Exhibition News speaks to Neil Hudson-Basing, community and events director at WE CREATE SPACE, a community-led learning platform, network and consultancy focused on culture change, community building and social innovation.
As right-wing rhetoric gains traction across the globe, from Trump’s anti-DEI campaign messaging in the US to the rise of Reform and scale-back of trans rights in the UK, there’s growing concern about the future of diversity, equity and inclusion (DEI). However, despite political tensions and media narratives suggesting a retreat from DEI, many in the events industry are holding firm. For Neil Hudson-Basing, inclusion isn’t a passing trend, it’s foundational to how successful events are created and experienced.
Hudson-Basing explains that whilst the media conversation about DEI is loud, it isn’t having as big of an impact as the media would have you believe. For example, according to a report from Bridge Partners, an executive search firm, across U.S. corporations, 72% of C-Suite and HR leaders intend to increase their commitment to diversity, equity and inclusion initiatives in the next two years whilst only 4% plan to cut back or eliminate programmes.
He says: “When it comes to the events industry specifically, DEI will always need to be embedded into what we do because DEI is more than just terminology or words. It is action. It is ensuring your panel is diverse & representative. It is making sure that disabled attendees are able to be part of your event. It is listening to feedback & making improvements based on an attendee’s experience. It is about creating a feeling of belonging so that people want to come back. That’s DEI.”
He added: “In the events industry, we’re constantly having these conversations around how to make our events more accessible, inclusive & inviting. And we always will. If that changes, there’s a big problem.”
Hudson-Basing also explains that whilst the political climate could cause caution or hesitation around covering certain topics, for fear of negative attention or withdrawal of support, he doesn’t believe that it’ll make event organisers stop engaging with DEI themes. On the contrary, he thinks that there is potential for it to go the other way because the conversations are in demand and as the events industry is so person-centred it is all about engagement.
However, he does believe that the events industry has a responsibility to counter political narratives that paint DEI as unnecessary. It is an industry that brings people together, educates, tells stories and shapes behaviours and therefore people must feel comfortable. Hudson-Basing says: “From conferences & trade shows through to bringing people together to celebrate achievements, creativity & innovation, the events industry will always have a role to play in creating a society centred around community.
He adds: “With the harmful narratives around DEI being so divisive, they’re completely at odds with what the events industry should stand for.”
So, what can event organisers do to build this into their events?
Event organisers should ensure that they platform marginalised groups and recognise their impact, talk about the value that diversity brings and embed the commitment to DEI through values and codes of conduct from the beginning. Organisers could also factor in questions to panel discussions that address issues impacting people, particularly those from marginalised groups.
Whilst Hudson-Basing has not come across signs that the political climate is affecting the events industry, it is important to remember that some delegates or sponsors may hold these views. He says: “I’m not sure they’d be brave enough to share them and that’s something that needs to be addressed. They shouldn’t be left out of the conversation. How do we as an industry educate those people to make them see that DEI is fundamental to what we do? Psychological safety is crucial for everyone – regardless of whether it’s viewed as a ‘DEI thing’. We all want to be in spaces & places that allow us to be our best selves.”
However, there is a fine line between freedom of expression and hate speech and event organisers need to be aware of this when lining up speakers. Hudson-Basing says: “Think about intent vs impact. Say you’re platforming someone with gender critical views, or who is right wing leaning. What are you trying to achieve when there’s a potential risk of harm at an event? Who would be harmed, isolated or excluded as a result? It’s likely going to be someone from an already marginalised group. Nobody should be free from the consequences of discriminatory language.”
He adds: “Old-fashioned debates add fuel to an already increasingly polarized society. And we simply should not be debating people’s existence. It’s why the UK’s major Pride events have banned political parties from participating at their events. If they aren’t going to represent a small but not insignificant portion of society, they don’t get to be part of something that was created to celebrate them.”
Recently, the Supreme Court ruled that the term “woman” in the Equality Act refers only to a biological woman and The Equality and Human Rights Commission published guidance that organisations should apply that rule. This ruling adds another layer to the conversation about DEI in events. It raises questions for event organisers about how to navigate inclusive policies—particularly around gender identity—while staying compliant with evolving legal definitions and expectations.
Hudson-Basing says: “The Supreme Court Ruling, as well as the EHRC guidance, does not – nor should it – impact Trans+ inclusion at events. There are no legal requirements in place. It really is just guidance. And the EHRC guidance is still in draft. Some organisations have hastily – and unnecessarily – changed policies. But that doesn’t mean event organisers have to. Trans+ women are women. Trans+ men are men. Non-binary identities are valid. Your panels should be diverse & inclusive of all people where possible.”
He adds that event organisers should choose venues that have accessible and gender neutral toilets and remember that Trans+ and non-binary people are still protected under the Equality Act due their protected characteristics. He says: “The safety of attendees and speakers who identify as such surely outweighs the ‘need for freedom of expression’? I would hope so.”
As political discourse continues to challenge the principles of inclusion, the events industry stands at a crossroads but many organisers are choosing to double down on their commitment to DEI rather than retreat. For leaders like Neil Hudson-Basing, the future of events lies in their ability to reflect and represent the full spectrum of society. DEI isn’t a distraction from the core business of events – it’s central to it. In a world that feels increasingly divided, the power of events to foster community & connection, celebrate difference and build belonging has never been more essential. The message from the industry is clear: inclusion is not up for debate.
