Diversity, Equity, Inclusion, Belonging, and Accessibility (DEIBA) is vital for attracting talent, improving staff retention and development, and achieving higher profitability and productivity. However, despite increased support of in-house policies and DEIBA training programmes within the events industry, a recent report suggests it’s having little impact on employees.
Driving Success Through Diversity by Diversity Alliance, in collaboration with Cvent and M&IT, reveals a significant disconnect between what organisations claim and what employees experience. For example, over half (59%) of survey respondents don’t feel their organisation values DEIBA and 40% question the sincerity of their leaders.
Read on to discover more insights, including how effective DEIBA training is believed to be, the importance of people managers in driving workplace success, and how to eliminate barriers and bias to become more equitable.
The state of DEIBA within the meetings and events industry
Despite the clear benefits, the current state of DEIBA in the events industry reveals some surprising gaps. The report identifies areas that require change to drive diversity and success in the workplace.
Here are 5 key insights on the current perception of DEIBA:
- 78% state that DEIBA is very important to job satisfaction and retention
- 48% state that working with a diverse team has a strong positive impact on job satisfaction
- 39% state that a diverse team greatly boosts productivity
- 25% agree it enhances productivity
- 41% state that DEIBA has increased their motivation to perform at their best
The paradox: DEIBA rhetoric versus reality
The disconnect between what events companies say about their DEIBA values and how employees tell us they feel about their company’s actions can be simplified into three paradoxes.
1. The illusion of DEIBA’s impact on retention
DEIBA initiatives motivate 37% of employees to stay in their roles, while 32% report DEIBA has no impact on whether or not they choose to remain in an events role. DEIBA may motivate some, but overall, as a driver of retention, it needs to catch up.
2. Training programmes lack depth
64% of participants have attended DEIBA training, but only 54% found these programmes effective. Feedback indicates they are often too basic or advanced for participants’ needs.
3. Prioritisation perception gap
47% of leaders say they frequently support DEIBA initiatives, although only 37% perceive a positive DEIBA impact on themselves. 59% of employees feel their organisation does not value DEIBA, and 40% doubt their senior leaders’ sincerity towards DEIBA initiatives. Middle managers feel excluded from leadership's DEIBA decision processes.
How can you drive success through diversity?
So, how can we bridge the gap between what’s said and what’s done? The report outlines four key factors for driving success through diversity.
1. Commit to workplace change
Workplace change doesn't only mean amending company values and DEIBA mission statements. It requires a genuine commitment from organisations through actively listening to underrepresented communities, building cultural awareness, providing ongoing education, and implementing and maintaining a dedication to DEIBA.
The study indicates that people managers play a pivotal role in the success of DEIBA efforts. 75% of respondents are managers, but only 45% report having decision-making control over DEIBA initiatives.
The research suggests that managers may be less inclined to embrace DEIBA initiatives due to a perceived lack of accountability and authenticity from senior leaders. This lack of buy-in could stem from viewing the leadership's commitment as mere lip service.
35% of respondents are aware of DEIBA workplace initiatives. However, 20% are only moderately aware and 4% are completely unaware. This disparity in awareness highlights the need for organisations to improve communication and education to ensure all employees are well-informed and engaged in initiatives.
2. Provide equal opportunities
To create equal opportunities, organisations must be open to change, and adopt inclusive and accessible hiring strategies that specifically target and support underrepresented talent throughout the hiring process.
To attract more diversity, inclusive hiring practices should include:
- Using diverse candidate sourcing methods
- Sharing inclusive and accessible job descriptions
- Training hiring managers on equitable practices
Venues can also lead the way by promoting supply chain diversity. Currently, reliance on preferred supplier lists and a lack of strategies to engage minority-owned businesses create barriers for diverse suppliers entering the market.
“It's about collaborating to diversify suppliers. For instance, by approaching venues and proposing methods to support diversification, like establishing a diverse supplier list. So, it's about taking proactive steps to create diversity.”
Tinique Hay, Founder Hay Events
3. Cultivate inclusion through belonging
The belonging part of DEIBA is crucial for job satisfaction and team productivity. If your workplace makes you feel safe, included, and part of a supportive community, you will work harder and feel a deeper sense of loyalty.
63% of respondents say they feel included at work, 21% feel somewhat included, and 14.7% feel excluded, with those in operational roles disproportionately experiencing exclusion (60%).
This highlights the need for targeted inclusivity across all levels. Survey participants suggest addressing bias and widening decision-making to more managers to enhance belonging.
However, challenges persist, as one participant shared her experience of feeling like an ‘outsider’ as the result of being the only team member of colour. This emphasises the ongoing difficulties underrepresented groups face and the importance of cultural awareness and cultivating an inclusive environment.
💡 Top Tip: Conduct anonymous employee surveys to gain honest and open insights from your team. This helps engage everyone in the workforce and the results can inform bespoke training and policies.
4. Eliminate barriers and biases to be more equitable
Survey respondents say that a lack of engagement from leaders and stakeholders in DEIBA efforts is demotivating, resulting in resistance to DEIBA training, initiatives, and programmes.
Training requires complete buy-in, ongoing support, and reinforcement to create a lasting impact and avoid frustration and disengagement. It can’t be a ‘one and done’. You must approach DEIBA with a long-term, sustainable mindset, investing in the necessary resources.
Some of this can be trial and error, but it does require ongoing commitment. Maintaining ongoing commitment is crucial to breaking the cycle of declining enthusiasm and creating truly diverse, equitable, and inclusive workplaces.
The role of technology in DEIBA
While 68% of survey participants acknowledge technology’s role in enhancing workplace DEIBA learning, they note that it often falls short in digital accessibility for employees with varying abilities.
Here are three ways technology can support DEIBA in the workplace:
- Create a more representative website: Use images of diverse talent, activities and client work, serving as a storefront for your values.
- Focus on learning and digital tools: Invest in digital tools, courses, and tech to bridge education gaps and enhance inclusivity with accessible resources.
- Encourage workplace connections: Encourage your team to utilise technology for communication and connection.
“Technology helps maintain connections outside the office, but fostering an environment that encourages them is crucial. Platforms like Slack facilitate connectivity, and at Cvent we have created cultural groups on Slack for our different team members such as Black, Jewish or parent communities which foster belonging. We encourage our team to connect all the time."
Felicia Asiedu, Marketing Director, Cvent
When it comes to using technology to support DEIBA in event delivery, 38% of participants say that tech suppliers are key to creating accessible events. However, 95% identify challenges in using technology to support their DEIBA strategies.
Perseverance is key, especially when working with technological suppliers who can support your efforts. Choose service providers who understand and prioritise DEIBA. It's crucial to choose conscious suppliers that already promote inclusive and accessible event tech.
Additionally, listen attentively to DEIBA leaders in the workplace, as well as external consultants and individuals with lived experience. Incorporate their recommendations and solutions into your work practices.
The future of DEIBA in the workplace
The first step is to recognise that building an inclusive workplace culture is a collective responsibility. The events industry will be more successful when it embraces an understanding that DEIBA is not just for certain groups but for the entire workforce.
Although Driving Success Through Diversity highlights a disconnect between the industry's rhetorical commitment and the actual experiences of professionals within the workplace, the findings also emphasise the huge potential for fostering an inclusive culture that celebrates diversity and empowers individuals from all backgrounds to thrive.
Organisations can unlock innovation, creativity, and productivity by proactively addressing systemic barriers and ensuring equal opportunities.
To learn more about the advancement opportunities of DEIBA, download the Driving Success Through Diversity report.
