Diversity, equity and inclusion was a red-hot topic for meetings and events in the wake of the Black Lives Matter movement a few years ago. But with so many other things crowding meeting planners’ already crowded plates — such as rising costs and numbers of events, paired with stagnant budgets — is DEI still at the forefront? MeetingMentor checked in with Greg DeShields, a DEI expert and regularly featured speaker at ConferenceDirect events to get a sense of where the industry is on its DEI journey.

“We as an industry have a very long history of aspiring to make our meetings more diverse and inclusive, and that work is continuing today as we continue to struggle,” says DeShields, who is executive director of Diversity Tourism Matters (TDM). While some meetings are making great progress in their diversity, equity and inclusion (DEI) efforts, others are having challenges dealing with some of today’s complications, including the culture of the meeting destination and political issues that are likely only to increase in this election year.

“Now we’re at the point where we’re doing the real work,” he says. “It’s about meeting and event planners using the resources we already have to create lasting change.”

MeetingMentor recently caught up with DeShields to learn more about where we are as an industry in the DEI journey, the challenges that still need to be overcome, and some ways meeting and event professionals can implement changes that will make their meetings more welcoming to all.

MeetingMentor: You say that this field is an evolutionary one that is continuing to unfold over time. How has it changed in recent years?

DeShields: Even the language we use to talk about DEI is evolving at an incredibly fast pace. In some cases, you’ll see fewer references to DEI, the meaning of which has evolved in recent years. You may now see more words such as “belonging,” which we’ve heard a lot about over the past three or four years.

Accessibility is another way to talk about it that people intellectually seem to understand — “How accessible is my program and my venue? Am I ensuring that the content is being delivered in a way that is accessible to all?”

Another is “welcoming” — are we fostering a positive environment for everyone?

It’s still the same work, but meeting professionals should be prepared to embrace other words to talk about it now. And be aware that the conversation and the terminology may continue to evolve as they move forward.

Another thing that has changed is that there are a lot of resources now that planners can use to implement change [see the list at the end of this article for some he suggests]. A lot of work has been done by a variety of organizations, whether it’s TDM or Meeting Professionals International (MPI) or the Professional Convention Management Association (PCMA). We are constantly developing best practices, strategies and tactics we can pass on to our community and our industry.

MM: Have you seen planners start to implement some of these best practices and strategies? What do you think is getting in the way for those who have not yet begun this work?

Greg DeShields, CHE, CDE, Executive Director, Diversity Tourism Matters

DeShields: For years we’ve talked about the need to diversify keynote speakers and reach out to more diverse audiences through offering more diverse content and finding luminaries within diverse communities, and that is happening with many meetings and events now. But not with everyone. It’s still incumbent upon that planner or convention services manager to make that come to life. That’s where we as an industry still have work to do.

In 2020 and 2021, DEI was at the top of everyone’s mind, with a free flow of information that seemed to be really well received. But it is more complicated now due to an environment rife with culture wars and political and legislative challenges, with pressure coming from, in some places, everyone from governors to the local superintendent of schools not to focus on DEI.

I believe that it’s incumbent for everyone in our industry to remember that our job ultimately is to create a welcoming and inclusive environment for our employees and our guests. While some external factors may say alienating people is good for business, we know that’s a problem for our business.

For our industry, the way to succeed is for DEI to be a business strategy, not a personal goal to make society more equitable. What is the business potential of promoting your meeting to a specific underrepresented audience?

The first thing to do is to develop that business strategy, that “why,” because if you don’t have a why, you won’t have a lot of the momentum you need to unpack some of the challenges that may be associated with doing the DEI work.

Then engage with those communities in an authentic way. Don’t feel as if you have to know everything at the start — let that target audience help educate you.

MM: What factors do you think will continue to drive the DEI movement forward, despite cultural and political headwinds?

DeShields: It’s important to be mindful that our workforce is going to change significantly over the next three to five years. The percentage of Boomers in the workforce is expected to shrink to 6% or 7% of the workforce by 2025 or 2026. By 2026, 2027, Gen Z may be 25% or 30% of the workforce — and that’s the most ethnically diverse generation we’ve ever had. Right now, most Gen Z workers are in supportive roles, but they will move into decision-making roles over time. That means that some things that are a big priority for them that have not been for previous generations, such as gender fluidity, may come to the center in ways they haven’t in the past. That’s the next wave of influence in society that will impact our industry.

MM: What are some things meeting and event professionals can do now to make their meetings more welcoming to all?

DeShields: One thing to consider is to use storytelling, which cuts across all of our industries and businesses. For example, for meetings held in February, which is Black History Month, find people who can tell their own Black history story. It doesn’t have to be a celebrity — it can be someone on your team, or someone in your audience. Providing a space for Black people to tell their own Black history stories is a very authentic, incredibly powerful way to be more inclusive.

Resources to Learn More

Diversity Tourism Matters, whose mission is “to be a diversity resource that will educate, advocate, engage and empower the tourism and events industry, in collaboration and cooperation with all other industry initiatives.”

Institute for Diversity Certification, which provides training and certification in effective DEI practices. “They have a lot of information around best practices and strategies,” DeShields says.

The Diversity Movement, which partners with organizations to build and strengthen culture by connecting real-world business outcomes to diversity, equity, and inclusion (DEI) initiatives. While they identify as a workplace options company, “They have incredible insight around leadership, implementation, evolution — I strongly recommend them as a resource.”

The Kaleidoscope Group is a consulting group that provides best practices strategies around DEI. “They are amazing in terms of their body of work and their depth of knowledge,” says DeShields. “They provide incredible perspective around very difficult and complex subjects.”

National Coalition of Black Meeting Professionals, a national nonprofit dedicated primarily to the training needs of African American meeting planners, as well as the improvement of the meetings, conferences, exhibitions and conventions they manage.

Meeting Professionals International has an Equality and Justice resource section rich in podcasts, chapter resources, videos, movies/documentaries, and other tools and materials

Professional Convention Management Association Ascent Resources includes on-demand sessions and webinars to help coach more inclusive practice

American Society of Association Executives Diversity & Inclusion offers research, tools and resources