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Diversity In Careers


Our Team Members are at the heart of PEOPLE PLANET PLAY. We embrace what makes us unique to inspire innovation and win together. We hire for diversity, compensate fairly and reward positive contribution and service. Our strategy includes deploying diverse by design teams to positively affect business outcomes. We believe that a workplace grounded in diversity, equity and inclusion is effective, innovative, resilient and caring.

Our training programs are designed for all and our working environments are positive and open. Caesars delivers unconscious bias training widely to Team Members from across the organization, including our senior executives and Board of Directors. We see this as a fundamental step in raising awareness and encouraging the accountability of all Team Members for creating an inclusive culture.

Two Caesars Entertainment employees in a boardroom talking


We engage leading DEI experts who advise us on best-in-class practices and partner with several DEI-focused organizations that can help us extend our reach in attracting diverse candidates and support inclusion, retention and development. 

Caesars Entertainment is committed to achieve equity for all and ensure that inclusion remains at the top of the business agenda and a critical aspect of our culture.  As a demonstration of Caesars’ commitment, our CEO, Tom Reeg, signed the CEO Pledge in 2021. An initiative by CEO Action for Diversity & Inclusion™, the CEO Pledge outlines a specific set of actions to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion.

In 2021, for the 14th consecutive year, we earned a perfect score from the Human Rights Campaign’s annual Corporate Equality Index. This Index scores businesses based on LGBTQ workplace policies and public engagement on equality issues.

Targeting Parity for Women and People of Color

Caesars set new, aggressive targets to increase the representation of women and people of color in leadership roles (supervisory roles and above) on a path to achieve full gender and racial parity. Our 2025 goals: 

  • Women: 50% of management roles will be held by women within both the mid-level and senior leadership populations.   
  • Racial/Ethnic: 50% of mid-level leadership roles will be held by people of color (POC). We also commit to increase the representation of POC in senior leadership by 50%.

While our 2020 results show strong overall representation of women in leadership roles (44%) and of people of color (40%), we recognize that more intensive efforts will be needed to close the gap at senior leadership levels. In 2020, 35% of senior leadership roles were held by women, and 17% by people of color. We see diversity in senior leadership as critical to the long-term success of our company and therefore plan to invest significantly in boosting diverse senior leadership representation in the coming years.

Two business people with wheelchair in the office working together.

Disabilities and Special Needs

Caesars Entertainment strives to provide a welcome place to work for all of our employees, including those employees with disabilities. We recognize the needs of persons with disabilities and have met or exceeded the requirements of compliance with the Americans With Disabilities Act (ADA) and state accessibility mandates. In 2021, Caesars Entertainment became the first gaming company named as a “Best Place to Work for Disability Inclusion,” with a score of 80 (out of a possible 100) on the 2021 Disability Equality Index.

As corporate partners of Disability:IN, the leading nonprofit resource for business disability inclusion worldwide, we are committed to advancing our performance in this area, including the planned launch in 2021 of a new BIG focusing on mental health, individuals with disability, caretakers for those with disabilities and allies.