The events industry has made progress in gender diversity, particularly at junior and mid-level roles, but true parity in pay, leadership, and opportunity remains out of reach.
Women dominate entry-level and mid-level roles in events.
Pay gaps between men and women persist across seniority levels.
Leadership positions remain disproportionately male.
Parity requires transparency, pathways, and accountability.
The events industry is one of the most dynamic and creative sectors in the UK, yet when it comes to gender equality, there is still significant work to be done. Our latest Diversity Report reveals that while females make up 59.1% of the workforce, they continue to face barriers to career progression and equal pay.
The gender pay gap: a reality check
One of the most striking findings from the report is the £3,500 average pay gap between males and females in the events sector. While this disparity is unfortunately common across industries, its presence in a field where females are the majority highlights an ongoing imbalance in pay structures and salary negotiations.
Senior leadership: where are the females?
Despite their strong presence at entry and mid-level positions, females hold just 52.5% of senior roles, while males disproportionately rise to the top. This raises critical questions about hiring and promotion practices within the industry and whether the events industry offers the flexibility we need. Are females being overlooked for leadership positions? Are businesses providing the right mentorship, training, and opportunities for females to advance?
Beyond Representation
Progress in gender diversity is clear, but without equal pay and leadership opportunities, representation doesn’t equal parity.
Driving Real Change
Parity requires action: transparent salaries, fair promotion pathways, and accountability for gender balance at the top.
What needs to change?
Closing the gender gap requires intentional action. Companies must review their pay structures, leadership pipelines, promotion criteria and flexible working policies to ensure females are being paid fairly and given equal opportunities to advance. Transparent salary policies, leadership development programmes, and flexible working arrangements can all play a role in bridging the divide.
It’s time for the events industry to take real steps towards gender equality.
Download the full Live Recruitment Diversity Report here
FAQs
Has gender diversity improved in the events industry?
Yes, especially at entry and mid-levels, but parity in pay and leadership is still lacking.
Why are women underrepresented in leadership?
Systemic barriers, bias, and limited sponsorship hinder progression into senior roles.
What needs to change to achieve parity?
Structural change, pay transparency, stronger progression pathways, and leadership accountability.