Equality & Diversity

UK Music Diversity Report 2024

The findings of UK Music's Diversity Report 2024.

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The key findings of the 2024 UK Music Workforce Diversity Survey include: 

Gender 

  • A total of 53.8% of those who responded to the 2024 survey identified as a woman – a rise from 52.9% in 2022. 
  • The representation of women in senior level (48.3%) is lower than at mid (52.4%), and entry level (61.5%). However, there has been positive progress over several years, with senior representation rising from 40.4% in 2020 to 45.1% in 2022, and to the current 48.3% level. 
  • In 2024, women are well represented in the 25-34 age category (58.6%) but in the 45-54 age category (46.6%) and 55-64 (39.2%) female representation starts to drop.  

Ethnicity 

  • There is an increase this year in the total number of employees from ethnically diverse communities compared to 2022 – with the percentage rising from 21% in 2022 to 25.2% in 2024.  
  • The number of Black, Asian and ethnically diverse respondents aged 16-24 rose substantially from 23.2% in 2022 to 40.6% in 2024. There are a number of initiatives across the music industry to improve access for ethnically diverse young people and this rise suggests they are working. 
  • In entry-level positions, the number of Black, Asian and ethnically diverse employees rose from 23.6% in 2022 to 32.5% in 2024.  
  • At a senior level the rise was positive but less dramatic – increasing from 18.2% in 2022 to 22.1% in 2024.  

Disability  

  • The percentage of people responding to the survey who reported a disability, neurodiversity or a long-term health condition rose from 14.9% in 2022 to 25.1% in 2024.  
  • However, it should be noted the 2024 survey asked about disability and neurodiversity in a single question, while the 2022 and 2020 surveys asked about them in two separate questions, and so this is the likely reason for the significant change this year.  

Social Economic  

  • In line with standard government metrics on socio-economic classification, the survey asked respondents; “What was the occupation of your main household earner when you were about aged 14?”.  
  • Analysis of this question reveals that most survey respondents come from professional backgrounds (56.1%). The next largest group come from working-class backgrounds (20.9%), followed by those from intermediate backgrounds (14.8%). [Definitions of parental occupation groups can be found below under notes to editors.] 

Sexual Orientation  

  • 76.4% of respondents identified as heterosexual, 6% responded as homosexual (gay/lesbian), 4.7% said they were bisexual, 3% said they were queer, 2% said they identified as pansexual, 1.5% said they were questioning, 0.7% identified as asexual and 4.5% preferred not to say.  

Protected characteristics  

For the first time, the 2024 report uses statistics from all nine groups from the Equality Act 2010 in the report. While ethnicity, sex, disability, sexual orientation, age, carer responsibilities (as an alternative for the protected characteristic, pregnancy) and gender reassignment have been featured in the report before, faith and marital status are featured for the first time.  

These findings reveal: 17.9% are LGBTQIA+, 1.7% identify as transgender, 25.2% have caring responsibilities for a child or children under 18 and 47.7% of respondents do not have a faith. 

The 2024 Diversity Report concludes with a call to support the diversity asks in UK Music’s Manifesto for Music. 

The manifesto urges the next Government to develop a comprehensive, medium to long-term music strategy for growth. A forward-thinking roadmap, formulated by policymakers and industry, will drive growth and success through this crucial period. 

The report has four asks to Government to boost equity, diversity and inclusion:  

  • Extend the limitation period for discrimination or harassment claims under the Equality Act 2010 from three months to six months.  
  • Mandate reporting of ethnicity and disability pay gap data while reducing the threshold to include companies with over 50 employees. 
  • Commission an independent review into how the Metropolitan Police and local authorities react and respond to Black music events.  
  • Review the impact of Access to Work on those working in the music industry with a view to ensuring claimants receive support within four weeks.