October 12, 2022 | By Bronwen Largier
The results of the Events Industry Council’s (EIC) 2022 Equity Benchmarking Study show widespread dissatisfaction amongst event professionals, minority groups and women.
As part of the benchmarking study, 1,404 event professions from 380 different organisations were surveyed by an AI chatbot. More than half of respondents identified as white (61 per cent), just over three quarters were in mid or senior management and more than three quarters were women.
The survey found event professionals who were employees – as opposed to self-employed or in another kind of work arrangement – were a lot more dissatisfied with diversity, equity and inclusion (DEI). Employees made up 83 per cent of respondents.
Those who identified as black – making up 16 per cent of respondents – rated their DEI experience 11 per cent lower than those who identified as white.
And despite women being the majority of survey respondents and being well represented in senior leadership roles, their satisfaction with DEI in the workplace was 21 per cent lower than male survey respondents.
“It’s crucial that we champion inclusivity in our sector as a means to drive economic and social progress,” said EIC CEO Amy Calvert.
“DEI needs to be embraced by organisational leadership to be effective.
“Results from our 2022 Equity Benchmarking Study underscore we have a significant way to go, particularly advancing ethnic diversity, gender inclusivity, and equity in leadership and influential positions.
“EIC’s Equity Acceleration Plan will enable us to measure progress as well as improve our ability to deliver impact and sustain change.”
The big DEI questions
Following a framework created by 22 industry leaders including members of the EIC Equity Task Force, the EIC board of directors and external stakeholders and partners, those surveyed were asked questions across four pillars, with each pillar supported by a simple overarching question –
Ownership: Do I understand the nuances of DEI and act accordingly?
Accountability and power of influence: Is my leadership/organisation working to improve DEI? How are we engaging and tracking measurements and improvements?
Delivering change: What key areas of DEI need to change the most?
Sustaining change – How impactful are current interventions on DEI based on key metrics?