Notes about WIGFI vision and values

We in Games Finland’s board accepted and published WIGFI’s vision and values at the beginning of this year. They can be found here:

Our vision and values are not set in stone; on the contrary. We want them to stay up-to-date and to reflect the variety within our organization and the Finnish game industry. If you have any feedback for our vision and values, please send a message to me or use any of our channels that best suit you

Two years of making  

Drafting our vision and values started at the end of the first operational year of WIGFI. In December’s board meeting, the board 2019 summarised thoughts and experiences from the first year, wrote them on post-it notes, and tagged a wall full of post-its. Then these ideas were left to rest.

Why? WIGFI is not a homogeneous group. We are diverse in so many ways: we identify as women, non-binary, men, students, professionals, C-level people, parents, singles, entrepreneurs, persons with disabilities, persons of color; we have different religious views, sexual orientations, generational experiences, and we come from various cultural and socioeconomic backgrounds. We can be many of these at the same time and even more that were not listed here. We unite in diversity – and in the fact that we are interested in making video games.

So it is possible, even quite likely, that when a small group of people representing many collects what we are and what we want to be, something might be missing. The very nature of diversity is to realise that your worldview is not shared by everyone. Giving ideas a bit more time, discussing them with many, and publicly asking an opinion can help to make the outcome better.

Listening and communications is <3 of what we do

Because of the diverse nature of our members, our experiences vary a lot. When some people might feel that there is nothing negative in a given situation, someone else might find the situation overwhelming. Nobody is wrong. The experience is different.

What would be wrong in a given situation would be to say “there wasn’t anything negative in that situation”. We can’t deny other people’s experiences. But neither can we deny other’s opinions. 

We are strong supporters of open discussion in our forums, as we believe that communication is the only way to understand others. We want you to share knowledge, listen, inspire, encourage, and to help others.

Following that, we are strong supporters of the possibility to disagree. If you feel that the opinion someone has presented is not quite right, you have all the right to say it aloud on our channel. 

But we hope for civilised discussions in our channels and events. There are plenty of ways to disagree, and we urge you to find a constructive way. It is very likely that the angry or uncompromising words will echo back. In our word, none of us is more important than the other. There is no need to find consensus, but there is a strong need to accept that others have different opinions.

We are the organisation our members want this to be

Our members make us what we are. In our annual meeting, our members define the focus areas for the next year. But everything we do is based on the ideas from our active members who are willing to work for the things they see important. So if you feel WIGFI is not doing the right thing: come to our annual meeting, raise your voice, and join our activist making this little corner of the world a little bit better place.

Questions and Answers about Finnish Labour Laws for Game Developers in Finland

This blog post is done in collaboration with Game Makers of Finland.

Earlier this autumn, We in Games Finland, Game Makers of Finland, and IGDA Helsinki collaborated in organising an online talk on the labour laws in Finland and the rights of employees. The event was specifically targeted to games industry employees.

This blog post includes questions sent anonymously for the event and after that. These questions cover some typical cases discussed in the games industry, so we believe that the answers will benefit all.

Answers are written by Maria Jauhiainen, lawyer and social impact specialist from Insinööriliitto. Please note that as the cases may vary, it is advisable to contact for further advice in the event of a dispute. 

As IPR rights are an important part of the games industry, there will be a separate post about IPR rights coming up!

Q: Can I download the slides?

A: Yes, totally. And I hope you got them already 🙂 (Editor’s note: slides of the Labor Law event can be found from here.)

Q: Can an employer intervene in an employee’s leisure activities, for example, if a person wants to stream their play? Or make their own game with own computer and or programs?

A: In principle not (the employer cannot intervene, that is), but there can be some limitations. A person cannot engage in anything that would compete with the employer’s activities or how the company makes money or harm the company in any way. Anything else is in principle – like said – allowed, but for that, you cannot use the company’s devices, ideas you sort of get from the company, your working time, or the company’s programs for this unless you get permission from the company.

Q: What are the employee’s rights to his/her own idea or artistic work (like graphic art)? What is a fair agreement for all parties on the use and rights of this work?

A: This is quite a complex question, but in principle, the work that you do in order to fulfill your working duties, the result of your work – all the results of your work – will belong to your employer. The rights that will remain with the employee are the so-called fatherhood right (to have your name mentioned in connection with the work) and the right that the work is not changed without your permission. The right to use the work for commercial purposes and to disseminate it belong to the employer. If the work has been done without an actual connection to one’s working duties and if you have not gotten “inspiration” for it from fulfilling your working duties, then the chances of it belonging wholly to you, are greater. There will be a separate post about IPR rights coming up!

Q: Non-competition agreements: Are they even legal in Finland for non-executive positions?

A: Unfortunately, yes. They usually rule out only shop-floor level/blue collar workers, and if you do something a little bit “brainy” work where you are involved in the company’s core work and that you get to hear the company’s trade and business secrets, it’s very likely to be legal in your case.

Q: If you are on unpaid leave (lomautettu) for over 6 months, can you disregard your 6-month non-competition agreement and start at another company immediately?

A: After the 200 days of furlough (laid-off) and if you are let go by the company or if you resign yourself, that is true: the non-competition agreement doesn’t apply to you anymore.

Q: If I have a fixed-term contract first (6months) after which I get an open-ended contract immediately, do I still need to go through the probation period?

A: No. Once is enough for one employment and for the same tasks.

Q: Quite many game companies in Finland are co-founded by a bunch of friends, how does union serve entrepreneurs – and does it at all? Or what is your suggestion for the entrepreneurs where they should get the support if/when needed?

A: Yes, we do serve entrepreneurs! Just send your questions to our Customer Service, and we will try and find you all the answers you need.

Q: What if, due to lack of resources, I am asked to take up other responsibilities in addition? Do I really need to have an addendum to my contract? What if initially asked temporary, but they become a more permanent part of my working day? Can you be let go off if refusing to take up responsibilities initially not mentioned in your contract?

A: My advice would be to make a temporary agreement about the new duties and yes, write them all down. And temporary so that it will start and end, especially if the employer just tells you “to fill in for a little while” without extra payment. And make it clear to the employer that if the extra tasks become a permanent part of your working duty, they also have to pay you more. In that case, you can also call our Customer Service (see contact info below) and ask them to connect you to our salary advisors as to how much more you would deserve extra money for the new tasks. But if you start doing the new tasks without anything written about above and you have been doing the work for a long while and then refuse to do them anymore, then yes, you can end up in trouble with the employer. Since refusing to do your work can be seen as a big neglect on employee’s part in the eyes of the law.

Q: I don’t live near Helsinki. If I have to move to Helsinki area because of my work, do I have a right to a better salary because of the increased cost of living, or am I meant to just suck it up?

A: Unfortunately, there is no direct right, but it can be used as a powerful negotiation tool, because where you live or have to live will have a big effect on your living costs. The best way is to call our Customer Service first and ask them to connect you to our salary advisors so you can come up with a precise sum of what to ask for when negotiating about the move with the employer.

Q: How well all of these Finnish laws transfer to other EU/non-EU countries?

A: Sadly, mainly only to the other Nordic Countries, not elsewhere. The employment laws are at their best in the North of Europe.

Q: When you say that the collective agreements usually give better benefits for employees, could you make sure you also mention that most game studios give much better benefits than any collective agreement to their employees?

A: I will remember to do that 🙂

Q: There are many creative artists working in the games industry. Part of an employment contract should mention Intellectual property. However, many people are uncertain of their rights in this area. This is especially relevant as the EU Digital Single Market Copyright Directive comes to force. Can you confirm that it is actually the employee who is first owner of copyright in an employment relationship and there is no regulation in the copyright act that compels an employee to give up complete ownership of their copyrights (exceptions to software).

A: Unfortunately, I cannot.

There will be a separate post about IPR rights coming shortly.

Q: In Finland it is common for firms to exploit loopholes in the law and hire professionals under “työharjoittelu” agreements (work-based training). This is where they can exploit professionals who are job seekers trying to get a ‘foot in the door.’ Can you confirm that it is illegal to commercially exploit creative work made by an “intern” who is actually receiving benefits from Kela rather than wages or other remuneration.

A: This is a little bit tricky, since the companies can get people who fulfill the requirements for työharjoittelu or työkokeilu and it’s legal unless otherwise proven. We are aware of some exploitation happening there, but since it’s Kela and the employer involved in this equation, the real exploitation cases seldom reach our ears. My best advice is to contact Kela if it’s obvious that the employer is just making improper use of the system without any real intention of hiring these people afterwards. When you let Kela know, it is more likely that the company will not get the subsidized trainees anymore.

But combining this question and the previous question, there is one major difference related to internship:

The intellectual property rights apply when the work has been accomplished in a working relationship, meaning when the employer actually pays the employee money. In an internship, the money is coming from Kela in this case, so all the (copy)rights will remain with the maker.

Q: I work in a game industry company, and my work contract is a full-time and fixed term. The employer made my full-time work to part-time in the middle of my fixed-term contract, based on financial and production-related grounds. At the same time, the employer has hired other employees, full-time and part-time, also for the same and similar tasks that I do.

The employer has emphasized that the change is not a lay-off but a permanent part-time job. No other employees will be changed to part-time or laid off. The employer has also emphasized that I have not been offered or will be offered any other job and no job other than this part-time job is available.

Thus, my working time has been reduced from full-time to part-time, which has a significant impact on my livelihood, but the employer has hired other employees at the same time. Since the contract is fixed-term, I have been under the impression that the employer must provide work until the end of the contract, and offer the other possible vacancies for fixed-term employers before the others.

Has the employer violated the Employment Contracts Act or the information sector’s collective agreement, and if so, what are the consequences? How are such violations generally monitored? For example, by Game Makers? What rights do I have as an employee?

A: The essential terms of the employment relationship may only be changed while the ground for dismissal is in force and therefore instead of and as an alternative to dismissal. Substantial change means, in particular, changes in working hours and pay, both of which are realized for you here. A fixed-term employment contract may not be terminated at all, unless otherwise agreed in the employment contract; of course, a mere mention of the period of notice which the employer must also comply with in the case of a change before the change enters into force is sufficient. And by law, there is no ground for dismissal if a new person has been hired or is hired after the dismissal procedure for work that the person could do. In addition, the employer must, in accordance with the law, offer a person working part-time, if he or she so wishes, more jobs if they occur. In other words, it would seem that there are matters that need to be settled with your employer.

On 1.4.2020, some changes in the law came into force on a temporary basis. According to these changes, the employment relationship can now also be terminated during the probationary period based on financial and production-related grounds if those actually exist. Normally this cannot be done. The employer cannot rely on this directly in your case either, because there have been and then apparently still is jobs.

In these kinds of matter, please contact our customer service ( or directly to me (, and we will find out more and contact the employer if necessary.

Q: What are the employee’s rights to his / her own idea / artistic work (eg graphic artists)? What is a fair agreement for all parties on the use and rights of these works?

A: In these cases, the contract options are quite limited, although of course there are some contract options. In the case of a computer program and / or a database, there are no contractual possibilities, and in other cases, the commercial rights to the work (ie the right to make copies of the product and to place them on the market and for sale) always belong to the employer, but in principle – again for non-computer programs – right to modify and right to forward can be separately agreed. Moral rights, the parenthood right and the right of respect, always remain with the employee.

Take a closer look to our upcoming blog post about the IPRs, and contact us for a possible agreement!

These questions were answered by Maria Jauhiainen, lawyer and social impact specialist from Insinööriliitto. For further inquiries, contact or have a look for Game Makers of Finland’s website.

Working in the Finnish Game Industry

Game Makers of Finland, the official protector of Peliviikko, published game week related video series on YouTube. It shares narratives from people working in the Finnish game industry.

This year’s Peliviikko (Game Week) was held on November 9. – 15. Peliviikko raises gaming-related themes to public debate and aims to spread knowledge of the industry itself. Finland is full of talents, who all have their personal story to tell.

What it is like to work in games?

Problems and difficulties have been a strong focus of the debate when it comes to gaming industry and the individuals working there. Many see the position of women and other gender minorities as extremely challenging. Fortunately, we also have numerous positive stories colored by the warm experiences of solidarity and equality. Therefore, it’s important to hear different kind of narratives from industry professionals in the eye of the action.

Working in the game industry video series by Game Makers of Finland. Speakers on videos.
Working in the Game Industry video series by Game Makers of Finland.

Working in the game industry video series bring up the voices of different people. It dives into their diverse experiences, elaborating what it is like to work in the field.

Five different professionals share their stories

Working in the Game Industry playlist introduces five professionals and their career stories. Barbara Leal, Game Developer (Playsome), Minna Eloranta, CEO (Boom Corp), Marko Laine, Game Artist (Veikkaus), Sari Lindberg, Talent Acquisition Lead (Remedy) and Jyri Kuokka, Game Designer (Rovio) offer a peek behind the scenes. Game Makers of Finland produced this video series in co-operation with National Audiovisual Institute.

We in Games Finland’s board member Barbara Leal works as a Game Designer at Playsome. Besides telling her story, she shares tips on how to reach your dream of working in games.

Working in the Game Industry – Barbara Leal, Playsome

Minna Eloranta is the CEO of a fresh company , Boom Corp. Minna talks about her own path from a game enthusiast to a game developer.

Working in the Game Industry – Minna Eloranta, Boom Corp

Discord Tea Time: Casual voice chat every weekday

The need that we noticed

Since working from home became the new normal, most of us have started to miss the casual discussions at the workplace and just being around other people. Some of us started to feel lonely, or like we haven’t used our voice at all during the day. Simple “water cooler talk” started missing from our lives. Even as little as computer noises from others.

We created the Tea Time chat in Discord as a low-effort way to talk to other people and feel less alone in these times. In the afternoon, some time around 14.30 EET we join the Tea Time voice channel and chat about various things. There’s no rules, you can come and go whenever you want and discuss whatever you like! Sometimes the chat goes on for hours (once or twice until after 19:00 XD), so just check in the afternoon to see if we’re still there, we might 🙂

Why should I join?

One great experience we have had during the Tea Time was that, for example, we started talking about professional development and progress. One participant was struggling with figuring out exactly what they want to do in the Industry when they graduate. Others started talking about how they got to where they are now and talking about how their career path is not necessarily a straight line. We loved hearing that this conversation helped share a light into what the future in the Industry may look like for different people. It comes in all shapes and colors, and what works for one can be different for someone else. Sharing with others is a great way to bond and find what works for oneself.

Another great thing which happens on the side is: We get to practice speaking in English! Some of us can practice diction and eloquence, tone of voice and also practice delivering lines without telling so many side stories in between. 

For some people it’s a good way to focus on work if you have issues from working at home. It can give you some structure to your day or the break you always forget to take otherwise! Talking about your work can also make you feel more confident in what you’re doing or if you’re fighting a difficult bug, taking a break with other people might help you get some new ideas.

How does it work?

At around 14:30 EET every weekday anyone can tag @TeaTime on the #text channel (Located on the Voice Channel category) and “summon” the rest of us. Because we all are working or studying, sometimes we need the little nudge from someone to start it up.

To be pinged automatically for Tea Time, you can go to the #rules channel and react with the Tea emoji on the message to be awarded the role.

Everyone is of course welcome to come and go as they want or need. Talk or just listen! As much or as little as you see fit. So please do come and join us in Discord:

Have an idea of other activities we could do online? Let us know!

Authors: Barbara and Essi.

Questionnaire 2020 Results

The lion share of WiGFi members and the Facebook community are people who have been in the industry for several years. The LGBTQ+ community is solidly represented within the members.

We in Games Finland conducted a survey for its members, in order to better understand the background of its members, their desires and opinions on phenomenons of the industry. The questionnaire comprised topics on industry seniority, gender, sexual orientation, and race, opinions on the association and the reasons people might have left the industry.

A total of 111 people answered the questionnaire. It was shared on WiGFi’s Facebook page and on the member newsletter. It is worth to note that the results cover only WiGFi members and followers and not the whole Finnish game industry. We in Games Finland ry. has 250 official members and the Facebook community has 1300 members. A noticeable amount of members and followers are thus represented in the results. The whole Finnish game industry employs 3200 people.

Seniority and Positions in the Industry

The greater number of respondents, 78.4% were working in the games industry and 17.1% were not involved with the industry but would like to, and 4.5% were game industry alumni. 

These results indicate that our association members and the Facebook community are primarily people with senior to mid-level backgrounds. The members were asked for how long they have worked in the game industry: 14.5% of respondents had over 10 years experience in the industry, 8.2% had 8-10 years, 22.7% had 5-8 years, 19.1% had 3-4 years and 21.8% had 0-2 years. A tenth, 9.9% of respondents, were studying in hopes to work in the game industry in the future. 

We in Games Finland’s Questionnaire 2020 Results
Seniority in the industry

We in Games Finland’s questionnaire also touched upon the questions on why people left the games industry, and would there be anything that would make these people consider rejoining. The results show that respondents had found a better or more suitable job outside of games, or the company they worked at had been shut down. Indeed, it was mentioned that they would like to come back if a suitable position would open up.

However, there were some hints about unequal treatment at the workplace being the cause of leaving the industry. Even if this was not a common phenomenon based on these results, it is severe enough and something WiGFi wishes to dig a bit deeper in its next questionnaire. 

Diversity of Gender, Sexual Orientation, and Race Prevalent in WiGFi members

The gender spectrum in games professionals is diverse, but that the majority of WiGFi members and followers identify themselves as women.  From respondents, 88.3% identify themselves as a female, 6.3% as male and 4.5% as non-binary. The genderfluid, transgender male, transgender female, and agender categories were also represented in the results.

Most of the respondents, 85.5%, prefer to be addressed with she/her pronouns when speaking English. They/them were preferred by 15.3%, and he/him by 4.5%. The tenth part of members, 10.8%, said any pronoun would do. The results give clear insight for game companies to take into account wording in their internal communications. Companies with English as a working language could, for example, ask new employees their preferred pronouns. Game studios should make it clear to their employees that they will accept and adapt their pronoun use if employees come out as transgender or non-binary. 

A considerable part, 22%, of respondents were non-Finnish, and 15.6% were non-Finnish speakers. This follows the trend that Neogames has noted in their previous Finnish game industry report stating that 27% of the game industry workforce were from abroad. It is a common practice in the Finnish game industry to make the company language in English at the latest when the first non-Finnish speaking person joins the team. 

The LGBTQ+ community is well represented in WiGFi: 25.7% of respondents belonged to the non-straight group. It can be assumed that the percentage is higher than in the industry total as the questionnaire was directed to We in Games Finland’s members and followers. The high percentage on itself reflects the fact that in the games industry, one should not assume that heterosexuality and cis-gender are the norms. At a company level, this should be taken into account in everyday language: for example while discussing personal family relations, neutral expressions are recommended. 

SETA has published in Finnish a useful information package for employers how to take into account hlbtiq community in working life.

Another high percentage that should be noted is that 24.8% of the respondents mentioned having a non-visible disability. WIGFI’s survey did not ask for specific examples of these non-visible disabilities. However, it can be read from other studies that mental illnesses are rising in the games industry. IGDA Developer Statisfaction Survey 2019 noted that out of 28% of respondents identified as having a disability, 11% choose the psychiatric or mental illness category. Mental health issues and mental stress are commonly listed occupational health risks in our industry, and something every employer should take into account. Crunching, uncertain development cycles, the judgement of one’s creative work, and the sometimes disturbing content game makers have to create for certain games can exacerbate pre-existing mental health problems, and cause employees to need sick leave. 

For more information, check the Occupational Safety and Health Administration’s page about psychosocial workload and a nonprofit organisation for mental health in games, Take This’ materials.

When it comes to race, 8.2% of WIGFI members are non-white. It should be remembered, nonetheless, that being non-white doesn’t automatically mean that someone is foreign, or that being white makes someone a native Finn. Many native Finns come from mixed ethnic backgrounds, and it is important for companies and event organisers not to assume someone’s ethnicity or linguistic abilities based on skin colour alone. 

Another noteworthy issue is that 2.8% of respondents belonged to a marginalised religion. If it is known that the employee belongs to a marginalised religion group, the best practice is to discuss if the employee has any hopes or wishes related to this. For example, for Muslims, offering a peaceful place for praying is a dignified act, and holiday acts might vary. Taking different religious practices and preferences into account when organising events is a very recommended practice.


The results and the open feedback give some clear takeaways for the organisation to analyse and to work for in the future. 

One of the organisation’s goals is to represent marginalised groups in the Finnish game industry- This is a constant process. The more data and feedback WiGFi is able to gather from its members and from minorities within the industry, the better the organisation can plan and target its actions. Raising issues into the public discussions and generating change in the industry is easier with the data these results provide.

WiGFi is very thankful with the heartening amount of feedback and ideas the survey respondents supplied. The organisation will review all comments, both negative and positive, and will be acting on some of this feedback immediately. Please stay tuned to the WIGFI Facebook group and website for more information!

Part of these results will be published in the Finnish Game Industry Report 2021.

For recommendations, we wish to thank SETA, Inklusiiv, Eve Crevoshay from Take this and Tarja Porkka-Kontturi. 

Thank you also for Taina Myöhänn and Felicia Prehn for analysing the results and editing this post.

Labour laws in Finland for the Game Makers

On 15th September 2020, We in Games Finland, Game Makers of Finland, and IGDA Helsinki collaborated in organising an online talk on the labour laws in Finland and the rights of employees.

The speaker at the event was the lawyer and social impact specialist Maria Jauhiainen from Insinööriliitto (in the picture above).

The following topics were covered and discussed:

  • what could be and should be in your employment contract,
  • what is a trial period,
  • what should you agree on or not agree on a non-competition agreement,
  • how and on what grounds you can be temporarily laid-off,
  • on what grounds you can and cannot be legally laid-off,
  • how working hours are regulated and how do you gain annual holidays.

Maria Jauhiainen was kind enough to share her presentation. You may find the presentation here:

The event was recorded and can be found on IGDA Finland’s Twitch:

Questions related to the topic were collected before and after the event. Have a look for the important questions and their answers here: “Questions and Answers about Finnish Labour Laws for Game Developers in Finland”.

The Number of Women in the Finnish Game Industry

The following statistics about the Finnish game industry are from Neogames Finland’s biennial survey. Neogames has been monitoring the progress of the Finnish Game Industry since 2003. Every second year, the statistics are published on Finnish Game Industry reports.

There have been women working in the Finnish game industry from early years on, but the rate of women employees has not been statistically recorded until 2010 onward. The number of women is the only gender statistic collected; this survey does not cover non-binary people, or offer the possibility to self-describe gender.

In 2010, women were 16 % of the game industry workforce, the total number of employees in the Finnish game industry being 1100.

The number of women was not collected in 2012. The total amount of the Finnish game industry employees was 1800 in that year.

In 2014, 20 % of the game industry workforce was women, the total number of employees being 2500.

In 2016, the rate of women dropped to 18 %, whereas the employee total slightly raised to 2750. The most evident reason for this decrease was that one of the major companies in the industry had significant co-operation negotiations, causing redundancy of about 200 employees. There is more room for the speculation why the rate of women employees peaked: maybe the co-operation negotiations hit mostly to women, or fewer women were hired elsewhere due to a free, male-dominated workforce.

The latest survey is from 2018 when the percentage of women was 20 %, and the total number of employees was 3200.

These statistics show clearly that the number of employees in the Finnish game industry has been steadily growing, but the number of women in the Finnish game industry has stayed around 20 % for at least six years now. More women are getting in the game development, but not so many that it would raise the percentage.

The number of women in the Finnish game industry compared to others

The studies show that internationally, the rate of women in the game industry is 21-23 % per country. Just by looking at this, one could conclude that the Finnish percentage correlates quite nicely with global trends. However, according to the Statistics Finland (Tilastokeskus), 70,6 % of women and 72,7 % of men in Finland were in working life in 2018, and they note that the employment rate of women in Finland is relatively high internationally. In fact, the country that is most equally employing both genders, is employing fewer women in games than the international average is.

The casual reasoning for this is the low amount of women in STEM studies. But even compared to the number of women in the Finnish ICT industry, the amount of women in games is low. According to the Federation of Finnish Technology Industries (Teknologiateollisuus) statistics from the year 2017, the percentage of women in the ICT industry was 27,5 %.

Inside our industry, we can compare the number of women and the number of non-Finnish workers, as the latter has been collected for a few years now. The amount of non-Finnish employees has been growing from 18 % to 27 % during the years 2016 to 2018. We have succeeded in attracting the workforce outside Finland, but failed to attract women in the games industry.

Women in Games Finland’s goal is to get higher than 20 %

Women in Games Finland ry was established in 2019. Our objective is to make the Finnish games industry more diverse and equal, and make working and entrepreneurship in the industry possible to everyone regardless of their gender, sexuality, ethnicity, age, financial situation, or body and functionality.

We aim to get the percentage of women in the Finnish game industry higher than 20 %, and to get other minorities in games to be heard and seen.

We organise networking events and network opportunities online, workshops, and offer mentorship programs. Our activities also include other forms of sharing information, connections, and training to our members. Women in Games Finland shares resources and information about diversity within games and technology through its channels, and actively participates in the discussion and projects supporting these topics.


Neogames Finland: Finnish Game Industry 2018 Report.
Neogames Finland: Finnish Game Industry 2016 Report.
Neogames Finland: Finnish Game Industry 2014 Report.
Neogames Finland: Finnish Game Industry 2013.
Neogames Finland: Finnish Game Industry 2010-2011.
Statista: Distribution of game developers worldwide from 2014 to 2017, by gender.
Tilastokeskus: Työelämä.
Teknologiateollisuus: Teknologiateollisuuden henkilöstön sukupuolijakaumat, ikäjakaumat ja keski-iät. 2017.