Women make up around 70% of the global events workforce but their stories, leadership, and influence are often underrepresented. 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.
This week, we speak to Katherine West Dargon, head of venues and partnerships at venufindr.
How many years have you been in the events industry?
After graduating with a degree in business studies, I decided to pivot my career. The skills I gained from my degree are versatile, and I realised that combining my passion for travel with these skills would lead me to the event industry, which seemed like the perfect fit. I’ve always loved travelling; as a child, I was fortunate to see much of the world with my family, and that travel bug has stayed with me ever since. I started my first role at MCI 15 years ago and, since then, have moved between agencies and hotels, ultimately returning to an agency.
How do you balance professional growth with personal commitments, and do you think the industry is evolving in terms of work-life balance?
Having worked on both the hotel and agency sides of the events and hospitality industry, I have experienced two distinct work-life balance approaches and faced their challenges firsthand. In my experience, agency life offers more openness and flexibility, accommodating the realities of life outside of work. But, I also appreciate that professional growth often takes a zig-zag path, particularly for working parents, so I am grateful for my time working in hotel chains.
As a Sales Manager at a well-known hotel chain, I returned from maternity leave eager to continue contributing, but I was offered only a full-time, entirely on-site role. The lack of flexibility made it extremely difficult to balance family life. Consequently, I returned to In2Events (now known as asembl.), which welcomed me back on a part-time basis. After four years, I felt ready for my next challenge and returned to the hotel side, this time in an account management role with a luxury brand. While there was some improvement—I was allowed to work from home, which helped with daily logistics—when I requested a slight reduction in hours to manage my parenting responsibilities better, I received a firm no, despite two of my colleagues working four-day weeks. This inconsistency was frustrating and disheartening. Once again, I transitioned back to agency life, and now I lead Venufindr, a venue sourcing agency that is part of the asembl.group.
The events and hospitality industry is incredibly fast-paced, making it hard to switch off fully. The constant “on” culture often makes work-life balance feel more like a buzzword than a reality. Balancing this with a young family can be particularly challenging. Nevertheless, the industry is slowly evolving. There are more conversations about flexibility, mental health, and sustainable career paths. However, there is still a long way to go, especially in ensuring that flexibility does not come at the cost of progression.
Ultimately, I have had to be very intentional in carving out a path for personal and professional fulfilment. I am incredibly thankful for my new role at Venufindr, where the flexibility has made a significant difference in helping me manage life with three young children. They recognise my ambition and actively support me in achieving success.
How do you see the events industry evolving in terms of diversity, equity, and inclusion?
I believe the events industry is making progress regarding diversity, equity, and inclusion, though there’s still a long way to go. One area I’ve noticed encouraging change in is women in leadership. I’m proud to say I now see myself as a leader at Venufindr, helping shape a vision for others to follow. That representation matters — not just for visibility, but for inspiring confidence in others who may not have previously seen themselves in those roles.
We’re also seeing more cultural and ethnic diversity within teams, which is incredibly valuable in an industry that thrives on creativity and connection. At Venufindr, we currently have a team member who is an international student studying for their Master’s degree, which brings a fresh perspective to our work. We focus our recruitment on experience and talent, and that approach helps us build a team that’s both inclusive and strong.
However, the industry as a whole still has work to do. DE&I shouldn’t be a case of going through the motions to keep up appearances — it should be part of the fabric of how we operate. There’s progress, yes, but we need to keep having the conversations, keep challenging the norms, and keep building structures that support fairness and opportunity at all levels.
What advice would you give to young women looking to enter and succeed in the events industry?
My biggest piece of advice? Keep going. Stay consistent. Success in this industry doesn’t happen overnight, but showing up, putting in the work, and remaining passionate will take you far. Also, try to see the industry from all angles. I’ve worked both agency-side and in hotels, and that 360° perspective has been invaluable. You’re better equipped to grow, collaborate, and lead when you understand how different parts of the events and hospitality world operate. It deepens your empathy for your peers and your clients, and helps you develop into a more well-rounded professional. Make the most of every learning opportunity. Take what you’ve leared in one role and bring it to the next — the skills and insights are always transferable.
And finally, I appreciate this industry for what it is — dynamic, exciting, and people-driven. We’re lucky to be in a space full of creativity and connection. Keep your eyes open for new opportunities, show up at industry events, and make yourself visible. Relationships are everything in this business.
How do you handle setbacks and failures?
Setbacks are part of the journey, and my approach has always been to keep going, learn from them, and push through. It’s not always easy in the moment, but every challenge has something to teach you.
When I had my twin boys, it was a huge life change — one that brought me so much joy, but also pushed me to reassess my ambitions. That time drove me to seek a new, more challenging opportunity. It wasn’t always smooth sailing, but I kept going, even when things were tough. You never know what’s around the corner, and sometimes the hardest moments are the ones that shape you most.
I’ve learned the value of talking to others in the industry. I’ve built amazing friendships through work, and when things get difficult, chances are someone else has been through something similar. We’re not alone — and having those conversations can be incredibly grounding and motivating.
Also, don’t underestimate the power of a pause. Sometimes you need to take a breather, reset, and then go again. Success doesn’t happen overnight — and in many cases, the setbacks pave the way for the growth and resilience that lead to it. The key is to stay open to learning. Every failure is a stepping stone.
What changes do you think are still needed to create more opportunities for women in leadership?
The events industry is making strides regarding women in leadership — we’re seeing more representation and more women stepping into senior roles, which is incredibly encouraging. But there’s still work to do.
One of the most significant changes we still need is greater flexibility for working mums, particularly on the hotelier side of the industry. While there’s been some movement, the hotel environment often remains rigid, with expectations around full-time, on-site roles that don’t accommodate the realities of parenting.
We’re seeing more flexibility on the agency side, which is a positive shift. However, with that flexibility, there also needs to be equal access to career progression. Too often, flexibility comes at the cost of visibility or advancement. We shouldn’t have to choose between being present for our families and being considered for promotion. Ultimately, true equality in leadership opportunities means recognising that career paths aren’t always linear, and creating structures that support women through the different seasons of life, without penalising them for it. It’s about building a culture that values ambition and balance and allows both to thrive.