FEATURE:
Both Sides of the Story
IN THIS PHOTO: Little Mix’s Leigh-Anne Pinnock has discussed her experiences of racism in the music industry/PHOTO CREDIT: The Times
The Subject of Increased Diversity in Music
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I want to bring in a couple of articles…
PHOTO CREDIT: @chrisbulilan/Unsplash
that were published earlier this week; both relate to greater diversity in music. It has been a very challenging year for us all, and I was not really expecting the music industry to implement too much change and progress. Not that this is a slur or cynicism: more, there is so much uncertainty around that everybody who works in the industry is just holding for dear life! Whilst there are steps that need to be taken regarding racial diversity in music – such as greater representation on radio playlists and in the media at large -, there does seem to be movement happening. As this BBC report shows, we have seen progress happen in the past four years:
“There has been a significant increase in the number of black, Asian and minority ethnic staff in the music industry since 2016, a new report says.
The proportion of minority ethnic employees has risen from 15.6% in 2016 to 22.3% this year, according to trade body UK Music.
The report noted that representation is worse in higher-paid jobs.
Among those earning more than £100,000 per year, just 27% were women and 12.2% were not white.
In low-paid jobs - where salaries are less than £15,000 - the figures were 59.4% and 33.6% respectively.
Overall, female representation was at 49.6% in 2020 - roughly the same as in 2016.
UK Music, which represents the recorded and live music industry, has conducted a diversity study every two years since 2016.
PHOTO CREDIT: @lechonkirb/Unsplash
The latest report follows moves in the industry to better support the black community, with initiatives such as #BlackoutTuesday, prompted by George Floyd's death and the Black Lives Matter campaign.
Since then, artists including Little Mix's Leigh-Anne Pinnock have come forward to discuss their experiences of racism in the industry.
UK Music said more still needed to be done, and its latest report was accompanied by a 10-point plan to improve diversity.
Among its commitments are:
· Removing the word "urban" to describe music of black origin, using genre-specific terms like R&B or soul instead
· Ending the use of the "offensive and outdated" term BAME in official communications
· Maintaining a database of people responsible for promoting diversity across UK Music
· UK Music members will commit to spending a portion of their annual recruitment budget to ensure a diverse candidate pool
· Members will pledge to increase diversity in middle and senior management”.
It is really positive that there is this commitment and action being taken. Not only will these moves benefit every corner of music, but they are long-overdue acknowledgments of problems that have afflicted the industry for decades. I think there will be greater richness and representation going forward, and that will lead to changes regarding the imbalance at managerial levels. A separate article from The Guardian found that, whilst there is promise regarding diversity and evolution at some levels, there is an issue when it comes to senior management and the racial breakdown:
“The senior levels of the UK music industry remain stubbornly white and male, with Black, Asian and minority ethnic employees making up only 19.9% of executive roles, and women 40.4%, according to a study.
PHOTO CREDIT: @bayumartdiansyah/Unsplash
The latest biennial UK Music report into industry diversity found general signs of progress: Black, Asian and minority ethnic representation across the board rose from 17.8% in 2018 to 22.3% in 2020. Gender participation has held steady, with women representing 49.6% of industry roles, marginally up from 49.1% two years ago.
But despite an increase of gender and ethnicity diversity at nearly every level, career development for these groups remains sluggish, with representation tailing off in higher age and income brackets. The number of women in the 45-64 age group has fallen from 38.7% in 2018 to 35% in 2020. Nadia Khan of Women in Ctrl, an organisation that supports women in the music industry, said ageism was “rife”. “An older women is seen as past it, whereas older men are seen as wise and accomplished.”
UK Music’s members – among them the Association of Independent Music, the British Phonographic Industry and the Musicians’ Union and the Performing Rights Society – have committed to investing in recruitment and training to to ensure a diversity of candidates and fair career opportunities, as well as programmes to increase diversity in middle and senior management, working towards targets of 30% Black, Asian and minority ethnic representation and gender equality. Each member will develop diversity policies and targets and invest in social organisations whose work relates to gender and race”.
The fact that conversations are happening and reports are being published highlights the pledges being made in addition to the gaps and areas that need addressing. I hope that gender is also a big focus going forward regarding senior management. The bigger roles are still very white and male, so an overhaul and investigation is needed. I think this year has been bad enough for all artists, but I get the impression that the struggle to be heard and spotlighted is harder for Black, Asian and minority artists. As we look to 2021, not only will a lot be done regarding venues and keeping as many alive and operating as possible, but to create greater diversity, inclusion and recognition. It is a shame that senior management roles are still predominantly white, but the growing number of Black, Asian and minority artists coming into music (and the increase over the past four years) is reason for cheer. Even though this year has been a dismal one I think, for many reasons, 2021 will be…
PHOTO CREDIT: @hyingchou/Unsplash
A much more positive one.