Conference News talks to Neil Hudson-Basing and Community and Events Director of We Create Space, Network and Consultancy, a community-driven learning platform.
From Trump’s anti-DEI campaign messaging in the US to reform and rise in UK trans rights, concerns have risen about the future of diversity, equity and inclusion (DEI) as right-wing rhetoric gains traction worldwide. But despite political tensions and media stories that suggest a retreat from Day, much of the events industry holds firmly in place. For Neil Hudson’s bassing, inclusion is not a trend that passes, but rather a basis for how successful and experienced events are.
Hudson-Basing explains that media conversations about Dei are loud, but the media doesn’t have as much of an impact as you believe it. For example, a report from Bridge Partners, an executive search company for US companies, found that 72% of C-Suite and HR leaders aim to increase their commitment to diversity, equity and inclusion initiatives over the next two years, but only 4% plan to cut or eliminate programs.
He said: “Especially when it comes to the events industry, DEI needs to be embedded in our work as Dei is more than just a term or word. It’s action. The panel ensures that it’s diverse and representative. We make sure that the attendees with disabilities are part of your event. Day.”
He added: “In the event industry, we have these conversations all the time about how to make events more accessible, inclusive and engaging. And we do so all the time. With that change, there’s a big problem.”
Hudson-Basing also explains that while political situations could cause caution or hesitation in covering certain topics, he does not believe that event organizers will stop engaging with the DEI theme, fearing negative attention or withdrawal of support. On the contrary, he believes that it could go the other way, as conversations are in demand and the events industry is so human-centric, it’s all about engagement.
However, he believes that the events industry has a responsibility to counter the political narratives that portray Day as unnecessary. It is an industry that brings people together, educates them, shapes stories and shapes, and therefore people must feel comfortable. Hudson-Basing said: “From meetings and fairs to bringing people together to celebrate achievements, creativity and innovation, the events industry will always play a role in creating a community-centric society.
He adds: “The harmful narratives about Day are so divided that they are totally at odds with what the events industry means.”
So, what can event organizers do to incorporate this into their events?
Event organizers should ensure groupings in the platform, recognize their impact, and talk about the value that diversity brings a commitment to DEI through values and codes of conduct from the start, and embedding them. Organizers can also consider questions in panel discussions that address issues that affect people in particularly marginalized groups.
Hudson’s Basing has not encountered any indication that the political situation is affecting the events industry, but it is important to remember that some representatives and sponsors may hold these views. He said: “I don’t know if they’re brave enough to share them. That’s something that needs to be addressed. They shouldn’t be left out of the conversation. How do we educate those people to educate them that Dei is the basis of what we do?
However, there is a tiny line between freedom of expression, hate speech and event organizers that need to be aware of this when lining up speakers. Hudson-Basing said: “Think about intentions and impacts. Say you’re platforming people who have a critical view of gender, or who have right-wing tendencies. What are you trying to achieve when there is a potential risk of harm at an event?
He adds: “Old-fashioned debate fuels an already increasingly biased society, and we shouldn’t simply discuss the existence of people. That’s why major UK pride events have banned them from participating in their events.
Recently, the Supreme Court ruled that the term “woman” in the Equality Act refers to the Biological Women and Human Rights Commission’s publication of guidance that organizations should apply the rules. This verdict adds another layer to the conversation about DEI at the event. It raises questions to event organizers about how to navigate comprehensive policies, particularly gender identity, while complying with evolving legal definitions and expectations.
Hudson-Basing said: “The Supreme Court decision and EHRC guidance will not affect trans+ inclusion at the event. No legal requirements have been implemented. There is no guidance in practice. The EHRC guidance is still drafted. It is valid. The panels are diverse and include everyone if possible.”
He added that event organizers should choose venues with accessible and gender-neutral toilets and remember that protected characteristics still protect trans+ and non-binary people under the Equality Act. He said: “Does the safety of such identifiable attendees and speakers certainly outweigh the “need for freedom of expression”? I hope so. ”
The events industry is at a crossroads as political discourse continues to challenge the principle of inclusion, but many organizers have opted to double their commitment to DEI rather than retreat. For leaders like Neil Hudson’s Basing, the future of events lies in their ability to reflect and express the full scope of society. Dei is not a distraction from the core business of the event. That’s at the heart of it. In a world that feels increasingly divided, the power of events to promote community connection, celebrate differences and build belonging has never been more common. The industry’s message is clear. Inclusion is indisputable.
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