The proportion of women in senior executives in the music industry has not improved sufficiently, according to a new study by Dr. Stacy L. Smith and USC Annenberg Inclusion Initiative. Compared to 2021, there was no increase in the proportion of senior executives who were women, people in color or women in color in these roles – in fact, the proportion of under -represented top managers decreased.
The report reviews 106 music companies on recorded music, record labels, music publishing, independence and music distribution services. Among the largest 37 evaluated music companies are Sony Music Entertainment, Universal Music Group, Warner Music Group, Spotify, Iheartmedia and Siriusxm. Gender, race and ethnicity for a total of 2,793 managers at VP level and higher were evaluated over all evaluated companies.
Over the most important 37 companies, women accounted for only 13.2% of leadership positions. And to the background of Of the stairs In Corporate America, the study finds under-represented racial and ethnic societies has a small proportion of the pie of 7.9% of the best roles, while only 5.3% were color women. However, 84.2% of top managers were white men.
“In recent years, our work has shown that women and people in color are increases their presence On the popular charts as artists, but this progress is not matched by the executive rankings responsible for the music industry, says Dr. Smith. “It is clear that there are still real deviations in who is allowed to lead.”
In a broader analysis of leading leaders in 77 companies, men contained 84.4% of CEO/presidential roles and women turned 15.6%. The majority of top managers (82.2%) were white and 17.8% were under -represented. Women with color contained 4.4% of these top roles.
“The results of this study remind us that even though progress has been made,” good enough “is not enough and we still have a lot of work to do to achieve real equality,” said Andreea Gleeson, CEO, Tunecore (a sponsor of the report, except believing). “At a time when women and artists of color, the sound of music and captivating audiences throughout the world are not yet reflecting our leadership. This is an invitation to all leaders – both and women – to take the initiative to create lasting, systemic changes. By promoting and lifting women and various talents at all levels, including the executive rankings, we can build a stronger and more innovative industry. Let’s lead with examples and ensure that our leadership is as varied and dynamic as the artists who define the music we love. ”
Given the analysis even longer, over six large music companies, the management groups (eg C-suite managers) consisted of 33.3% women and people in color contained 16.7%. Women with color filled only 10.3% of the roles at this level. Nearly two -thirds (60.3%) of the management groups at top music companies were white men.
The proportion of women and under -represented top managers increased slightly: a total of 77 top companies logged 15.6% of women in CEO and/or presidents’ roles. Elsewhere, the study found female Managing Directors and presidents probably leading companies in the music distribution sector (28.6%) followed by publication (21.4%).
Few labels (16%) or streaming companies (10%) had women at the top, and no managers for the music group were women. Women in color were least likely to fill a top manager. None of the evaluated streaming companies had an under -represented top manager. Streamers also had the lowest number of women in total (37.2%), while music distribution companies had the highest proportion of female managers at all levels (47.8%)
The report also has actionable solutions for change, including the use of measurable and objective criteria to guide employment and marketing, create flexible paths to marketing for all employees and strive for sector -driven solutions that are responsible for unique corporate needs.
“The top of the executive rankings – whether with larger companies or independence – does not reflect the music creators of the popular charts or the audience that these companies earn,” Dr. Smith. “Although the climate is one that does not benefit so-called” dei-programs, “the reality is that when organizations do not reflect the groups they trust for business, the talents that can make them more competitive, flexible and responsive.”
