Figure 3c: Work location with Ethnicity
The other aspect to note from Figure 3b is that majority (83%) of survey respondents are employed, while 11% are self-employed. Those who are self-employed are considerably more satisfied with DEI in the industry than employed respondents. This could be directly correlated with limiting processes and policies within organisations that make it more difficult to initiate and effect change for DEI. There are other diverse employment types recorded in the survey, indicating that people may be keen to explore, participate in and contribute to the events industry if flexible, DEI supportive and contemporary work arrangements are more readily available.
There are a few survey voices that actually highlight limitations in mindset and on-the- ground action that impact how DEI initiatives are executed:
“ Racism and discrimination has to be understood and admitted in order for the root causes to be addressed or any true DEI initiatives to be put into place. ”
“ I believe there is ageism (towards younger members not being promoted when deserving), as well as the preference for single/childless to take on more work because they 'have less responsibility' outside of work. I also feel there is preferential treatment towards those who are related to the owners/leadership at my company. ”
29
2022 EIC Equity Benchmarking Study
Made with FlippingBook Annual report