Our industry still has a diversity problem. It’s not because the talent isn’t out there; it’s because we’re not being intentional enough to find it, highlight it and bring it into the room. This year at InfoComm, I saw more diversity than I’ve ever seen in my last nine years of attending. Yet, every time I walk into an AV event, I feel two things at once: pride (because I’ve dedicated my career to building in this space, shaping experiences with technology and growing with the community) and frustration (because, after all this time, the faces at many of the tables still look the same).
Strategy, creativity and leadership exist everywhere. Women and people of color are innovating, managing projects and driving revenue across this industry. But opportunity does not exist everywhere. Too often, qualified professionals are overlooked for speaking engagements, passed over for promotions, or left out of the conversations that lead to real influence.
Not Just a ‘Feel-Good’ Issue
And I think it’s time we stop pretending this is just a “feel-good” issue. Diversity isn’t charity at all — it’s business. Teams built with varied perspectives solve problems faster. Leaders with different lived experiences see opportunities others possibly miss. Inclusive sales and marketing strategies connect more authentically with customers. Diversity drives revenue, but we know this already. We just continue to have council meetings and panels about what we need to change instead of actually implementing change.
So, why don’t we see more of it? Because too many organizations are comfortable recycling the same small networks. That feels safe. It feels easy. But it’s not enough. If you’re serious about growth, you have to push past “easy.” You have to be willing to admit that your circle might be too small and then do the work to expand it.
I’ll be honest: It’s exhausting for underrepresented professionals to constantly have to prove they deserve to be in the room, even when their results already speak for themselves. And I’m speaking from my own experience. Imagine knocking on a locked door year after year, even while knowing you’ve brought the numbers, the strategy and the vision. That frustration doesn’t just impact individuals; it limits the industry as a whole.
So, what do we do about it?
What We Do
- Leaders must take responsibility. Don’t just say you support diversity, track it. Who gets the mic at your events? Who’s being promoted into leadership? If the answer is always the same handful of people, you have work to do.
- Amplify intentionally. If you’re in a position of influence, use it. Recommend someone new for a speaking slot. Mentor a rising voice. Say their names in the rooms where decisions are made.
- Redefine leadership. It’s not only about tenure or titles. It’s about vision, execution and the ability to move people forward. When we expand who gets to lead, we expand the future of AV.
Diversity isn’t optics. It isn’t a checkbox for a panel. It’s a responsibility…our responsibility.
Here’s a Challenge
So, here’s my challenge to you: Look around your own organization. Who’s missing? Who isn’t being invited into the conversation, into the project or onto the stage? Take one intentional action this month to change that. Again, nominate someone for a speaking engagement. Mentor a rising talent. Advocate for a colleague who hasn’t been recognized yet.
Because the future of AV doesn’t belong to the people who have been in the same old rooms the longest; instead, it belongs to all of us. And it’s on each of us to make sure every voice is heard.
Alesia Hendley is a multimedia journalist and content creator.
