Navigating Neurodiversity, Religious Inclusivity, and Speaker ROI Strategies.

In this week's newsletter, we're covering some thought-provoking topics that might challenge your perspectives and inspire you to take action!

?? In this week's newsletter:

?? Why We Need to Rethink the Phrase 'We Are All on the Spectrum'

?? Navigating Religious Inclusivity in Education and Events

?? Demystifying the ROI of Industry Events: Strategies for Speakers and Organisers

?? Creating Safe and Inclusive B2B Events

?? NEW! DE&I Confession - “My uncomfortable encounter as a gay man at an industry event”

??♀? Wellbeing: Tips for Avoiding Event Burnout

Plus, we've got some exciting updates on our DEI Away Days and Intensives, designed to help businesses create more inclusive workplace cultures. ??

Why We Need to Rethink the Phrase 'We Are All on the Spectrum'

As someone who has used the phrase "we are all a spectrum" in the past, I recently had an eye-opening moment thanks to Ella Willis, a content creator on Instagram who has autism and ADHD. In a fascinating clip (I can't seem to find the clip now - sorry - but do check her out!) Ella broke down a common misconception about the autism spectrum that made me reevaluate my understanding...

Ella explained that the spectrum is specifically for autistic individuals and not something everyone shares a piece of. It's highlighted to me, the importance to in recognising that not everyone experiences autism-related challenges, and grouping our experiences with theirs can unintentionally dilute the unique experiences of the autistic community.

For more understanding and to show respect, we should aim to keep these discussions going with an open mind, but also by specifically amplifying the voices of those directly impacted by autism and learn from them.?

Here are some actionable steps we can take:

1. As always, it starts with education. Take the initiative to learn about different neurodivergent conditions, such as autism, dyslexia and ADHD through resources like books, podcasts, and online training or courses.
2. Amplify diverse voices, you can do this by listening to friends, colleagues and by sharing content from creators like Ella Willis who provide valuable insights into their experiences and help raise awareness about neurodiversity.
3. Be mindful of the language we use and avoid phrases that could unintentionally minimise or generalise the experiences of people who are neurodivergent.
4. Practise active listening when engaging with individuals from diverse communities with the goal of understanding their perspectives and experiences.?

Continue learning-

Podcasts:

• Differently Brained
• Neurodivergent Moments
• Beyond 6 Seconds

Books:

• Autism an inside out approach
• Odd Girl Out: An Autistic Woman in a Neurotypical World
• The Neurodiverse Workplace: An Employer’s Guide to Managing and Working with Neurodivergent Employees, Clients and Customers ?

Navigating Religious Inclusivity in Education and Events

In a recent Instagram video, I discussed a High Court case involving a Muslim student who challenged her school's ban on prayer rituals.?

Read about it in more detail here

This case raises important questions about religious freedom, inclusion, and the role of faith in education and society as a whole.? I believe it's crucial to examine the implications of policies like this if our aim is to make inclusive environments for all students (and it should be ??).

Ultimately the court ruled in favour of the school... But for me, there needs to be balance between creating an inclusive environment and accommodating individual religious practices. While this decision is disappointing for some, it does present an opportunity to engage in more honest conversations about religious accommodations in educational and professional settings, as well as their implications.

It calls for transparent and collaborative discussions between those involved and those impacted, to find solutions that respect religious diversity while maintaining a safe learning environment for all.

Respecting different religious practices isn't just about tolerance, it's about taking proactive steps to create an environment where people feel supported in expressing their religious identity. While there might need to be the right balance, we must still recognise people should have the right to express their religious beliefs.

My simple tips and takeaways for event planners to facilitate this:

• Provide prayer rooms or quiet spaces for attendees who need to observe religious practices during events
• Offer diverse food options that cater to various religious dietary restrictions
• Schedule events in a way that accommodates major religious holidays and observances
• Educate event staff on religious sensitivity and how to respectfully accommodate attendees' needs

For cultural awareness month last year, I recorded a podcast with Natasha Butt, which delves into this topic in more detail -

• 060 Understanding the Islamic faith: A Journey of Reversion, Inclusion and Misconceptions Diversity Alliance Talks

Resources for Further Learning:

• Religion and Corporate Culture: Accommodating Religious Diversity in the Workplace?
• Secrets of Divine Love: A Spiritual Journey into the Heart of Islam?
• Embracing Workplace Religious Diversity and Inclusion: Key Challenges and Solutions?

How Diversity Alliance Can Help:

We understand the complexities of navigating religious diversity in events and professional settings. Our team of experts can work with your organisation to develop strategies such as providing training on religious sensitivity, conducting diversity audits, and facilitating dialogues between different faith communities. Visit our website or reach out to learn more about how we can support your diversity, equity, and inclusion efforts.

Demystifying the ROI of Industry Events - Strategies for Speakers and Organisers

As someone who frequently attends and speaks at industry events, and following many conversations I've had with fellow speakers in and outside the industry, I've noticed a growing concern about the return on investment (ROI) for participating, especially for unpaid speaking engagements (and particularly for freelancers and small business owners).

With many shows and events on the horizon it's about time we addressed the challenges and explore strategies to make these experiences more rewarding for everyone involved.

Measuring the impact of content at industry events can be challenging as the ROI isn't always straightforward. Speaking at events is not just about exposure, it's about fostering meaningful connections, generating tangible outcomes and the impact on the event and attendees.

To maximise the value of participation, as speakers, we need to make sure we are delivering engaging, relevant content that resonates with our target audience and that facilitates valuable interactions.

So that’s our part, but what about event organisers?

It seems organisers struggle to effectively promote sessions, leaving speakers to handle their own marketing. I think this is ultimately because there is a?lack of clear strategy and in some cases, perhaps content is considered as an "add on" and not specifically income generating (this is why we need the stats).

Organisers help us to help you! Please try to ensure that speakers' valuable insights and expertise reach the right audience! Please provide more support in promoting sessions and helping speakers connect with relevant attendees. AND define the benefits for the speakers clearly before reaching out or asking for a call for papers.

Because, exposure alone is not enough to attract and retain high-quality speakers.? We must ensure and clearly outline the tangible benefits for contributors, whether that's through curated networking opportunities, access to potential client leads (how many speakers have been informed who attended their talks, what organisations they are from and what roles they hold within the organisation - I haven't?!)

Create a speaker package that goes beyond exposure to attract/ retain top talent.

Here are some actionable steps for event organisers:

• Develop a clear content strategy that aligns with the event's goals, target audience and the speaker's goals (ask them what their goals are).
• Provide speakers with more marketing support beyond social media templates. Include speakers in email newsletters, and targeted attendee lists.
• Create dedicated networking sessions or matchmaking opportunities to facilitate meaningful interactions between speakers and attendees.
• Offer exclusive perks for speakers, such as access to VIP events, discounted or complimentary tickets for future events, or promotional opportunities through event channels. Far too often than not, flights and accommodation is not even included - this is a massive no no for me!

Tips for speakers:

• Clearly define your goals and target audience before committing to an event.
• Collaborate with organisers to ensure your content aligns with the event's objectives and reaches the right people. Don't just get excited that you've been given the opportunity to speak at an event -we are not helping ourselves here ??
• Leverage your network and social media channels to promote your session and engage with potential attendees.
• Where possible, follow up with valuable connections made at the event to nurture relationships and explore potential collaborations or business opportunities.

Whether you organise events or speak at them, I would love to know what are your thoughts on speaker ROI??

Safe and Inclusive B2B Events

As event professionals, it's our responsibility to create safe and inclusive environments for all attendees. However, according to the M&IT Sexual Harassment Survey and Report (2022), 50% of respondents had experienced some form of sexual harassment while working in meetings and events, and 80% believe we need a sexual harassment code of conduct for events.

On a panel about Safeguarding in B2B events at CVENT Connect, I shared how harassment and discrimination issues directly links to a shortage of talent in the events industry - view the panel HERE.

I know for a fact that there have been people within this industry that have left the industry because of issues that have happened, and they’ve not felt supported.

Ensuring the physical and psychological safety of attendees is not only the right thing to do, but it also has significant implications for your event's success. Failing to prioritise safety can lead to lasting reputational damage, impact talent recruitment, result in loss of attendees and revenue, harm attendees, expose you to legal liability, and decrease sponsorship opportunities.

Here is a summary from a blog written by CVENT on 12 Practical Ways to Make Your Events a Safe Space:

• Establish a clear code of conduct
• Develop standard operating procedures (SOPs)
• Work with venues and suppliers
• Train staff and volunteers on safeguarding
• Implement security measures
• Create designated quiet/low sensory spaces
• Prioritise inclusivity
• Manage alcohol consumption
• Regularly review and update policies
• Work with local authorities
• Communicate safety information
• Seek feedback and listen

Read the full blog HERE

NEW DE&I Confession out now!

Diversity Alliance ? launched a new series called 'DE&I Confessions' where we ask for YOU to share your confessions on issues relating to DE&I in the events industry with us, it's all completely anonymous (don't worry??). It is a safe space for people to share their own stories that have impacted them, to either ask for help, advice or to simply confess...

LINK TO DEI CONFESSIONS FORM https://form.typeform.com/to/YasEwfzQ

By sharing your experiences, you are not only empowering yourself but also contributing to larger conversations around how we can be more inclusive, equitable and accessible.

Read this weeks DE&I Confession in full here

Wellbeing in the World of Live Events

As a former event planner myself, I know firsthand how demanding this industry can be. The long hours, missed meals, and endless to-do lists can take a serious toll on our physical and mental health. It's easy to get caught up in the adrenaline rush of pulling off a successful event, but burnout is a very real risk.

I remember countless times when I'd be running on empty, fueled by nothing but coffee and sheer determination. Skipping rest breaks and meals became the norm, and I'd often find myself feeling utterly exhausted and overwhelmed.

This is why we need to prioritise our own wellbeing if we want to continue creating amazing experiences for our attendees.

So, what can we do to look after ourselves during those hectic event days? Here are five actionable tips I wished I had used (eek). We live and we learn:

?? Keep a stash of nutritious snacks like fruits, nuts, and energy bars on hand to fuel your body when you don't have time for a proper meal.

??♀? Take mini mindfulness breaks, even if it's just for a minute or two, step away from the chaos and focus on your breathing. It can work wonders for reducing stress and recentering yourself.

??Carry a reusable water bottle and make a conscious effort to drink water regularly throughout the day. Dehydration leads to fatigue and poor concentration.

?? Don't be afraid to ask for help when you need it. Assign tasks to your team members and keep everyone in the loop to avoid getting overwhelmed.

?? Prioritise rest and recovery after the event. Whether it's catching up on sleep, treating yourself to a massage, or just lounging at home, give your body and mind the rest they need (I was good at this bit - I have to admit!)

These are all obvious things we are told again and again, but a reminder never hurt right?!

Please remember, taking care of yourself isn't selfish - it's necessary for maintaining your passion and delivering your best work. ??

Inclusivity doesn't mean ignoring or downplaying individual identities, backgrounds or needs. Instead, it means creating an environment where everyone feels respected, valued and supported regardless of their differences.

Building an inclusive workplace culture takes work, time and commitment.?

But there are ways to really delve into your workplace culture and highlight as well as demonstrate inclusivity... and that's by listening to your team. You can do this by:

1. Organising away days that focus on team-building activities and conversations centered around diversity, equity, and inclusion and how that relates to the team directly.

2. Implementing regular DEI intensives or retreats where employees can delve deeper into issues by sharing their needs and supporting eachother to be more inclusive.

3. Establishing actionable goals and commitments coming out of away days and DEI intensives, and follow up with concrete steps to implement these changes in the workplace.?

?? At Diversity Alliance we provide Away Days & DEI Intensives because we understand that businesses are dedicated to the important work of DE&I but time constraints can be a challenge. That's where our highly focused DEI Away Days come into play.

Tailored to your specific needs, these bespoke sessions encompass educational workshops, engaging discussions, and dedicated time to develop your customised DEI action plan.?

UNTIL NEXT TIME