Ethnic diversity in UK music industry falls

Ethnically diverse representation within the UK music industry employees has declined in the last two years, despite ongoing initiatives to improve diversity in the workforce.

Findings from the UK Music's Diversity Report 2022 reveal a reversal of the trend seen in the three previous surveys, which showed a gradual but significant increase in representation in the sector.

For the 2022 survey, 21% of respondents identified as Black, Asian or from another ethnically diverse background, compared with 22.3% in 2020, the last time the biennial study was conducted – a drop of 1.3 percentage points. However, the proportion remains higher than the 2018 survey, when it was 17.8%.

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The survey recorded a drop in representation across all levels in the industry, as well as continuing disparity between different career levels.

The report states: “It is still the case that those from a Black, Asian or ethnically diverse background are well represented at lower career levels and less well represented at higher levels.”

Of those respondents who work at a senior level, 18.2% were Black, Asian or ethnically diverse compared with 19.9 % in 2020.

At entry level 23.6% were Black, Asian or ethnically diverse, compared with 34.6% in 2020, and at apprentice/intern level the proportion was 35.6% at apprentice/intern compared with 42.1% in 2020.

Impact of pandemic

The report’s authors said the reason for the drop in people from Black, Asian and ethnically diverse backgrounds was unclear, but that the impact of Covid-19 could “partly explain the decrease”.

It has been widely acknowledged, including in a House of Commons report into the impact of Covid on the labour market, that people from Black, Asian and ethnically diverse backgrounds have been among the worst hit by the pandemic.

Citing this evidence, the report states: “As early career jobs could have been impacted by the pandemic, and given Black, Asian and ethnically diverse individuals are better represented in apprentice, intern, and entry-level positions in the music industry than at other career levels, we can see how this can affect representation in the industry.”

Covid is also seen as a factor in figures for those in the 65+ age bracket, which for Black, Asian and ethnically diverse respondents has dropped from 13.1% in 2020 to 5.6% in 2022.

This could be due to older people leaving the job market altogether after being furloughed, losing work or moving to another industry.

“This may have impacted Black, Asian and ethnically diverse people in the music industry to a greater degree as they are less likely to be in senior roles, where these trends are less prevalent,” suggests the report.

Framework for change

Jamie Njoku-Goodwin, Chief Executive of UK Music, said the findings were “incredibly revealing", adding that while progress has been made "there remains much more we need to be doing”.

The report, which also explores workforce diversity in terms of gender, disability and age, includes a 15-point plan for change in the industry. The plan was developed by UK Music's Diversity Taskforce from the survey's findings and a series of round-table events.

It focuses on ‘The Five Ps’ – People, Policy, Partnerships, Purchase and Progress. Described as "a framework for change and charting progress in the longer term across multiple protected or diverse characteristics", its recommendations include increasing opportunities for underepresented groups, the development of a five-year strategy, and the establishment of an education programme to enable staff to grow beyond the boundaries of their roles and responsibilities.

Anneliese Harmon, General Manager of the Music Managers Forum (MMF), told ArtsProfessional that as "an active participant in the UK Music's Diversity Taskforce", MMF has taken “important steps to improve inclusivity both within our organisation and across the wider management community”.

This has included the MMF Accelerator Programme, which has provided grants and training to more than 80 independent music managers, of which 43% come from Black or ethnically diverse backgrounds.

Harmon added that the organisation’s commitment to diversity “starts at the top”, with 33% of its board, team members and wider membership being People of Colour.

She said: “We are proud to say we have not experienced a decline in our diverse representation."

Eve Horne, Executive Director of the Music Producer's Guild (MPG), said: “I am the first female of colour and person of colour to be on the MPG board.

"We are taking this issue very seriously and working towards making sure we increase diversity in our membership across the boards when it comes to Black, Asian and ethnically diverse members.”