The leadership bottleneck in the events industry highlights a lack of diversity at senior levels. Despite strong representation at entry and mid-levels, progression stalls due to systemic barriers and bias.
- Diversity is stronger at entry level than leadership.
- Women and ethnically diverse professionals face stalled progression.
- Bias and lack of sponsorship limit advancement opportunities.
- Inclusion requires pathways into senior leadership roles.
In the UK events industry, representation at leadership levels is a growing concern. While there has been progress in creating a diverse and inclusive workforce, our latest Diversity Report shows that career progression remains unequal - especially for female event professionals.
The seniority gap: who’s rising to the top?
At junior and mid-level positions, females and ethnically diverse professionals are well-represented. However, as roles become more senior, the numbers start to shift.
In the Conference & Exhibition Organiser sector, 69% of professionals are female, yet men are significantly more likely to reach executive positions.
In the Exhibition Design & Build sector, males outnumber females 56.7% to 43.3%, but the senior leadership gap is even wider.
Why are females and ethnically diverse professionals being left behind?
Unconscious bias in promotions
Limited access to senior networking opportunities
A lack of visible role models in leadership
Career breaks disproportionately affecting female progression
Breaking the Bottleneck
Leadership in events must reflect the diversity of the wider workforce. Removing systemic barriers is essential for lasting change.
Accountability at the Top
True inclusion requires leaders to embed accountability, strengthen pipelines, and ensure equal access to senior opportunities.
How can the industry do better?
Businesses must re-evaluate leadership pathways and ensure that progression is based on merit and capability rather than unconscious biases. Mentorship programmes and structured leadership training can all help bridge the gap.
A diverse leadership team leads to better decision-making, innovation, and performance - so why aren’t more companies making diversity a leadership priority?
Download the full Live Recruitment Diversity Report here
FAQs
What is the leadership bottleneck?
It refers to the lack of progression for underrepresented groups into senior roles despite strong diversity at lower levels.
Why does diversity decrease at senior levels?
Systemic barriers, unconscious bias, and lack of sponsorship prevent women and ethnically diverse professionals from advancing.
How can the leadership gap be addressed?
By investing in progression pathways, ensuring accountability, and supporting underrepresented groups into leadership roles.