MPINCC DIVERSITY, EQUITY & INCLUSION SURVEY
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MPINCC DIVERSITY, EQUITY & INCLUSION SURVEY
Tell Us Who You Are
MPINCC Leadership
Carolynn Santos, Chair, Diversity, Equity & Inclusion Committee
Kerri Metcalf, Co-Chair, Diversity, Equity & Inclusion Committee
Patrick McMichael, VP, Leadership Development
Robynne Weaver, Director, Leadership Development
Gary Murakami, President, MPINCC
Committee Members
Josh Adams, streamlinevents
Heather Rogers, Curated Entertainment
Danielle Sullivan, Cisco
Rachel Jacob Barnett, San Francisco Pride
Soskita Green, Independent Planner
Cheryl Balolong, streamlineventsMPINCC Diversity, Equity & Inclusion | 2 June 2021 Letter to the MPINCC Community, The Board of Directors and Chapter leadership team supported the Diversity, Equity & Inclusion Committee to create this survey, with the goal of gaining a deeper understanding of who the members are and assess how well the chapter is meeting their needs. The Diversity, Equity and Inclusion (DE&I) Committee started as a task force under Zoe Moore’s leadership in 2017 and became an official committee in the 2019 - 2020 membership year. As the DE&I Committee began to develop as a new division of the MPINCC community, a knowledge gap around member needs and engagement motivations became apparent. Before implementing any DE&I initiatives, the Chapter leadership team decided to undertake an in-depth survey to understand the demographics of our members so we can develop curated experiences that target the needs of our community. This year’s Committee was tasked with creating, launching and analyzing data from our members to gain a better understanding of who our Chapter members are, and establish a standard practice for implementing diversity, equity and inclusion across activities. This survey was created with a desire to drive authenticity and recognize individuality. It was deliberately designed with no drop-down menus to choose an answer from – we wanted to avoid limiting our respondents to a boxed in category. We also intentionally left out the ability to choose ”other”. The Committee saw this option as a subjective choice since ”other” does not allow for any definition or individuality. Conducting the survey with this method also allowed for transparency in the respondent’s answers to ensure objectivity. Please review the data and ask yourself: • How can I help the Chapter and the Leadership ensure that more diverse members join the MPINCC Chapter? • How can I help the Chapter and Leadership team ensure more equitable access to the MPINCC Chapter and its professional programs and benefits? • How can I help the Chapter and Leadership team create a more inclusive and welcoming space for all who participate in the MPINCC Chapter? The DE&I Committee would like to give a special thank you to the MPINCC members who shared videos of their personal story; Patrick McMichael, Samantha Marie, Robynne Weaver, Gary Murakami and Heather Rogers. By sharing their stories, they created an opportunity for others to do the same. The next time you are at an event, we encourage you to go beyond your name and your company, share who you are with a colleague and learn more about those around you. To the members who filled out the survey, the Committee says, “THANK YOU! for your time and your authentic responses to the questions. To those who missed the opportunity to respond to the survey, please add your voice to the conversation by joining the Diversity, Equity and Inclusion Committee – your voice is needed in the MPINCC Chapter and we want to hear from you.
MPINCC Diversity, Equity & Inclusion | 3 To the Diversity, Equity and Inclusion Committee members, we cannot thank you enough for your insight, your feedback, your concerns and hard work at developing and publishing this important survey for our Chapter, and for our industry. With humble regards and respect, Carolynn Santos, Chair MPINCC Diversity, Equity and Inclusion Committee 2020 – 2021 Kerri Metcalf, Co-Chair MPINCC Diversity, Equity and Inclusion Committee 2020 – 2021
MPINCC Diversity, Equity & Inclusion | 4 Executive Summary We Are Stronger Together. Meeting Professionals International, Northern California Chapter (MPINCC) conducted a chapter-wide membership survey, under the exclusive lens of Diversity, Equity and Inclusion (DE&I). The MPINCC Leadership was eager and open to learn more and to understand the makeup of DE&I in our Chapter membership. The Diversity, Equity and Inclusion Committee developed the Chapter survey to collect data using the protected-class demographics and attributes (listed below) of DE&I. The data collected looks to inform and guide a more inclusive framework for MPINCC’s organization, as well the Chapter’s internal governance and community outreach. MPINCC requested the following demographic information to help the chapter cultivate unique programs, events and opportunities that are relevant to our audience. The Leadership team made a promise – the information and data collected would not be shared, nor would it have an impact on membership status, scholarships and other opportunities available to the Chapter members. The data collected has paved the way for MPINCC Leadership to build a more connected and inclusive Chapter community. The MPINCC Diversity, Equity and Inclusion 2020 – 2021 survey was conducted in February 2021 using the following protected-class demographics and attributes: ▪ Gender ▪ Age ▪ Generation ▪ Sexual Orientation ▪ Ability ▪ Race ▪ Religion ▪ Caregiving ▪ Salary │ Pricing Barrier ▪ Job Status l Employment
MPINCC Diversity, Equity & Inclusion | 5
Only current MPINCC Chapter members (527 in total) were invited to respond to the survey. The
survey had 70 respondents with an average mean score for a 13% response rate.
Diversity, Equity and Inclusion Definitions:
▪ Diversity includes how people differ, encompassing the different characteristics that make one
individual or group different from another. While diversity is often used in reference to race,
ethnicity, and gender, there is a broader definition of diversity that also includes age, national
origin, religion, disability, sexual orientation, socioeconomic status, education, marital status,
language, and physical appearance. That definition also includes diversity of thought: ideas,
perspectives, and values. It also recognizes that individuals affiliate with multiple identities.
▪ Equity is the fair treatment, access, opportunity, and advancement for all people, while at the
same time striving to identify and eliminate barriers that have prevented the full participation
of some groups.
▪ Inclusion is the act of creating environments in which any individual or group can be and feel
welcomed, respected, supported, and valued to fully participate.
EXECUTIVE NOTES:
▪ Seventy members of the MPINCC Chapter chose to tell their truth in this survey. The DE&I
Committee take the responsibility that we owe to this data very seriously. The DE&I Committee
members maintained the dignity and the integrity of the data when analyzing and hypothesizing
what it all means and as we report to the membership. We are humbled and honored to maintain
that space. The full DE&I Committee now shares the narrative and results of the survey with the
MPINCC full membership.
▪ MPI has risen above the challenges of 2020. We care about each other. We support each other.
The Chapter has the tools, knowledge, and resources for the membership to improve and weave
Diversity, Equity and Inclusion into the Chapter fabric.
▪ The data indicated that members are happy to see that the Chapter Leadership is taking DE&I
seriously. They are looking forward to seeing more inclusive events and opportunities within the
Chapter, with one member stating, “I hope that DE&I continues to be an important topic in eventsMPINCC Diversity, Equity & Inclusion | 6
and that we get to the point where ensuring diversity, equity and inclusion is second nature for
events.”
▪ MPINCC does need diversity at every level of leadership and needs to be equitable for all people
who are members of, or have access to, the Chapter membership; including retention and new
memberships, committee assignments, vendor suppliers, and the Board of Directors.
▪ The data reflected that membership costs can be a barrier to membership for some individuals and
members of marginilized groups. It will be important for Leadership to promote and provide
affordable opportunities to reduce these barriers to ensure a diverse Chapter community and
opportunities for equal engagement.MPINCC Diversity, Equity & Inclusion | 7 Contents Executive Summary 4 GENDER 8 AGE 9 GENERATION 10 SEXUAL ORIENTATION 11 ABILITY 12 RACE 13 RELIGION 14 CAREGIVING 15 SALARY │ PRICING BARRIER 16 JOB STATUS │ EMPLOYMENT 17 SURVEY QUESTIONS & RESOURCES 20
MPINCC Diversity, Equity & Inclusion | 8 GENDER Based on the survey respondents the MPINCC Chapter Membership stands as follows: 70% Female 20% Male 10% Cisgender (Identify as they were assigned at Birth) QUESTION DISCUSSION Of the 13% of the respondents, MPINCC has 70% female representation in the Chapter, indicating we need to bring more male meeting professionals into the Chapter and the Hospitality industry. 10% of the Membership chose to identify as Cis-gender (pronounced sis-gender), deciding to choose this identifier but not disclosing the sex assigned at birth. This group of members may not feel comfortable disclosing this information based on personal preference or lived experiences.
MPINCC Diversity, Equity & Inclusion | 9 AGE Based on the survey respondents the MPINCC Chapter Membership stands as follows: 26% Ages 26 – 39 33% Ages 40 – 49 21% Ages 50 – 59 20% Ages 60 + QUESTION DISCUSSION The Chapter has a well-balanced mix of ages; the largest group of members is between 40 - 49. The Chapter’s older members are the smallest demographic represented in the Chapter.
MPINCC Diversity, Equity & Inclusion | 10 GENERATION Based on the survey respondents the MPINCC Chapter Membership stands as follows: 43% Gen-X 34% Millennial 23% Boomer QUESTION DISCUSSION Our Chapter’s Generation has a large population of Generation X and Millennial, accounting for over 75% of our membership. The smaller population of Baby Boomers shows a healthy brain trust for succession planning and Chapter sustainability. (Variation of Age vs Generation l overlap of Boomer & Gen X)
MPINCC Diversity, Equity & Inclusion | 11 SEXUAL ORIENTATION Based on the survey respondents the MPINCC Chapter Membership stands as follows: 70% Heterosexual 23% LBGTQiA 6% Did not disclose 1% Auto/Sapiosexual QUESTION DISCUSSION Membership is a 70 / 30 split of Normative orientation and those who identify in various identified orientations. More membership representation is needed in the LBGTQiA+ orientation.
MPINCC Diversity, Equity & Inclusion | 12 ABILITY Based on the survey respondents the MPINCC Chapter Membership stands as follows: 81% No disabilities 19 % Variety of Disabilities QUESTION DISCUSSION Membership is over 80% nondisabled, members who do not have a disability. Bringing other non-abled planners and suppliers into the Chapter is an area of membership growth opportunity that should be pursued.
MPINCC Diversity, Equity & Inclusion | 13 RACE Based on the survey respondents the MPINCC Chapter Membership stands as follows: 43% Caucasian 10% Asian 9% Mexican, Hispanic, Latino/a 28% Variety of Races, Mixed and Singular QUESTION DISCUSSION Membership is over 40% Caucasian, with a healthy mix of global representations making up the remaining 58% of the Chapter membership. MPINCC Membership identified with multiple races, many mixed within European, Mexican/Spanish and Asian races; several identified their race with being American, several indicating race with American as 2nd identifier.
MPINCC Diversity, Equity & Inclusion | 14 RELIGION Based on the survey respondents the MPINCC Chapter Membership stands as follows: 31% Spiritual 19% Catholic 14% No Religion 36% Variety of Religion beliefs, practices and denominations QUESTION DISCUSSION A large portion of the membership believes in spirituality versus an organized religion, although Catholicism is the second largest group. Combined with Spirituality, these two perspectives represent 50% of the membership’s beliefs. It is noted however that many do not practice regularly. Several expressed connecting with nature, meditation and having a love of God or Jesus. One member posed this perspective: “I believe you can talk with God, or whoever you believe in, without having to go into a building which was built by man. I believe if you follow three things you will be a good person: 1) Follow the Golden Rule, 2) Practice random acts of kindness and 3) Pay it forward.” Another perspective provided further insight into Chapter member beliefs: “I personally do not believe that religion needs to be woven into everything, though I do think that accommodations can and should be made to respect people's beliefs and practices, such as prayer rooms at events and avoiding scheduling events over major religious holidays.”
MPINCC Diversity, Equity & Inclusion | 15 CAREGIVING Based on the survey respondents the MPINCC Chapter Membership stands as follows: 59% No caregiving responsibilities 21% Has caregiving responsibilities 13% N/A 7% Previously or No answer QUESTION DISCUSSION A majority of our members, 93%, do not have Caregiver responsibilities. However, those that do have responsibilities - elderly parents, spouse or children - indicate that it does impact the time and volunteer responsibilities that they can assume for the Chapter. Providing smaller projects and opportunities could open up a segment of members who can participate.
MPINCC Diversity, Equity & Inclusion | 16 SALARY │ PRICING BARRIER Based on the survey respondents the MPINCC Chapter Membership stands as follows: 46% Pricing is not a barrier to attend MPINCC events 29% Pricing is a barrier to attend MPINCC events 21% No response 4% Pricing is a borderline barrier to attend MPINCC events QUESTION DISCUSSION Most members don’t see price as a barrier to attend events. Barriers that members did specify included timing of event, type of event and the perceived value that the member will gain from attending the event. One third of respondents do see price as a barrier and the Chapter should determine how to bridge this gap with members. Most respondents stated that the cost of membership/events does not negatively impact participation - stating that they are willing to make the investment for quality programs and opportunities. Some respondents specified that the ”current” cost does not impact participation. This is significant since event pricing has been reduced from $60+/event to ~$10-20/event with virtual programming. It is clear that the content drives participation more than cost. MPINCC should place a strong emphasis on speakers, content and how the programs are marketed.
MPINCC Diversity, Equity & Inclusion | 17 JOB STATUS │ EMPLOYMENT Based on the survey respondents the MPINCC Chapter Membership stands as follows: 80% Employed 13% Unemployed 4% Furloughed 3% Did not disclose QUESTION DISCUSSION While the majority of the members who responded are still employed, despite the pandemic related downturn in the industry, many shared they are working longer hours for less salary, and/or have had down-graded to part-time work with reduced hours and reduced compensation. Many industry professionals have left or are considering leaving the hospitality industry altogether.
MPINCC Diversity, Equity & Inclusion | 18
General Feedback:
• “I’m proud of MPINCC’s ability to adapt to this pandemic. The virtual networking and educational
events have been great and reasonably priced. Would love to have a planner chat session to vent
frustrations, share tips on how to adapt to these times, share job opps. Maybe promote the virtual
board meetings so members know they can still ’attend’.”
• “Diversify your membership, your full board, and your monthly supplier partners.”
• “Make it [membership] equitable for all people to have access to Chapter Events, Board positions,
etcetera. Be intentionally inclusive.”
• “As a member, I appreciate MPI's continued support. I love the newsletters that I get in my email
every morning. I look forward to these because it gives us news about what is going on in our
industry and COVID-19 updates/policies that are being placed. I also love that as a member, I get
complimentary access to the webinars in my library. These resources are amazing and I always
look forward to attending them live virtually. I also loved that MPI was able to plan WEC 2020 in
Texas both face to face and digitally. I especially love the webinars that take a deep dive on how it
was to plan this large hybrid event. Thank you!”MPINCC Diversity, Equity & Inclusion | 19 Recommendations l Considerations for In-person event planning: Considerations for Planning – Gender Chapter membership is 70% female.. It is clear more male professionals are needed to strengthen that voice and perspective in the industry. The MPINCC Leadership could consider an outreach effort to males and other genders. Considerations for Planning – Age Chapter membership ages are split evenly across the chapter, with the largest age group at 33% is the 40 – 49 brackets (based on reported ages). MPINCC programs could consider education and programming content for age-based audiences, i.e., members further along in career versus new industry professionals. Considerations for Planning – Ability Chapter members by and large did not have identifiable disabilities. However, there was concern expressed by those with invisible situations – depression, smell, age and food issues – that are not easily accommodated. When planning in-person events, the MPINCC Chapter could consider addressing these areas with specific seating locations, communication to attendees (i.e., perfume for enclosed spaces) and inclusive food choices beyond salad and/or pasta for vegetarians, vegans, etcetera. Future Survey Considerations to Review Considerations for Planning – Generation Considerations for Planning – Sexual Orientation Considerations for Planning – Race Considerations for Planning – Religion Considerations for Planning – Caregiving Considerations for Planning – Salary Considerations for Planning – Job Status
MPINCC Diversity, Equity & Inclusion | 20
SURVEY QUESTIONS & RESOURCES
1. Gender - Male and Female are no longer the only identifiers for gender, there are over 50+ options
for Gender. Here is a link to understand the other options open to gender identification. Please
tell us yours. (Another link option) (One more option)
2. Age - This is only a number. We won’t tell anyone.
3. Generation - Where do you fit in?
4. Sexual Orientation - LBGTQA+ are the major identifiers, there are others. Here is a link to an
article that gives definitions for thirteen orientations. Please share your orientation.
5. Ability - Are you able? Hearing? Vision? Physical? ADA Compliance?
https://www.aruma.com.au/about-us/about-disability/types-of-disabilities/
6. Race? Ethnicity? How do you identify? vs. What are you made of? There are hundreds of answers;
please share yours. https://www.livescience.com/difference-between-race-ethnicity.html
7. Religion / Faith / Spirituality - Are you? Do you practice? Here are two articles that help to define
the difference and provide understanding between the three disciplines (ex: we don’t plan events
on holidays, etc..). Please tell us what matters to you.MPINCC Diversity, Equity & Inclusion | 21
8. Care Taking - Are you a parent or guardian of dependents? Does this impact your consideration to
attend an event? To volunteer within the Chapter? Tell us how?
9. Salary - Hospitality is 1 in 9 jobs, it is in a slow recovery per the BLS, but still short 3.5m jobs. Does
the current price point for events prevent you from participating in Chapter events? If so, will you
share with us how?
10. Job Status - Are you currently working in Hospitality? Yes? No? Is it Complicated? Please share
here.
11. Open-ended Feedback - What do you want to tell us? What do you want us to know that will make
your membership of greater value to you? How can the Chapter be a resource for you? We want
to know!MPINCC Diversity, Equity & Inclusion | 22 REFERENCES: Diversity, Equity & Inclusion Definitions Startup Grind. Chapter Director Certification Training; (n.d.). https://members.startupgrind.com/courses/director-certification-course/lessons/startup- grind/topic/diversity-equity-inclusion-committee-2/ Five Generations Working Side-by-Side graphic Technology City INC. Pinterest; (n.d.). https://www.pinterest.es/pin/335518240994884732/ Ability Graphic Google. Images. (n.d.) https://www.google.com/search?q=blind+person+clipart&tbm=isch&ved=2ahUKEwi186G3nJrxAhWM q54KHRAICCYQ2- cCegQIABAA&oq=blind+person+clipart&gs_lcp=CgNpbWcQAzICCAAyBggAEAUQHjIGCAAQCBAeM gYIABAIEB4yBggAEAgQHjIGCAAQCBAeOgQIABBDOgQIABAYUMe_AVjcyAFg48kBaABwAHgAgAF YiAHOBJIBATeYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclient=img&ei=M-vIYPWNNozX- gSQkKCwAg&bih=937&biw=1920&rlz=1C1GCEU_enUS857US858#imgrc=d5-83j89Xoqr9M
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