Our theme for this month’s issue of The Meeting Professional is inclusivity. Here, we ask several DEI thought leaders the following question.

“Why are you optimistic about inclusivity efforts in 2024? Any trends, for lack of a better word, we should keep an eye on?”

Zoe Moore
Strategic EDI Consultant, Moore Consulting Agency
MPI Georgia Chapter

Surprisingly, my optimism about inclusivity comes from the resistance to it. Currently, diversity, equity and inclusion is under attack and efforts to bring it down are making more companies as well as individuals realize that it is a business imperative.

As resistance increases, I get more calls and emails from leaders wanting to become more strategic about their commitment to inclusivity. I’m seeing it reflected in RFP questions, inquiries about supplier diversity programs and hiring for executive-level roles with inclusivity in the title.

At trade shows and conferences, we’re seeing A/V companies produce more innovative activations that engage planners on the topic of inclusivity, speakers accompanied by ASL interpreters, panelists in wheelchairs, women wearing hijabs, natural hairstyles and sneakers. Most impactfully, client requests are changing and people from all social identities are asking for more culturally and socially authentic experiences.

What I would like to see more of is event companies that are committed to inclusivity working with vendors, hotels and venues who are committed to the same. For example, when selecting an A/V company that provides services as a third party or in-house, event professionals need to always request ramps for stages, closed captions, interpreters or translation devices for presentations, keynotes and panels. In turn, these offerings need to become embedded into services being rendered by A/V companies.

Lastly, I would also like to see a supplier diversity program reflected in preferred vendor lists. Clients renting a venue should have a diverse list of caterers they can use for their event without being subject to additional fees. It is the responsibility of that venue’s GM to create opportunities for multicultural catering companies that operate within their venue. This effort is mutually beneficial in bringing the catering company more business and attracting more people to the venue with diverse tastes, preferences and restrictions.

Gary Murakami, GTP, GLP, CMP, CMM, DES
Vice President of Sales & Industry Relations, Teneo Hospitality Group
MPI Equity, Diversity and Inclusion Committee
MPI Global Board of Trustees

We, as industry meeting and event professionals, can be optimistic about the current and future inclusivity efforts due to our industry’s heightened commitment and responsibility towards diversity, equity and inclusion. This amplification and recognition of these endeavors fosters a more welcoming and representative environment and reflects our industry's adaptability and responsiveness to positive transformational societal and economic changes. Looking forward, it will be critical to maintain visibility and vigilance on emerging technologies as one important trend that can enhance accessibility, sustainable event practices and evolving DEI standards, as these factors will likely shape the future landscape of the industry.

John Ehlenfeldt, CDME, CMP
EDI Consulting and Strategy
MPI Global Board of Trustees

Here are my thoughts regarding being optimistic about inclusivity efforts in 2024 and some trends I have witnessed. There are several reasons to be cautiously optimistic about inclusivity efforts in 2024, although challenges remain.

Positive developments:

Increased awareness and demand: Social movements and media attention have brought inclusivity to the forefront. Organizations face pressure to embrace it, not just for ethics, but also for talent acquisition and customer expectations.

Shifting focus from diversity to inclusion: Discussions are moving beyond simply having diverse representation to creating environments where everyone feels valued, respected and able to contribute fully.

Focus on systemic change: Organizations are realizing that piecemeal solutions aren’t enough. They’re shifting towards addressing systemic biases and barriers that create inequities in hiring, promotion and decision-making.

Emerging leadership trends: There’s a rise in inclusive leadership practices focused on empathy, understanding and fostering collaboration across differences.

Focus on mental health and well-being: Recognizing the diverse needs of employees, organizations are prioritizing mental health support to create a more inclusive and welcoming environment.

Challenges to keep in mind:

Economic downturn may impact investments: If economic conditions worsen, organizations might reduce their commitment to inclusivity efforts.

Need for sustained commitment: Changing organizational culture takes time and effort. It’s crucial to maintain momentum and avoid treating inclusivity as a checkbox activity.

Addressing unconscious bias: Unconscious biases still significantly impact decision-making. Ongoing training and awareness programs are necessary.

Measuring progress: Defining and measuring meaningful progress in inclusivity remains a challenge.

Trends to watch:

Integration of DEIB with ESG (Environmental, Social and Governance) initiatives: Companies are increasingly recognizing the link between inclusivity and other sustainability goals.

Use of technology and data for DEIB initiatives: Tools for unconscious bias training, diversity reporting and accessibility are evolving rapidly.

Rise of employee-led initiatives: Empowering employees to drive change from within organizations can be a powerful force.

It’s important to remember that progress rarely happens in a straight line. While there are positive trends and reasons for optimism, continued vigilance and action are necessary to create truly inclusive environments for everyone.

Marques Davison
Events Director, Capitol Event Center
Chair, MPI Equity, Diversity and Inclusion Committee

In 2024, I’m excited about how we’re making everyone feel like they belong, which is essentially why we call for inclusivity. Whether it’s our neurospicy community and others with unique ways of thinking or people from different backgrounds, everyone is starting to have a place where they fit in and are being included in the conversations. It’s early, and I hope it’s sustainable, but it’s there.

For example, schools are making lessons that everyone can learn from, no matter how they learn best. Incorporating music or project-based learning. Companies are helping people from all kinds of backgrounds get jobs and learn to be leaders with more DEI training and promoting from within. In some ways technology is getting better—with so much AI, everyone can use it. People are coming together to stand up for what’s right and making efforts to recognize that everyone should be treated fairly. This shows that being included is about more than just being listened to; it’s about being part of what’s happening.

Khris Baizen
Asian & Pacific Islander BRG Lead - Community & Industry Engagement, ENCORE
Vice Chair, MPI Equity, Diversity and Inclusion Committee

Here are two things I’m optimistic on and trends I’m seeing in the industry.

Intentionality has emerged as a focal point within the industry, where breaking down barriers is pivotal to enabling everyone to contribute fully. I’m encouraged to see an emphasis on neurodiversity as an aspect of inclusivity—not all elements of diversity can be seen to the naked eye. This emphasis reflects a positive shift toward creating a more empathetic community. The net result we should feel in our community is a greater desire to co-create more openly with others, resulting in more authentic experiences that resonate deeply with attendees.

The concept of intersectionality, acknowledging the multifaceted identities of individuals’ diverse qualities and how that influences their experiences.

I’m proud to serve as the vice chair of the MPI EDI Committee, and to be an active member of the Wellbeing, Belief, and Asian & Pacific Islander BRG (employee communities within Encore). Both organizations stand out in the industry for their proactive approach to nurturing an inclusive atmosphere and how vital it is to better serve our organizations, our communities and our stakeholders. Inclusivity is good for business.

Paola Bowman, CMP, CMM
Director of Client Services & Events, Arlington CVB
MPI Dallas/Fort Worth Chapter

I’m certainly optimistic about inclusivity efforts in our industry this year as I see planners make a conscious effort in their sourcing and planning of conferences. More and more, organizations are acknowledging the business case for diversity and inclusion. Corporate commitments to establishing diverse hiring practices, adopting inclusive cultures and employing equitable opportunities may expand to the way meetings are organized, ensuring more welcoming environments and wider representation across delegates.

I’ve been encouraged by the efforts of the Events Industry Council (EIC) and organizations like MPI, ESPA, etc. The EIC’s work with the Equity Taskforce was meant to develop a framework to accelerate inclusion. Phase One of the Equity Benchmark Study measured the current DEI experience in events across four dimensions: Ownership, Accountability and Power of Influence, Delivering Change and Sustaining Change. Though a thorough Equity Benchmark Study report was published, I’m anxious and hopeful to learn more about the EIC’s work, and Phase Two of the task force.

In 2023, ESPA published the DEI Guide for Event Service Professionals, and it adopted several practices to further facilitate inclusivity at events and providing tools to event services teams. Additionally, elements like a quiet room, inclusive menus, ideas from different generations, etc., at the annual conference created a welcome environment for all.

Perusing through the MPI DEI Resources page as well as the support and coverage through articles and idea sharing, is another uplifting and encouraging practice that is becoming more common in more of our industry trade organizations.

Furthermore, some trends that add to my positive outlook on the matter:

Gen Z values: The younger generation entering the workforce is influencing societal norms. There is a growing emphasis on values such as inclusivity and social responsibility. The newer generations are born into a global society.

Technology changes: Improved accessibility features and virtual collaboration tools may play a significant role in accommodating diverse needs.

Increased awareness and advocacy: Advocacy groups, individuals and organizations have been actively promoting inclusivity, leading to a broader recognition of the need for change.

All in all, our industry has the power and influence to impact inclusivity and belonging beyond meetings and events, and even drive global change.