March is Women’s History Month, and on March 8 we recognize International Women’s Day as a global moment to celebrate the achievements of women while accelerating action toward equity in the workplace.
For those of us in the meetings and events industry, this observance feels especially relevant. Women make up a significant portion of the event professional workforce, yet representation in executive leadership, ownership roles, and board positions does not always reflect that reality. As MPI members, we have both the platform and the responsibility to shape more equitable pathways within our chapters, organizations, and industry partnerships.
Why This Moment Matters in 2026
Across industries, research continues to show that while women’s representation has improved in entry and mid-level roles, advancement into senior leadership remains uneven, and pay gaps persist. Recent global workplace studies highlight that progress toward gender parity has slowed in some sectors, particularly within leadership pipelines.
For the events industry which is built on connection, creativity, and collaboration. This is a call to action. Equity is not just about fairness. It's also about strengthening, building and sustaining relationships, innovation, strategic and critical thinking, to obtain long-term sustainability.
Mentorship: Our Responsibility to the Next Generation
One of the most powerful ways women leaders can create lasting impact is through intentional mentorship. Mentoring is more than career advice. It is advocacy and sponsorship to open doors that are difficult to access.
Women in leadership positions have a unique opportunity and responsibility to support the next generation of event professionals by:
- Sharing real experiences about navigating leadership challenges
- Actively recommending emerging professionals for speaking roles, board positions, and stretch assignments
- Creating space for honest conversations about compensation and career progression
- Modeling inclusive leadership and collaboration
When women mentor other women, we strengthen confidence, expand networks, and normalize ambition. We also help dismantle the invisible barriers that often slow down advancement, with lack of access, visibility, and sponsorship.
Importantly, mentorship should not be informal or accidental. Within organizations and chapters there should be structured, intentional mentorship programs to create consistent opportunities for growth and ensure that rising professionals are not left to navigate advancement alone.
As leaders, we are not only responsible for our own success. We are stewards to lift as we climb to promote, mentor and guide future leaders.
Pay Equity and Systemic Change
Mentorship alone is not enough. Sustainable equity requires systemic accountability for all roles and responsibilities.
Organizations must continue examining compensation practices, promotion pathways, and leadership succession planning through an equity lens. Transparent processes and measurable goals ensure that women’s contributions are valued appropriately and consistently.
When pay equity and leadership access are prioritized, organizations benefit from broader perspectives, stronger collaboration, and more resilient decision-making with essential qualities in the meetings and events profession.
Moving From Celebration to Commitment
Women’s History Month invites celebration. International Women’s Day invites action.
Women have long been the backbone of the meetings and events industry. In 2026, our collective goal must be to ensure leadership structures, compensation systems, and mentorship cultures reflect that reality.
As MPI members, we design experiences that shape industries and communities. Let’s bring that same intentional design to building equitable pathways to support one another, advocating boldly, and guiding the next generation of women who will lead our industry forward.
