COMMENT: Inclusion, diversity are a lot more than political correctness

News Feed

Friday, 20 September 2019

Inclusion is fast becoming one of the key building blocks of successful meetings and other events as the MICE industry world wide comes to understand that inclusion and diversity are not just catchphrases but vital factor in the 21st century.

Most PCOs have long applied these societal imperatives, largely from a ‘good citizen belief’ belief that all people are equal and all have the same rights.

Such policy - even if sometimes largely unconscious rather than a documented strategy - has been strengthened by growing community awareness, media publicity, activism and, in many jurisdictions, legislation that sets clear rules.

Some research has been done on inclusivity in meetings and events, mostly in the US.  One recent research report, led by Meeting Professionals International in partnership with New York University’s Jonathan M. Tisch School of Hospitality, saw nearly 1100 submit detailed responses to a call for input.

Such a high turnout underlines the growing awareness of the need for inclusion.  The industry is thinking positively (for the most part) and migrating to a proactive approach.  True, there have been negative reactions to legal obligations that seem overly fussy or intrusive, but these are to be expected as attitudes evolve.

There are awards, too, for inclusion and diversity.  We reported in our e-news service back in June on the inaugural IATA Diversity and Inclusion Awards sponsored by Qatar Airways.  Categories included inspirational role model, high flyer and diversity/inclusion team.

The team accolade, won by Air NZ, points to the need to integrate inclusion and diversity into corporate culture.  Research project findings suggest it is becoming more common to have a written diversity and inclusion policy in place.

Ensuring meetings, incentive reward trips and other events are inclusive is not always easy.

Some fall short, but others can seem to go too far, edging on the possibility of ‘going over the top’  to cover all aspects of inclusivity and diversity.

But it can be simple, too.  For instance, the MPI report suggested that PCOs deal with the problem of introverted attendees at events by using technology to let delegates ask questions in alternative ways, as well as assigning seating at lunch time to create new connections and reduce awkwardness.

There is of course the downside that it is challenging to cover off all possibilities without bogging the event down.  A registration form, for example, can’t get into minute detail without becoming a time-consuming chore for attendees and registration staff.

But there are ways around such potential problems. We need to leverage the data we already have, including event feedback, while building experience in inclusion and diversity.

- Kelvin King