Conclusions from the Live Recruitment Diversity Report
02 April 2025
(Last updated: 2 Apr 2025 16:31)
Jennie Child is the Founder and Director of Balance which is an international inclusive hiring consultancy that enables equitable, accessible and inclusive recruitment through training, audits and change consultancy – www.balanceandinclusion.com
Jennie has drawn conclusions from the Live Recruitment Diversity Report below;
The UK events industry continues to reflect a female-majority workforce, with women representing 59.1% of professionals. This is notably higher than the UK labour market average of 48%, and while it does not reach the levels seen in sectors like education (75.7%) or healthcare (74%), it still represents a strong gender balance when compared with other professional sectors such as legal (52%) and finance and insurance (44%).
The data reveals clear salary inequalities based on gender and ethnicity. Male professionals earn an average of £40,478, while women earn £36,947—a difference of over £3,500. White/Caucasian professionals earn an average of £39,253, whereas those from ethnically diverse backgrounds earn £35,845. These pay gaps widen further when considered together—ethnic minority women consistently earn the least. Particularly telling is that desired salaries reflect these inequalities. Women report lower salary expectations than men (£38,436 vs. £42,523), and ethnically diverse professionals indicate lower desired pay than their White/Caucasian counterparts. This raises concerns that employers may, consciously or not, perpetuate historical inequities by aligning offers with expectations rather than objective benchmarks.
Research from the Fawcett Society supports these concerns, revealing that women queried about previous salaries are more likely to receive lower offers, reinforcing existing pay gaps. Their End Salary History campaign advocates for an end to this practice, stating that 58% of women feel that disclosing their past salaries negatively affected their offers. Further studies, including those by Lean In and McKinsey & Co., indicate that women, particularly Black women, are less likely to negotiate pay—and when they do, they often experience negative repercussions. The Live Recruitment data reinforces this notion, suggesting that structural norms around pay negotiations may perpetuate disparities rather than correct them.
Leadership representation also highlights inequities. While women dominate junior (60.6%) and mid-level (60.9%) roles, this trend reverses at the top: men hold 52.5% of senior positions. This “leaky pipeline” remains a significant concern across sectors and may signify unequal access to leadership development, flexible working, and sponsorship opportunities. This issue is particularly evident in male-dominated sectors such as Audio Visual and Exhibition Design & Build. A key contributor to this imbalance may be the absence of flexible working practices, which disproportionately affect women as they navigate various life and career stages. 97
Research by Pregnant Then Screwed has thoroughly documented the pregnancy penalty—a term that describes the disadvantages faced by women during and after pregnancy. Their findings indicate that 54,000 women lose their jobs each year in the UK due to pregnancy or maternity leave, while 72% of mothers report experiencing discrimination at work. Many complain of being overlooked for promotions, marginalised after maternity leave, or struggling to balance caregiving responsibilities due to inflexible work patterns. These experiences can hinder or even reverse career advancement, contributing to a decline in female representation in senior roles despite early-career dominance.
Age is another aspect that reveals patterns of inequality. The report shows that the events workforce is concentrated in the 32–45 age bracket (50.2%), with 37.2% aged 18–31. In contrast, professionals aged 46–59 account for just 11.1%, and those over 60 make up only 1.5%—despite the reality that people are working longer than ever. While some sectors, like Exhibition Design & Build and Event Supplier, demonstrate slightly higher representation of professionals aged 60 and up, overall data suggests potential age-related barriers to recruitment, retention, or progression.
According to research from the Centre for Ageing Better, older workers often encounter assumptions regarding their adaptability, especially in fast-paced or digitally-driven industries. Meanwhile, CIPD data indicates that only 42% of HR professionals state that their organisations actively promote age diversity. With nearly 1 in 3 UK workers now aged 50 or older, overlooking older talent represents a missed opportunity for intergenerational knowledge sharing and stability—especially in an industry where client relationships and event expertise develop over time. More inclusive approaches to flexible working, training, and age-neutral job design could enhance retention and reduce this drop-off.
Ethnic disparities in leadership are also evident, with ethnically diverse professionals underrepresented in senior roles and consistently earning less than their White/Caucasian peers. These inequities underscore the necessity for employers to address both overt and subtle barriers—ranging from bias in promotion decisions to unequal access to high-profile projects, mentors, and challenging opportunities.
Despite these challenges, the report provides reasons for optimism. Compared to national averages, the events industry exhibits relatively strong representation across gender and ethnicity, and there are signs of increased awareness surrounding pay transparency and equity. Live Recruitment’s plans to expand future reporting to cover neurodiversity, disability, LGBTQ+ inclusion, caring responsibilities, and socio-economic background marks a critical step toward fostering more inclusive change.
In conclusion, the UK events industry is ahead of many sectors regarding representation—but equity in pay, leadership, and career experience remains elusive for many. Employers have a vital opportunity to lead by removing salary history from hiring practices, investing in inclusive leadership development, integrating flexibility into senior roles, and holding themselves accountable for fairer outcomes—across all demographics, including age. Progress is evident—but much work remains to be done.
The full report can be read here.
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