In spite of being heavily challenged in some countries these days, the world is increasingly aware of the importance of diversity, equality and inclusion. They, and especially gender equality, constitute a crucial aspect of event organisation

Ensuring that panels and participants reflect this equality not only promotes fairness and equity, but also enriches discussions and brings a variety of valuable perspectives. In this article, we will explore what to consider when forming a panel and inviting participants, as well as the importance of gender equality in these contexts.

The importance of gender equality at events

Promoting gender equality at events is essential for several reasons. First, it ensures that diverse voices and perspectives are heard, which can lead to more innovative and comprehensive solutions. Second, it demonstrates a commitment to fairness and equity, which can enhance the organisation’s reputation and attract a wider and more diverse audience.

A prime example is the World Economic Forum (WEF), which has made conscious efforts to improve the representation of women in its panels and discussions. By including more women leaders, the forum has not only enriched its debates, but has also sent a powerful message about the importance of gender equality.

What to consider when forming a panel

• Gender diversity: When selecting panelists, make sure to include both women and men in balanced proportions. Avoid forming panels that are comprised exclusively of one gender, as this can limit the perspective of the discussion.
• Quality and experience: Don’t compromise the quality of the panel just to meet the gender quota. Look for women and men with relevant experience and knowledge of the topic to be discussed. Gender equality should go hand in hand with quality and expertise.
• Active roles: Make sure that women on the panel have active roles and are not just passive participants. This means moderating, leading discussions and having equal time to present their views.
• Visibility and representation: It is important that women panellists are visible and represent diverse backgrounds and experiences. This includes women of different ages, ethnicities and professional backgrounds.

Selection of participants

• Diversity in the audience: When inviting participants, look for diversity not only in terms of gender, but also in other aspects such as age, ethnicity and professional experience. A diverse audience can enrich the discussion and provide a variety of perspectives.
• Equal participation: Ensure that both men and women have an equal opportunity to participate and express their views. This can be achieved by creating an inclusive environment and ensuring that moderators are mindful of providing equal time for all participants.
• Incentives and support: Sometimes women may need additional incentives or support to participate in events, especially if they face barriers such as family responsibilities or lack of confidence in male-dominated environments. Providing facilities such as childcare or information sessions beforehand can be very helpful.

Examples of good practice in event organisation

An excellent example of good practice is the TED Conference, which is committed to equal gender representation at its events. In doing so, TED has been able to attract a more diverse audience and has promoted richer and more inclusive discussions.

Another example is the No More Manels initiative, which advocates for the inclusion of women on all conference panels and has made a significant difference in how these events are organised, encouraging organisers to ensure that there is adequate female representation on their panels.

The World Economic Forum’s Global Gender Parity Accelerators: The World Economic Forum has implemented Gender Parity Accelerators in several countries to close gender gaps in the workplace and in leadership positions. Countries such as Argentina, Chile and France have adopted this model, working with a multi-stakeholder community to increase women’s participation in the workforce, close wage gaps and promote more women in management roles.

The World Economic Forum has established the Global Gender Gap Report, which assesses gender gaps at the national level, and projects recent trends into the future.

Using more than a decade of data, the WEF has identified that few countries are on track to close these gaps within our lifetime, highlighting the importance of policy and corporate interventions to accelerate change.

In practice, the WEF has promoted public-private collaboration through Gender Parity Accelerators models in a number of countries, achieving gains in women’s labour force participation, pay equity and representation in leadership roles. These accelerators have been implemented in countries such as Argentina, Chile, Colombia, Costa Rica, and France, among others, demonstrating the positive impact of these collaborations.

The World Economic Forum’s Global Gender Gap Report 2024 provides important data on gender parity around the world. The main findings are:

• Global Gender Gap: the global gender gap has closed to 68.5%, a return to pre-pandemic levels, but progress has slowed significantly. At the current rate, it will take 134 years to reach full gender parity.
• Economic participation: Although there has been progress in female employment rates, the gap in economic participation and opportunity remains significant. It is estimated that, at the current rate, closing this gap will take 169 years.
• Best performers: Iceland continues to lead in gender equality, having closed more than 90% of its gap. Other Nordic countries such as Norway, Finland and Sweden are also among the top performers in gender parity.
• Regional differences: Europe has the highest regional gender parity at 76.3 per cent, while Latin America and the Caribbean are making the fastest progress, potentially reaching parity by 2076.

These results highlight the persistent challenges and the importance of continuing efforts towards gender equality on a global scale, also in terms of event organisation.

Gender equality in the formation of panels and the selection of participants for events is not only a matter of fairness, but also of improving the quality of the discussions and decisions that are made. By considering gender diversity, organisations can create more inclusive and enriching events that better reflect the reality of the world we live in. Adopting these practices not only benefits the events themselves, but also contributes to positive change in society at large.

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