Key Insights & Recommendations
The Task Force’s originating focus relating to the effects of systemic racism on the global events industry is validated:
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• Globally, White event professionals (61%) are predominant across all job grades as a percent of total respondents to the survey. • When observing the global incidence of minority or diverse participation in the survey, only 16% of individuals who chose to self-identify, identified as Asian, Black, Indigenous or Hispanic/Latina/o/x. • Black respondents, which reflect only 7% of the total sample size for the study rated the DEI experience 11% lower across all 4 dimensions compared to ethnically White respondents, and 20% lower than the study average when observing ethnicity and employment type. • With North America, mainly the United States, comprising nearly 90% of the response to the survey, there is a correlation present when observing the low participation rate of non-White individuals in North America and the high-level of participation of White individuals in North America and globally in the survey, highlighting disparities in access and influence which are often rooted in elements of systemic racism in the United States, a place with high incidences of systemic racism.
Key DEI issues to solve for and measure against become clear when observing the data:
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• Systemic racism is likely to limit job progression for events professionals from marginalised groups, especially in North America, but the sentiment varies by global region based on the understanding of DEI, elements of unconscious bias, and potential lack of DEI training and/or acquiescence with inequalities. • Acquiescence with inequalities may reflect norms of explaining away and contextualising, arising from seniority or cultural norms around conformity. • There is a positive correlation between sentiment around DEI and overall job satisfaction when employees have’ influence over their roles or ‘personal agency’ which points to an actionable focus area for the Equity Acceleration Plan. • Despite significant female representation in managerial and board positions, study shows that the female gender requires more support from their organisations to adopt and drive DEI in the industry.
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