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Bright believes another common misconception is that diversity is achieved by ticking boxes during recruitment.

“More women should be shortlisted for positions,” she suggests. “There shouldn’t be a case of going, ‘Oh, let me tick a box here’ or ‘This person is an anomaly to the rule.’

“I think it’s about businesses evolving to understand that having more women inside their businesses will aid and abet the success of their businesses, not hold it back.”

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However, it also found that formal governance of AI was struggling to keep pace with its growing usage. Only a minority of organizations surveyed reported having a formal AI strategy or roadmap. Many said one remained in development.

The MGA also found that only a small number of respondents had fully established AI risk assessment processes or incident-response plans.

Speaking at the launch event, MGA CEO Charles Mizzi emphasized that the framework is meant to foster progress rather than stifle it.

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She adds: “For example, Transavia also had 4,000 people, cabin crew, cockpit, and more, all very regulated, labour union intensive, people being busy with what can we offer to the guests – but at the same time they have to know their rules and their regulations very well, because it’s important when there’s risk attached.

“I had never been a CEO before so I came to it with a kind of Pippi Longstocking attitude – ‘I’ve never done it, but I’m sure I can do it!’”

We mentioned that southern border because German players apparently enjoy the Holland Casino offering too. “German visitors are really interested because we have a different offer from most of the German casinos,” Petra explains.