Ethnic diversity in the UK events industry has grown, but inclusion remains a challenge. True progress requires equity, representation in leadership, and pathways to success.
25.1% of professionals in events identify as ethnically diverse
Pay gaps of £3,400 exist between White and ethnically diverse professionals
Diversity is not the same as inclusion or progression
Leadership roles remain disproportionately White
Mentorship and progression pathways are essential
Representation alone isn’t the finish line. While ethnic diversity is growing in the UK events industry, we still have a long way to go before it’s truly inclusive.
The current picture of ethnic diversity in events
According to the Live Recruitment Diversity Report 2025, 25.1% of professionals in the UK events industry identify as ethnically diverse - a figure that’s higher than in many sectors, including education (16.2%) and construction (5.4%). At first glance, this suggests real progress in representation. However, a closer examination of the data reveals a more troubling reality: professionals from ethnically diverse backgrounds are underrepresented in senior roles and consistently earn less than their White counterparts.
The pay and progression gap
The report indicates that White/Caucasian professionals earn, on average, £3,400 more than their ethnically diverse peers — a gap that persists across all seniority levels. Ethnically diverse professionals also report lower desired salaries, likely influenced by lived experiences and prior undervaluation. These disparities reflect a broader trend in the UK. The government-backed Race in the Workplace review by Baroness McGregor-Smith found that while 1 in 8 working-age individuals in the UK belong to an ethnic minority background, only 1 in 16 holds a top management position.
Representation vs Inclusion
Representation is increasing, but inclusion lags behind. Without leadership opportunities and equitable pay, diversity alone isn’t enough.
Pathways to Progress
Building true inclusion means backing diverse professionals with resources, mentorship, and clear pathways to senior roles and leadership.
Barriers beyond representation
Barriers range from a lack of visible role models and informal sponsorship to biases in promotion decisions and assumptions about “fit.” Inclusion isn’t just about how many individuals from underrepresented backgrounds are in the room — it’s about whether they are supported to lead, grow, and thrive.
From tokenism to transformation
Ethnic diversity at the entry level is only the beginning. If we want genuine inclusion in the events industry, we need to actively invest in progression pathways, monitor ethnicity pay gaps, and embed accountability at the top. Because representation without equity is not progress — it’s performance.
"It’s not about counting diverse faces — it’s about creating space for them to lead. That’s the difference between tokenism and transformation."James Walton, Founder, Live Recruitment
Inclusion means backing representation with resources, mentorship, and meaningful pathways to the top.
FAQs
What’s the difference between diversity and inclusion?
Diversity is about representation; inclusion ensures that individuals can progress, thrive, and lead within an organisation.
Why do pay gaps persist in the events industry?
Systemic undervaluation, lower desired salaries, and fewer opportunities for promotion contribute to ongoing pay disparities.
How can inclusion be improved in events?
By investing in mentorship, monitoring ethnicity pay gaps, embedding accountability, and creating pathways to senior leadership.