A NEW report has found that increasing diversity in the UK music industry does not reach up to senior level.
The industry remains predominantly male, and white.
The UK Music Diversity Report is conducted every two years. It tracks diversity and inclusion in the industry.
The latest report found progress had been made.
Black, Asian and Minority Ethnic (BAME) representation increased from 17.8% (2018) to 22.3% (2020). Women’s representation in the industry however, increased by just 0.5%.
BAME employees made up 19.9% of executive roles, and women 40.4%.
The percentage of women aged 45-64 fell by 3.7%, meaning they made up just 35% of employees in 2020.
To combat the disparities, UK Music have announced a 10-point plan to promote inclusion and equality. The plan was created in collaboration with music industry figures.
- The term “Urban” will be replaced by either a genre, such as Soul or Rap; or alternatively “Black music”.
- UK Music members to organise a database of those responsible for diversity.
- Uk Music members must spend an allocated amount of their budget to ensure a diverse candidate pool.
- UK Music’s annual training budget must be partially spent on a 12-month diversity training programme.
- UK Music members must allocate a budget to implement a programme towards increasing middle and senior management.
- UK Music must implement better transparency around the Gender and Ethnic pay gap.
- Each UK Music representative must identify a socially engaged organisation whose work relates to gender/race to invest in on a long term basis.
- Each UK Music rep must develop diversity policies and set diversity targets within core staff.
- UK Music aims to have 80% of core staff respond to their next survey.
- Each UK Music member must work towards increasing diversity on exetuvice borns, with goals of 30% (BAME) and 50% (woman).