EIC 2022 Equity Benchmarking Study

Drawing a correlation to the ownership dimension indicates a huge gap between expectations and reality for a majority of the survey respondents who have identified as female (77%). While there is a higher score in the ownership dimension, unless this is supplemented with actual interventions for DEI – there is a high risk of frustration, burnout and attrition from this majority population. This could severely impact future talent from joining or supporting the industry.

3.2. Delivering Change - Ethnicity and Employment:

Exploring the demographics of employment type and ethnicity in Figure 3b indicate that event professionals of Asian ethnicity rate the DEI experience in this dimension as 19% higher than the study average. This is one of the few instances where despite being a minority group, survey respondents of Asian ethnicity (7% of respondents) have rated the DEI experience significantly higher than their ethnically white colleagues (60% of survey respondents).

Figure 3b: Employment Type with Ethnicity

The deeper analysis in Figure 3c indicates that 40% of ethnically Asian respondents have their work location as Central, Southern and Eastern Asia. Hence, implying that event professionals located in Asia are happier with the DEI experience in the region compared to their colleagues in other parts of the world and leads to a critical question - “How much do cultural differences impact the DEI experience to deliver change?”

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