external communication allows the company to demonstrate its commitment to promoting equality, which can build trust and support good relationships among business partners.

Goals of the actions:

• Create an atmosphere where all employees and those cooperating with the company feel respected and included, regardless of cultural, linguistic, or social differences.
• Eliminate communication barriers by using language that is understandable, accessible, and inclusive for everyone.
• Build the image of a company that is open, diverse, and socially responsible.

Area 7 | Enhancing the competency model with content related to diversity management

Enhancing the competency model with content related to diversity management is crucial for an organization’s adaptation to the changing business environment and the expectations of new joiners. These enhancements enable effective communication challenges, support innovation, collaboration, and strengthen an organizational culture based on respect and openness, allowing for better utilization of the potential of employed individuals.

Goals of the actions:

• Developing skills and attitudes related to diversity management, including empathy, openness to other perspectives, and the ability to build a culture of inclusion in teams through communication, conflict work, and team integration.
• Improving team efficiency by effectively utilizing diversity as a resource.