Kenes Group: DEI for Global Collaboration and a Greater Event Experience

As a leading world-class Professional Conference Organiser – PCO, with six decades of expertise in scientific, medical and professional associations, Kenes Group fully understands its role in enabling global knowledge exchange.

In the context of scientific advancement towards the improvement of patient outcomes, the relevance of DEI goes beyond representation, as it elevates the conversation within a field by providing a wider spectrum of research and testimonies from diverse sources, regions of the world, and socio-economic circumstances.

Author: Estefanía Zarate Angarita, Kenes Group Media & Communications Manager

With this in mind, Kenes Group’s Sustainability Policy includes a section dedicated to DEI, aimed at improving both employees’ and partners’ practices that create long-lasting impact. Read them below:

Diversity, Equity & Inclusion in Kenes Sustainability Policy

It is one of Kenes core values to support DEI policies across all our activities, whether internal or external, concerning all people regardless of their ethnicity, gender, sexual orientation, disability, religion, age, or other identities. We believe and embrace DEI in creating a workplace and organising events where everyone feels welcome, respected and valued.

Our strategy and initiatives show what DEI means to us, why it matters to us and how we approach it. We commit to continuous learning and improvement to create a more inclusive environment in all our offices, business strategies and operations, clients, associations, and events managed.

Internal objectives:

• Include DEI in the internal office policies and procedures and ensure that they are fair and equitable;
   
• Develop and train all employees on the organisation’s harassment prevention, policies and procedures;
   
• Follow and implement equal employment opportunities in all Kenes offices and subsidiaries;
   
• Highlight the diversity and inclusion goals for hiring and leadership, promoting diversity of thought, backgrounds, experiences and skills;
   
• Have a code of conduct in place to address bias and discrimination;
   
• Maintain an environment that is free from discrimination, and where employees and candidates are treated fairly, with respect, and valued, where everyone has the same opportunities to succeed;
   
• Promote open communication and provide opportunities for employees to connect;
   
• Create mentorship programmes connecting newly hired and more experienced employees to provide guidance and support.

External objectives:

• Include DEI as part of event strategies and guidelines;
   
• Maintain an environment that is free from discrimination, and where customers and attendees are treated fairly and with respect;
   
• Make sure that our event planning teams are diverse and that everyone feels comfortable sharing their ideas and perspectives. Proceed to create a space and atmosphere where everyone’s voices are heard;
   
• Do the utmost to increase and invite more diverse speakers, performers and attendees and create a more inclusive environment;
   
• Set specific DEI goals for our attendees and speakers at each event. Track our progress over time so that we can identify areas where we need to improve;
   
• Make sure that marketing materials reflect the diversity of attendees and use inclusive language throughout;
   
• Make our events accessible, and this includes a fully accessible venue and exhibition with ramps, providing accommodations for people with disabilities, as well as offering childcare and different food options;
   
• Partner with organisations and companies that are committed to DEI to promote our events and to attract attendees

While Kenes Group’s commitment to DEI is well-known by the global team, the continuous challenge is to actively engage the numerous event partners and association leaders in the pursuit of these objectives, which ultimately represent enhanced collaboration and an overall greater experience for all.