Women make up around 70% of the global events workforce, but their stories, leadership, and influence are often underrepresented.
The 70% is a weekly series celebrating the women shaping the events industry. From rising stars to seasoned leaders, each profile shines a light on the career journeys, challenges, and perspectives of women working across all corners of the sector.
In this edition, we speak to Chloe Turner, association sales manager, ICC Wales.
How many years have you been in the events industry?
I’ve been part of the events industry for about three years now, with a total of six years’ experience within hospitality.
How do you balance professional growth with personal commitments, and do you think the industry is evolving in terms of work-life balance?
It can be a struggle sometimes, especially when you’re keen to say yes to every opportunity. It takes a lot of reflection and trial and error to find that balance.
For me, it’s about setting clear boundaries and being mindful of where my energy is best spent. I’ve had to learn to prioritise and be kind to myself, especially during those busy event periods.
The industry itself is evolving too. There’s a lot more focus on mental health and flexible working, which is a positive step forward. It’s still a work in progress, but there’s a real shift towards recognising that people do their best work when they’re supported to balance their personal and professional commitments.
At ICC Wales, we’re lucky to work in an environment where employee wellbeing is genuinely prioritised. From a free health club membership and access to a beautiful woodland walk on our doorstep, to regular social events and a supportive team culture, there’s a strong focus on creating a healthy work-life balance.
How do you see the events industry evolving in terms of diversity, equity, and inclusion?
There’s been a noticeable shift in how diversity, equity and inclusion is approached. It’s no longer a box-ticking exercise but something that’s an integral part of how we design and deliver events.
We’re seeing diverse speaker panels, more inclusive content, and better accessibility. That said, there’s still a lot of work to do to ensure real representation of ethnic minorities, LGBTQ+ communities, and people with disabilities at every level, not just as attendees, but in leadership roles too.
Ultimately, it’s about creating an industry where everyone feels welcome and valued, and where different perspectives are genuinely seen as a strength.
What advice would you give to young women looking to enter and succeed in the events industry?
Don’t be afraid to speak up and share your ideas, your voice really does matter. Take every opportunity to learn, even in the smallest roles, because you never know what skills or connections might come from them.
Something I’ve learned recently through the FastForward15 programme, where I’m currently a mentee, is just how powerful having a mentor can be. I’ve only had one session so far with my mentor, Sammy Connell, Head of Events at NASUWT, but even from that first conversation, I felt the impact of having someone to offer perspective, guidance, and cheer you on when you need encouragement. Plus, being part of a network of like-minded women has been amazing for building confidence and feeling less alone in the industry. So, I’d say, find your people and never underestimate the value of surrounding yourself with others who lift you up.
How do you handle setbacks and failures?
I try to see setbacks as opportunities to learn and grow, resilience really is everything. But I’ll be honest, I’m only human, so it can be hard to shift that mindset and not dwell on the negatives. I’ve learned to give myself a moment to feel it, then take a step back and reflect; what can I take from this, and what can I do differently next time? It’s about staying positive where I can, learning from every experience, and keeping things in perspective.
What changes do you think are still needed to create more opportunities for women in leadership?
Even in an industry like events, where there are so many talented women, the path to leadership isn’t always as clear as it should be. I feel incredibly fortunate to work at a company where I can see strong women in leadership roles, it truly makes a huge difference.
But to create more opportunities for women across the board, I think there needs to be more mentorship programmes, to help women navigate that journey to the top. Also, more flexibility in how we work is essential to make leadership accessible to more women. And of course, it’s about making sure conversations are happening at every level, so women feel seen, supported, and encouraged to take that next step.
