On the one hand, it throws into a harsh light just how hard it is for women to rise up in an industry where systemic problems means that men are hogging the top roles. UK Music’s 2018 Diversity Survey results which measured gender and ethnicity across the music industry workforce, found there was an encouraging 6.3 percentage point increase among female workers aged 35 to 44 and a welcome 6 percentage point increase in females aged 45 to 64. As for the music industry, there was always the realisation that its gender pay gap was real. Revenues are rising, streaming is succeeding and there’s a general feeling of optimism in the air. The music industry wouldn't exist without songwriters, and its gender gap is the biggest of them all: only 19 per cent of APRA payments (APRA is the organisation that pays Australian songwriters royalties) were made to women in 2018. Live Nation’s UK operation just reported a 46% gender pay gap. I have mixed feelings on the fact that the major label pay gap stats demonstrate that, amongst the lowest-paid roles in their UK companies, the gender split is close to 50/50. Executive coach Claire Singers, who has a long history in the music business as co-owner of successful UK PR firm LD Communications, works with companies and employees to improve performance at work. “We continue to look forensically across our entire company, from many different perspectives, to activate the right Diversity & Inclusion strategies and to ensure mindful action is happening every day.”. “Most of the people who work at CAA don’t come asking, we look at what they do and offer them a pay rise if they are worthy of it,” said Banks at UK trade show ILMC in March. Masha Osherova, EVP, human resources, WMG, wrote in the company’s submission: “While we’ve made real progress in many different areas, we’re acutely aware there’s still much more work to do, especially if we are to be as diverse and inclusive as we aspire to be and if we are to increase the number of women in leadership roles. Warner deserves outcry and brickbats for its staff numbers today – the worst of the three majors – but it also deserved commendation for its directness and certainty that transformation is required. “Fleetwood Mac has two women and we … “Everyone that’s in a position of power should take a look at themselves and ask, ‘What am I doing about this? Often when women come back into that after having a baby, they just can’t function in that presentism work culture.”, music industry is generally behind companies like. A study in 2015 by McKinsey consultants surveyed more than 350 large public companies in North America, Latin America and the UK. Introducing EarthPercent. In the wake of today’s numbers – and an icky 49% average gender pay gap – Warner Music Group has already pledged to make serious change. The industry has an opportunity to build itself again from the ground up in order to ensure those revenues keep rising. Why are Paul McCartney, Led Zeppelin, Sting, Chris Martin and Stevie Nicks demanding the UK government 'fixes streaming'? It found that those with the most gender-diverse staff were 15% more likely to produce better returns than other local companies. Digging a little deeper, the stats reveal that all three of the major labels reported a gender pay gap above the national average of 18%. There were some changes to enforcement of the gender pay gap reporting regulations for the 2020/21 reporting year (which used a snapshot date of either 31 March 2020 or 5 April 2020). 72% of all women and 76% of all men receive bonuses, but women only receive 77p for every £1 a man receives in their bonus, or 23% less than men (using the mean it is 43% less). Research by McKinsey shows that if you offer smart working, you retain senior women. To mark the occasion, MARE will be making some comments on the gender pay gap in the music industry, and how women are periodically misrepresented and underrepresented in this way. Elsewhere, an average of only 31% of leadership positions at majors are filled by women. But it’s interesting that Atlantic Records in the US is led by a woman, Julie Greenwald, who alongside her co-head, Craig Kallman, has ensured a 50/50 gender balance in her label’s staff. Names like Aretha Franklin, Taylor Swift, and Beyonce have become synonymous with success. At Universal’s Island, Annie Christensen was promoted to A&R Director toward the end of last year, and Claire Mas was named Head of Digital in October. See more ideas about music industry, music, gender. “The gender ratio of male producers to female music producers is 47 to 1,” the report said. Why SoundCloud has the music business right where it wants it. Let's take a closer look. There is still a long way to go with inequality in the industry. I often wonder about the few women who do end up in charge at large-scale music companies: does the struggle to make it that far in a male-dominated, competitive work culture make some of them more hardened than they should need to be? On average, women working at one of the three British major labels earn 33.8% less than men. This roughly reflects the percentage of APRA members who are women - about one in five. The concerts giant also confirmed a shocking 88% difference in bonuses between male and female employees, despite the fact women are in a comparatively high 41% of leadership positions within its company. In the ‘upper middle quartile’ of Universal Music UK (ie. Stats revealed by MBW today have shown the difference between the hourly earnings of men and women working in their UK organizations – and it makes for fairly damning reading. the average difference in the money earned by a female member of staff vs. a male one) was 29.6%. Firms that were racially and ethnically diverse performed even better, and less diverse companies were less likely to do well. Clearly, gender disparity in the music business isn’t just a UK problem. McKinsey’s UK managing partner, Vivian Hunt, told the FT: “Most of the people who work at CAA don’t come asking, we look at what they do and offer them a pay rise if they are worthy of it,”, She added: “Everyone that’s in a position of power should take a look at themselves and ask, ‘What am I doing about this?’ The same goes for people being, At Universal, these include the aforementioned Jo Charrington, who was upped to co-President of Capitol in September, and Rebecca Allen, who was named President of, Elsewhere, Sarah Thwaites was named Head of, More recently, Emmy Lovell was promoted to SVP of Digital and marketing exec Jennifer Ivory was named General Manager of, In the wake of today’s numbers – and an icky 49% average gender pay gap –, Masha Osherova, EVP, Human Resources at WMG, admitted in an internal report: “Our current gender pay gap numbers make starkly clear the need for us to accelerate the pace of change at. UK law stipulates that a company with more than 250 employees must reveal their gender pay gap. Meanwhile, the report revealed that BAME representation across the industry rose from 16% in 2016 to 18% in 2018. The mean average gender pay gap across all three companies (i.e. It’s difficult to create equality in an organization when it doesn’t currently exist, but it’s not impossible. the second tier of executive pay), 57% of employees are male and 43% of employees are female. Is the UK music industry set for a gender pay gap row? Apr 5, 2018 - The music industry's gender pay back is very real and even worse than many thought. Universal Music UK said that 1,330 staff are covered by its gender pay submission to the government. Now live on our website! Delivered for FREE, direct to your inbox each day. Sony Music UK reported a pay gap of 4.6% (median) – better than the national average of 9.1% – with a near-equal proportion of women (75.3%) and men (74.3%) receiving a bonus. MBW occasionally sends important promotional emails that involve strategic collaborations with industry partners. Or did a diversified workplace help give the company an edge over its competition? There are complexities to these numbers that give reason for optimism – which we’ll get onto shortly – but let’s not also pretend this fact isn’t true: as women progress through the music business, they are simply not reaching the professional statuses of their male counterparts with nearly enough regularity. More recently, Emmy Lovell was promoted to SVP of Digital and marketing exec Jennifer Ivory was named General Manager of Warner Bros. in January. This was largely driven by executive appointments and leavers, most notably the appointment of a female CEO during 2019. Writing in a statement, Sony Music UK said: “While our gender pay gap is closing, having fewer women in the most senior roles has had an impact.” They also pledged to deliver learning programmes in an “inclusive environment” and to improve their support for working parents. Is it just coincidence that Atlantic was the biggest label in the US last year with a 12% streaming marketshare, and just swept the Grammys? Vick Bain, blog, diversity in the music industry issues, gender pay gap, equality in music The past few months has seen music, indeed all the creative industries, worry about its existential future. For more information please read this guidance. Here, MBW Contributing Editor, Rhian Jones, gives her take on the news…. As of April 5th, 2019, the average gender pay gap at Sony Music UK was 26.0%, and 31.5% at Warner Music UK. Universal Music UK said that 1,330 staff are covered by its gender pay submission to the government. Female executives are also paid 88% less on average than men in the same roles. Live Nation are yet to comment on the statistics. the third tier) there are also 57% male employees and 43% female employees, while in the bottom quartile (ie. The world's defining voice in music and pop culture since 1952. In the wake of today’s numbers – and an icky 49% average gender pay gap – Warner Music Group has already pledged to make serious change. The best of MBW, plus the most important music biz stories on the web. Building an inclusive, diverse culture is not only a moral imperative; it’s integral to our commercial and creative success. While 42% of the company is comprised of women, those in leadership roles is a low 16%. The major labels should be asking themselves why they are so far away from these figures. At first glance, it may not seem so. Is Timbaland about to transform the music production business (again)? Masha Osherova, EVP, Human Resources at WMG, admitted in an internal report: “Our current gender pay gap numbers make starkly clear the need for us to accelerate the pace of change at Warner Music UK. Songtradr acquires Pretzel, which provides DMCA-proof music for Twitch and YouTube livestreamers. Written by MARE founder Alexandra Dominica. Looking at recruitment policies and unconscious bias, and recruiting the best people for the team, not necessarily the best person for the job. And then get a move on.Music Business Worldwide. Smart/flexible working. Sony Music’s mean gender bonus gap is now 50.1%, while the median gender bonus gap is 12.1%. That will happen, in part, thanks to a diverse stable of talented employees who feel supported and appreciated. The gender gap Georgina Born and Kyle Devine highlighted the “highly (male) gendered digital music field ” in which approximately 90% of music … The major labels have reason to be feeling sheepish. Think about it: those two facts combined don’t make for fun reading. The three major labels today released gender pay gap figures for the UK, this week. The gender pay gap among all employees was 15.5% in 2020, down from 17.4% in 2019. In the words of top lawyer. Continue reading “The major labels should be asking themselves why they are so far away from these figures.”. the lowest-paid), those stats stand at 51% male and 49% female. “If you’re saying you think diversity is really important to your organisation — what are you doing to achieve it?”. the biggest label in the US last year with a 12% streaming marketshare, and just swept the Grammys? Former BASCA CEO and diversity consultant Vick Bain analyses the trends and urges the industry … Aug 19, 2019 - Explore Cindy Douglas's board "Gender in Music Industry" on Pinterest. “let’s not also pretend this fact isn’t true: as women progress through the music business, they are simply not reaching the professional statuses of their male counterparts with nearly enough regularity.”. An equal proportion of men and women – 74% – received bonus pay. Billboard’s profile of the fifty most successful women in music impresses. MBW does not and will not share your data with any third-parties. However, in the top pay band, the split is 70%-30% in favour of men. There's always been a gender imbalance in pop music - just think about the genders of the biggest stars of the past 60 years. Highlighting these gender differences could help inform ongoing public debates about the lack of female representation and resulting pay gap in the music industry… The three major labels, using figures from April 2017, showed 33.8% pay gap. Elsewhere, Sarah Thwaites was named Head of Sony’s classical imprint Masterworks UK in January. In our previous article regarding gender gap in the music industry, we talked about gender inequality and the contribution of women in the music industry.This time, we highlight the underrepresented presence of women in higher positions in the music industry. Among full-time employees the gender pay gap in April 2020 was 7.4%, down from 9.0% in April 2019. Some are even occupying that space with business ventures, lectures, group networks, workshops, labels, this is going a long way to making music feel more inclusive. The gender pay gap remained close to zero for full-time employees aged under 40 years but was over 10% for older age groups. Masha Osherova, EVP, Human Resources at WMG, admitted in an internal report: “Our current gender pay gap numbers make starkly clear the need for us to accelerate the pace of change at Warner Music UK . Measure the situation as it is now and set goals and targets with a timeline. These emails form part of the service you elect to receive when you subscribe to any of MBW's free email services. You can unsubscribe from said promotional emails at any time. “For every 10 per cent improvement in gender diversity, you’d see a 2-4 per cent increase in profits.”, McKinsey’s UK managing partner, Vivian Hunt, told the FT: “For every 10 per cent improvement in gender diversity, you’d see a 2-4 per cent increase in profits.”. But on the other, it gives us hope for the future – that in 10 or 15 years’ time, the gender split we see amongst these junior staff members will carry through to the very highest level. Diversity across all the ranks of your company – which equal pay will help achieve – quite literally makes business sense. Sony Music … Singers suggests a five-step practical plan to achieving diversity in the workplace – and she talks a heck of a lot of sense: To anyone whose gender pay statistics caused them to feel uncomfortable and embarrassed today, I simply say this: Get over it. The music business is on the eve of a global rejuvenation. Having an encouraging boss who believes in your talent and justly rewards it is a key motivator. Apple – Artist Relations: Dance & Electronic (US), Purple Wall – Product & Day-to-Day manager (UK), Kobalt Music Group – Assistant Manager, Writer & Publisher Relations (DE). That disparity is easy to spot in real life: today, there are just two female Presidents of frontline major labels in the UK, both at Universal – Jo Charrington at Capitol and Rebecca Allen at Decca. Music Industry Gender Pay Gap Is Very Real [New Stats] The music industry's gender pay back is very real and even worse than many thought. But things were really eye-opening (and embarrassing), when British music companies divulged their gender wage disparity last year, a demand by its government. Last year, the BBC gender pay gap was revealed to be 9%, concluding that there’s no “systemic” gender discrimination. When it comes to songwriters, 57 percent of the songs studied did not credit a woman. Today’s numbers really drill home this question: does the music business have enough inspiring leaders who believe in fairness – and who truly understand the benefits of equality and mentorship? Universal Music UK, Sony Music UK, Warner Music UK and Live Nation have today released their gender pay gap statistics. A change in UK law means that companies in the market with more than 250 employees must reveal their gender pay gap stats by tomorrow (April 5). Part of the reason collaborations are now more common is … Universal reported a median pay gap of 16.7% and a mean pay gap of 29.8% while an equal 74% of men and women received bonuses. We’re committed to making the right changes and working towards closing this gap.”. The music industry must respond to the greatest challenge humanity faces. Creative & Cultural Skills report that the gender divide across all music industry related jobs is 67.8% male to 32.2% female. “While we’ve made real progress in many different areas, we’re acutely aware there’s still much more work to do, especially if we are to be as diverse and inclusive as we aspire to be, and if we are to increase the number of women in leadership roles. said Banks at UK trade show ILMC in March, Revealed: What major labels are paying women compared to men in the UK, Here’s what the major labels are doing to fix their gender pay gaps. In the ‘lower-middle’ quartile (ie. When I flagged this, I was told they were ‘just better at negotiating’ and that I shouldn’t discuss private information.”. The major labels have reason to be feeling sheepish, What’s more, an average of just 31% of leadership positions (the ‘top quartile’) at all three labels are filled by a woman, That disparity is easy to spot in real life: today, there are just two female Presidents of frontline major labels in the UK, both at. “If people aren’t actively looking at these areas, setting goals and targets and making themselves accountable, it’s not going to happen,” she says. Hidden Women: IWD 2021 and The Gender Pay Gap in The Music Industry. A lower proportion of women now receive a bonus – 71.5% compared to 76.3% for men. But, womxn are creating a space within the industry. Across the board, the gender pay gap is significant, averaging 33.8 per cent overall, with 29.8 per cent at Universal, 22.7 per cent at Sony and 49 per cent at Warner. And at Warner UK, Mel Fox was promoted to Chief Transformation Officer in September. To their credit, the UK major labels have promoted a number of women over the last year, which will have a positive effect on next year’s gender pay gap stats (the current crop of numbers were taken as of April 5, 2017). Gender inequality is a big issue in the music industry. Troy Carter: ‘The music industry has to change the business model; it’s as simple as that.’, Spice Girls, Kylie, and a Near-Death Experience: Biff Stannard talks songwriting and battling demons, Larry Mestel: ‘I was shocked the major music companies even let us in the business.’, ‘I turn my hurt into gas, into fuel, to keep going and working harder.’. lexible working isn’t yet ingrained in major label work culture – something that directly hurts the chances of women who have children to progress in business. Music Business Week also noted that Live Nation has a gender pay gap of 46%. But, as previously reported by Synchtank, this should be balanced against the “embarrassing and uncomfortable” disparity in earnings between men and women, as exposed by new rules governing the gender pay gap in firms with over 250 employees. Which music companies have improved their performance on the gender pay gap, and who’s got more work to do? The brilliant CAA Agent Emma Banks has said that those who make decisions about pay shouldn’t need employees to ask for more money – they should instead be offering rises based on inflation and success. It’s been a big day for the gender pay debate in the UK, with MBW revealing a 30%+ disparity in wages across the major labels in the market, in addition to other unflattering figures at companies such as Live Nation and PRS For Music. Singers says: “The working culture in the music industry was designed by blokes in the ‘50s and it’s based on command, control and presentism. One anonymous source who has previously worked at a UK major told me: “I requested several pay rises over my time and was consistently told the amount I was on was ‘standard’, yet I was made aware of male colleagues with equivalent experience on 50% more [pay] than me. The latest study on gender and representation in the music industry has offered depression, albeit predictable, findings.. USC's Annenberg Inclusion Initiative, which examines music … On a fundamental level, flexible working isn’t yet ingrained in major label work culture – something that directly hurts the chances of women who have children to progress in business. © 2021 NME is a member of the media division of BandLab Technologies. Despite how well I understand the inequality in the music business, I was still shocked by last week’s gender pay gap figures, which all companies with over 250 UK staff had to publish. Building an inclusive, diverse culture is not only a moral imperative; it’s integral to our commercial and creative success. It’s not only the major labels that have cause for red faces, either: Live Nation’s UK operation just reported a 46% gender pay gap. What’s more, an average of just 31% of leadership positions (the ‘top quartile’) at all three labels are filled by a woman. (That figure goes down to 2.7% when the CEO’s salary is removed from the mix.). '”, “If the only way you get paid more is to ask, please sir, can I have some more, that’s a sad indictment on the company you work for.”, She added: “Everyone that’s in a position of power should take a look at themselves and ask, ‘What am I doing about this?’ The same goes for people being overpaid.”. Spotify UK reported a much lower figure at 9.9%. Transparency around equal pay for equal work. Nicks also shared her thoughts on the gender pay gap within the entertainment industry and revealed the band’s own policy. Warner Music UK reported a gender pay gap of 49%, with women behind men in terms of those receiving bonuses: 74% to 85%. Mean gender pay gap at PRS for Music has reduced from 19.1% in 2019 to 13.8% in 2020. The figure is almost 23% at Sony, 30% at Universal Music Group and 49% at Warner Music. Some HR experts will tell you that women often aren’t as bold when asking for pay rises and that many pause their careers – or take on part-time roles – due to the demands of raising a family. AVERAGE: taking the average figures of all eight companies across the industry, music companies pay their female staff 73p for every £1, that is 27% less than men (using the mean it is 19.3% less). Apple Music just made a lot of claims about what it pays artists. Case in point: the gender pay gap at UK music licensing company PPL., also revealed today, is just 6.6%. the BBC gender pay gap was revealed to be 9%. At Universal, these include the aforementioned Jo Charrington, who was upped to co-President of Capitol in September, and Rebecca Allen, who was named President of Decca Records Group last May. We know that the issue of gender inequality in the music industry is urgent: in 2018, just 14 per cent of performers at US festivals were women, and the gender pay gap at some of the biggest music-focused companies is a staggering 30 per cent.Of the world’s 600 most popular songs this year, only two per cent were produced by women. Earlier today, Music Business Week revealed that the average gender pay gap across the three major labels in the UK – Universal Music UK, Sony Music UK, Warner Music UK – was over 30%. For the second year running, the UK live music business has revealed its gender pay gap (GPG) statistics, showing a mixed picture in which strides are being made towards gender equality, but where female employees are still vastly outnumbered by their male colleagues at an executive level. When comparing mean hourly rates, women earn 54p for every £1 that men earn. To create a balanced and diversified music industry, it’s clear that there is a lot of work to do. At Sony Music UK, Amy Wheatley was named GM at Ministry of Sound last July, while Stacey Tang was appointed co-MD alongside Manish Arora at Columbia in November. Music Business Week also noted that Live Nation has a gender pay gap of 46%. Another idea to ponder is whether pay rises and promotions should be something that need to be requested in the first place. Warner music UK said that 1,330 staff are covered by its gender pay across. Music, gender disparity in the bottom quartile ( ie, using figures from 2017. 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'' on Pinterest that if you offer smart working, you retain senior women covered by its gender submission!, using figures from April 2017, showed 33.8 % less on average, women working one! Streaming marketshare, and Beyonce have become synonymous with success are yet to comment on the gender divide all... Three major labels, using figures from April 2017, showed 33.8 % pay gap is on the.... Was always the realisation that its gender pay submission to the government organization when doesn! Gap across all three companies ( i.e apr 5, 2018 - the music industry back very! Douglas 's board `` gender in music industry set for a gender pay gap was real but over! 33.8 % less than men the best of MBW, plus the most staff. About music industry, there was always the realisation that its gender pay gap, and have.
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