Women in events
In 2024, she worked closely with RX’ s head of inclusion to audit and improve accessibility including walking the show floor alongside a blind travel influencer, a moment she describes as both humbling and illuminating.“ It’ s not just societal pressure, inclusivity makes our events richer and more innovative,” she says.
Donald believes progress is still too slow and is a firm believer in conducting DEI audits across all organisations and urges companies to review their hiring and promotion practices.“ Leadership is still too male and too white,” she states.
At D & F Creative, Melia ensures DEI is more than a buzzword.“ Our motto is‘ Everyone has the right to party,’ and we mean it,” she says. From neuroinclusion to access needs, her team prioritises design that works for everyone.“ Simple, thoughtful changes like quiet rooms, British Sign Language interpreters or Makaton( a popular UK language program that uses signs, symbols, and speech to help people with learning or communication difficulties) symbols can make events radically more accessible.”
Leadership, resilience and the lessons learned Setbacks, all three agree, are part of the journey.
“ I try not to let failure define me,” says Smart.“ It’ s important to review what went wrong and improve. RX encourages bold ideas, not everything will be perfect the first time, and that’ s OK.”
Donald adds a dose of perspective:“ Nobody died. Someone, somewhere, always has it worse.” For her, accountability is key:“ Owning your mistakes is one of the strongest character traits you can have.”
Melia emphasises calm, clarity and problem-solving.“ Most problems have a solution, you just have to keep looking,” she says.“ I lean on my business partner, and I actively seek advice from peers who’ ve walked the path before me. Resilience is everything.”
Advice for the next generation Their guidance for emerging talent is practical, passionate and personal.
Smart urges young women to learn the business side of events.“ Understand contracts, data protection, logistics, the whole machine. It makes you more respected in your role.” She also advocates gaining experience across departments to develop a wellrounded perspective.
Donald stresses relationshipbuilding:“ People buy people. Say yes to opportunities – within reason and nurture your network. That’ s your biggest asset.”
Melia offers this:“ Be a sponge. Show up, ask questions, read everything. And most importantly work hard. The events industry rewards graft, grit and genuine passion.”
Reimagining leadership All three women call for structural changes that enable more women to reach and remain in leadership.
Smart highlights the double burden women often face:“ We’ re still expected to work like we don’ t have children and parent like we don’ t have jobs. We need cultural shifts, flexible policies, affordable childcare, and a focus on outcomes over hours.”
Donald agrees:“ We lose too much talent because the industry isn’ t accessible to women who wear multiple hats. Those who stay often burn out.” Her call to action?“ Support caregivers. Create accessible career paths. Only then will we retain and elevate the best talent.”
Melia is equally emphatic:“ Until there’ s true equity in childcare and domestic responsibilities, women will continue to carry invisible weight. We also need to build ambition and confidence in young women, especially those without access to role models. And the big one: equal pay. Always.”
In Nicole, Selina and Charlotte, we see three distinct leadership styles united by shared values, resilience, inclusion, honesty and compassion. Their voices are part of a growing movement that’ s not just changing the face of events but reshaping the systems beneath it. n
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