06.03.2025: Ahead of this year’s International Women’s Day, UK Music Head of Diversity, Eunice Obianagha, explores the strides the music industry has made in cultivating greater gender equality, as well as the challenges that still need to be overcome. 

Over the past week, I’ve been immersed in the deeply soulful music of the late, great Angie Stone, who recently passed away. As I reflected on what to title this article, her song ‘More Than a Woman’ came to mind and resonated deeply. Beyond its musical legacy, the phrase serves as a powerful reflection on the evolving role of women in the music industry, particularly as they navigate age, experience, and caregiving responsibilities.

The UK music industry has made strides in gender diversity, with 53.8% of respondents in the 2024 UK Music Workforce Diversity Survey identifying as women. However, while female representation remains strong at entry-level and mid-career positions, significant barriers persist as women age particularly due to age discrimination and caring responsibilities.

One of the most concerning trends is the decline in female representation in older age brackets. Women make up 58.6% of the 25-34 age category, yet this figure drops to 46.6% for those aged 45-54 and falls further to just 39.2% for the 55-64 age group. This sharp decline raises critical questions about career longevity and the systemic challenges women face in maintaining leadership roles as they age.

A key factor contributing to this drop-off is the burden of caring responsibilities, which disproportionately impact women. Many professionals in the music industry face intense schedules, unpredictable hours, and demanding workloads, conditions that can be difficult to balance with childcare, elder care, and other family obligations. Without adequate support structures such as flexible working policies, parental leave, and caregiving accommodations, many women find themselves side-lined or forced to leave the industry altogether.

Age discrimination can also play a significant role in the career stagnation of women in music. As opportunities for advancement become more limited with age, women often find themselves overlooked in favour of younger counterparts. The industry must address these biases by implementing mentorship programs, advocating for age-inclusive policies, and nurturing a culture that values experience and long-term contributions.

Experience and age should be seen as an asset. The wealth of knowledge, resilience, and leadership that seasoned professionals bring to the industry is invaluable. Women who have navigated decades in music carry a deep understanding of the business, artistic integrity, and mentorship potential that can shape future generations. By embracing and celebrating these strengths, the industry can create a more inclusive and dynamic space, one where expertise and lived experience are recognised as essential to innovation and growth.

Personally, I am grateful to all the women who have come before me, showing me how to navigate this path with strength and determination. Their perseverance has laid the groundwork for the opportunities I have today, and I hope to do the same for those who follow. By lifting each other up, sharing our experiences, and advocating for change, we can create a music industry that values talent.

To create a truly diverse and equitable music industry, it is crucial to recognise and combat the intersecting challenges of age discrimination and caring responsibilities. By doing so, we can ensure that women remain visible, valued, and empowered at every stage of their careers.