Unity discovers how real the revenue struggle is

Unity discovers how real the revenue struggle is

There are plenty of wonderful allies out there,
but it’s just,
you know,
I think we’re at
lands when you look at all of these things around the impact of gender roles.
Whether you’re
a 20-something and oh God forbid,
how do you get that voice in the room?
Because all the
men that are older sitting around the table don’t think that you know enough.
To the other side
where,
oh my God,
you’re going to get angry and all those things.
So all those sorts of things,
I think are where there’s an opportunity for us to take a look at as we work with each other.
In how we face those issues and push back on things in the rape ways.
Great events,
create great brands.
And it takes a village to put on an event that engages,
excites,
and connects audiences to your brand.
And we’re that village,
I’m Alyssa,
I’m Polina,
and I’m Rachel,
and you’re listening to Great Events,
the podcast for all people
interested in events and marketing.
Hello,
everyone.
What has been going on in this
wide,
wide world of events?
My name is Alyssa,
and welcome to this week’s episode of the podcast,
Great Events,
a podcast by Sevent.
This week,
we are going to talk about ageism in events.
And to
do so,
I’m joined by my fellow co-host,
Polina Juicy,
and a special guest that we’ve brought on to the
is called Bloom,
and another is called the International Abortizing Association is the conversations and the
interesting issues that are arising for women,
particularly in the marketing and events industries
and how they are seen at all points in that kind of will call it a spectrum.
My focus being someone
has been around for more than five minutes,
trends towards the impact of hedgesum for women who are
older in their careers,
but increasingly we’re starting to see all this really interesting data around
the impact of there’s recent heart of a business review report that we were talking about,
or it’s like,
well,
if you’re 30,
you got a problem.
If you’re 40,
you got a problem.
If you’re 50,
you got a problem,
because you’re either maybe getting married or wanting to have children,
having the children then coming
back or leaving for a long time and then trying to get back into a workforce.
And then
once you were maybe hit your stride again,
then Perry Metapollins hits,
you know,
all the fun that goes along with that,
or you have to,
I think,
Poly,
you were talking about this
history.
It was you have to care for someone who’s elderly.
All of these things seem to hit women
more acutely than they might hit them.
And so this is the things that I spent time working on writing about
shining from the rooftops when I can.
When I was going to say even talking about hitting something acutely,
the meeting’s an events industry and I don’t know the exact numbers.
I didn’t actually prepare
this data point.
But as you were calling this out,
Karen with specificity to the meetings and events
industry,
I think latest survey results say the industry of comprised of somewhere at 70 to 80 percent
females.
So the data that Harvard Business was providing can be felt even not much more within the
meetings and events industry just based solely off of the makeup of who’s who’s in this industry
specifically.
Well,
yeah,
I mean,
I heard a story.
In this case,
it was more interrelate the real estate
sector for a friend of mine just last night.
Her sister went back into the workforce after 15 years,
working extra hard,
working the longer hours,
not asking for stuff,
trained up two people who were 20
years younger than her and they both just got promoted over her.
So it’s it’s the so there’s some of
those things that hit in that case,
it’s a woman who’s coming back into the workforce.
And when you think
about the events industry and to your point,
78 to 80 percent of people and yet most of the time when
you look around and I can’t remember the stat either,
it’s like 80 percent of run by men.
And this is
not all right.
And it want to make this like the militant feminist standing on my soapbox,
speeding up over here.
Hey,
we’re here for you got three females.
There are plenty of wonderful allies out there,
but it’s just,
you know,
I think we’re at lands.
You look at all of these things around the impact of gender roles,
whether you’re a 20 something and oh,
Goodbye,
how do you get that voice in the room?
Because
all the the all the men that are older sitting around the table don’t think that you know enough
to the other side where oh my God,
you’re going to get angry and all those things that’s like,
you know,
I also wearing my pink for does it seem to be able to react for our speech and things like that.
So all those sorts of things I think are where there’s an opportunity for us to take a look at
as we work with each other in how we face those issues and push back on things in the right ways.
Let me unpack this Harvard Business Review quote,
because I do want to make sure that we
let the listeners know exactly what was what was stated here in this research.
So it says in the recent
open-ended survey research of 913 women leaders from for US industries.
So this was with specificity to the
US.
These are from higher education,
faith based nonprofits,
Juan healthcare.
We discovered that many
women suffered from this and in quotes never write age bias.
Conceptions of young middle and
old age are often based on perceptions and vary between workplaces and context.
When interpreting our
results,
we consider young to be under 40 middle age to be 40 to 60 and older women to be over 60.
And I know
in preparation for this particular episode,
Paulina and I while we tend to fall into the young
bracket have felt this never write age bias significantly in our careers as well,
always trying to
kind of not be the age that we are to prove something,
whatever that thing may be and present ourselves in a
different way than what our age currently is stated in Paulina,
one of the give you a chance to speak on
us too.
I think this is also too full.
We’re obviously looking at this from the lens of a professional
industry perspective.
But if you think about this from your personal life too,
a lot of people call
this keeping up with the Joneses.
Like how am I measuring my personal six to my personal relationships
or peers and another layer to what you are just on the professionals keeping up with the Joneses or
in my opinion individuals like myself and Alyssa who are keeping up with the Joneses isn’t good
not right.
We want to we want to take things to the next level faster scale at faster rate.
I think
it’s it’s not even balancing those it’s just even understanding what what it means right and I think
there’s a lot of people out there who are probably thinking about this in kind of a vacuum and I’m
struggling to think about okay how am I keeping up meeting my personal goals and then you know
simultaneously continuing to grow,
develop myself,
develop my team in my professional goals and I just
think having to carry that we those two weights is something that is worth acknowledging across the board
and and something I think a lot of people testle with.
Yeah I mean it’s as you said it’s like if you’re
newer in your career or a earlier in the management side of things you’re trying to get the
voice in the seat at the table but you’re perceived as one way or God forbid you might be whatever
societal norm it norms called pretty and or you’re not or then you’re then you get to a level of
middle age and then you get to loud so it’s like your your damn if you do your damn if you don’t
and then to your point it’s what pressures do we put on ourselves based on all the different inputs
business personal,
you know your you know my mother always taught said to be be the doctor not the
nurse you know and and and push to those so what impacts is that have from how you’re how you’re raised
and then when you go into the culture of an organization and how that organization is perceived and
you know for me as I was going back before I joined Sevent had a host of interviews very long straight
but the number of times you could just clock and was always like the techy startups and it would be
working roles and then we take one look me like oh what could you possibly know about
mobile gaming and I’m like life CV it clearly says worked in mobile for like 10 years
but these perceptions it’s like no matter what you did it it hits on this and bring it back to it
what what HBR was talking about here so it’s a what point do we only to just take a B and go you know
it’s okay at all this levels and more importantly just take a look at within internal organizations
understanding the value of someone who might be 21 alongside the five generations in the workforce who
might be 60 and everyone’s going to bring something different to the table yeah so in prep for this podcast you
know one of the things that we were talking about was how we feel like age is somewhat of a neglected factor
I would say in the DE&I conversation right now and it’s it’s something that while similar to talking
about race,
religion,
gender we in oftentimes don’t have this conversation like we’re having today
about age in the workplace too and you can even see a slant like you said Karen in technology
companies towards I would say the younger in other industries there might be a slant more towards senior
where there are younger individuals who feel the age is on so it’s an interesting commentary that
we’re seeing that what we’re recommending is that this be part of a an organization’s considerations
as they’re talking about this DE&I groundswell that’s certainly taking corporate America,
corporate
and global corporations by storm so it’s certainly age should be considered in that too there’s the age
and I’ll go to the ages I’m on credit the site the older space when you look at policy this is not
policy podcast we’re walking into that but then as you look to your point if you’re going to truly
look at inclusion it tends to be this one that just sits off to the side and how can it and I think
I think when you may have said this yesterday it’s like how do we just make sure that the water
cooler conversations are happening and then it’s okay to talk about things and it can be some things like
let’s talk about menopause that’s starting to become more comfortable
but and organizations and TV shows whether they’re having a poking but a flood at it and
a comedian’s talking about it and getting that space then can hopefully start to shift
in an organization in a way like we have our wonderful stock titles with our good for it
internal you know different organizations and I’m usually the one posting the
like this hardware business review for the call and things like that and I’ve even spoken
about like what are the percentages of people mostly life you will hear older and how do we make sure
that there’s value and a process organization because particularly in the kind of work that we all do
that age thing I think becomes even more acute like it’s one thing to be I’m going to make a
general statement writing code can sit help me do that and frankly might know we’re about writing code
when you’re when you get up in the age and you do when you’re just writing a unit
as long as you keep up with the text code as I’m working to or an event professional
do you actually age out of that because how could you possibly in the same way you can be keeping
up with trends and still be able to run up the side of mountains but oh you can possibly what’s interesting
as my partner is actually a developer coding developer and would feel completely different to what
you’re saying Karen like where it is really hard to keep up with the pace of technology and the
need and change of of those things but I think all of this comes down to showing respect showing grace
for those that came before for those that are coming I think there’s a lot of weird stuff going on
in this age of social media where we’re like pitting generations against each other and like trying to
be cooler than one other’s on everything yeah I don’t recall this before and maybe it is because I am
kind of coming of age with this social media I know we’ve talked extensively about where we stand
following on myself being millennials but I think it’s odd that we are trying to trash talk each other’s
generations as opposed to pay homage,
pay respect,
you heard my first name,
have you heard my first
I think you know kind of going back to what you just thought about the watercolor opportunities to kind of
bring it back to event professional perspective what I do from you know the passion side of event
design to the professional side of event design it’s we have an obligation and we’ve said this before
we have an obligation to make this part of the experience and because events compliments so much of what
happens at the corporate brands level at the policy level you know there are so many learnings that
extend from the community meet-up opportunities and so I think to kind of bring it back to the
industry view you know we have a responsibility to say how are we bringing you know members from different
each generations demographics and aligning them to feel comfortable talking to other and I think
you know that’s what kind of gets hard too because you do need someone to kind of facilitate the conversation
I don’t think a and this is an assumption right in a generalization but you know someone who’s
you know been in their career for four decades and someone who’s brand new how do you create the
likeness or how do you create something that they can both resonate to and the event is that right
make we are both here so what brought you to this event what brought you to this unique experience and
how we’re able to create I guess a legacy of bridging the humanity and connection right yeah and
you’re so many unique things that like I’ve seen come up like and you’ve come up in these organizations
of work with when you think about these live experiences especially now as do you want to get back
in that room and there’s a comfort how do you facilitate those dialogues but we’ve talked about
things like reverse speed networking I’ve to learn as much with someone who might have just walked
out of the university whether it’s on a specific career path it’s how they think because that’s
going to inform how I do a better job as a marketer or as a planner for an event how do we set up
I will talk to look like this what does the panel make up look like add an event how are we thinking
through these because it might be because what are the defaults and if you look across diversity spectrum
it could be LGBTQ be color and be gender age tends to be the last one and one of the best
panels I ever saw like I actually have a dream of doing a panel about being all being about being
Karen and everyone on the panels name Karen oh wow and I already know who I’m going to get I already know
how I’m going to get like the drain panel there’s two women I know from industry both of the work
we’ll say a little bit older when I was three white when I was three black but then there’s a woman
do you guys remember Karen Gillen the actress who she did the movies the gemaging the least she was all
Karen much younger I’m like this is my dream panel so we get all the ages and the special
to talk about these experiences sounds great I would 100% watch that those are the kind of things when
you look at like particularly live events or any event calling it where I think we have such an opportunity
to bring tell those stories and make that part of the dialogue yeah we spend a lot of time on this podcast
now right now talking about micro communities but equally as important is the macro community as well
right how do you draw the broad connections the stuff that transcends generation you know how do
you bring all of those things together and I think that is the the job and the undertaking and also
the really hard thing to do in planning and designing events I mean I know that that’s something that you
guys are eternally conscious of as you’re going and thinking through like how do we make this
special for those that need some micro special things to happen but what’s the sum of the parts mean
as well and you’re so your business constant juggling and balancing act not trying to get two
two into the weeds on on these smaller things but really thinking about what is the what’s the big picture
what was all of this worth what was all of this for and I think a lot of that does come down to how was it
perceived from each of these different age groups or generations that you’re supporting and how do we
expect our allies to support us if we’re not figuring out how to support and have those conversations
across college-generational lines in a unique way and I think the kinds of experiences that we
curate with people who are in that events industry gives us an interesting opportunity to play around
with that within the conflicts of what we have to do and the messages we have to lay in
you know whether it’s how we curate our speaker,
line up or just those offline conversations you have
in the middle networking things that puts us in a unique position that somebody or people in other
industries may not have.
I think what you just said to you know let’s talk to our customer marketing partners
right there are customer marketing teams really understand our total customer base and the demographics
like this is something that I think has significantly changed over the last three years caring you
alluded to this earlier where you know people who are returning to the workforce or you know deciding
on career changes and and maybe the goal for some of these people isn’t climbing the ranks
and getting to the decision-making power but rather it’s I’m into this career because of it’s a
passion of mine and because you know they feel to deeply about XYZ right so I think it’s interesting
and there’s a lot of our marketing partners customer marketing partners to dig in and understand
what what are the demographics of your customer base perspective customer base and how
are we appealing to them across our marketing effort event being our most important one you know
for the context of this conversation but yeah I think there’s a ton of a ton of change that’s happened
over the last three years it’s not people coming out of school uni and saying I’m going to be an
event professional you know or I’m going to join the hospitality industry it’s you know such a big shift
happened now I want the job it gives me joy that the organization aligns to my passions whether
it’s around sustainability or accessibility or all the different universities and that is an
cutely different world and and so for someone like me it was like I’m not going to get your job doing
your pay-trap and boom boom boom boom and whether or not you liked it was almost secondary I think again
there’s like learnings and things that the chance to neglect across those and those ways too because
for me my father taught me just what you get for going to work every day pay-trap off you go
and that’s just not the message that I’m sure both of you go I mean up for ignore people who are even
numbers though yeah but there’s something to be said for taking your lived experience and influencing
or certainly sharing that with a different generation that doesn’t necessarily right and vice versa and I think
that openness is really the important part of this is being not my ways the right way or that’s the
way that I did it and so I’m right but there’s a willingness to have like we start in this conversation a
dialogue around our differences but also where those differences allow us each to grow within our age
generationally not to become what the other one was but for us to see things in a different way that was
different from our you know learned experience growing up just listening to that I mean you know
the world today has stopped listening and in all ways so if we can just take us to a B and I’m
as guilty of that too like almost an unconscious bias up if I see someone who’s you know I’m talking
with my with my best mates child I’m like oh here we go because there are of a certain age for example
it’s like way to second it wouldn’t look not the other way so it I think that awareness this
little bit of self aware to switch for us as well like taking the world on through a lens of curiosity
and exploration as opposed to such such a staggy way of thinking so look like so much rigidity right like
allow yourself to see things now I saw a meme which resonates to what you’re just saying I’m going to
but you’re also summarizing essentially there was a professor who said go to the grocery store with
the mindset you’ve never been there before and you’re curious not because it’s a mundane ritual
and this is only absolutely hilarious to me because I love going to the grocery store see if I love the
I love grocery stores honestly there are two types of people in this world you love the grocery store you
hate it and on the ladder and my best friend she’s well it’s her quiet time it’s her escape she
gets to peruse every aisle whatever to mean it the biggest waste of time but it is all about
reframing the conversation with yourself and reframing your stuff awareness and how you go about it so
I mean just add some humor you know hopefully the next time you come you you’re a London
I’m going to take you to play because mine will think is when I when I travel the first thing I want to do
is go into the grocery store because I’m fascinated by what the different food is the plans are
oh my god I mean don’t get me wrong I’m never going to say no to a cheese actually it’s about
experiences we’re bringing it back to the industry yeah it’s just about reframing how you think about it so
you know before you talk to someone kid before you talk to the new hire before you talk to you know
maybe you’re crazy ant I had unbelievable conversations with one of my ants oh I mean talk about
her trajectory she started as a phone operator plugging you know I don’t know you plugged things
in back right like that’s a really old comedian reference right now but I want you and we’ll
lean with you guys and then you know fast forward her you know multi decade career was an executive
at Motorola but like you know it’s hearing for through the through the context of her lived experience you
know single month and just you know it’s important to story tell and ask for these stories and I
feel like you know it’s a mutual responsibility of all of us to ask ant to tell right and I think so much
of today’s conversation and our priorities are to do that with our listeners with our peers
in the industry at large because you know and ask you don’t know and I think we’re doing ourselves
a disservice if we’re not the ones you know sharing so I mean industry working enables us to do that
within the jobs too which is kind of cool it’s one thing I mean I started my career in event
they always loved it and the experiences I got to have from that like running and activation
at the European Music Awards on the one side all the way through to like doing first developer conferences
in for for the business in Seoul and Tokyo and doing a global product launch where I was doing
keynotes in like multi there’s apparently I’d to present developers in multi and all that it’s like that
those live experiences then become become the stories that you can bring back to things which I think
is the most fascinating thing about kind of stuff.
I think that is a perfect note and this week’s podcast
on Karen once again thank you so much for joining as always pulling a thanks for co-hosting with me
to our fellow listeners thank you for joining us this week if you do have additional things to share
on the topic of ageism or if you have follow up questions for us for Karen go ahead and experiences stories
to tell exactly thunders a DM on LinkedIn or shoot us a note at great events at cment.com
once again
thanks for tuning in to great events we will see you next week.

 

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