Smarter Business Framework

Great People

Our employees are vital to our ongoing success

Our employees are vital to our ongoing success. We know that embracing creative independence, inclusion, enabling employee well-being, and supporting our communities will pay off in engagement. That will contribute to us attracting and retaining great and talented people who want to be part of the Group and contribute to our work.

Our ambition is to create even more diverse and inclusive workplaces and work-life balance. Part of that is enabling more women to be leaders in our Group, which is reflected in one of our sustainability goals. Different perspectives and skill sets lead to an even better environment for all of us and to better results for our business. We strive to establish a creative environment where managers lead by example and support engaged employees who continue to find new ideas.

Diversity and inclusion in skillsets and perspectives

Striving to become a more diverse and inclusive workplace in not only key in recruiting, but also in keeping talented employees. The gaming industry is challenging regarding talent supply and being a diverse and inclusive workplace is key. 26 % of our employees are female, an increase from last year (23 %). Since we started collecting data for gender diversity we can see a small, but rising trend. For us it is important that the diversity among our employees is also reflected in our management teams. Since last year the female ratio for managers has improved from 17 % to 23 %, close to reflecting the overall ratio.

Employee well-being

During the year the Group’s third annual employee survey was performed. Over 10,000 people in 200 of our entities across the globe participated in the survey, stating that enjoyment of work, work-life balance and workplace conditions such as respect and leadership are among our top strengths in the view of our employees. The Global Employee Survey is based on a six scale self-assessment format from “completely disagree” to “completely agree” that is recalculated in index points from 0 to 100, where 100 reflects the best result. With an 85 % (80 %) response rate in the Group the results form a solid base for analysis and conclusions made about satisfaction and engagement. During the year, the Group grew significantly but the survey shows that we managed to keep the average satisfaction rate on a high level, 80 compared to 81 last year. We measure employee satisfaction through the Employee Net Promoter Score, eNPS. This year we received a +29 (+33) score, which qualifies as good by the measurement standard. We do not see any particular risk with this slight decrease and believe it has to do with the fact that we grew in the number of employees and companies during the year. The Employee Net Promoter Score, or eNPS, is a globally accepted KPI that we use to measure employee satisfaction and loyalty within Embracer Group as part of our annual employee survey. An eNPS score can range anywhere from –100 to 100.

Career and creative development

The career and creative development of Embracer Group is dependent on employees continuing to developing their own skills. 79 % of our companies reported offering their employees work-related trainings during FY 2022/23. For the Group, the training hours conducted sums up to over 50,000 training hours reported by 60 % of Group companies. Top areas for training amongst our employees are career development, leadership, personal development and health and safety, areas supporting our employees in their career development as well as our ongoing business excellence at Embracer. To promote knowledge-sharing between the employees, we are conducting several activities such as a Studio presentation, Market Monday, Techy Tuesdays and Sustainability Webinars.

Community engagement

Almost half of our companies in the Group have reported that they have a strong engagement in their communities. Activities range from volunteer work, charity initiatives and collaborations with different organizations. Across the Group, approximately 5,300 hours have been dedicated to community involvement. Important areas for engagement range from relief and shelter for refugees from the war in Ukraine, Women in games, sponsoring projects for diversity in games and women in games mentorship programs in local schools.

Our Code of Conduct summarizes our shared company values and our expectations of employees and partners. We strive for a culture based on trust and accountability that is built on creativity and independence. We want to provide a work environment where innovative and passionate people can achieve their goals. We know that embracing creative independence and striving for a good work-life balance will lead to stronger engagement and increased well-being among employees. In order to measure our progress, we carry out an annual employee survey among all employees in the group. Any concerns about or breaches in the Code of Conduct can be reported via our anonymous and external whistle-blowing service.

Read about Solid Work

Read about Our Planet

/ Smarter Business Framework


Embracer Group is a global group of creative and entrepreneurial businesses in PC/console, mobile and board games and other related media. The Group has an extensive catalog of over 900 owned or controlled franchises.

With its head office based in Karlstad, Sweden, Embracer Group has a global presence through its ten operative groups: THQ Nordic, PLAION, Coffee Stain, Amplifier Game Invest, DECA Games, Easybrain, Asmodee Group, Dark Horse Media, Freemode and Crystal Dynamics – Eidos. The Group has 106 internal game development studios and is engaging more than 11,000 employees in more than 40 countries.