Sisal S.p.a. (Flutter SEA)

Roberto Di Fonzo (M)

Chief Executive Officer

Gender equality and women’s empowerment are essential to compete, innovate, and grow. This requires the courage to lead the way—challenging the status quo, investing in every voice, and making decisions that address social issues while driving sustainable, long-term growth. This is an ongoing journey to which we are committed—one where we invest in our people and create opportunities for everyone to be heard, step up, make a difference, and win together. Supporting people to be at their best is how we strengthen our collective success and contribute to a more inclusive society. By bringing the Women’s Empowerment Principles into our organization, we commit to translating our beliefs and intentions into meaningful action and impact—leading with ambition, acting with purpose, and fostering a culture where everyone can contribute, grow, and take ownership as we choose to play big. This is how we drive the future forward, embedding responsibility into our business to create lasting value for our people, our business, and the communities in which we operate.

General Information

WEPs signatory since 09 May 2025
Private F/M
1001-5000 employees

Baseline

Between 30% and 50% women employees.

Between 30% and 50% women at management level.

Between 30% and 50% women on boards/executive team/partners.

Industry

Casino and Gaming

Location

Italy
Europe and Central Asia
Also operating and will implement WEPs in the following countries and regions:
Other Countries
Albania
Morocco
Turkiye

Progress - 2025

Percentage of women and men employees
  • 38.50
  • 61.5
  • 36 - 40%
  • 61 - 65%
Percentage of women and men in senior management positions
  • 36.00
  • 64
  • 36 - 40%
  • 61 - 65%
Percentage of women and men on the company board
  • 20.00
  • 80
  • 15 - 20%
  • 75 - 80%
Percentage of new hires, women and men
  • 41.00
  • 59.00
  • 41 - 45%
  • 56 - 60%
Has a confidential grievance, resolution, reporting and non-retaliation mechanism and procedure to respond to incidents of violence and harassment

Progress - 2026

Percentage of women and men employees
  • 41.00
  • 59
  • 41 - 45%
  • 56 - 60%
Percentage of women and men in senior management positions
  • 38.50
  • 61.5
  • 36 - 40%
  • 61 - 65%
Percentage of women and men on the company board
  • 20.00
  • 80
  • 15 - 20%
  • 75 - 80%
Percentage of new hires, women and men
  • 47.80
  • 59.00
  • 46 - 50%
  • 56 - 60%
Percentage of promotions and career opportunities, women and men
  • 43.00
  • 65.00
  • 41 - 45%
  • 60 - 65%
Has a confidential grievance, resolution, reporting and non-retaliation mechanism and procedure to respond to incidents of violence and harassment

Annual Report

Last updated on: 07 September 2026