How can leaders and people in influential positions in the industry and member organisations advocate DEI transformation? Is it acceptable that change is dependent on having representation from diverse groups and not happening organically? Are there unconscious biases that exist today which could impact career progression for professionals in the events industry? If not, what is limiting more diverse representation in the industry? It is evident from Figures 2a, 2b and 2c that a pre-dominant ethnically White population, supplemented with minimal to no representation from minority groups, especially in influential positions (for example - there is no Board member of multiracial ethnicity) appears to make it more challenging to effect change, and raises questions on underlying beliefs and assumptions that may exist in the events industry:
Sample qualitative inputs from a couple of survey respondents further validates the influence of ethnicity on job grades and highlights how event professional perceive leaders ’ view on DEI.
“ Our ownership is very, very conservative Christian, and very White. I feel like we have some bias in regards to people of color, as the majority of our staff are White. I feel like men in my same position make more than I do as a woman, despite the fact that I have more years of experience than many of them. There is nothing blatant, and it is never discussed, but White men hold the highest level positions, and the lower level Whites probably get paid more than women in comparable positions. Our company is very inclusive of homosexuals and those of different religions, but I believe we have some ways to go before people of color and women are on the same plane as White guys. ”
“ I do not think my management team even realises what DEI is and when the situation is brought up they show no process in including it in the workplace. ”
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2022 EIC Equity Benchmarking Study
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