Insight
Diversity and Inclusion Initiatives in the Music Business
If the wider music industry wants innovation, creativity and a soundscape that reflects the rich cultural mix of our society, then it’s clear that diversity and inclusion (D&I) must be a priority.
A focus on D&I from music industry bodies, leaders and organisations will hopefully mean that a broad range of talent, perspectives and experiences are all represented within the sector alongside the sounds and artists that rise to the top.
Recent research underlines the importance of supporting D&I. According to UK Music’s most recent Black Music Means Business: Driving Economic Growth In The UK report, Black music is the central force powering the UK music industry, making a commercial contribution of 80 percent and £24.5bn out of a total £30bn UK market, across 30 years of recorded music.
Studying a music business course like SAE’s Music Business degree at a specialist school in creative industries education can be an essential step in getting to grips with the latest D&I initiatives alongside other trending topics. Not only does a knowledge of D&I help you navigate the wider industry but it also shows how breaking down stereotypes or structural barriers can deepen connections between music fans and artists.
Our blog will explore the initiatives aimed at closing gender pay gaps, supporting underrepresented talent and why a more inclusive music industry is a long-term initiative we should all be aiming for. If you want to join one of our courses, then contact our team now.
Why the creative industries needs to be diverse and inclusive
Diversity is a strength, not a weakness in every area of society and industry statistics reveal how the UK music industry is increasingly focusing on this, from prioritising a diverse workforce to establishing new creative partnerships.
The UK Music Diversity Report 2024 revealed how a total of 53.8 percent of those who responded to its 2024 survey identified as a woman – a rise from 52.9 percent in 2022.
There was an increase in the total number of employees from ethnically diverse communities compared to 2022 – with the percentage rising from 21 percent in 2022 to 25.2 percent in 2024.
From these stats, there are clearly commitments to bringing together different perspectives, experiences, and ideas to foster greater creativity and ensure the industry stays vibrant.
However, despite progress, a study from the Musicians Union revealed how 62 percent of musicians have witnessed or experienced discrimination. These findings show that urgent action on race, gender, and disability representation is still required if the sector is seriously focused on creating a fairer world.
What are the core strategies for establishing an inclusive music industry
There are different ways industry organisations and professionals are looking to raise awareness of the need for greater diversity to ensure that those professionals and artists from underrepresented backgrounds feel supported in their endeavours.
Many of the major record labels such as Sony Music or Universal now invest in gender pay gap reporting. The latest figures for Universal in 2024 revealed how the company’s mean (average) pay gap increased slightly to 27.5 percent (up from 25.9 percent in April 2023). Despite this rise, the median gender pay gap saw a reduction of 0.9 points to 23.5 percent. There are now calls for mandatory reporting of ethnicity and disability pay gap data too.
Elsewhere, training and education is seen as a core strategy for embedding equality understanding into future music industry workplaces. Dedicated mentorship programmes, apprenticeships and mandatory inclusion training now focus on addressing unconscious bias.
Many of the major labels and companies now want to not only implement gender equality but create inclusive work environments to offer safe spaces and support neurodiverse individuals as well as those with disabilities. This includes staff training on neurodiversity, disability, and anti-racism while using blind recruitment techniques and auditing recruitment agencies to remove biases.
UK Music and its members also support the Creative Industries Independent Standards Authority (CIISA). Its purpose is to uphold and improve standards of behaviour across the creative industries and to prevent and tackle all forms of bullying and harassment.
The Gender Pay Gap
The gap in pay between men and women persists in the music industry, with women earning less and being significantly underrepresented in the highest income group.
According to a Musician Union census, the average annual income for a female musician was found to be £19,850, compared to £21,750 for men.
Women also only make up just 19 percent of the highest income bracket of those earning £70,000 or more from music each year.
The worries surrounding the pay gap are compounded by women musicians being more qualified than their male counterparts. 14 percent more women have a music degree, and 15 percent have a postgraduate music qualification. However, this doesn’t equate to higher average earnings.
Elsewhere, the UK Parliament’s Misogyny in Music report (originally published in January 2024 and updated in June 2025) revealed “endemic” sexism, sexual harassment, and discrimination against women in the music industry, characterising it as a “boys’ club”.
Key findings highlight barriers like rampant sexual harassment, unequal pay in the workplace, and the misuse of Non-Disclosure Agreements (NDAs) to silence victims.
What initiatives are championing Diversity and Inclusion
The creatives industries feature a wide range of initiatives aimed at championing D&I, eradicating racial inequality and reinforcing gender equality.
Some of the key organisations and programmes include:
UK Music Diversity Taskforce: Established in 2015, the taskforce (pictured above) produces a biennial report on diversity in the music industry, uses a ten-point plan, and sets targets for increased diversity on industry boards.
Power Up: Co-founded by PRS Foundation and Ben Wynter and managed by PRS Foundation in partnership with Beggars Group and the Black Music Coalition, Power Up aims to tackle anti-Black racism and address disparities in career progression for Black music creators and professionals.
Black Music Coalition: The coalition was set up in the summer of 2020 following the murder of George Floyd in the US. It aims to eradicate racial inequality and establishing equality and equity for Black executives, artists and their communities within the UK music industry.
Black Lives in Music: Black Lives in Music addresses the current inequality of opportunity for Black, Asian and Ethnically Diverse people aspiring to be artists or professionals in the jazz and classical music industries.
Keychange: Keychange is a pioneering international initiative which transforms the future of music whilst encouraging festivals and music organisations to include 50 percent women and underrepresented genders in programming, staffing and beyond.
shesaid.so: A global community supporting women and gender minorities in music, with chapters in major cities worldwide.
Attitude is Everything: Since 2000, this organisation has been connecting disabled people with the music and live event industries to improve access and inclusivity.
Women in CTRL: Women in CTRL is an independent research and leadership organisation examining power, representation, and decision-making across the music industry.
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