We All Belong At The Roundtable

Being the Co-Founder and Managing Partner of The Ortus Club - Executive Knowledge Sharing has exposed me to an unavoidable glimpse into whether women are given equal opportunity, whether they are given senior job titles, whether they are part of the c-suite, whether they’re sat on boards, and most especially, whether they are represented “at the dinner table”. Yes, there are countless studies out there that attempt to tell us the full truth, but as part of my job, I’ve naturally been exposed to this first-hand too.

It always starts with a question. In my case: “Why are there no women at your events?”

In the years we’ve been hosting corporate networking events worldwide, guests, clients, and colleagues have asked me questions like, "Why are there no women represented in the photos on your website?" or "I just got back from hosting the event and I was the only woman there. Why do you think that is?” or “I’d love to accept your invite to the roundtable, but are you sure I’d be comfortable given I’d be the only woman?”

For too long, I assumed that we were merely observers of this dynamic, that the disparity was a result of the world being "a man's world" or due to there being more men in certain positions. “Men are just more interested in those positions,” I thought, and "our job is to invite whoever has the right title. The responsibility lies with those companies, not us. We don't have control over this. It's not our problem to fix." But I was wrong.

As I strive to foster a culture of equal and fair opportunity within our company, I am, of course, a strong believer that whether we get an invite, a chance, or a “seat at the table” shouldn’t be based on anything but merit and skillset. And so, why would a fair representation of The Ortus Club events not be my responsibility, too?

Acknowledging Our Influence: We All Have One

I have now realised I can deeply impact this change in awareness. With the responsibility to question, advocate for change, and to ensure equal opportunity rests with us all. We can and must do more to make positions more comfortable, accessible, and safer for everyone, especially for women who, in many societies, could not get a say or a seat at the table until embarrassingly recently.

Company leaders not only have the opportunity but the obligation to lift up diversity, from interns to the c-suite, to headline speakers. This means taking risks on overlooked talents and creating an environment where everyone can showcase their skills and talents, ensuring a society where one can thrive regardless of gender.

Looking Inward, Moving Forward

The feedback and questions we've received over the years serve as catalysts for reassessment and growth. They compel us to advocate for institutional changes, diversify leadership at every level, and shape policies that ensure fair representation and participation of all genders. Our journey towards enhancing gender diversity in our events from the last five years has shown measurable progress.?

In 2020, we initiated our intensified efforts with women's participation at 23%, a significant jump that laid the foundation for our ongoing commitment. This increase was a testament to our adaptive strategies, possibly leveraging more inclusive and accessible event formats. Following this, the data from 2021 showed a notable rise in female participation to 29%, indicating a successful trend towards gender inclusivity.

However, in 2022, we observed a slight dip to 26% in female participation. This prompted us to reevaluate and intensify our efforts, leading to a rebound in 2023, where we matched our previous high of 29% participation. This resilience and dedication to our goals were rewarded in 2024, as we achieved a remarkable milestone, with women representing 31% of our attendees.?

These figures highlight the evolving landscape of our events, showcasing our dedication to giving equal opportunity to participate. Each number tells a story of challenges, adaptations, and successes. As we move forward, these numbers will continue to guide our strategies, ensuring we remain focused on providing equal opportunities and a welcoming space for all attendees.

Continuing the Dialogue and Taking Accountability

Yes, we’ve seen slight improvement, but we know it’s not enough, and we know we can do a lot more to balance these numbers.

I accept the charge to model inclusive behaviour and reinforce diversity values through my company’s actions and decisions. This includes diversity audits, blind resume reviews, equitable event lineups, and, most importantly, a commitment to making our events and our spaces more accessible and comfortable for all genders and backgrounds, actively questioning and addressing the lack of diversity at every opportunity.

I urge colleagues to pass the mic, yielding their platform to amplify messages. We must make space for all voices.?

Every Decision Counts: Amplifying Our Impact

This journey towards equal opportunity is an ongoing dialogue—one that requires compassion, courage, and continuous effort from us all. With honest discourse and a collective commitment to progress, we can transform conversations and achieve lasting inclusion for everyone.