The State of Diversity in the Events Industry

Diversity refers to the presence of differences - be it cultural, ethnic, gender-based, neurological, physical, or socioeconomic. Inclusion means creating an environment where all individuals feel welcomed, respected, and supported to participate and thrive.

Diversity, equity and inclusion (often extended to DEIBA by including Belonging and Accessibility) go beyond surface-level metrics. They are about systemic change - removing structural barriers, ensuring fair representation and providing equal access to opportunities. In the workplace, DEI creates cultures where employees feel seen, heard and valued.

The Driving Success Through Diversity report paints a sobering picture of the MICE and events sector: while DEI initiatives abound, employee engagement remains low. This disconnect can be broken down into three paradoxes: 

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 falls short. 

64% of participants have attended DEIBA training, but only 54% found these programmes effective. Feedback indicates they are often either too basic or too advanced for participants’ needs. 

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.

These contradictions reflect a broader industry problem: diversity, equity and inclusion certification is often seen as an endpoint rather than a catalyst for ongoing change. 

Diversity, equality and inclusion are issues faced by almost every single industry, and MICE is no exception. As highlighted in a session on the topic by Stephanie Corker as part of the virtual IBTM World Online in December 2021:

• 83% of industry professionals are Caucasians
• Only 3% of the industry is represented by black, African or Caribbean professionals
• There are no CEOs from minority groups out of 145 senior leaders across the largest 20 global exhibition organisers
• Only 23% of women hold executive roles
• Only 3% of people in the industry identify as having a disability

Tackling these issues of inequality requires effort from individuals at every level, ensuring that job opportunities are accessible, workplace environments are inclusive, and people from minority backgrounds are represented across the businesses in the industry. This is important not only because it helps to combat wider systemic issues of inequality, but also because businesses with a diverse workforce have been proven to be more successful in a range of areas.

Diversity, equality and inclusion are particularly important in the MICE industry as events can be places that end up being un-inclusive by nature. A diverse range of attendees and/or speakers and exhibitors not only leads to more creative and progressive discussion and collaboration, but also sets a precedent for the rest of the industry and builds a positive reputation, which can only bring more business to your door.

So, what is diversity and inclusion certification, and how can it help close the engagement gap?

A diversity, equality and inclusion (DEI) certificate is the ‘award’ or proof given after completing a DEI course to demonstrate that you have completed the training. It indicates that you have understood the course material enough to be considered proficient, which may be judged by an assessment or just by the fact that you have interacted with all of the content available.

A DEI certificate may be awarded to an individual or to an entire organisation, depending on the kind of training and who actually completes it. In some cases, one person may receive a certificate after taking part in a diversity, equality and inclusion course and then share what they have learned with the rest of their organisation to help spread the learning around.

Diversity and inclusion certifications indicate to other people or organisations that a person or place has committed to learning more about inequality and what they can do to combat this. This can be very important if you’re trying to promote an event as an inclusive environment, as an official certification demonstrates that you have taken part in a training course and made a commitment to learning about how best to create diverse and inclusive spaces. 

The impact of certification depends entirely on the intent behind it. If it's just about optics, the effect will be minimal. If used as a foundation for growth, it can drive profound transformation.

Before pursuing a diversity, equity and inclusion certification, ask:

• Why do we want this certification?
• How will we apply the learning?
• Is the course relevant to our industry?
• Is it tailored to our organisation’s specific needs?

Gaining a certificate for the sake of appearance, without genuine follow-up, is counterproductive. Certification should be a springboard for structural and cultural change, not a PR exercise.

If you decide to get a diversity and inclusion certification, your first step is finding the right provider. Working with a specialist DEI consultant is a fantastic option for ensuring that meaningful change is made, but there is also a range of other training courses you can undertake to gain various certifications.

• The National Centre for Diversity

As well as offering a series of e-learning courses covering various topics regarding DEI, the National Centre for Diversity also runs an accreditation program called Investors in Diversity, where they work with businesses towards achieving a certified status as a diverse organisation.

• DiversityFIRST™ Certification Program

This is a US-based certification program that can be done virtually, providing individuals with five days of extensive diversity and inclusion training designed to give them a solid foundation to make organisational change. 

• Diverse Matters Training

Diverse Matters is a DEI consultancy organisation that works with businesses globally to provide all kinds of diversity and inclusion training, as well as coaching and DEI audits, delivered either in-person or online. You can view a full range of topics they offer training and certification for here.

• Institute for Diversity Certification

The Institute for Diversity Certification offers two different qualifications: The Certified Diversity Professional (CDP) or the Certified Diversity Executive (CDE). The exams for these certifications are taken online, with optional virtual revision sessions to help students prepare for the assessments.

Once you’ve found a certification provider, you’ll next need to register for the course or organise training. Working towards this certification may take anything from half a day to several months, depending on the provider, the format and the nature of the course. 

The cost of DEI training will really depend on the content and kind of course you’re undertaking, as well as the number of people being trained.

If you’re undertaking a qualification for the entire organisation, then extensive training courses with interactive elements and resources for the whole team tend to start at $500-$1000/£400-£800 for a half day. You definitely pay for what you get with these certifications, so it’s worth viewing these costs as an investment that will bring plenty of benefits to your business.

There are also plenty of diversity and inclusion certifications that you can gain through online courses, which can be a great general introduction to topics surrounding these issues. Depending on the length of these courses, you can pay between $40-$60/£35-£50 for several hours of virtual training.

One of the best ways to undertake meaningful DEI training and gain a certified status is by working with a consultant who can tackle specific issues or aspects of your organisation that may be affecting how inclusive the environment is.

This is the costliest kind of DEI training available, with prices depending on the size of your business and the scale of the work that needs doing, but is also definitely one of the most effective approaches.

While the upfront cost may seem significant, the long-term return on investment, from employee engagement to business reputation, makes DEI training an essential expenditure, not a discretionary one.

Earning a diversity, equity and inclusion certification is just the first step. The real challenge lies in embedding DEI values into the culture and operations of an organisation. Here’s how MICE companies can begin:

Creating authentic 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.

People managers are the linchpin of workplace culture. Despite being on the frontline, many lack decision-making power or feel disconnected from leadership’s DEI strategies. 75% of respondents to the Driving Success Through Diversity survey were ‘people managers’, but only 45% reported having decision-making control over DEIBA initiatives. Empowering these managers with autonomy, resources, and training ensures consistency in DEI application.

Only 35% of survey respondents were fully aware of workplace DEIBA initiatives. This disparity in awareness highlights the need for organisations to improve internal communication and education to ensure all employees are well-informed and engaged in initiatives.

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:

• Utilising 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. 

While inclusion is about enabling participation, belonging ensures that individuals feel valued once they’re “in the room.” The report revealed:

• 63% of respondents feel included
• 21% feel only somewhat included
• Nearly 15% feel actively excluded

Operational staff, women, and professionals of colour are more likely to report feelings of exclusion. Simple acts - such as inclusive language, representation in leadership, and equitable access to projects - can make a world of difference.

One participant’s testimony highlights the issue: as the only team member of colour, she consistently felt like an outsider. This underlines the need to create culturally aware spaces that foster psychological safety.

Survey respondents found 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.

To overcome any cynicism or disengagement, businesses must:

• Reframe DEI as a strategic priority
• Allocate adequate resources
• Measure impact over time
• Be transparent about progress and setbacks

Even amidst economic pressures, investing in equity reaps long-term benefits in the form of innovation, loyalty, and enhanced reputation among clients and peers.

Diversity and inclusion in the workplace - especially within the MICE industry - demands more than well-meaning policies. Achieving genuine diversity, equity and inclusion takes sustained effort, active reflection, and a willingness to evolve.

Diversity and inclusion certifications serve as a useful step in this journey. They provide knowledge, structure and a shared language for organisational change. However, the true value of certification lies in what happens afterwards—how it’s applied, who it impacts, and what difference it makes.

In the end, creating equitable, inclusive, and accessible workplaces and events isn’t just good ethics, it’s good business.

• 59% of UK event employees feel DEIBA is undervalued, and 40% question leadership sincerity.
• DEI certification helps signal commitment, but must be followed by genuine action.
• Four key success pillars for driving success through diversity include committing to workplace changes, cultivating inclusion through belonging, creating equal opportunities for diversity, and eliminating barriers and biases to promote equity.
• 'People managers' crucially contribute to DEIBA efforts, but genuine, sustained commitment from senior leaders is needed to encourage wider buy-in.
• Certification is a valuable tool, but change comes from consistent, meaningful effort.

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