The diversity code
Campaign group Black Lives in Music ( BLIM ) has launched an industry-wide anti-racism code of conduct , set to be adopted in spring 2023 with the backing of industry bodies and the UK ’ s Independent Standards Authority . BLIM CEO Charisse Beaumont explains why it is so urgently needed
At Black Lives in Music , we receive nearly a dozen calls per week from Black , Asian and ethnically diverse people facing discrimination in the music industry . It always surprises me as it is never micro aggressive , although that is bad within itself . The comments I hear are truly shocking , especially for 21st century Britain . References to slavery and jokes about calling colleagues ‘ master ’, to hate email from colleagues with reference to skin colour and being called the ‘ N ’ word or monkey . This is evidence I am reading , or listening to , within this past year and it is coming from people who work in the music industry or music education . We hear new evidence daily .
This is not new to Black people . In October 2021 , Black Lives in Music published the Being Black in the UK Music industry report which stated 63 % of music industry professionals have experienced direct or indirect racism and 71 % have experienced racial micro aggressions . Some 88 % of music industry professionals and creators agree that there are barriers to career progressions .
We are launching an industry-wide
Charisse Beaumont
anti-racism code of conduct . This code is the result of roundtable meetings with more than 90 national and international senior leaders in the music industry .
The outcome brought consensus on ideas and actions , including an industry-accepted anti-racist code of conduct . We have partnered with the Independent Standards Authority to
provide a mechanism for complaint , mediation , investigation , and support to victims of discrimination , bullying and harassment . It is important that we crush racism in the music industry .
Black women are the most disadvantaged in the UK music industry . We recently gave evidence at the Misogyny in Music inquiry at Parliament to address some of the issues Black women face . For example , Black women are paid 17 % lower than Black men , 25 % lower than White women and 52 % lower than White men . We are calling for ethnic and gender pay gap reporting across all organisations .
Racism is the undercurrent of the lack of colour in professional ensembles , senior leadership in organisations and the reason why there are issues of accessibility to quality education .
Lastly , 36 % of Black music creators
“ We are calling for ethnic and gender pay gap reporting across all organisations .”
believe their mental wellbeing has declined since starting their music career , rising to 42 % of Black women . We are bringing these issues and our work to government with the aim to apply pressure from the top .
An anti-racism code of conduct is necessary and much needed . Discrimination is an urgent issue that needs to be addressed and requires a hands-across-the-table approach .
Change takes time but if we work together we can create a music industry where everyone thrives .
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