The exhibitions and events industry has always been about bringing people together (different sectors, different cultures, different ideas) all under one roof. It’s a strange irony, then, that for years the industry itself hasn’t always reflected that same diversity behind the scenes: in who plans the shows, who sits on the panels, and who gets a seat at the table when decisions are made.
That’s beginning to change, and not a moment too soon.
Diversity, equity and inclusion (DEI) in our industry isn’t a box-ticking exercise or a marketing line. It’s a practical necessity. An industry that draws only from a narrow pool of talent and perspectives will always design experiences for a narrow audience. If we want our exhibitions, conferences and events to genuinely serve the full spectrum of businesses and communities we operate in, our workforce and leadership need to reflect that same breadth.
In South Africa, this conversation is gaining real momentum. Organisations like AAXO (the Association of African Exhibition Organisers) have been vocal about the need to broaden access to the industry, particularly for young, previously excluded talent. It’s encouraging to see this move beyond statements of intent into actual programs, including mentorships, internships, and partnerships with tertiary institutions that give students a genuine foothold in the sector rather than just a line on a CV.
We’ve seen this firsthand through our work with students from Tshwane University of Technology, many of whom arrive with sharp thinking and fresh energy but limited exposure to how the industry operates. Investing time in developing the next generation isn’t charity; it’s how the industry keeps itself relevant, resilient, and connected to the communities it ultimately serves.
Equity matters just as much as diversity. It’s not enough to open the door; the industry has to look honestly at who gets opportunities to lead projects, negotiate with venues, or build client relationships. The experience that actually builds a career versus who gets stuck doing the same entry-level tasks indefinitely.
This is also why the upskilling conversation can’t stop at graduate entry points. It has to extend to the people already in our organisations. AAXO’s forthcoming skills programme is a meaningful step, offering structured pathways from short, focused courses in areas like operations, sales and digital coordination, through to a full NQF 5 qualification covering leadership, systems thinking, risk and compliance, and entrepreneurship. Programmes like this give organisations a practical way to invest in the people already on their teams, not just the newest recruits, and to build genuine internal pathways into leadership rather than leaving growth to chance.
None of this happens through good intentions alone. It takes organisers, venues and suppliers choosing, deliberately and repeatedly, to make room.
And here’s the thing: a lot of that choosing is already happening. Talk to enough people in this industry, and you’ll find internship programmes, mentorships and young professionals being handed real responsibility, quietly, without any fanfare. It rarely gets shared beyond the company doing the work.
That needs to change. If your organisation is investing in young talent, by giving graduates a genuine shot at leading a project rather than just observing one, or by putting existing staff through structured upskilling to grow into bigger roles, we want to hear about it. These stories matter! Not for the recognition, but because they show the rest of the industry what’s possible, and give the next generation, and the people already on your team, proof that there’s a real path forward. So tell us: what is your organisation doing to open doors and grow talent in exhibitions and events?
The exhibitions and events industry has spent decades helping other sectors put their best foot forward. It’s time we did the same for ourselves, building a profession as diverse, capable and forward-looking as the audiences we bring together every day.
