Imagine a world where talent is recognized and nurtured regardless of background. That's the driving force behind Experiential in Color, a program dedicated to fostering diverse leadership in experiential marketing. But what if I told you that a simple yet powerful tool – mentorship – is proving to be the key to unlocking unprecedented career growth and opportunity for these rising stars? Since its launch in 2021, Experiential in Color has been diligently working to cultivate a vibrant pipeline of diverse talent within the events industry.
Now, fast forward to 2025. A new mentorship initiative has not only validated the program's core mission, but has also revealed the essential role of mentorship in building successful careers and businesses.
Karlene Palmer-Mcleod, Senior Experiential Marketing Manager at Proximo Spirits and a key member of the Experiential in Color Steering Committee, puts it powerfully: "Mentored employees are five times more likely to be promoted!" And here's a statistic that truly highlights the initiative's impact: mentoring can boost minority representation in management from 9% to a staggering 24%. This is the kind of tangible change Experiential in Color is striving to achieve. In January 2025, the committee launched a peer-to-peer mentorship program, furthering their commitment to fostering growth and opportunity.
But here's where it gets controversial... Some might argue that mentorship programs are merely performative, a way for companies to appear inclusive without making real systemic changes. Experiential in Color is actively challenging this notion by creating a program that fosters genuine connection and provides measurable results.
Palmer-Mcleod emphasizes that this is no one-way street: "It’s a two-way street, where conversations strengthen the mentor just as much as they do the mentee." In fact, she admits that she's constantly learning from individuals with as little as two years of experience because they have unique insight and familiarity with new tools and strategies. This highlights the importance of diverse perspectives and the mutual benefits of mentorship. The initiative, also led by Jillian Austin (Creative Director-Experiential Innovation, MC²), Gabriela Neves (Partner, Factory360), and Esther Sarpong (Director-Experiential Retail, Brookfield Properties), launched a comprehensive application process. It was met with huge interest across the board, from students and young professionals to seasoned event managers, creative directors, agency founders, and senior brand executives.
Jillian Austin reflects on the program's early stages: "I’ve been in experiential marketing for over 17 years, but I didn’t really fully understand the community that was here." She recalls the committee's discussions about creating a space where individuals could find the guidance and support they craved earlier in their careers. This reflection ultimately led to the creation of the impactful mentorship program.
The Steering Committee meticulously analyzed each application, carefully matching mentors and mentees based on a range of factors, including professional experience, daily responsibilities, career aspirations, areas of expertise, and even personal interests. After creating nearly 50 pairings, the committee introduced the matches and encouraged them to develop their own meeting schedules and structures.
The results? Nothing short of remarkable. In its first year alone, the program has been credited with helping mentees secure new roles, navigate career transitions, and uncover hidden passions. And this is the part most people miss: mentorship isn't only for those starting out. Established professionals also expressed a desire to learn from more experienced colleagues or peers at a similar level.
The Experiential in Color Mentorship Program actively facilitated these connections, opening doors to unexpected avenues through platforms such as Microsoft Teams and the Experiential Marketing Summit (EMS), which took place in Las Vegas from April 14-16.
Event Marketer provided full conference EMS passes for mentees selected by the Steering Committee and offered a mentorship program discount to all participants. Spirit Airlines covered the airfare and MGM Grand provided accommodations for ten mentees who were selected to attend the conference.
Palmer-Mcleod highlights the importance of this support: "We were really grateful to the sponsors that stepped up and enabled 10 people who wouldn’t have been able to attend EMS to have that first-time opportunity and experience to then build on." She adds that the goal is to strengthen the program's offerings and make EMS more accessible.
At the conference, committee members Austin, Neves, and Sarpong led a panel discussion about the program, addressing the challenges faced by BIPOC professionals and the impact of mentorship on career growth. The committee also hosted the inaugural Experiential in Color Mentorship Program Mixer, sponsored by TCG Collective, providing a valuable networking opportunity for program participants and EMS attendees.
Esther Sarpong shared her initial expectations: "When we launched, we didn’t know what to expect. We knew how passionate we were about the program, but we weren’t sure what anyone was really going to do." The team initially hoped for just 10 applicants. "That’s when we realized that we had something special. It was no longer just special to us, it was special to others in this industry who were looking for a space to come and grow in their career and be able to really make an impact."
As the 2025 program nears its conclusion, Event Marketer spoke with three mentor/mentee pairs who have maintained regular contact, set monthly goals, exchanged advice, and navigated workplace challenges together. Their experiences offer valuable insights into the program's impact and the lasting connections it has fostered.
While each mentor/mentee relationship is unique, one thing is clear: these connections will continue to thrive long after the program officially ends.
Palmer-Mcleod concludes: "It takes a village to build something like this, and if more people share these platforms and opportunities, then the industry thrives. Thank you to everyone who believes in this program. We just have to keep growing."
This program is a beacon of hope, but it also raises important questions: How can we ensure that mentorship programs are truly effective and not just a superficial attempt at diversity? What role do companies play in supporting these initiatives and fostering a culture of inclusivity? And what more can be done to break down systemic barriers and create equal opportunities for all?
What are your thoughts on the role of mentorship in promoting diversity and inclusion? Do you believe that programs like Experiential in Color are making a real difference? Share your opinions and experiences in the comments below!
