The UK events industry stands out from many other sectors in one significant way: it is overwhelmingly powered by females. Figures from Live Recruitment’s 2026 Diversity Report show that 59% of the events workforce is female, a figure that has remained almost identical since the 2025 report.
This makes events one of the most female-represented industries in the UK outpacing Education, Healthcare, Engineering and Construction combined.
Yet, when we follow females through the talent pipeline, a very different picture emerges.
A female-led workforce until seniority enters the frame
Across nearly every subsector of events, females dominate junior and mid‑level roles. In the industry overall:
59.7% of junior roles are held by females
60.8% of mid‑level roles are held by females
But at senior level, the balance shifts sharply. Male representation jumps to 48.6%, despite making up just 41% of the workforce. This pattern is consistent across most sectors and even more pronounced in traditionally male dominated fields.
Where the gender leadership gap is widest
Audio Visual (AV): 88.3% of senior roles are held by males.
Exhibition Design & Build: 63.4% of senior roles are held by males.
Event Supplier Sector: Males make up 56.9% of senior positions despite being a minority overall.
Even in highly female dominated sectors, such as Associations and Corporate Client teams (where females account for over 80% of the workforce), male representation increases at senior level.
A familiar story: progression, not representation, is the issue
The data shows that the events industry doesn’t have a hiring problem.
Females enter the industry in large numbers and remain a strong majority at early and mid‑career stages.
What we have is a progression problem… this “leaky pipeline” echoes patterns seen in other sectors but is perhaps more surprising in events, where females dominate virtually all operational and client-facing disciplines.
Pay data reinforces the leadership divide
The gender pay gap provides further evidence as across all sectors, males earn on average around £4,000 more than female event professionals.
Males also report higher desired salaries - reinforcing confidence and progression disparities.
The industry must now move from representation to transformation
The events sector should be proud of its gender representation. But representation alone does not deliver equality, opportunity or inclusion at the top levels.
If the industry wants leaders who reflect the workforce, it will need to focus on:
Clearer pathways into senior roles
Leadership mentoring for females
Transparent pay frameworks
Bias‑resistant promotion processes
Flexible working designed for real-life responsibilities
The headline is simple: our industry is built by females but still run by males and if we want a truly inclusive sector, this is the inequality we need to close.