Women make up 77% of the global events workforce, yet hold only 16% of leadership roles. The imbalance is well known, but the women driving this industry forward are still too often overlooked.
The 70% is a weekly series dedicated to changing that. Each instalment profiles a woman whose work, insight, and ambition shape the events sector – from emerging talent to established leaders. Through their stories, we explore the pathways, challenges, and perspectives defining what leadership looks like today.
This week, we meet Lucy Eden, founder of Be in Your Element Events.
How many years have you been in the events industry?
20+
How do you balance professional growth with personal commitments, and do you think the industry is evolving in terms of work life balance?
Forever the optimist that I am, I’d say yes there has been real change in some areas for that all important work: life balance. We are forever evolving in the workplace, as an industry and as humans in how we show up in the world, but there is still much more to do to even this balance.
For me, the 20+ years in the industry has taught me many things, but if I’m honest its only really in the last 5 years or so that I have actually taken control over the professional growth and personal commitments and reminded myself that both can co-exists and not to the determent of my wellbeing. I think becoming a founder of my own company it helped me see that massively. And how do I do create the balance?
Firstly, it’s the awareness to it, for many years I was just blind to it, and wore the badge of honour of late nights and social and personal sacrifices etc, after awareness comes action, how best can I find the equilibrium I need- that answers different for everyone, you need to find what that is for you and make it happen.
How do you see the events industry evolving in terms of diversity, equity and inclusion?
Talk only gets us so far. For the industry to genuinely evolve, it needs to be backed by action. It’s a lot like finding your balance in what can be a frantic environment at times.
First, we bring our awareness to it, then we take the time to understand what’s really needed, and then we act. Diversity, equity and inclusion deserve that same care.
It means listening to the people it affects, giving them a voice in the room where decisions are made, and putting real support in place rather than a policy that sits in a drawer. I’m hopeful, because I’m already seeing more people ask the right questions. Now it’s about turning those conversations into change we can all see and feel.
What advice would you give to young women looking to enter and succeed in the events industry?
Be true to yourself, this industry can have the bright lights of NYC, luxury venues, international travel, all the amazing things that are incredible to experience. But never an experience to be had that is determinantal to your health and wellbeing and what is important to you.
The industry asks a lot of us, but boundaries and balance is key to sustain the ebb and flow of this industry, you can only really navigate those waves when you are grounded to your core, truly being yourself.
How do you handle setbacks and failures?
I always treat setbacks as lessons. Looking for blame or going down the road of self-sabotage isn’t what we’re here to do. We’re all here to learn, and this industry has plenty of lessons to offer, but we can’t learn them until we give things a go. So I’d never let the fear of failure stop me from jumping. Every stumble has taught me something a smooth run never could.
What changes do you think are still needed to create more opportunities for women in leadership?
Women make up over 70% of our industry, yet we’re still under-represented in leadership roles. That isn’t because we don’t want them. It’s because we’re working in an environment that still attaches stigma to women “having it all”. It’s a phrase that follows us around, and it weighs heavy on our shoulders. The truth is we can have it all, the career, the family and our health.
What we need is for the industry to evolve as quickly as we are, so those doors are genuinely open to us. For me, that starts with flexible and part-time leadership roles, not just flexibility at junior level, so stepping up doesn’t mean stepping away from family. We also need visible role models and proper mentoring, because women need to see a path up before they believe it’s there for them. Wellbeing and workload have to be built into how events are planned, rather than left to each of us to quietly manage on our own. And pay and progression need to be fair and transparent, so nobody is left guessing what they’re worth. We’re not asking for a seat at the table. We’re asking the industry to build a table we can all sit at.