A Diverse Speaker Line-Up - Why Is It So Hard?

I am honoured to receive Conference and Summit invitations to speak. And every time we get an invite, the first thing my Executive Support Gail does is check out the line-up. Often closely followed by a slightly exasperated eye-roll, directing organisers to the statement on my Speaker page where it says, "Please note Wendy’s position regarding interviews, collaborations and representation: “Diversity and inclusivity must be intentional and conscious. I will only consider invitations to online, live events or podcasts that share this commitment.”

Because most line-ups are not diverse or representative at all, not in terms of gender, skin colour, background, age, disability or orientation.

Why is it so hard to make line-ups diverse?

'My industry is not diverse!'

Your universe may not be obviously diverse. My world crosses Tech, Fitness and Maternal Health. Only 20% of people working in tech identify as female. Only 5% of Leadership roles in tech are held by women. 83% of all tech executives are white*. The fitness industry and fitness Influencer world are overwhelmingly, blatantly, white. (Skinny and white, actually). We know that black women are 5 times more likely to die in childbirth in the UK than white women. Asian women 3x more. Black women are underrepresented in maternal health provision and black birthing women are suffering from this lack of safe birthing spaces.

So might an unlevel playing field make it harder to ensure your line up is diverse? Yup. It means we have to try harder. To be more intentional. And if it feels too hard? We need to consider why the field is so un-representative in the first place, why important voices are not being heard, and be part of a solution.

'I *had someone* but she dropped out / couldn't make it'

See above, and try harder. Don't leave your invitations and reach-outs to the last minute, have back-up options. If you get a drop-out, ask specifically that someone from an underrepresented background is sent in their place. Do your research and be specific about the speakers you want, don't just ask organisations to 'send someone'.

'There's no one of colour in my circle / I don't know anyone'

This one has a beautifully simple solution and you will only be enriched by the process - expand your circle! If when you look around the Influencers you follow, the businesses you work with or your own follower lists, and you see all-white, or all-like-you, then actively seek black women and women of colour in your industry. Actively seek people with disabilities or LGBTQ+ Influencers in your industry. I promise they're there... you just haven't met them yet. Start following, engage on social media, check out their website. Don't be shy - you have your industry in common right? so start connecting.

We all know the rules of virtual networking - I mean we're on Linked In right here... We know how to collaborate and connect. So comment, share, engage. Initiate rapport, join interesting discussions and build relationships.

Can you do all this the week before you need to book your speakers and expect them to jump at your opportunity? Not with integrity, no. So be intentional and start now. Your professional and personal circles will be all the better because of it.

'I don't want to come over as Token-ist or trying to be woke'

You won't. You'll come over as an interesting, and interested, potential collaborator and contact. You took the time to connect and engage and so an invite to speak will be perfectly natural. It's okay to be intentional about diversity. In fact, I would say it's imperative we are intentional about diversity. Otherwise, the vicious cycle just keeps on spinning.

Being an ally means walking the walk and persevering to do the right thing, even when it's a little harder than doing the easy thing.

Still learning over here

I am a white, female, cis, straight, able-bodied, educated, Western business owner. My appearance is conventional... I'm one of those white, skinny-ish fitness industry people. I tick all the privileged boxes and there's probably more I've missed.

Does my company always get it right? God no. Is my team as diverse as it should be? No. Have I got a ton to learn and plenty of that privilege that still needs to be acknowledged and addressed? Yes.

We are absolutely conscious, intentional and purposeful about doing better. Our hiring practices, corporate philanthropy and visual representation across our websites, social media feeds and digital products are intentionally and actively ever more diverse. Representation is key to every marketing, financial and operational decision we make. And to every speaking decision, I make.

So please don't read our Diversity and Anti-Racism statements and nod sagely before inviting me to another all-white panel. There is an imbalance to RE-DRESS here, and that demands intentional conscious action which may not always be the easiest or quickest path.

Your event will be more successful, more interesting and more representative as a result of a diverse panel. You will also attract a more diverse audience, and every time you organise, it will feel more natural and obvious that your stage should make everyone in the room feel entirely comfortable.

* https://smallbiztrends.com/2018/03/women-in-technology-statistics.html