( 83 % of all survey respondents ) are significantly more dissatisfied with DEI in the industry than those who are self-employed or have alternative employment types .
Racism The report states ; “ The study findings bring to the forefront the impact of subtle forms of racism and discrimination on the DEI experience in the events industry . Often racism is synonymous with racial slurs , hate crimes , and other actions . However , the difference of the DEI scores between respondents who identified as black incomparison to those who identified as white , draws attention to less obvious but equally detrimental forms of racism - structural and systemic racism .”
It goes on to conclude ; “ It is evident from this study , along with other research , that existing practices need to be enhanced to build a sustainable DEI experience for event professionals across the industry . The study data on ethnic and gender inclusivity provides a convincing insight into how representation of gender alone is not an assurance of cultural change . Sustainable DEI change is essentially about dismantling systems and processes that maintain the status quo . Add-ons are insufficient . This is a potential challenge and if the DEI experience continues to be the same , it is an indicator of the key messages from this study .”
Case studies highlighted in the research throw light on the experiences of some . One said ; “ There is nothing blatant , and it is never discussed , but white men hold the highest level positions . Our company is very inclusive of homosexuals and those of different religions , but I believe we have some ways to go before people of colour and women are on the same plane as white guys .”
Jason Dunn , EIC Equity Task Force co-chair and past chairman of the National Coalition of Black Meeting Professionals said ; “ Dismal black and brown representation within
Tina Wehmeir
“ It is no longer just about what is done , but more about how it is done ”
the events industry presents barriers to diversity and inclusion in leadership and influential positions needed to impact change .
Respondents who identified as black ( 16 %) rated their DEI experience 11 % lower across all four dimensions than respondents who identified as white .
Unconventional practices The EIC appointed its Equity Task Force in 2020 to address systemic racism and all forms of discrimination in the business events and hospitality industry . The council says the shortage of data already existing in this area is a concern and shows event professionals may be reluctant in sharing their views on lack of DEI in the industry .
Cathy Breden , EIC board chair and VP and CEO of the International Association of Exhibitions and Events Executive , said better representation from minority groups was a “ mere statistical activity ” without improvements in the experiences of these event professionals .
She said the industry must adopt “ unconventional practices ” and a contemporary approach to make everyone truly belong .
Jason Dunn
“ It is no longer just about what is done , but more about how it is done that is becoming crucial . More diverse professionals can be recruited , but how they being involved to effect change will make all the difference .”
EIC CEO Amy Calvert said DEI needed to be embraced by organisational leadership to be effective .
“ Results from our study underscore that we have a significant way to go , particularly advancing ethnic diversity , gender inclusivity , and equity in leadership and influential positions .”
The latest study is the critical first phase of the EIC ’ s Equity Acceleration Plan , which Calvert said will enable the council to measure progress and improve its ability to deliver impact and sustain change .
Gender differences When it came to accountability , male survey respondents were 7 % more satisfied with the DEI experience compared to their female colleagues . More than 75 % of the survey ’ s respondents identified as female , and they were well represented in managerial and senior roles .
But despite having a smaller population , the evidence suggests an influential and dominant male presence . Less than three quarters of the surveyed population identified as male but were 6 % more satisfied with the DEI
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