We’re revisiting a Happily Live that discusses an issue we are enthusiastic about; representing diverse voices and fostering inclusion.

As part of our core values at Happily, we are actively dedicated to diversity in the workplace and all Happily events, as well as reinvesting in local and forgotten communities. This chat provides some practical advice and insights that all of us should listen to and be reminded of.

Chiriga "Zoe" Moore joins Sarah Shewey, Happily CEO and Founder, to chat about diversity, equity and inclusion in the events industry and how companies can be more intentional in their hiring practices.

What I see in the MICE industry - or what we call meetings, incentives, conventions, exhibitions and even local events that happen - is there is a lack of supplier diversity. So when you’re looking at the different venues, and the different professionals, speakers, and panelists, or chef and DJs, there isn’t diversity amongst those businesses that we go to.

Zoe Moore, MS, CDP

Zoe Moore is a powerhouse

She is an Army Veteran and a Certified Diversity Practitioner with an M.S. in Hospitality, Recreation and Tourism. Zoe engages with leaders to operationalize DEI assessments, resources and strategic action plans, and is an advocate for supplier diversity to encourage economic empowerment and sustainability.

Zoe is a former Event Resource Broker at LB Alliance, an event resource group that supports underrepresented professionals in the MICE industry. She is also the Co-Chair of the Diversity and Inclusion Committee for Meeting Professionals International (MPI).

She co-founded CADAZO Consulting Group, a women and minority owned business that is evolving the meetings and events industry through DEI dialogue, coaching, workshops. She is currently developing courses, content and workshops to contribute to the 2030 Agenda and the UN Sustainable Development Goals.

This Happily Live is an oldie, but a goodie. To hear all the expert knowledge, watch Zoe in discussion with Sarah Shewey, CEO and Founder of Happily, and read on for some quick advice.

Some key notes and tips from their chat for businesses wanting to address and strengthen diversity, equity and inclusion in their workplace

Go local to support urban sustainability

If you’re putting together an event and will be needing to hire supporting staff, entertainment, catering, performers - whatever it may be - prioritize finding and supporting local talent.

You’ll go into a city and they’ll use national brands. A national company will come in. They will get paid and they’ll take their money right on out. But if you bring local businesses and freelancers, like Happily does, into those events, they make money, they spend it locally and then it does something I call ‘toughen urban sustainability’. Strengthen that local community because they’re part of these events that are happening and not excluded from them.

Zoe Moore, MS, CDP

Know your current workforce so you can set realistic goals

Do an honest and complete survey of the current demographic and diversity of employees. This detailed assessment will allow you to understand the relevant benchmarks you may need to set, any goals you may want to meet, and what areas you may need to focus on.

You have to acknowledge what the landscape of what the workforce looks like.

Zoe Moore, MS, CDP

Assess the inclusive atmosphere of the workplace

Hiring a diverse array of employees is not sustainable if the working environment they join is not inclusive. Only by actively fostering a culture of belonging can a business allow their staff to feel comfortable and let their diversity shine through and their voices be respected. That is when true representation, diversity, equity and inclusion happen.

Now you have to identify ‘what am I gonna do to make my organization or this place inclusive?’ because a lot of people are working backwards. They’re like ‘okay we want diversity. Hire this person. Hire that person’ and they get into the environment and it’s not inclusive and there is no upward mobility so the effort becomes stagnant because you have a high attrition rate.

Zoe Moore, MS, CDP

Be intentional with your hiring process and go to where the people are

Businesses have to be committed to diversifying staff, and not expect a diverse group of candients to come to them. Based on your goals around DEI, you need to be intentional by going into the community and places in which those underrepresented voices in the company can be recruited.

As you begin to hire it has to be intentional. You cannot post something on LinkedIn and say ‘hey, we’re hiring’ and expect people who have never seen your company as diverse or making any true effort. You have to be intentional. Go to the HBCUs [historically black colleges and universities]. Go to neighborhoods. Go to the community centres.

Zoe Moore, MS, CDP

Are you fascinated by this topic?

Here are links to resources and things mentioned in this Happily Live:

• Find Zoe on LinkedIn
• Discover more about the CADAZO Consulting Group
• Learn about the National Minority Supplier Development Council
• Read ‘Why Experiential Agencies and Clients Need to Be Honest and Intentional With Diversity Efforts’ via Adweek
• Read ‘Verb Agency Founders Want More Black Talent to Get a ‘Seat at the Table’’ via Adweek
• Hear more about Happily’s mission around representing diverse voices and reinvesting in local and forgotten communities