Diverse Speaker Bureau also offers speaker training alongside its speaker sourcing . “ We understand that those from diverse backgrounds don ’ t always have the confidence to tell their story , and don ’ t believe that their story is worth telling – but it is . We help with confidence training , help them shape their stories and provide them with a platform ,” explains Devereaux .
Speaker sourcing
So , how exactly does speaker sourcing work ? Whyte tells me Spectrum Speakers & Entertainers manages speakers independently via its speaker management service , it also works as a bureau to source speakers for event planners .
“ I was previously a speaker agent , so I like to work in a consultative way . I like to get under the skin of what the key event aims and themes are and what delegates will take away from the event . That way , I can see how the skillset of the speaker will complement all those aspects .
“ There ’ s only so much you can get from looking at a speaker biography . The job of a speaker agent or speaker bureau is to really understand the speakers in depth ,” she says .
Similarly , Diverse Speaker Bureau works in two ways . “ At the moment , because our company is still young , we work in a semi bespoke mode ,” reveals Devereaux .
Diverse Speaker Bureau either proactively sources speakers or finds speakers in its database . “ This year , we are trying to build our speaker community to have a larger sense of speakers , but also to ensure the speakers can learn and grow from each other as well ,” she says .
Devereaux tells me the bureau also works alongside a speaker code of conduct , meaning that its speakers must be diverse in their approach and language . “ For example , they must be diverse in the pronouns they use and how they behave on stage . We want to implement this approach throughout our supply chain .” says Devereaux .
A balancing act
When working with agencies , both Whyte and Devereaux note they are putting in the work and making some form of progress with DEI .
“ There isn ’ t a progression curve , DEI is happening at different levels . Some have just started their DEI initiatives , some are a year or two down the road , and some have been doing it for years ,” says Devereaux .
However , Devereaux points out that at the same time , some agencies aren ’ t talking about what they are doing , because they think they aren ’ t doing enough . “ It ’ s a real shame , because talking is exactly what we are trying to get people to do . I ’ d love to see more agencies sharing what they are doing with DEI , because it can encourage other organisations too ,” she adds .
While DEI is being implemented ,
Whyte says it ’ s not quite yet ingrained in event strategies or values – because people don ’ t know how . “ If you are always coming from a place of equity , then your events will get DEI right . The best way to ingrain DEI into your event strategy is to work with suppliers who not only focus on DEI , but who focus on the values that are important to you and your event ,” she says . “ On the whole , agencies are definitely trying more . But at the same time , some are trying to be seen to be trying . It ’ s almost one extreme or another ,” Whyte adds .
Another element Whyte and Devereaux have both noticed is the fear of getting DEI wrong . “ This is one of the biggest challenges and that fear can sometimes result in total inaction ,” says Whyte .
“ I think we should call out things that are being done incorrectly , or things that are done in a thoughtless manner . But , to point fingers at someone who ’ s clearly trying – that actually puts us back . A person in my network said we should be calling in . This means pulling someone aside privately and saying ‘ I can see you are trying to do this , but have you considered doing it this way ?’,” she says .
Devereaux agrees and says : “ It ’ s beautiful because they are so concerned , that they want to absolutely get it right . But the only way to get it right is to ask the people in your organisation who exhibit diversity , or who identify as diverse , how they can get it right and have open conversations .”
She reminds us : “ DEI is going to look different in every agency , every agency has a culture . So , getting it right is really about what ’ s authentic for you , and trying to expand on that .” www . conference-news . co . uk