FOCUS: INDUSTRY INCLUSIVITY

ALL FOR ONE, AND ONE FOR ALL

Meetings understands why establishing an inclusive sector should be at the forefront of the MICE industry’s efforts.

Sticks in a bundle are unbreakable. Unity in diversity. The more, the merrier. All of these idiomatic references are commonly used but should also extend to our business objectives and be at the very heart of what we do.

EMPHASIS ON INCLUSIVITY

Although there was already a global movement towards ‘inclusivity’, it is a word we have heard more over the past year than in previous times. The Covid-19 pandemic is one of the most impactful disasters we have ever faced as a human race. Typically, disasters are defined by the number of people they have affected, and the Covid-19 crisis has had a devastating effect. For those who are considered as being marginalised, their suffering has only been further exacerbated because already-stifled opportunities have now been completely depleted in the wake of the economic fallout caused by the pandemic. To put this in perspective, according to a UN report on the impact of Covid-19 on women, 47 million women and girls have been pushed into extreme poverty.

Inclusivity is a broad term – as it should be, because that is the thrust of what it means to have inclusive environments. It levels the playing field to ensure that those who are marginalised can access the same opportunities, and that each person and their contribution is based on what value they bring, and not superficial traits such as physical appearance. In its truest sense, inclusivity knows no colour, creed, social standing or sexual preference.

In a business context, inclusivity means that we can ensure everyone is accounted for across all facets of the operation – from encompassing target audience strategies, to successfully establishing a flourishing work environment that fosters a sense of belonging and purpose.

In South Africa, we have come a long way from the very dark days of apartheid but we still have a distance to go before we are truly inclusive – both in the workplace and in our homes.

“For inclusivity to play a role in the South African context, it is vitally important that we first redress the wrongs of the past, and ensure that transformation leads the drive towards inclusivity, so that the playing fields are first equalised before we can talk about inclusivity,” says John Arvanitakis, CEO and founder of Chat’r and a director at SAACI’s Johannesburg branch.

If history has taught us anything, it is that the destructive nature of divisiveness leads to chaos, conflict and corruption. If left unchecked, it can give rise to human rights abuses that might take many generations to correct. In business terms,

Continuously championing diversity and cultivating true inclusion requires thought and care. This is a singular moment to be a leader in business. The pandemic has made clear the weaknesses in our systems and institutions, but it also offers a chance for us to step up and shape a more equal future.”

Rusty Wiley, CEO of Datasite, in an excerpt from Forbes.com

exclusive preference towards only a select few individuals has resulted in glaring imbalances. These have meant we are now left tackling issues such as the gender pay gap, and leadership that isn’t representative.

FORMING A GREATER NARRATIVE

Differently abled people, people of colour, those who have certain belief systems or cultures, along with the youth, elderly, women and people who are part of the LGBTQ+ community are among the individuals who are currently most excluded.

In a McKinsey & Co. article from February this year, the importance of inclusivity is discussed as being central to both organisational leadership and well-being.

“Our research finds that a positive team climate – in which team members value one another’s contributions, care about one another’s well-being, and have input into how the team carries out its work – is the most important driver of a team’s psychological safety,” says the consultancy, adding that team leaders are more likely to demonstrate supportive and consultative leadership if senior leaders demonstrate inclusiveness (see graph for more).

As an approach, diversity and inclusion (D&I) is also becoming an important part of environmental, social and governance (ESG) reporting and principles.

“To overcome some common barriers to ESG and specifically D&I reporting, executives should embrace three leading practices: construct an inspiring story, engage the right leaders, and take a data-driven approach. Organisations that are successful in this initiative will be better able to communicate their commitment and progress, increase employee engagement, manage associated risk, and ensure their efforts are achieving their goals – while also improving their reputation and performance, as well as gaining greater interest from investors,” says PwC on the topic of inclusivity.

WHY D&I MATTERS IN MICE – A FLOCK 101

• Brings different and innovative perspectives to the table • Provides access to a bigger pool of talented speakers • Grabs the attention and interest of a larger audience • Fosters an environment that challenges people to think differently about one another, which creates unique learning experiences everyone benefits from

FURTHER READING

• McKinsey & Co. featured insights on diversity and inclusion • The Realized Value of Equality,

Diversity and Inclusion – EDI interventions • Getting serious about diversity and inclusion as part of your

ESG reporting

BUILDING TOWARDS INCLUSIVITY IN MICE

In its ‘12 Event Trends for 2021’ guide, Flock Eventing Platform identifies D&I as an important trend for the events industry.

“Racial inclusivity and gender equality are at the forefront globally in 2021 and the events industry needs to do its part in correcting imbalances in the world.

“Panel speakers are the easiest way to include minorities and marginalised communities. Representation is important for anyone to feel they can participate and belong in a given space.

“Additionally, inviting and sponsoring attendees who would not otherwise have access to the wealth of knowledge shared at a particular event is a simple way for events to make a difference,” says Flock in its trends guide.

For the MICE industry to truly grow in South Africa, we need to encourage more members that will represent the actual demographics of our country to join and actively participate in the industry associations and regulatory bodies, says John.

“The post-Covid-19 recovery of our industry is an ideal opportunity to drive transformation in our sector and ensure its inclusivity within the South African context. The global business events industry will be recovering, and the opportunity should be to promote a more inclusive and broader network of venues, organisers and suppliers to the bidding process for organising and hosting these events in South Africa by a transformed sector. It is vitally important to ensure the relevance and economic recovery of this sector; transformation should be driving our recovery,” he concludes.

INCLUSIVITY IN ACTION

Rather than merely talking about how to incorporate elements of diversity, equality and inclusion into their business processes and strategies, these Meetings showcases present inclusivity in action within the MICE industry. READ MORE:

SPIER HOTEL & WINE FARM

About Spier and its community ethos.

By Heidi Newton-King, director: Sustainability and Human Resources at Spier

Situated on a 600 hectare property, Spier plays an important role in growing and developing its surrounding community, and focuses on two areas within poverty reduction, specifically:

1TACKLING YOUTH UNEMPLOYMENT

We have an essential role to play in tackling this through our business directly and supporting local initiatives. We have partnered with Harambee Youth Accelerator and the Yes4Youth initiative to ensure young people can access opportunities. Before the lockdown last year, we actively resourced up with 11 young people from our local community to support food garden development, contributing to our food support in the community. Operationalising a focus like this requires broad buy-in and support to, in turn, inspire the success of the cohorts who join the business.

2FOOD SECURITY

Our recent collective Covid-19 experience exposed fault lines and jolted many, including ourselves, to face the very real food security issues we face in our local communities. Exacerbated by the pandemic, the bringing together of like-minded partners ensured we could respond quickly and collectively. We pooled resources to provide food parcels from the beginning of lockdown through a partnership with the Sustainability Institute. We have assisted our local families with resources to transition once the formal food support ended in February 2021.

These are the most recent and relevant examples in the times we find ourselves. More broadly, being an inclusive business sees our team being inspired and motivated to work for a company whose clarion call is as a ‘force for good’.

Moving away from traditional CSR and towards full integration into the way we do business, how can the way we do things make a difference every day?

We recognise that our response to the climate and biodiversity crisis, our holistic approach to the people who work for us, and our business and partnering procurement approach can positively impact key drivers like poverty, decent work, and responsible business practices.