News Feature
for female career progression, is
something that needs this attention.
Statistics show that 60-70% of female
event professionals are in middle
management positions, whilst only
9-10% are represented on board levels,
despite the tremendous amount of
talented women in the exhibitions
industry. This has resulted in women
leaving the industry to launch their
own successful shows, as they have
ultimately reached the top and are
unable to “break down those invisible
barriers” states Beck.
“Let’s be clear, this issue isn’t
exclusive to our industry,” Jackson
argues. At any business, “in the
middle of the building there’s lots
of talented women, but as you go
further up, something happens, and
they disappear.” However, we should
refrain from comparing ourselves to
other industries and instead of waiting
for the issue to slowly improve, take
action and even learn from one another.
The industry has an “opportunity
to collaborate and change this to
make sure women have the support,
guidance, experience and exposure
they need to go after these positions”,
argues Hoinkes.
So, where can we start? Firstly,
Reynolds advises to pay attention
to the “criteria, experiences and
characteristics” of who you are
appointing into C-Level positions.
She reveals many companies choose
stereotypical “male attributes”,
such as taking credit, Smith adds.
Whereas, companies don’t look for
stereotypical “feminine” traits such
as empathy or being collaborative,
proposes Reynolds and Smith. They add
that ultimately, this causes women’s
contribution to be “under-looked and
undervalued.” Perhaps all of these
attributes are of equal value and are
not necessarily assigned to just one
gender. Recognising this will allow us
to move away from this unconscious
stereotyping that men and women
do to one another. By inviting more
‘female’ attributes, we can “elevate
women without pushing them to adapt
to masculine norms, which will help
advance women’s careers”, Smith
continues.
Next, Beck recommends encouraging
male event professionals to actively
get involved in the conversation. She
states, “the same men at the top of
our industry are the key to unlocking
this”, we must have this conversation
together in order to bring change.
Yes, men and women are different,
and that’s okay. Although, this doesn’t
mean men should be excluded from the
conversation or stay silent. It’s time to
realise “we are better together, and we
complement each other,” Jackson says.
This isn’t just about women supporting
women, it’s about everyone supporting
each other.
More specifically for future female
event professionals, the panellists
advise to consider three key concepts.
The first is to be “bold and vocal
about what you want” as Hoinkes and
Rohrbach suggest. If you’re a female
entering the industry, don’t wait to
be asked, recognised or promoted.
Seek out potential opportunities and
promotions. Hoinkes reassures future
generations that it’s great to want
to succeed, to grow and to develop.
This could be through “assuming
responsibility” for a task or project and
even something as simple as “taking
initiative”, says Hoinkes. Remember,
you must believe in yourself, if you
want others to believe in you too.
The second is to find a good mentor
or coach, say Smith and Reynolds. A
good mentor can “help identify your
strengths and support your professional
growth and personal branding.” Your
personal branding is particularly vital
when working remotely, as our online
presence is increasing to keep everyone
connected. The next time you’re on
LinkedIn, consider adding some fresh
content and reach out to a new network
of professionals and exchange your
expertise online. These steps will
not only ensure you’re ready for the
return of the industry, but for new
opportunities of growth.
Most importantly, Jackson and
Reynolds urge the next generation of
women to “be your true self” and to “be
kinder to yourself”. Remember, success
in any industry is personal and can only
be defined by you. For some it may be
money or status, whilst for others its
the freedom to enjoy how they work.
Collectively, there is no one solution,
but the panellists agree that success is
about helping women get the best out
of each other.
But you don’t have to reach the very
top to be the best. Simply be the best
version of yourself and know that
progress is possible. EN
“in the middle of the building there’s lots
of talented women, but as you go further up,
something happens, and they disappear”
August — 11