Diversity Equity & Inclusion

We believe that diversity, equity and inclusion are fundamental to making Clarion Events a successful and vibrant organisation.

Clarion aims to put tolerance and inclusion at the heart of everything that we do and we need to work hard to attract, develop and retain a diverse workforce that reflects the diverse communities and markets in which we operate. We have zero tolerance for discrimination of any kind.

What ‘diversity’ means to Clarion Events:

Simply put, for us, diversity includes everyone. It means all the ways that we differ including:

• our visible differences such as sex, gender identity or reassignment, race (which includes colour, nationality and ethnic or national origins), visible disabilities; and

• our non-visible differences such as sexual orientation, unseen disabilities, socioeconomic status, heritage, religion or belief, different perspectives and thought processes, education, family and marital or civil partnership status and age.

What ‘inclusion’ means to Clarion Events:

Inclusion to Clarion Events means respecting each other, being welcoming of all of our differences and valuing people for who they are as an individual or group. It also means encouraging a supportive culture so that everyone is treated equally and can do their best and thrive at work.

D&I Downloadable Documents

DIVERSITY BENEFITS EVERYONE – STRATEGY DOCUMENT PHASE TWO

D&I Interim Report - June 2021

Diversity Includes Everyone - Strategy Document Phase One 

Clarion Events is committed to inclusion and equality both as an employer and as a customer-oriented service provider. We aim to provide a supportive environment for our employees where everyone is treated fairly and with respect.

To this end, we acknowledge the following basic rights for all employees:

• to be treated with respect and dignity
• to be treated fairly with regard to all procedures, assessments and choices
• to be encouraged to reach one’s full potential

We’re building on what we’ve created so far – this is a journey for all of us and a process of continual improvement and growth for our business. Diversity, Equity and Inclusion will be a core part of who we are and what we do. This is a responsibility that we will all share together.

We have launched a new Inclusivity Forum as part of a commitment to embrace diversity and listen to our community, including people from underrepresented groups.

Introduction

We recognise and appreciate that our employees need the opportunity to share their thoughts, feelings and experiences. The Inclusivity Forum is intended to be a safe environment where employees can freely discuss their opinions and experiences (anonymously, if preferred) and it is open to everyone and covers all aspects of diversity.

Mission

We recognise that in order to be an inclusive workforce we need to create a working environment where we value and respect every individual’s unique contribution, enabling all of our employees to thrive and achieve their full potential.

The Forum has three aims:

• Actively engage all voices within our diverse community in a safe and respectful environment
• To authentically represent your voice by welcoming and promoting the sharing of employee experiences and feedback to Clarion’s leadership to better inform decision-making
• To encourage honest listening and to increase awareness of D&I issues within the Group and continuing to build an inclusive, tolerant culture

Principles

The Forum is intended to be a safe environment for our employees. As such, there are three principles which everyone must observe:

• All voices are equal
• All voices are valued and we welcome and accept a plurality of views
• All participants are treated and listened to with respect

How will the Forum be a safe environment?

• The Forum will be moderated by an independent diversity consultant who will facilitate the session, encourage participation of attendees and help to ensure that the three principles of participation are observed
• Any comments that you make in the Forum will not be attributed to you in any feedback to Clarion’s leadership that is generated from the Forum
• Senior leaders may be invited to attend the Forum from time to time, however, there will also be the opportunity for employees to participate without the presence of senior leaders and/or HR.

How can I participate?

In order to ensure that the Forum is manageable, safe and productive, we will provisionally limit the number of participants in any one Forum. These places will be awarded on a ‘first come first served’ basis. Registration for the forum on 14th October 2021 will be available here in the new year.

We will be in touch in advance of the Forum to inform you as to whether you’ve secured a place. If we weren’t able to accommodate your request this time, please note that you will be prioritised for the next Forum.

Employees will also be able to provide anonymous feedback and/or suggestions of topics for discussion in the Forum using this function click here and/or by contacting your Inclusivity Representatives.

Where will the Forum be hosted?

In view of both the ongoing disruptions due to COVID-19 and the fact that our employees are based in multiple office locations around the world, the Forum will be held online via a video conferencing platform. Depending on the volume and geographical spread of registrations, the Forum may be segmented by geography and hosted at different times in order to accommodate varying time zones, languages and to manage the number of participants in any one Forum event.

When are the next Forums scheduled?

At Clarion’s DE&I Listening Forums we share and learn from each other’s experiences and perspectives, plus we make suggestions as to how the company might better support us.

Please do join us at the upcoming DE&I Forums on June 30th, 2022; where we will be talking about:

9 AM BST (session 1)

10 AM EST (session 2)

Allyship has become a central talking piece in the Diversity, Equity and Inclusion space for those looking to do more to support their colleagues who come from historically underrepresented communities.

Underrepresented communities look different in all our regions: caste systems, gender, race, sexual orientation, gender identification, ableism, ageism and so much more.

But what is allyship? How can allyship help us to foster a more inclusive environment? And how can our company help people take their allyship efforts from gestures to action that better serves members our workforce and the extended industries?

Join us for a discussion exploring allyship and how we can create a culture of inclusion by being active allies.

REGISTER HERE

Agenda:

Part 1: Check In

Check in questions for Menti:

Q1: What two words or phrases would you use to describe how you are feeling?

Q2: Compared to six months ago, do you feel more, or less positive, or about the same?

Part 2: What is Allyship Additional Menti questions for forum discussion:

Q1: Describe an inclusive environment

Q2: What is allyship?

Q3: Describe characteristics of an ally

Q4: How does allyship assist an inclusive workplace?

Part 3: How can we be better allies

(Open discussion)

Will Clarion’s leadership receive feedback from the Forum?

Yes, one of the aims of the Forum is to authentically represent your voice to senior leaders to help us build open and trusting relationships which can contribute to organisational success.

Inclusivity Representatives will be invited to attend Management Board meetings on a quarterly basis to help shape the actions and decisions that impact our employees and customers. The Management Board will commit to responding to this feedback in an open, timely and transparent manner.

There will also be an opportunity for the Forum to be represented at Clarion Events Board Meetings every six months to help raise and consider D&I issues with our Directors.

What is the role of an Inclusivity Representative?

The principal duties and responsibilities of the role include:

• Representing employees fairly and effectively in relation to all diversity and inclusion matters

• Accepting feedback and suggestions in advance of the Forum and, in partnership with the moderator, sharing areas for discussion within the Forum
• Supporting the moderator to facilitate the Forum and observe the principles of participation
• Actively listening to all voices
• Endeavouring to ensure that all those employees who wish to be heard are given an opportunity to express themselves
• Accurately capturing the feedback of the Forum
• Authentically representing the feedback to the Management Board
• Having regard at all times to the safe and efficient operation of the Forum, including duties of confidence

What skills or experience do I need to be an Inclusivity Representative?

You don’t need any specific attributes to be an Inclusivity Representative, however, the following skills and experience would be desirable:

• Understands how a team works effectively
• Able to build and maintain effective relationships with a range of people
• Demonstrates a commitment to improving diversity and understands how individual differences can benefit an organisation
• Ability to authentically collate and capture feedback
• Good communicator
• Understands and has an interest in diversity and inclusion in the workplace

Can I volunteer to be an Inclusivity Representative?

Our representatives have been selected. The role of Inclusivity Representative is a temporary position which lasts for a twelve-month period before rotating to a new candidate. We will be looking to invite applications for new representatives from Q1 2022.

Michael Adeniya –  michaeladeniya@ukblackbusinessshow.co.uk – UK

Mel Montes - mel@airportxnews.com – USA, Boca Raton