What makes us stand out from the crowd is that our people are at the heart of our business. Attracting and retaining the best of the best is what makes us successful.
We’re a team of individuals who lead the industry by supporting one another and working collaboratively across Europe.
We’re powered by people as diverse as the audiences we serve – and that’s our strength. We believe best-in-class ideas, experiences, and outcomes come from inclusive teams where everyone truly belongs.
As a business of over 1,000 people across five countries and 14 different locations, we firmly believe that when every voice is heard, innovation thrives; when every person belongs, performance soars.
Equity, diversity, and inclusion aren’t side projects – they’re a mindset, a business imperative, and a lived reality reflected in how we work, create, hire, and grow every day as a global leader in live entertainment. This is a journey – one we’re walking together, with shared purpose and passion.
Cycle through our key pillars below to find out exactly what we mean.
In 2024, 82% of our colleagues said they feel a sense of belonging at AEG Europe – a 13% improvement since 2022. Today, 90% of employees report feeling that they belong and are proud to work for AEG. This significant growth reflects our deliberate effort to create best-in-class environments where everyone - regardless of background - feels seen, heard, and valued.
We’re proud to report continued reductions in both our gender and ethnicity pay gaps - clear evidence that our focus on pay transparency, inclusive hiring, equitable progression, and a supportive culture is driving meaningful change.
We’re not just tracking disparities – we’re closing them. Accountability is embedded across all decision-making levels. Recognising the impact of caring responsibilities on the gender pay gap, we revamped our family policies, with employees benefiting from enhanced parental leave, flexible working, and coaching throughout the maternity journey. This support has proven effective, with 89% of mothers returning to work post-leave.
To drive equitable progression, we launched a Management Development Programme for all new managers in 2023. Women made up 85% of the first cohort and 65% of the second. This investment in leadership development is helping to close the gender gap: 63% of all promotions last year went to women, including 64% at Director-level and 50% at VP-level and above.
We’ve made tangible progress in building a more inclusive and representative leadership.
Female representation at VP+ level has increased from 21% in January 2022 to 29% today, with women now filling 48% of our Director-level positions. Ethnic minority representation at VP-level and above has more than tripled, rising from 8% to 26% – a clear indicator of AEG’s commitment to diversifying the top levels of our business. While Director-level ethnic representation has remained steady at 25%, our overall ethnic origin disclosure rate has risen from 52% to 87%, reflecting a culture of growing trust, transparency, and engagement.
Our recent Neurobridge audit, which found that 55% of respondents identify as neurodivergent, further reinforces the importance of taking a nuanced, intersectional approach to inclusion – one that recognises difference, values lived experience and drives meaningful change across every part of our business.
Our progress was recognised externally in 2024, as we achieved Gold Status on the EDI Maturity Curve – an industry-leading benchmarking framework developed by Inclusion In in collaboration with the Centre for Diversity Policy Research and Practice at Oxford Brookes Business School.
Out of more than 70 participating organisations, AEG Europe ranked in the top 10, earning a spot on the Leading Edge of the maturity curve. This ranking evaluates:
AEG Europe’s leadership team is not only aligned behind our EDI vision, but they’re also driving it forward. Key elements of leadership accountability include:
Inclusion is fully embedded across the entire employee lifecycle:
In 2021, at a pivotal moment for the live entertainment industry, we launched our 'We All Make A Difference' programme, introducing five dedicated Employee Network Groups (ENGs). These groups share a common mission: to empower our people, celebrate our differences, and create a truly inclusive workplace.
Our ENGs – Women, embRACE, Pride, Family, and Mental Health & Wellbeing – are catalysts for positive change and are at the heart of cultural change. They foster supportive communities where every voice is heard and valued. Through inspiring conversations and community building, they have been key in driving us toward an award-winning culture that reflects the diverse world we live in.
To celebrate these groups, we created a series of videos showcasing some of their work, check these out below.
Don't just take our word for it — hear it from the team.
Our people are the behind-the-scenes pros and side-of-stage heroes, keeping things running smoothly for artists, partners, and fans alike.
Now, it’s their turn to step into the spotlight and share what life at AEG really means to them.
