Culture and Environment
OUR CULTURE
Having an employee-friendly culture at the workplace is definitely one of the keystones of the MGA’s success. The Authority is made up of all the life experiences each employee has brought into the organisation. We believe that having a strong, positive and clearly-defined culture attracts the right fit and talent.
We know where we want to be as an organisation and we believe in our employees’ input in order to constantly improve the way we do things.
Mutual respect and basic courtesy are definitely ingrained in our ethos and we treat both the public and our colleagues fairly and consistently, in a non-discriminatory manner with proper regard to rights and responsibilities.
DIVERSITY AND INCLUSION
The MGA takes special care to respect the diversity, talents and abilities of all its employees. We define diversity as being all the unique characteristics that make up each and every one of us including personality, lifestyle, work experience, age, gender, gender identity, sexual orientation, religion and race, amongst others.
INCREASING THE NUMBER OF WOMEN LEADERS
The MGA is strongly committed to increasing female participation within its workforce, and this is also being done by offering opportunities to women in leadership positions. Within the Authority women play an important role in various departments, such as sitting on the Executive Committee, holding Managerial positions and offering consultation services. The number of women in the MGA’s workforce has also increased over the last years, providing a more balanced work environment.
MGA NCPE AWARD
On the 30th April 2015 the National Commission for the Promotion of Equality (NCPE) recertified the MGA with the Equality Mark for a period of three years.
This recertification is based on evidence that the MGA kept its commitment to implement relevant policies and practices relating to gender equality and family friendly measures at the place of work and in the access to and provision of goods and services. The MGA also demonstrated that it has the will and capacity to keep these good practices in the years to come.
FAMILY FRIENDLY MEASURES
At the MGA, family means a lot to us and we offer a number of benefits and flexibility to our people. The Authority, in fact, offers teleworking, reduced hours, flexible hours, maternity and paternity leave, study leave and career breaks to all our employees.
OUR CORE VALUES
LEARNING AND DEVELOPMENT
People who join the MGA bring along with them an admirable set of skills, abilities, interests and academic backgrounds. However, to ensure that they continue to develop themselves even further, ongoing training is a way of life. This is a vote of confidence in our people’s potential.
Our training programmes vary from e-learning to learning through experience and other training programmes aimed at professionals, managerial and other levels. Examples of our learning programme include:
- Induction programme – all new recruits participate in an induction course which is held on the first day of employment and is spread over the first two months. The programme includes a general orientation of the MGA’s set up, “A Day in the Life of …” where all new recruits are given the opportunity to spend a day in each Department to have an insight into how other Departments work and how they are inter-dependant. We also provide them with an Induction Handbook with all the HR policies and procedures and other fact sheets they may need.
- Leadership skills workshops for those transitioning or those who are already in a managerial position.
- E-learning training to all employees including Responsible Gaming, Information Security, Data Protection, Anti-Bribery and Corruption, Anti Money Laundering and Advertising Gambling.
- Team Building Programmes.
- Employee Satisfaction Survey – Every year we hold an employee survey where employees are given the opportunity to express their opinion. We use the feedback received to continue improving the way the MGA operates as an employer.
- Support to employees who may decide to privately pursue a course of study, by offering Study Leave and Exam Leave.
PERFORMANCE MANAGEMENT
Every employee at the MGA has an individual annual performance appraisal. The objective is to promote employee development, increase employee productivity and document the employee’s performance outcomes which are aligned with the strategic and operational goals of the MGA.
REWARDS AND BENEFITS
The MGA’s rewards and benefits programmes are designed to be competitive within the local market and to meet the needs of employees living in Malta.
- Comprehensive Medical Insurance
- Full time employees are entitled to 200 hours annual vacation leave with pay as established by law
- Maternity leave and adoption leave
- Special Leave for sports and/or cultural activities
- Flexible hours
