Women. Leading the way for other women in the events industry. The 70% is a weekly series celebrating the women shaping the events industry. From rising stars to seasoned leaders, each profile shines a light on the career journeys, challenges, and perspectives of women working across all corners of the sector. In our twelfth edition, we speak to Church House Westminster’s sales and event manger, Leah Markham.

How many years have you been in the events industry?

I’ve been in the events industry for over 15 years now. Unsurprisingly, as a venue that puts people at its heart, I’m proud to say that 14 of those years have been at the wonderful Church House Westminster. Here, I’ve worked my way up from Events Administrator to Sales and Event Manager, where I lead a team of event coordinators and spearhead the planning of high-profile conferences, international events, AGMs, multi-day exhibitions and special events – definitely a role that keeps me on my toes! Whether it’s managing the event lifecycle, helping develop initiatives to attract new business or supporting the expansion of the sales team, to name just a few, no two days are the same but, without doubt, each one is an adventure.

How do you balance professional growth with personal commitments, and do you think the industry is evolving in terms of work-life balance?

It’s a continuous journey, especially as a mother of three young children! Long hours, weekend work and the need for rapid responses to client queries mean this industry is unpredictable, and it’s that which makes achieving a work-life balance challenging. I’ve had to learn to set firm boundaries. My family time is precious, it’s a non-negotiable for me, so I make sure I communicate openly and honestly with clients about my availability, utilise technology for remote meetings, and delegate tasks when possible. All of this has been instrumental in helping me to prioritise my home life as well as my work life. I do believe the industry is gradually evolving and recognising the importance of work-life balance. This has been particularly noticeable since the pandemic; across the industry, I’ve seen a big growth in flexible working arrangements and mental health support, both of which are crucial for employee wellbeing.

How do you see the events industry evolving in terms of diversity, equity, and inclusion?

I feel like we’re heading in the right direction – the events industry is starting to open up and become more inclusive, which is great to see. There is more awareness now about making sure everyone feels welcome, from the guests to the speakers to the teams working behind-the-scenes. Bit by bit, things are changing, and events are getting more diverse and more accessible because of it. This makes them better all-round, and I hope such progress continues to flourish.

What advice would you give to young women looking to enter and succeed in the events industry?

My advice? Go in with confidence and don’t let anyone make you feel small. You belong in the room just as much as anyone else. The events world is busy, loud and, sometimes, a bit chaotic, but that’s where you shine! Speak up, grab opportunities, build good relationships – this industry runs on people and connections, and having a solid network will take you far. One final thing. Please, don’t run yourself into the ground trying to do it all. It’s easy to get caught up in the long hours and busy days, so, take care of yourself, set your boundaries (a must), and know that success doesn’t mean saying yes to everything. You’ve got this and the industry needs your energy and fresh ideas.

How do you handle setbacks and failures?

To be honest, I let myself feel it first – have a little rant, eat some chocolate from the office treat table and do whatever I need to get it out my system. Then I remind myself that setbacks are part of the ride, not the end of it, and try to look at it from a positive angle. Basically, I handle failures by facing them, learning from them and then cracking on, because that’s how you grow.

What changes do you think are still needed to create more opportunities for women in leadership?

It’s exciting to see how far things have come, but there’s still so much potential to open up even more opportunities for women. I really believe flexible working is a game changer – things like improved parental leave for both parents and genuine support for balancing work and family life would help take some of the pressure off women who often end up juggling both. I also think we need more mentoring and development programmes that are designed to lift women up and help them grow into leadership roles with confidence. It’s not just about having the opportunity, it’s about knowing you belong there and feeling ready to own it. I’m experiencing this first-hand at the minute; I’m studying a team leader course as part of my development and it’s been such a great experience, helping me build my skills and discover the possibilities for my own leadership journey. Lastly, we need to break away from those old-school ideas of what a leader is supposed to look and sound like; leadership can look different on everyone, and that diversity is a strength.

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