Culturelytics, in partnership with Tharoor Associates, DEI and Unconscious Bias advisors, utilising insights and conversations from a series of focus groups held with global Task Force membership, develop a customised framework for assessing DEI experience in the events industry. Survey architects organised questions by framework category to arrive at a scoring model which attempted to synthesise sentiment by demographic against the following dimensions: What We Know
Four-dimension framework for assessing DEI in the events industry
Accountability & Power of Influence
Ownership
Delivering Change Sustaining Change
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Do I understand the nuances of DEI and act accordingly?
Is my Leadership/ Organisation working to improve DEI? How are we engaging and tracking measurements and improvements? A sense of accountability warrants the leadership/ organisation to link the “what” (DEI strategy) to the “how” (shaping and implementing outcomes). 1. If you raised a concern about discrimination, are you confident that your employer would do what is right? 2. Does the leadership of your organisation take ownership and is accountable for delivering results on DEI? 3. What is the one thing your
What key areas of DEI need change the most?
How impactful are current interventions on DEI based on key metrics?
A strong foundation for DEI is enabled through a sense of ownership amongst everyone. A better clarity of the DEI agenda will forge greater autonomy amongst stakeholders to make progress towards a diverse, equitable and inclusive industry 1. Do you feel that DEI is part of your job/role to support your organisation’s initiatives on Diversity, Equity, and Inclusion (DEI)? 2. Does your organisation make the information around DEI efforts readily available to you? 3. If you were the leader of your organisation, what are the initiatives on DEI you would implement immediately?
Often initiatives are defined on paper, but there is little evidence that they are implemented. Delivering change validates that DEI practices, policies, and structures exist not only in theory, but are widely practiced. 1. Do you feel the DEI initiatives of your organisation have the intended impact? 2. Do you feel the root cause of the need for DEI is addressed in your organisation? 3. What according to you would be the best way to measure and analyse the actionable
For an absolute culture trans-formation, DEI
changes must be integrated into the
practices in the industry. Otherwise, there will be limited bursts of change triggered by adhoc or catastrophic events. 1. Does your immediate manager encourage people with different ideas and opinions to speak up? 2. Does your organisation reflect DEI through their day-to-day decisions? 3. What more can your organisation do to ensure that all team members
Definition and its importance
Questions Polled
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