Every March, conversations about equity get louder but, in the events industry, the numbers often speak louder than the noise. And this year, they’re still saying a lot.
For International Women’s Day 2026, we took a first look at the trends from our upcoming Women’s Diversity Report and Salary Survey. While there are signs of progress, the story isn’t all celebration banners and confetti cannons.
Some gaps are closing. Others aren’t shifting at all. And a few are widening quietly in the background.
So what does the landscape really look like for women working in events today?
The gender pay gap is still a work in progress
The events industry prides itself on creativity, collaboration, and community - yet women across many roles still aren’t earning the same as their male counterparts.
From the early cuts of our data (with final numbers dropping soon), several themes are already clear:
Senior roles still show the widest pay disparities
Certain sectors (exhibitions, production, logistics) remain heavily male-dominated at senior pay grades
The mid‑career squeeze is real: women often plateau years earlier than men, or worse – leave the industry altogether
This isn’t new but it is persistent and it shapes how women view progression, loyalty, and long-term career planning in the events sector.
Representation: better at the bottom, thin at the top
Women are well-represented in early-career roles across the industry such as event coordinators, project executives and client services; there’s no shortage of female talent.
In our early diversity cut, we’re seeing:
Fewer women represented in senior leadership than in 2025; whilst women still make up a larger part of the events industry, the percentage of females in senior leadership roles is disproportionate to that of males in the industry
A drop-off between mismanagement and c suite level
Audio visual and technical roles still skew to male dominated
Representation and pay are deeply connected - when women don’t see people like themselves in senior roles, the message is clear - progression may be possible, but it’s not predictable.
And unpredictable progression keeps salaries down.
Flexibility: the benefit women value most
Every year, flexibility is one of the most important benefits for women in the events industry - and in 2026 it’s even more critical. This isn’t just about managing childcare; it’s about maintaining the balance of the entire household. Women consistently tell us they want hybrid working as standard, more control over their working patterns, and employers who treat flexibility as strategy rather than a “perk.” It’s not simply because they want to be the ones available for school pick‑ups or nursery drop‑offs - in fact, many are asking for flexibility so that responsibilities can be shared more equally at home.
When flexibility is available to both parents, it prevents the all too-common situation where women feel forced to scale back their careers or step out of the events industry entirely at key life stages. Environments that genuinely support parents and carers - regardless of gender - are the ones retaining women longer, progressing them faster, and ultimately attracting stronger, more balanced talent across the board.
What employers can do - starting now…
Fixing pay inequity isn’t complicated. It just requires commitment. Here’s where the best employers are already making progress:
Conduct annual market-based salary reviews
Not just inflation adjustments. Not just internal benchmarking. Market-led is fair. Market-led is competitive.
Build transparent progression maps
If everyone can see the next step, they can work towards it. No gender imbalance or bias.
Audit benefits to ensure equity
Who gets bonuses? Who gets progression uplifts? Who gets flexible working? If the answers aren’t consistent, neither is the culture.
Actively reduce bias in hiring and promotion
Structured interviews. Diverse panels. Clear evaluation criteria.
Showcase women at the top
Role models open doors. Visibility creates possibility.
IWD 2026: a real moment to reset
The events industry is full of brilliant, ambitious, capable women. Talent isn’t the issue, opportunity and equality is.
As we prepare to release our full Diversity Report in April 2026 and our recent Salary Survey, one message rings loudest…when employers get gender equity right, retention improves, salary satisfaction rises, teams become more diverse, and businesses perform better.
This isn’t an IWD conversation - It’s a business improvement conversation and in 2026, the companies who act on it will be the ones women choose and stay with.