The blog explores how parents, especially women, face career setbacks in the events industry due to bias, lack of flexibility, and limited support structures.
Parents often face pay and progression penalties in events.
Women are disproportionately affected by the parenthood penalty.
Lack of flexible working impacts career sustainability.
Supportive policies are essential for inclusion.
Behind the creative of events lies a silent challenge: the career cost of becoming a parent. For many in the industry, especially women, the journey to senior leadership stalls the moment family comes into the picture.
Why events can be unsustainable for parents
The events industry is recognised for its fast pace, long hours, and last-minute demands — a thrilling environment for many, but often an unsustainable one for working parents, particularly mothers and caregivers. According to EventWell, over two-thirds of event professionals routinely work beyond their contracted hours, with “unpredictable deadlines” and “last-minute client changes” cited among the top causes of workplace stress. Similarly, Eventbrite’s research into industry burnout reveals that over one in three event organisers experience high levels of stress, driven by intense time pressures and the expectation to be constantly available during peak periods.
The parenthood penalty in progression
The Live Recruitment Diversity Report 2025 highlights a concerning trend: while women comprise nearly 60% of the events workforce and dominate junior and mid-level roles, their representation drops sharply at senior levels. In sectors like AV and Design & Build, men hold the majority of leadership positions. This issue isn’t solely about ambition - it’s about access and support.
Research by Pregnant Then Screwed indicates that one in two mothers face discrimination during pregnancy or maternity leave. Approximately 54,000 women a year in the UK lose their jobs for reasons related to motherhood, and many more return to workplaces that penalise them through stalled progression, limited flexibility, or assumptions about their commitment. In an industry where long hours and travel are often viewed as the norm, events risk quietly excluding parents who can’t, or won’t, compromise on family.
Challenging Bias
Parents in events face hidden penalties in pay and progression. Tackling bias is essential for retaining and developing skilled professionals.
Building Support
Work-life balance, flexible policies, and inclusive leadership can ensure parents thrive while strengthening the events workforce.
Rethinking leadership and inclusion
If we want to retain and promote women in the industry, flexible working cannot be treated as a favour — it must be embedded from the top down. This entails rethinking what leadership looks like, ensuring progression isn’t tied to presenteeism, and actively supporting parents — not just accommodating them. Because when motherhood becomes a career risk, the industry loses too much talent to afford remaining stagnant.
"Family-friendly policies aren’t perks — they’re pillars of inclusion. If we fail to support parents, we’re choosing short-term delivery over long-term talent." Laura Kelly, Managing Director, Live Recruitment
It’s time to redesign an industry that champions all stages of life - including parenthood.
FAQs
What is the parenthood penalty?
It refers to the career disadvantages parents face, such as lower pay, fewer promotions, and limited opportunities.
Why are women more affected by the parenthood penalty?
Women are more likely to adjust work commitments for childcare, leading to slowed progression and persistent pay gaps.
How can employers support working parents?
Employers can provide flexible working, parental support policies, and ensure fair progression opportunities.