As we celebrate International Women’s Day, it’s essential to reflect on the progress made by women in the UK events industry and the challenges that remain. The latest Diversity Report from Live Recruitment, set for release in April, highlights key insights into gender representation, seniority levels, and pay disparities. While the industry is predominantly female (59.1% women vs 41.9% men), a closer look at the data reveals significant gaps in career progression and compensation that need to be addressed.
Gender Disparities in Seniority and Age Representation
Despite the industry’s female majority, women remain underrepresented in senior positions. The report shows that women are most concentrated in junior-level roles, with 62% of female candidates falling within the 18-31 age bracket at this level. In contrast, senior roles have the lowest female representation, with just 23% in the 46-59 age group.
Men, on the other hand, have a stronger presence in senior positions, with 26% of male candidates in the 46-59 bracket occupying senior roles. The trend is further reflected in age distribution, where women dominate the younger workforce (65% of 18-31 and 59% of 32-45), while men take the lead in older brackets (51% of 46-59 and 67% of 60+). This suggests that women may face more obstacles in career longevity and advancement compared to their male counterparts.
Pay Disparity: A Persistent Challenge
The data also points to a significant gender pay gap within the events industry. Male candidates consistently report higher typical pay ranges, median salaries, and average earnings compared to female candidates. Even when it comes to desired salaries, men express higher expectations, suggesting an entrenched disparity in both pay offerings and self-valuation in salary negotiations.
This pay gap could be attributed to several factors, including the underrepresentation of women in senior roles, potential biases in hiring and salary-setting practices, and societal conditioning that influences salary expectations. Bridging this gap will require active efforts from employers to implement transparent pay structures and equitable promotion opportunities.
Minority Women Face Greater Barriers
For minority women in the industry, the challenges are even steeper. The data highlights that a higher percentage of female minority candidates occupy junior positions compared to their non-minority counterparts. Similarly, male minority candidates are also more likely to be in junior roles. This underscores the intersectionality of gender and ethnicity in workplace inequalities, making it crucial to address diversity and inclusion beyond gender alone.
Opportunities for Change
While these statistics highlight the challenges, they also present opportunities for meaningful change. The strong female presence in the industry suggests a vast talent pool ready for advancement. Companies must actively invest in leadership development programs, mentorship opportunities, and bias-free recruitment processes to ensure women have clear pathways to senior roles.
A Call to Action
As we celebrate the achievements of women in the events industry, it’s crucial to recognise that true equality requires action. Employers, recruiters, and industry leaders must commit to fostering an environment where women not only enter the industry but thrive at every level.
"At Live Recruitment, we are proud to champion female talent in the events industry. As specialist event industry recruiters, we see first-hand the incredible skill, creativity, and leadership that women bring to the sector. While our industry is predominantly female, with 59.1% of roles held by women, we recognise that there is still a gap in senior representation and pay equity. With women making up 60% of junior-level roles but only 52% of senior roles, our commitment is to continue supporting and advocating for the career growth of women at all levels, ensuring they have access to the opportunities and recognition they deserve." Laura Kelly, Managing Director, Live Recruitment
By addressing career progression barriers, closing the pay gap, and creating inclusive opportunities for all, we can build a stronger, more equitable future for the events industry.
This International Women’s Day, let’s not just celebrate women’s contributions—let’s champion their growth and success.