the events industry salary survey · the high average salary is attributed to a legacy of...

The Events Industry Salary Survey

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Middle East

i n t e r na t i ona l e ven t rec ru i tmen t

Now in it’s second year (after 15 years of salary surveys in the UK), ESP International is delighted to bring you the annual Events Industry Salary Survey for the Middle East.

In conjunction with SourceMe, the questionnaire was sent out to over 3,000 events professionals and the respondents represented a cross section of people from all sectors of the industry, throughout the GCC. We are delighted to have seen a 40% increase in responses this year.

Whilst this allows us to get an even more accurate overview of the market and trends, it does also mean that there are significant variations in some of the answers compared to last year, from the opinions and perspective of hundreds of new and different respondents. You will see accompanying commentary where necessary to explain such changes.

In response to constructive feedback from our readers we have this year added features on the AV and 2D&3D design sectors to give an even broader market assessment. We methodically analysed the data to provide the statistics and facts you will find in this document.

The results presented in the tables, charts and accompanying statements are used and valued by employers and HR managers to benchmark against industry standards, and employees seeking affirmation that their salary is in line with their peers and industry levels.

The salary survey includes:• Comprehensive salary comparisons across all levels of the events industry• Detailed information about salary increases across the sector• Analysis on education, experience and earnings of expats and GCC nationals• Compensation and benefits, and what motivates people in events• Commentary from industry experts on the findings and trends• Comparisons with the 2014 version of the survey

The information in this survey is taken from people representing a range of small, medium and large companies, and also freelancers, in different countries and cities within the GCC. It is therefore important that consideration is given to different factors when comparing results.

We would like to thank all those who took the time to complete the confidential online questions, without whom we cannot conduct the research and present these figures and findings. We hope that you find this report beneficial.

About Our Respondents 3

The Lowdown 3

Average Salaries 5

Do You Think You Are Being Paid What You’re Worth? 6

All Work and No Play? 7

The Lure of the Middle East 8

Benefits and Motivators 9

Pastures New… 10

Industry Comparisons

Not For Profit and Government 11

Event Management Agency and Production Companies 12

Event/Exhibition Services and Exhibitions 13

Commercial Conferences and Corporate In-House 14

Hotels and Venues/Audio Visual 15

Design and Creative 16

Across the Board 16

Index

3

Age Work locationMale/female split

AVERAGE INCOME ACROSS THE MIDDLE EAST EVENT INDUSTRY

The high average salary is attributed to a legacy of pre-recession salaries when the region was considered a hardship posting, and the high level of seniority and educational qualifi cations of respondents.

AED 18,193.50

10.3%

5.9%

79.5%

1% 2.3% 1%

Abu Dhabi

Qatar

Dubai

Oman

Saudi Arabia

Bahrain

10.3%

5.9%

79.5%

1% 2.3% 1%

Abu Dhabi

Qatar

Dubai

Oman

Saudi Arabia

Bahrain

The Lowdown

About Our Respondents

AVERAGE PAY RISE •44%ineventsreceivedNOpayriseoverthelast12months•30%receivedbetween1and6%•15%received10%orhigher•AveragepayriseacrosstheMiddleEastasawholeis5%*•Onaverage,thehighestsalariesintheregionareQataratAED 20,300 per month, with Dubai at AED 18,795 and Abu Dhabi at AED 18,221 *haygroup.com

Employed 88%

Self employed 8%

Between jobs 4%

The largest proportion of respondents work within event/exhibition services

Average number of years in events is 8 - more experience leads to higher salaries

Age

10%

59%

25%

5%

1%

25 or under

.26 to 35

.36 to 45

.46 to 55

56+

10%

59%

25%

5%

1%

25 or under

.26 to 35

.36 to 45

.46 to 55

56+

10%

59%

25%

5%

1%

25 or under

.26 to 35

.36 to 45

.46 to 55

56+

10%

59%

25%

5%

1%

25 or under

.26 to 35

.36 to 45

.46 to 55

56+

4

Where are you from? The industry in the Middle East

is relatively young with 94% of our

respondents being under 45

The majority of respondents were from Central Asia

and the UK

79.5% of respondents work in

Dubai

76.5%ofrespondentsare Manager/Team

Leader level or above, contributing to the

high average monthly income

The Lowdown continued

Average salary by sector (AED)

It is important to state that these average salaries are based on respondents and are not necessarily an accurate representation of the market as a whole, given that people take part from all levels of employment.

income

Average salary by sector (AED)

18200

13857

16000

18500

22500

17000 19000

22250

16240 17900

24500

19500

Event Management Agency

Produc=on Company

Exhibi=ons

Event/Exhibi=on Services

Comm

ercial Conferences

Corporate In-‐House

NFP/Charity/Associa=on

Governm

ent/Public Sector

Hotels

Venues

Audio Visual

Design and Crea=ve

24500

4%

1%

34%

4%

3%

3%

34%

5%

12%

Australasia

East Africa

Europe

North Africa

North America

South Africa

South Central Asia

South East Asia

Western Asia and Middle East

Where are you from?

4%

1%

34%

4%

3%

3%

34%

5%

12%

Australasia

East Africa

Europe

North Africa

North America

South Africa

South Central Asia

South East Asia

Western Asia and Middle East

13537 16470

23747 26123

22944

25 or under 26 to 35 36 to 45 46 to 55 56 and older

Average salary vs experience

Average salary vs age

Average salary vs level of education

NB the average is not calculated from the highest and lowest salaries in each category, but the mean range of fi gures.

This shows a good steady upward correlation in terms of salary when workers have more experience. Please note that these are average salaries and that specifi c industry salary fi gures shown later in the report will give more accurate individual comparisons. These salaries still represent higher fi gures than UK salaries for the level of experience.

5

Salaries by level of seniority

Average Salaries

This years’ fi gures show a positive reading for the argument that higher education pays off, and more importantly that an event management degree means slightly higher salaries. From our experience whilst degrees are not necessarily a requirement within the events profession, those that have one can fast track through the career ranks at a slightly faster pace than those without one, although this is by no means the case for everyone.

It is important to note that this is across all industry sectors so again it is worth cross-referencing against the salaries within your specifi c industry segment.

22000 29000

38000

60250 60000

97500

3000 7000 6000 6000 8000 10000 13648 15840 15679 17176 23865

29510

Execu1ve/Coordinator Sales Manager Marke1ng Manager Manager/Team Lead Director CEO/Chairman/Owner

Highest Lowest Average

18684 19885 19652

21377 22601

High school qualifica8on Diploma or further educa8on

Degree Event Management degree Post Graduate or equivalent

Average salary vs experience

9540 14181

17776

28173

33763

Less than 2 years 2-‐5 years 6-‐10 years 11-‐15years 16 years +

25 or under 26 to 35 36 to 45 46 to 55 56 and older

Salaries by level of seniority

22000

38000

60250 60000

97500

3000 6000 6000 8000 10000 13648 15679 17176 23865

29510

Execu1ve/Coordinator Manager Senior Manager/Team Lead BDirector CEO/Chairman/Owner

Highest Lowest Average

44%

15% 15%

10% 10%

5%

None 1-‐3% 4-‐6% 7-‐10% 10-‐20% 20%+

Sadly this is a shocking increase of 7% on last year in the number of employees not getting a pay rise. This is an unwelcome trend that needs to be addressed, especially in light of the number of people receiving bonus and commission reducing too; yet it remains the 2nd biggest motivator, with 43% of respondents citing bonus payments as their biggest motivator.

6

72% of respondents do not feel they are paid their worth. Whilst marginally lower (2%) than last year, this is still a high fi gure. This sentiment was felt most within the government and exhibition sectors.

Which sectors are the most satisfi ed with their salaries?

Do You Think You Are Being Paid What You’re Worth?

Yes 28%

No 72%

Ironically the sector with the highest average salary, the public sector, are least satisfi ed with their salary.

Salary increases across the industry within the last 12 months

Which sectors are the most satisfi ed with their salaries?

Ironically the sector with the highest average salary, the public sector, are least satisfi ed with their salary.

38%

26%

30%

31%

27%

27%

16%

9%

30%

30%

39%


Audio Visual

Commercial Conference

Corporate In-‐House

CreaEve Agency

ExhibiEon/Event Services

ExhibiEons

Government/Public Sector

Hotels

ProducEon Company

Venues

7

Compensation

The majority of events staff work an average of 40-50 hours a week, but nearly a 3rd work more than 50, and only a 3rd receive time off in lieu in recognition of the extra hours put in - there’s no change there, that’s life for the events professional!

Average number of hours worked per week

Working hours

2%

14%

59%

25%

Less than 30

30-‐40

40-‐50

More than 50

2%

14%

59%

25%

Less than 30

30-‐40

40-‐50

More than 50

6%

24%

2% 68%

Over+me payments

Time off in lieu

Both of these

Neither

6%

24%

2% 68%

Over+me payments

Time off in lieu

Both of these

Neither

All Work and No Play?

52% of self employed respondents work over 50 hours per week, whereas only 43% of employed respondents do the same amount of hours.

In a signifi cant increase from last years’ statistic, 68% of respondents don’treceive overtime or time off in lieu. It does seem however that employers in the region would prefer to offer days off than pay overtime.

Working hours

16%

6% 7%

17%

4% 9%

43%

9% 10% 9% 8%

51% 44%

74%

59%

69%

82%

57% 64%

71%

48% 47%

33%

50%

19% 24% 27%

9%

0%

27% 19%

43% 45%


Produc>on Company Exhibi>ons Event/Exhibi>on Services Commercial Conferences Corporate In-‐House NFP/Associaton/Charity Government/Public Sector

Hotel and Venues Audio Visual Design and Crea>ve

30-‐40 hours 40-‐50 hours 50+ hours

8

Why would people choose to leave the Middle East?

These fi gures have changed noticeably year on year which could be due to a change of heart based on business environment or simply that new respondents had a different opinion.

How long have our respondents been in the Middle East?

How long are people planning to stay?

The Lure of the Middle EastMain motivations behind a move to the Middle East

5%

15%

8%

17%

11%

24%

20%

I don't live in the Middle East

I have lived in the Middle East all my life

Less than one year 1-‐3 years 3-‐5 years 5-‐10 years 10+ years

12%

24%

12%

20%

17%

9%

6%

Under 3 years Another 3-‐5 years 5+ years Indefinitely, but I will return to my home country eventualy

Indefinitely, but I am a professional

expat so will move to another internaHonal

locaHon

Forever, I have made the

Middle East my home

Forever, I am origionally from the

Middle East

Indefi nitelty, but I will return to my home

country

Indefi nitelty, but I am a professional expat so will move to another internati onal locati on

Forever, I have made the Middle East my home

Forever, I am originally from the Middle East

5+ yearsAnother 3-5 yearsUnder 3 years

Why would people choose to leave the Middle East?

5%

49%

55%

14%

16%

33%

37%

29%

12%

24%

23%

None of these/I do not intend to leave the region

Be=er package and/or tax free salary

Career progression

Climate

Company stability

ExciGng/more interesGng projects to work on

Lifestyle change

Living and working in a new cultural environment

PoliGcal stability

Returning to home country for family/personal reasons

Travel opportuniGes

3%

10%

5%

5%

11%

4%

21%

24%

15%

2%

Save money

Opportunity to work in an interna9onal market

Living and working in a new cultural environment

Lifestyle change

Family reloca9on

Exci9ng/more interes9ng projects to work on

Career progression

BeIer package and/or tax free salary

Not applicable, I lived here all my life

Travel opportuni9es

Top three benefi ts

It’s encouraging to see that the number of people receiving health insurance has risen and when it becomes compulsory for companies of a certain size to provide this benefi t next year, we expect to see a signifi cant uplift in the fi gures.

9

Benefi ts received

Benefi ts and Motivation

56%

16%

43% 35%

3% 18% 26%

14% 16% 25%

23%

42%

32% 31%

50% 40%

41%

29% 19%

31%

21%

42% 25%

34% 47% 42%

33%

57% 65%

44%

Accommoda3on/Housing Allowance

Annual Flight/Allowance Bonus/Profit Share Commission Company car/allowance Flexible working hours Medical insurance Mobile phone Onsite expenses School Fee Assistance

1 2 3

Key motivators

It is possible that in the light of fewer people getting pay rises, they feel more motivated by money than they were last year, as suddenly it is on their mind.

Accommodation remains the most sought after benefi t, probably in the light of rent rises across the region, but stillonly36%ofrespondentsreceive an allowance for their housing.

Most important

As per last year, the preferred benefi ts can all be quantifi ed in cash terms, key to most employees.

Least importantMost important

17% 15%

4% 2%

0% 29%

9% 3%

4% 3%

1% 0%

3% 10%

Crea/vity of projects Decision making responsibili/es

Flexible working hours Job /tle/seniority

Level of CSR Money

Personal development Promo/onal prospects

Recogni/on from your boss Recogni/on from your clients Recogni/on from your peers

Training Variety of projects

Working environment

Least importantLeast important

29%

4% 7%

15% 15%

17% 0%

2% 7%

2% 2%

6% 8%

5% 9%

Crea0vity of projects Decision making responsibili0es

Flexible working hours Job 0tle/seniority

Level of CSR Money

Personal development Promo0onal prospects

Recogni0on from your boss Recogni0on from your clients Recogni0on from your peers

Training Variety of projects

Working environment

School fee assistance

Mobile phone

Medical insurance

Housing allowance

Company car

Commission

Business/Onsite expenses

Bonus/Profi t share

Annual fl ight

It’s encouraging to see that the number of people receiving health insurance has risen and when it becomes compulsory for companies of a certain size to provide this benefi t next year, we expect to see a signifi cant uplift in the fi gures.

Benefi ts received

It is possible that in the light of fewer people getting pay rises, they feel more motivated by money than they were last year, as suddenly it is on their mind.

School fee assistance

Mobile phone

Medical insurance

Housing allowance

Company car

Commission

Business/Onsite expenses

Bonus/Profi t share

Annual fl ight 73%

37%

28%

23%

14%

32%

65%

50%

7%

56%

16%

43% 35%

3% 18%

26% 14% 16%

25%

23%

42%

32% 31%

50%

40% 41%

29% 19%

31%

21%

42% 25%

34% 47% 42%

33%

57% 65%

44%

Accommoda3on/ housing allowance

Annual flight/allowance Bonus/profit share Commission Company car/allowance Flexible working hours Medical insurance Mobile phone Onsite expenses School fee assistance

1 2 3

25% 30%

15% 15% 15%

4%

13%

29%

24% 20%

11%

3%

11%

34%

22%

20%

10%

3%

Under 1 year 1-‐2 years 2-‐3 years 3-‐5 years 5-‐10 years 10+ years

Current Employer Previous Employer Second to last Employer

10

How long do people stay in their roles?

Top 5 reasons for leaving a role

When do people intend to move jobs?

In an industry where people tend to move through the ranks fairly quickly and an emerging market like the Middle East, it’s good to see that only 15% feel that they have a poor career path in their current role.

The market has really picked up in terms of people moving jobs and there seems to be a wider range of different opportunities, although not necessarily more jobs, as new companies open and others contract.

The reasons people cited for leaving their job have changed signifi cantly since last year with job dissatisfaction sadly featuring in the rankings, and at 17%, which is a high number, but clearly the reasons relate to salary and career prospects, and probably the lack of pay rise.

The fi gures compared to last year remain really similar although the fact remains that 74% of people are ready to move jobs, if the right role comes along. This is the case all round the world though as for so many people it’s human nature to progress and feel they are paid their worth, in line with the fact that most people still leave for a better package.

Pastures New

38%

16%

3%

36%

7% Within the next 6 months

I intend to stay for at least 3 years

I intend to stay for over 5 years

I'm happy where I am but open to good opportuniAes

I do not intend to move jobs

Top 5 reasons for leaving a role

38%

15%

17%

15%

15% Be*er package

Career change

Job dissa:sfac:on

No career prospects in current role

Opportunity to work in an interna:onal market

45000

11200

22250

32000

6000

19000

11INDUSTRY COMPARISONS: Not for Profi t and Government

NFP/Charity/Association

Government/Public Sector

50000

3000

18200

Max Min Average

50000

3000

18200

Max Min Average

Minimum Maximum Average

Marketing Coordinator 6000 18000 11750

Marketing Manager 12000 32000 18000

Event Coordinator 7000 14000 12000

Event Manager 14000 24000 16500

Head of Events 25000 32000 28000

TOP 3 MOTIVATORS

MOST IMPORTANT BENEFITS

TOP 3 MOTIVATORS


Salaries

Salaries

Accommodation Medical

Bonus Money

Commission Personal development

Corporate social

responsibilityRecognition from boss

Creativity of projects Recognition from clients

Decision making abilities Variety of work

Flexible hours Working environment

Flight



Event Executive 11200 26000 13000

Event Manager 24000 30000 25550

Head of Events 32000 45000 38250

Key

TOP 3 MOTIVATORS


12


Production Company

50000

3000

18200

Max Min Average

50000

3000

18200

Max Min Average

60000

5000

13857

50000

3000

18200

Max Min Average

This year the working environment featured as a key motivator in place of decision making for event management agency staff, which is possibly representative of the fun loving nature of people within the sector. Money has come up a position to number 2, but is still not the biggest driver for the passionate people within our industry.

For production company staff interestingly money does not feature in their top 3 benefi ts; clearly being challenged through projects and creativity and having a degree of responsibility is paramount.

Salaries

In general the salaries have decreased at the mid to senior level and increased at the lower level, with a few exceptions, this is due to a leveling out of salaries and greater choice of candidates; it’s an employers market.

Salaries


Sales Executive 7000 10000 9000

Sales Manager 12000 35000 18600

Sales Director 25000 40000 28750

Marketing Assistant 3000 12000 8900


Event/Project Coordinator 5000 27500 18700 **

Event/Project Manager 12500 42000 23000

Event Director 18000 50000 30750 **

Account/Business Development Executive 4000 15000 10500

Account/Business Development Manager 6000 20000 14000

Account/Business Development Director 21000 25000 22000

Client Services Manager 12000 32000 17000

Director/CEO/BoardDirector 20000 45000 40000 *


Business Development Coordinator 5000 12000 8250 ***

Business Development Manager 9000 18000 16250

Project/Production Coordinator 6000 15000 13000 ***

Project/Production Manager 12000 50000 24000

Head of Production/Events 25000 60000 35000

Technical Production Manager 10000 35000 24500

Technical Production Director 28000 40000 38750

*This is a signifi cant drop on last year that will be partly down to a different set of additional respondents but is also in some way representative of a slighlty changed market place, where there are more candidates than jobs and this generally drives salaries down a little. It represents a certain degree of ‘levelling-out’.

**The vast difference/signifi cant change in these 2 fi gures is down to a combination of a lower paid respondent last year and a higher paid respondent this year which has skewed the fi gure. From the fi gures and our market knowledge we feel the fi gure should be 35,000 aed/month, which represents a slight decrease from last year.

***We have seen a general upward rise in the calibre of support staff being hired, as employers focus on the importance of keeping their teams happy, which would explain the increase in this case.

TOP 3 MOTIVATORS


INDUSTRY COMPARISONS: Agency Event Management and Production Companies

TOP 3 MOTIVATORS


TOP 3 MOTIVATORS


65000

6000

18500

40000 4300

16000

13

Event/Exhibition Services

Exhibitions

50000

3000

18200

Max Min Average

50000

3000

18200

Max Min Average

It is interesting to see that creativity of projects has gone off the list in favour of personal development as a key motivator for exhibition staff this year, in an industry that has had to become increasingly creative. Perhaps the more creative people are, the more they seek personal development...?

Salaries

Salaries


Sales/Account Executive 10000 20000 14450

Sales/Account Manager 4300 27000 16000

Marketing Executive 7000 10000 8500


Project Executive/Coordinator 7000 21000 16000

Project Manager 12000 25000 18750

Production Executive/Coordinator 8500 16000 12000

Production Manager 12000 23500 17000 *

OperationsExecutive 9000 15000 11375

OperationsManager 9500 33000 25700

CEO/Owner/GM/MD 19000 40000 30000 **

*This is a signifi cant drop on last year that will be partly down to a different set of additional respondents but is also in some way representative of a slightly changed market place, where there are more candidates than jobs and this generally drives salaries down a little. It represents a certain degree of ‘levelling-out’.

**The decrease in salary portrayed here is down to one or more higher paid respondents last year which has skewed the fi gure. From the fi gures and our market knowledge we feel the fi gure should be more like last years.

***The decrease in salary portrayed here is down to one or more higher paid respondents last year which has skewed the fi gure. From the fi gures and our market knowledge we feel that the midpoint of both years average salaries would be representative of the true market level for a marketing director.

****The average salary for this position is highly dependant on the size of the show and company. The bigger international organisers pay a higher salary of 30-35,000 aed/month, and the smaller show organisers and companies pay an averageof26,000aed/month.

Salaries remain unchanged since last year, in this sector.



Sales Manager 12000 23250 16000

Sponsorship Sales Manager 10000 22000 14800



Marketing Director 21500 35000 26000 ***


OperationsManager 10000 24000 16500

SeniorOperationsManager/HeadofOperations 20000 40000 26250 ****

Exhibition/Project Manager 10500 35000 18000

Exhibition Director 14200 40000 26000 ****

GM/MD 25000 65000 48000

INDUSTRY COMPARISONS: Event/Exhibition Services and Exhibitions

/

TOP 3 MOTIVATORS


TOP 3 MOTIVATORS


30000

6000

17000

95000

4000

22500

14

Commercial Conferences

Corporate In-House

50000

3000

18200

Max Min Average

50000

3000

18200

Max Min Average

Salaries

Salaries

It is not surprising that money has made it’s way into the list of top motivators given that average salaries have reduced in this sector.



Sales Manager 8000 17500 11875

Sales Director 22000 32000 27000 *




OperationsManager 8400 30000 19000 **

Conference Producer/Manager 4000 24000 15500

Conference Director 22000 28000 25400

CEO/GM/MD 25000 95000 59700

*It is encouraging to see a hike in the average salary for this key leadership role within commercial conferences, from a low average last year.

**The average salary for middle management in commercial conferences has also risen from a rather low average last year.

***Corporate salaries have dropped for almost all roles, which clearly explains their dissatisfaction with their pay.

Minimum Maximum Average ***



Event Coordinator 10000 12000 11000

Event Manager 10000 30000 22000

INDUSTRY COMPARISONS: Commercial Conferences and Corporate In-House

In the light of reduced salaries it is not a shock that a bonus becomes an important benefi t for people.

TOP 3 MOTIVATORS


TOP 3 MOTIVATORS


35000

4000

24500

60250

4000

18300

15

Hotels and Venues

Audio Visual

50000

3000

18200

Max Min Average

50000

3000

18200

Max Min Average

Salaries

Salaries

Unsurprisingly AV professionals are motivated by creative and varied projects, and money.

Minimum Maximum Average *

Sales Coordinator 4000 8000 6000

Sales Manager 9000 29700 13000

Sales and Marketing Director 12000 43000 31000 **

Event Coordinator 6000 12000 9500 ***

Event Manager 14000 25000 18000

Event Director 17750 60250 31000

*The increase in salaries this year is excellent news for a traditionally low paid sector and is attributed to the extreme competition within this fast growing area of the industry and a need to attract the best staff to stay ahead of the pack.

**The increase in salary portrayed here is down to one or more higher paid respondents this year and almost certainly where people are working within international hotel chains. As with many sectors, salaries are dependant on company size and type of clients.

***Venue salaries are pushing up this average which for a hoteleventcoordinatorislikelytobearound6-8,000aed/month all in. Similarly a venue person will earn more in the same role as a hotel person, but will have fewer benefi ts. This is a high average for the hotel sector, but not unheard of, yet typical of the venue side.

****We’re delighted to bring you a set of results for the AV sector this year with some healthy salaries to report. It seems that this is a growing and well paid market.

Minimum Maximum Average ****

Lighting Designer 9000 25000 13900

Technician 4000 18500 10000

Technical Production Manager 14000 35000 22800

Sales Manager 15000 31000 22300

Project Manager 10000 15500 12400

Senior Project Manager 11000 32000 23200

Production Manager 10000 25000 18000

Head of Department 15000 30000 22000

INDUSTRY COMPARISONS: Hotels & Venues and Audio Visual

40000 4500

19500

35000

4500

18800

16

Event Management Agency Creative Agency

50000

3000

18200

Max Min Average

Salaries Salaries

EVENT MANAGEMENT AGENCY Minimum Maximum Average

Graphic Designer 5700 27500 13100

3D Designer 4500 22000 13500

Art Director 10000 35000 16500

Creative Director 22000 33600 25650

TOP 3 MOTIVATORS


CREATIVE AGENCY Minimum Maximum Average

Graphic Designer 6000 20000 13365

Art Director 4500 25000 17875

Creative Director 20000 40000 27300

We’re excited to have seen such a great increase in participants of our vital research and to have been able to draw some strong comparisons and start building up a picture of trends and year on year changes in both remuneration and sentiment for the events industry here in the Middle East. We are delighted that this larger sample has given us essential information from which we can draw more conclusions. Despite the higher number of respondents, we are pleased to say that the industry characteristics that were reported last year have remained aligned, in terms of the age of our workforce, career level of respondents, where they come from and how well educated they are, indicating that we are reaching the right people. Whilst there are many positives, we’ll get the negatives out of the way fi rst: The average salary across the board was just marginally less than last year, at 18,193.50 aed/month, while this is a drop, it’s not as disappointing as the fact that we’re working longer hours thaneverbefore,68%withouttimeoffinlieuorovertime;nearlyhalfoftheindustrydidnot receive a pay rise this year; and it is therefore not surprising that people do not feel they are paid their worth. If people did receive a pay rise, amounting to roughly half of respondents, it was in line with other industries in the region but with the average salary across the board at 18,795 aed/month. On the lighter side there are somekeypositives thatpoint togreater stability for theregion, and that people continue to enjoy a defi nite work/life balance and the challenge that both work and the business environment provide to a group of like-minded people who clearly like a challenge, creativity and variety in abundance. The ambition of people here is clear, when they move on, it’s mainly because they are tempted away by career progression. When compared to other international packages, the Middle East still offers a highly competitive salary and fantastic lifestyle choices and people continue to move here for fi nancial gain and career opportunities. The enormous and fast paced infrastructure, leisure and hospitality industry growth, (not forgettingEXPO2020)weareexperiencingintheUAEandQatarspecifically,istantamountto the potential opportunities that lie ahead for us all. Whilst our fabulous industry still has a long way to go to be recognized as a true profession and for its impassioned players to be remunerated appropriately, with an active industry trade association fi ghting our corner and the aforementioned exciting developments, it’s far from the doom and gloom that the fi gures alone would have you believe!

Across the BoardINDUSTRY COMPARISONS: Design and Creative

esprecruitment is the leading international recruitment consultancyfor the events industry, offering Middle Eastern and international career

opportunities and confidential advice from graduate todirector level across all sectors:

hotels • venues • commercial conferences • corporate in-house• event management agencies • production • charities and public sector

• not-for-profit and associations • conference and incentive travel• exhibitions • catering • exhibition and event services

• experiential marketing and communications• digital • design and creative

www.espinternational.aeespinternational, Knowledge Village, Dubai, UAE

t:+971(0)43690798e: [email protected]

www.esprecruitment.co.ukesprecruitment, Manchester Street, London, W1U 7LH

t:+44(0)2072992960e: [email protected]

the events industry salary survey · the high average salary is attributed to a legacy of...

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