What we're doing

Our commitment to making the live events industry more inclusive starts at home, which is why we formed a dedicated DEI team at DICE. The team is responsible for ensuring that diversity, equity and inclusion are embedded in the fabric of our company, from major business decisions down to individual team objectives. This means bringing a DEI lens to all of our decisions, from how we build our product to how we treat one another and our fans.

Where we’re at

We consistently monitor our demographic data through our annual DEI Survey and internal tools. The results reflect the improvements we’ve made from an internal people and hiring perspective: The results of the survey shows an increase in our overall gender diversity with women representing 52% of the company, up from 49% in 2023; and 30% of our Product team identify as women, up from 27% in 2023. There has been a positive increase in ethnicity diversity with 42% of the leadership team identifying as Black, Asian, Latinx or from dual or multiple ethnic groups, an increase from the previous year’s 25%. We’re creating intentional spaces for community-building and understanding via our Employee Community Groups (ECGs) and our Global Belonging Programme, which aims to connect people across our many territories. Our Leadership Accountability framework holds our leaders accountable to DEI goal setting, mentoring our ECGs and hiring with diversity in mind. We’ve launched a global DEI Training & Learning Programme that covers bias, privilege awareness and allyship to ensure we’re continuously learning about these vital subjects.

What’s next

We understand that there’s always work to do to make our industry and our workplace more diverse, equitable and inclusive. 2024 is about empowering our leaders, creating an even greater environment for our people globally and having bolder conversations about DEI within our industry.

We’ll continue to hold ourselves accountable by:

Driving the diversity of our company across gender, ethnicity, sexual orientation, socio-economic background, disability, neurodiversity, and caring responsibilities, and continue educating ourselves about these communities.

Supporting our underrepresented groups with pathways for development and mentorship 

Designing policies and processes that resonate with our people and diverse communities 

Partnering with our Leaders to embed DEI strategically across every territory and function

Working with our venue partners to make spaces more inclusive and continuing to make accessible design changes to our product.