Inside WIGI – How Women in Games International is Shaping the Future of the Gaming Industry:
Women in Games International (WIGI) has been a driving force in the effort to build a more inclusive, equitable, and sustainable games industry. In a recent episode of the IndieGameBusiness® podcast, CEO Joanie Kraut joined hosts Dan Long and Tom Haynes for an in-depth discussion on the state of the industry, WIGI’s mission, and the real challenges marginalized communities still face in games.
What Is Women in Games International?:
WIGI is more than a support network—it’s an active agent of change. Originally founded in 2005, Women in Games International has evolved into a powerful advocacy organization supporting women, nonbinary professionals, and other underrepresented groups across the global gaming industry. With a focus on actionable resources and direct impact, WIGI develops programs that help people break into games, grow sustainable careers, and rise into leadership roles.
Joanie Kraut, WIGI’s CEO, has helped reshape the organization’s direction to be more data-driven, community-focused, and proactive. Under her leadership, WIGI has implemented programs that serve thousands of individuals across various career stages.
Prioritizing Access Over Visibility:
Visibility is important—but visibility alone doesn’t change lives. During the conversation, Kraut explained that WIGI’s mission centers around access. That means providing concrete tools like professional development resources, leadership training, mentorship opportunities, and real-world experience.
Kraut notes that being “seen” in the industry without having the tools or entry points to participate is not enough. WIGI fills that gap by creating pathways—especially for people who don’t have existing industry connections, generational wealth, or built-in safety nets.
This is especially critical in a space where economic gatekeeping often prevents marginalized talent from thriving. WIGI’s programs are deliberately low-barrier, frequently free or stipend-supported, and designed for long-term career development—not just short-term optics.
Changing the Culture, Not Just the Numbers:
Kraut emphasized that building a diverse team is only step one. Retaining and supporting that team requires real cultural change inside companies. Too often, diversity hires are brought into toxic work environments without the structural support they need to succeed.
According to Kraut, retention is one of the clearest indicators of whether a studio’s DEI initiatives are meaningful or performative. If marginalized employees are consistently leaving, the problem isn’t the pipeline—it’s the culture.
WIGI’s research and outreach programs collect real-time data from community members to identify systemic issues across the industry. That data then informs the organization’s recommendations to studios, partners, and other stakeholders.
The Economic Realities of Marginalized Developers:
One of the most impactful parts of the discussion centered on financial barriers. Many aspiring developers—especially women, LGBTQIA+ individuals, and BIPOC professionals—don’t have the resources to volunteer, intern for free, or absorb the costs of industry networking events.
Kraut explained that WIGI aims to close that gap. The organization provides stipends, travel support, hardware, software licenses, and paid opportunities that allow people to focus on skill-building without added financial strain.
This focus on economic equity is a core value at WIGI. The nonprofit is clear about the fact that unpaid labor often excludes the very people the industry claims to support.
Programs That Make an Impact:
Kraut discussed several key programs that have shown tangible results. These include:
- WIGI’s Amplifying New Voices program, which supports emerging professionals with mentorship, presentation coaching, and networking.
- Executive Leadership Training, aimed at helping underrepresented leaders advance in their careers.
- Partner initiatives that connect WIGI participants directly with studios for job opportunities, internships, and mentorships.
WIGI tracks outcomes to ensure that programs are not only well-received but actually effective. Participants have gone on to secure roles in major studios, lead their own teams, and return to the organization as mentors and volunteers.
Why Intentional Partnerships Matter:
WIGI’s impact is amplified through strong partnerships—but only with those who share the organization’s values. Kraut was candid about being selective with collaborations. Not every studio or sponsor is ready to do the real work DEI requires.
For WIGI, an effective partnership isn’t about logos on a banner. It’s about long-term investment, open dialogue, and a willingness to be held accountable. The best partnerships result in lasting, structural changes—like improved HR policies, equitable hiring practices, and safe workplace environments.
This intentional strategy ensures WIGI can protect the integrity of its mission while expanding its reach.
The Role of Data in DEI Advocacy:
Kraut emphasized the importance of real data—not just anecdotes. WIGI collects surveys, feedback, and internal research to understand the evolving needs of underrepresented professionals in gaming. This helps the team make strategic decisions and offer studios evidence-based advice.
The data also serves as a powerful accountability tool. It allows WIGI to measure progress over time and push back on empty DEI rhetoric with tangible facts. With so much misinformation circulating, especially in today’s social climate, having accurate and current data is essential for making real progress.
Looking Ahead – Sustainability in Advocacy:
Kraut shared her vision for the future of WIGI and the broader industry. It includes expanding globally, reaching underserved regions, and scaling programs to serve more people. But it also involves safeguarding the well-being of the organization’s staff, volunteers, and community members.
Burnout is common in advocacy work, especially for those who are part of the communities they serve. WIGI prioritizes care, boundaries, and sustainability—both in its programming and within its leadership team.
The goal isn’t just to change the industry this year—it’s to build infrastructure that keeps changing it for decades to come.
Anecdotes and Reflections:
Joanie Kraut’s appearance on the podcast shed light on what real advocacy in the games industry looks like. Women in Games International doesn’t just talk about change—it funds it, supports it, and measures it. The conversation with Dan Long and Tom Haynes provided insight into the day-to-day realities of that work, the barriers that remain, and the solutions that are already making a difference.
As studios, publishers, and professionals across the industry think about what real inclusion means, WIGI offers a model that’s proven to work: start with access, stay accountable, and build a culture where everyone can thrive.
This blog post is inspired by the podcast discussion between Joanie Kraut, Dan Log and Tom Haynes on the topic “Inside WIGI: How Women In Games International is shaping the future”
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