“Early in October Major Events International (MEI) ran their annual Events Summit at Emirates Old Trafford, Manchester. The event was designed to facilitate collaboration between sport, music and cultural event organisers for inspiration and growth. It certainly achieved its objectives with 330 delegates discussing key issues regarding event planning, management and legacy.
The afternoon was devoted to three interactive workshops designed to discuss, and agree on, a plan of action to improve: the areas of Diversity, Equality and Inclusion (DEI); sustainability and workforce management/ inspiration.
Each workshop comprised of up to 30 delegates – allowing lively debate. Each was moderated by an industry leader: Karen Webb Moss, Chair of GB Aquatics and NFP More Than Equal led the DEI discussion; Rick Stainton, Founder of The Power of Events led the Workforce Management session; and Chris Thompson, CEO You Smart Thing led the Sustainability debate.
Equality, Diversity and Inclusion
“Diversity is when you are invited to the party, and inclusion is when you hit the dance floor.” According to TedX speaker and thought leader, Verna Myers
Webb Moss contextualised her workshop by saying, “what is important to me and what I have learned as a woman in the sport and event business for over 30 years, is that leaders need a mindset of inclusive leadership and inclusion on purpose. This brings diversity, which brings with it – creativity, empathy, perspective and positive results.
We need to understand that representation does not automatically mean inclusion. While representation can create visibility, true inclusion requires us to address deeper systemic inequities – ensuring that everyone has the same opportunities and support to succeed. Representation can be measured, such as the percentage of women on a Board. Through the lens of representation, an organisation may be able to easily achieve its gender equity targets – but women and under-represented groups might still feel excluded, disadvantaged or perceive tokenistic efforts.
INLUSION IS INVOLVEMENT, A SENSE OF BELONGING, TRUST AND FAIR TREATMENT.
On the surface, inclusion may be less visible or less tangible, but it is imperative for the long term for everyone playing and working in our sector – that is what I call inclusion on purpose!”
MEI challenged each group, and the rest of the industry, to raise the bar. They asked the moderators to deliver 5 implementable pledges that the majority of people in this room were prepared to sign up to- in the hope that these pledges can be ‘standard bearers’ for the rest of the industry”
Webb Moss was joined by a couple of ‘firestarters’: Emanuela Pagliei from Neon and Santana Guerout from Band on the Wall to help challenge the room and kick start the discussions
Initially, barriers to success were discussed: apathy; budget / resources; lack of training; lack of measurement; unconscious bias; a lack of representation in high-level positions; a lack of representation of diverse groups in leadership and across departments; a lack of meaningful action and progress
This led to a debate on various questions:
They need to be sustained through working groups who are constantly refining the offering
The recommendations are that it has to be a dedicated team and not tagged onto someone's role. Although a DEI Manager would be great at major events to show different optics when organising logistics, fans/spectators, local community perspective
Other questions for any organisation to consider:
The room strongly agreed on: The importance of grassroots; the need for Innovative ways to get young people in (exposure to children, to universities, community outreach and that way, reach a broader variety of backgrounds and people) – we realise how little sports events and arts events come together so MEI has an important platform for cross fertilisation. Recruitment is key and proactive recruitment is unavoidable. There is a need for positive discrimination to balance the imbalances of the past. Opportunities have to be presented from the ground up. There is a need to celebrate and showcase through internal and external communications.
Make a Leadership pledge – recognise your privilege, recognise your impact, break down the barriers and make a change, a leader needs to be a force for good.
The DEI Workshop pledges:
These pledges were complemented by additional challenges from the firestarters- challenges designed to inspire those normally excluded and other minority groups:
- Get on the main stage, (different from ‘a stage’). We need to be in front of people who are not already engaged. “Give us a voice that will be heard.”
- Share your best practices and network - tap into other organisations for resources and guidance. Learn from your peers who already operate in this space and connect.
- To ask, listen and learn. Understand through empathy and kindness. It is about creating a positive culture at work.
- Accountability - follow up next year! If you make an DEI pledge, review what you have actually done, if it worked and what you would do differently.
Sustainability within Major Events
Chris Thompson, who led the debate on sustainability within major events commented on his workshop, “The future of live events depends upon their environmental impact and sustainability. Gathering together to take part in, witness, and celebrate achievement is a basic human need, providing inspiration for future generations. It has also become a big dirty business that contributes disproportionately to global warming. It was a privilege to lead this panel and wrestle with this paradox. Ultimately the overall consensus was a clear need for greater collaboration between event organisers, rights holders, host cities, participants, and spectators. The follow up actions we arrived at foster this collaboration, and respresent the essential contribution that the live events sector can make to the global collective effort to address climate change."
The sustainability workshop actions and follow up discussion points were:
With travel representing over 80% of an events carbon footprint in most cases, we need to be honest and count ‘away’ teams, and spectators, traveling to venues. Organisations should share data more for the greater good of reducing carbon footprints
Understand CSDDD (The Corporate Sustainability Due Diligence Directive) - The implementation of key reporting & directives & due diligence directive; Focus on reporting and accountability mechanisms. How can we positively influence event sustainability effectively and genuinely avoid greenwashing? Uncover/act on emissions?
Data has a carbon footprint; it’s one of the fastest-growing carbon footprints. AI could be the largest source of CO? emissions soon. How can we decarbonise the digital development of events?
Reducing and redesigning single-use materials is key. Focus on re-use, not producing unnecessary merch’. Can items be used for alternative means outside of their original purpose?
The current climate is already different compared to when our event venues were built; climate change is already directly affecting events. Reducing emissions through behaviour change and energy provision. Ideas include the data centre computing heating for the swimming pool. How? Standards!
Waste is a big part of all major events- we must address this. Supply chains provide a lot of single-use products, often plastic-wrapped- challenge this! Do all we can to implement spectator behaviour change. Avoid using air-freighted foods
Fast fashion/disposable materials/products are common at events (e.g., fans leaving clothes, bottles, food) change this! What can we do more positively to influence sustainable waste management?
97% of emissions for Stadium are isolated from central transport links. Work with WMCA to increase public transport options. Improve walking opportunities/infrastructure. Reduce car parking provisions to discourage unnecessary driving. Foster real behavior change.
Questions for the industry to wrestle with- for future debate:
- Where is the hope? How do we inspire hope?
- How do we get off plastic?
- Internal/team buy-in for carbon reduction strategies (Carbon literacy training, education, company sustainability initiatives, etc.)
Building and Nurturing Talent
Rick Stainton, who led the debate on how to nurture and inspire the workforce of the future commented on his workshop, “The workshop had some very lively and honest debate surrounding the 5 core pledges proposed by the panel, with a supportive back drop of The Power of Events unique support from across the 7 core sectors alongside its dedicated engagement with the next generation from both its University Partners and UK Schools Engagement Programme roll-out currently underway. There was no lack of agreement on the critical need for immediate action and a change of behaviour to boost a more diverse, inclusive and wellbeing orientated approach. This can only help evolve the recruitment, development and retention of talent, supported by a more long term investment approach to ensure a more resilient and relevant workforce for the industry.”
Major Events International hold their next Summit in Lausanne, Switzerland at the IOC Museum on June 16th – 19th
https://www.hostsandfederationssummit.com/