We are not the first to take this step and hope this will encourage other gaming and tech companies to examine their position in an industry in which women, people of color, and other marginalized identities have been historically underrepresented. We believe that this work is especially important now, as many companies are reevaluating their commitment to DE&I strategy.
Pipeworks conducts our annual demographic survey anonymously in hopes that employees feel comfortable providing the most accurate information. We ask all employees to select their identity group(s) for the following categories: Gender, Race and Ethnicity, Age, Sexual Orientation, Religion, Ability/Disability Status, Veteran Status, and Caregiver Status. We recognize the sensitive nature of the information we are asking our employees to disclose; therefore, each question has “Prefer Not to Disclose” as a possible answer choice. Those who choose not to disclose are represented under “Nondisclosed” in the following data.
The survey was distributed to a total of 189 employees, and we received 177 responses at its conclusion. Those that did not respond to the survey are also represented under “Nondisclosed” in the following data. All percentages are rounded to the nearest tenth.
Global Diversity, Equity, Inclusion and Belonging Benchmark
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Since 2021, Pipeworks has worked with a Diversity, Equity, and Inclusion Consultant to measure the success of our DE&I program through the Global Diversity, Equity, and Inclusion Benchmark (GDEIB). The GDEIB is a globally used resource for organizations on their journey to improve DE&I practices. It focuses on the results of an organization’s DE&I strategies and provides a standardized five-point measure across 15 categories, 13 of which are relevant to Pipeworks.
GDEIB Metrics:
Level 5: Best Practice - Demonstrating current best practices in DE&I; exemplary for other organizations globally
Level 4: Progressive - Implementing DE&I systemically; showing improved results and outcomes
Level 3: Proactive - A clear awareness of the value of DE&I; starting to implement DE&I systemically
Level 2: Reactive - A compliance mindset; actions are taken primarily to comply with relevant laws and social pressures
Level 1: Inactive - No DE&I work has begun; diversity and culture of inclusion are not part of organizational goals
GDEIB Categories:
• Vision, Strategy, & Business Plan
• Leadership and Accountability
• DEI Structure and Implementation
• Recruitment, Retention, Development, Advancement
• Benefits, Work-Life Integration, Flexibility
• Job Design, Classification, Compensation
• DEI Learning and Education
• Assessment, Measurement, & Research
• DEI Communications
• DEI and Sustainability
• Community, Social Responsibility
• Product and Services Development
• Marketing and Customer Service
When initially assessed in 2021, Pipeworks was considered “Reactive” across most categories in the GDEIB, averaging a total score of 2.1 out of 5. As of March 2024, we sit with a mix of “Proactive,” “Progressive,” and “Best Practice” scores, averaging 3.8 out of 5. We have achieved this progress through a combination of efforts detailed below.
Since 2021, Pipeworks has worked with a Diversity, Equity, and Inclusion Consultant to measure the success of our DE&I program through the Global Diversity, Equity, and Inclusion Benchmark (GDEIB). The GDEIB is a globally used resource for organizations on their journey to improve DE&I practices. It focuses on the results of an organization’s DE&I strategies and provides a standardized five-point measure across 15 categories, 13 of which are relevant to Pipeworks.
GDEIB Metrics:
Level 5: Best Practice - Demonstrating current best practices in DE&I; exemplary for other organizations globally
Level 4: Progressive - Implementing DE&I systemically; showing improved results and outcomes
Level 3: Proactive - A clear awareness of the value of DE&I; starting to implement DE&I systemically
Level 2: Reactive - A compliance mindset; actions are taken primarily to comply with relevant laws and social pressures
Level 1: Inactive - No DE&I work has begun; diversity and culture of inclusion are not part of organizational goals
GDEIB Categories:
• Vision, Strategy, & Business Plan
• Leadership and Accountability
• DEI Structure and Implementation
• Recruitment, Retention, Development, Advancement
• Benefits, Work-Life Integration, Flexibility
• Job Design, Classification, Compensation
• DEI Learning and Education
• Assessment, Measurement, & Research
• DEI Communications
• DEI and Sustainability
• Community, Social Responsibility
• Product and Services Development
• Marketing and Customer Service
When initially assessed in 2021, Pipeworks was considered “Reactive” across most categories in the GDEIB, averaging a total score of 2.1 out of 5. As of March 2024, we sit with a mix of “Proactive,” “Progressive,” and “Best Practice” scores, averaging 3.8 out of 5. We have achieved this progress through a combination of efforts detailed below.
Recruitment Practices
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Pipeworks has increased the percentage of women hired each year from 17% in 2019 to 54% in 2024 through a series of coordinated efforts, including:
• Updating the language used in our job descriptions to appeal to a wider audience and encourage applicants who may feel underqualified to apply;
• Strengthening female representation in our candidate pool through individual outreach and partnerships with diverse networking groups;
• Reducing potential bias through each stage in our hiring process by implementing standardized scoring and interviewer feedback procedures;
• Training all interviewers to to recognize and challenge existing biases;
• Increasing the gender and discipline diversity of our interview panels;
• Leveraging hiring and candidate data to locate and remove bottlenecks and inconsistencies in our hiring process;
• Assessing candidates on categories that enhance our culture such as value alignment, inclusive behaviors, and collaboration;
• And refocusing our communication and marketing strategies to give applicants more visibility of our studio’s DE&I efforts.
The most qualified candidate(s) will progress through our hiring process and be chosen without regard to their protected class identities. Because of this, we believe the balance of women and men hired will fluctuate from year to year. However, we are very proud of our progress since 2020 and happy to see the results of our efforts to increase gender diversity in our candidate pool.
Pipeworks has increased the percentage of women hired each year from 17% in 2019 to 54% in 2024 through a series of coordinated efforts, including:
• Updating the language used in our job descriptions to appeal to a wider audience and encourage applicants who may feel underqualified to apply;
• Strengthening female representation in our candidate pool through individual outreach and partnerships with diverse networking groups;
• Reducing potential bias through each stage in our hiring process by implementing standardized scoring and interviewer feedback procedures;
• Training all interviewers to to recognize and challenge existing biases;
• Increasing the gender and discipline diversity of our interview panels;
• Leveraging hiring and candidate data to locate and remove bottlenecks and inconsistencies in our hiring process;
• Assessing candidates on categories that enhance our culture such as value alignment, inclusive behaviors, and collaboration;
• And refocusing our communication and marketing strategies to give applicants more visibility of our studio’s DE&I efforts.
The most qualified candidate(s) will progress through our hiring process and be chosen without regard to their protected class identities. Because of this, we believe the balance of women and men hired will fluctuate from year to year. However, we are very proud of our progress since 2020 and happy to see the results of our efforts to increase gender diversity in our candidate pool.
Employee Resource Group and Advisory Committee
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We sponsored our first Employee Resource Group (ERG) in 2021 to build a safe place for employees to receive and offer support, promote inclusion efforts, provide DE&I education, and engage with leadership to provide recommendations on policy. Since then, our ERG has doubled in size, hosted over 15 studio-wide events, and provided valuable insight on employee needs.
In 2024, we expanded our ERG to create a group called the Advisory Committee. The Advisory Committee is a combination of dedicated ERG members and Pipeworks Directors that work together to strengthen the communication channels between leadership and employees and create opportunities for employees to influence company strategy. Since its inception, the Advisory Committee has redesigned our Performance Management practices and revised our Company Values.
We sponsored our first Employee Resource Group (ERG) in 2021 to build a safe place for employees to receive and offer support, promote inclusion efforts, provide DE&I education, and engage with leadership to provide recommendations on policy. Since then, our ERG has doubled in size, hosted over 15 studio-wide events, and provided valuable insight on employee needs.
In 2024, we expanded our ERG to create a group called the Advisory Committee. The Advisory Committee is a combination of dedicated ERG members and Pipeworks Directors that work together to strengthen the communication channels between leadership and employees and create opportunities for employees to influence company strategy. Since its inception, the Advisory Committee has redesigned our Performance Management practices and revised our Company Values.
DE&I Training and Education
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Upskilling our employees in areas pertaining to DE&I has remained a focus over the last five years. Our team of Directors receives ongoing training from our external DE&I consultant and People Operations team on Key Leadership Habits and Inclusion Best Practices. Pipeworks has also led studio-wide trainings and discussions on unconscious bias, inclusive behaviors, and allyship, hosting multiple workshops on Neurodivergence, LGBTQIA+ representation, Women in Gaming, and Latinx in Gaming.
Upskilling our employees in areas pertaining to DE&I has remained a focus over the last five years. Our team of Directors receives ongoing training from our external DE&I consultant and People Operations team on Key Leadership Habits and Inclusion Best Practices. Pipeworks has also led studio-wide trainings and discussions on unconscious bias, inclusive behaviors, and allyship, hosting multiple workshops on Neurodivergence, LGBTQIA+ representation, Women in Gaming, and Latinx in Gaming.
Focused Branding and Community Partnerships
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In addition to sharing our demographic data starting in 2021, Pipeworks reviewed and updated our company website to reflect our commitment to diversity, equity, and inclusion and publicly share our ongoing initiatives.
We have also developed partnerships with global and local organizations like Qweerty Games, Women in Games, Latinx in Gaming, and CEO Action to increase our reach to underrepresented groups. These partnerships have proven to be invaluable for the resources and knowledge they provide to our studio.
In addition to sharing our demographic data starting in 2021, Pipeworks reviewed and updated our company website to reflect our commitment to diversity, equity, and inclusion and publicly share our ongoing initiatives.
We have also developed partnerships with global and local organizations like Qweerty Games, Women in Games, Latinx in Gaming, and CEO Action to increase our reach to underrepresented groups. These partnerships have proven to be invaluable for the resources and knowledge they provide to our studio.
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Representation of women in our studio has more than doubled from 9% in 2020 to 21.7% in 2024, showing significant progress towards increasing our studio's gender diversity. This increase is largely a result of dedicated attention towards diversifying our candidate pool and creating a standardized hiring process. These efforts resulted in women making up 54% of hires in 2024, compared to just 17% in 2020.
The proportion of men has slightly increased from 64% to 65.1%, while those who preferred not to disclose has dropped significantly from 23% to 10.1% of respondents. Increases across all response categories may partially be due to higher rates of disclosure compared to 2020.
Non-binary representation has remained relatively stable at 4% in 2020 compared to 3.2% in 2024.
Representation of women in our studio has more than doubled from 9% in 2020 to 21.7% in 2024, showing significant progress towards increasing our studio's gender diversity. This increase is largely a result of dedicated attention towards diversifying our candidate pool and creating a standardized hiring process. These efforts resulted in women making up 54% of hires in 2024, compared to just 17% in 2020.
The proportion of men has slightly increased from 64% to 65.1%, while those who preferred not to disclose has dropped significantly from 23% to 10.1% of respondents. Increases across all response categories may partially be due to higher rates of disclosure compared to 2020.
Non-binary representation has remained relatively stable at 4% in 2020 compared to 3.2% in 2024.
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Representation of white employees has increased from 61% in 2020 to 66.1% in 2024. Representation of Asian employees grew significantly from 2% to 7.9%, and Black or African American employees now represent 3.2% of our studio. In 2020, we did not have enough respondents to separate Black or African American from other categories. Hispanic representation has remained relatively steady, while Multiracial representation has decreased from 11% to 6.3%. Those who chose not to disclose their race or ethnicity dropped sharply from 23% to 10.1%. The reduction in employees choosing not to respond partially contributes to increases in some categories.
Enhanced recruitment strategies, including partnerships with diverse professional networks and expanding our candidate search nationwide, has expanded the racial and ethnic representation in our candidate pool. In 2024, 36.3% of newly hired employees identified as belonging to underrepresented racial and ethnic groups, compared to just 10% in 2020.
Outreach to and retention of underrepresented and marginalized identities remains a focus in 2025, especially within our Engineering and Management teams.
Representation of white employees has increased from 61% in 2020 to 66.1% in 2024. Representation of Asian employees grew significantly from 2% to 7.9%, and Black or African American employees now represent 3.2% of our studio. In 2020, we did not have enough respondents to separate Black or African American from other categories. Hispanic representation has remained relatively steady, while Multiracial representation has decreased from 11% to 6.3%. Those who chose not to disclose their race or ethnicity dropped sharply from 23% to 10.1%. The reduction in employees choosing not to respond partially contributes to increases in some categories.
Enhanced recruitment strategies, including partnerships with diverse professional networks and expanding our candidate search nationwide, has expanded the racial and ethnic representation in our candidate pool. In 2024, 36.3% of newly hired employees identified as belonging to underrepresented racial and ethnic groups, compared to just 10% in 2020.
Outreach to and retention of underrepresented and marginalized identities remains a focus in 2025, especially within our Engineering and Management teams.
* Multiracial/Other category in 2024 includes Native Hawaiian or Other Pacific Islander
*American Indian/Indigenous Origin and Black/African American received enough responses to be represented as their own categories in 2024
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While no data was available for direct comparison in 2020, our workforce’s age distribution highlights that Pipeworks has a younger demographic, with the majority (40.2%) falling into the 25-34 age bracket.
While no data was available for direct comparison in 2020, our workforce’s age distribution highlights that Pipeworks has a younger demographic, with the majority (40.2%) falling into the 25-34 age bracket.
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Between 2020 and 2024, we saw a significant jump in survey participation, which resulted in increases to both Heterosexual and LGBTQIA+ identities. The percentage of heterosexual employees has increased slightly from 57% in 2020 to 59.3% in 2024. LGBTQIA+ representation combined has grown from 15% to over 24%.
Nondisclosure has decreased from 28% in 2020 to 16.4%, but Sexual Orientation remains one of the categories that employees are more hesitant to disclose.
Between 2020 and 2024, we saw a significant jump in survey participation, which resulted in increases to both Heterosexual and LGBTQIA+ identities. The percentage of heterosexual employees has increased slightly from 57% in 2020 to 59.3% in 2024. LGBTQIA+ representation combined has grown from 15% to over 24%.
Nondisclosure has decreased from 28% in 2020 to 16.4%, but Sexual Orientation remains one of the categories that employees are more hesitant to disclose.
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LGBTQIA+ representation combined has grown from 15% to over 24% since 2020. In 2020, we did not have enough respondents to breakout LGBTQIA+ identities into their own categories. This year, we are proud to have enough respondents to separate the categories of Bisexual (10.1%), Asexual (4.8%), Gay/Lesbian (2.6%), Pansexual (2.6%), Queer (2.6%), and Questioning (1.6%).
LGBTQIA+ representation combined has grown from 15% to over 24% since 2020. In 2020, we did not have enough respondents to breakout LGBTQIA+ identities into their own categories. This year, we are proud to have enough respondents to separate the categories of Bisexual (10.1%), Asexual (4.8%), Gay/Lesbian (2.6%), Pansexual (2.6%), Queer (2.6%), and Questioning (1.6%).
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While a slight majority of respondents indicated that they had no disability, 31% of our studio indicated having some diagnosis or disability. The proportion of employees reporting no disability has remained steady, 52% in 2020 vs. 52.4% in 2024. Mental health diagnoses have increased from 6% to 9%, while sensory impairments have decreased from 3% to 1.6%. The nondisclosure rate has dropped significantly from 30% to 15.9%.
The studio’s neurodiversity roundtables and educational workshops in 2023 and 2024 created an open dialogue about disability. This has encouraged employees to share their experiences and seek accommodations, potentially contributing to higher disclosure rates.
While a slight majority of respondents indicated that they had no disability, 31% of our studio indicated having some diagnosis or disability. The proportion of employees reporting no disability has remained steady, 52% in 2020 vs. 52.4% in 2024. Mental health diagnoses have increased from 6% to 9%, while sensory impairments have decreased from 3% to 1.6%. The nondisclosure rate has dropped significantly from 30% to 15.9%.
The studio’s neurodiversity roundtables and educational workshops in 2023 and 2024 created an open dialogue about disability. This has encouraged employees to share their experiences and seek accommodations, potentially contributing to higher disclosure rates.
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Non-religious representation has grown significantly from 49% in 2020 to 63% in 2024, likely due to higher rates of disclosure. Christian denominations have increased slightly from 11% to 12.2%. The proportion of those identifying with multiple religious belongings has decreased from 10% to 6.3%, while nondisclosure rates have dropped from 30% to 13.2%.
Non-religious representation has grown significantly from 49% in 2020 to 63% in 2024, likely due to higher rates of disclosure. Christian denominations have increased slightly from 11% to 12.2%. The proportion of those identifying with multiple religious belongings has decreased from 10% to 6.3%, while nondisclosure rates have dropped from 30% to 13.2%.
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The proportion of caregivers has increased slightly from 23% in 2020 to 24.9%. Those who are not caregivers rose from 55% to 65.6%, while nondisclosure rates dropped from 22% to 9.5%.
The proportion of caregivers has increased slightly from 23% in 2020 to 24.9%. Those who are not caregivers rose from 55% to 65.6%, while nondisclosure rates dropped from 22% to 9.5%.
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Pipeworks has a Veteran population of 5.8%. This is a similar to 6% in 2020, and in line with the US average of about 6%.
Pipeworks has a Veteran population of 5.8%. This is a similar to 6% in 2020, and in line with the US average of about 6%.
With the results from the 2024 Demographic Survey, we will continue to identify areas where we can improve and provide aid to marginalized and underrepresented groups within our studio. Within recruitment, we will continue to expand our candidate pool and standardize the hiring process to reduce the opportunity for unconscious bias. Our goal is to create a truly diverse and inclusive company to improve the experience of every employee. We are proud of the improvements we have made over the last five years but know there is still a long way to go. These surveys continue to help us measure shifts in engagement and belonging at Pipeworks. Thank you for reading and thanks to all who participated!
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