DEI
Page: 2
The Black Music Action Coalition (BMAC) unveiled a tepid assessment of the music industry’s progress toward addressing historical racism and inequity on Monday (May 15). The organization expressed particular concern about Universal Music Group’s commitment to the cause and the live music sector’s lack of “attent[ion] to Black professionals.”
The BMAC established its “Music Industry Action Report Card” in 2020 “to keep tabs on the promises music companies made in the wake of The Show Must Be Paused” — noting that real progress is unlikely without some type of accountability mechanism. The latest edition of the report, authored by Naima Cochrane, concludes that the music business outlook was “not negative.”
“Why that phrasing?” the report asks. “Because it’s not ‘all good,’ either.”
The report notes that “for the most part, companies that outlined measurable goals and plans in 2020 and 2021 have either continued in forward progression or at least held the line.” But BMAC points out that “there is a history of music companies… being called out for unfair, unjust, or otherwise imbalanced practices.” In the past, when “public pressure rescinds… things revert to how they were before, if not worse.” The report wonders: Is history set to repeat itself?
The BMAC report assesses each music company’s commitment to a more diverse industry according to four criteria: Corporate commitments, partnerships and giving; company representation on a senior level; internal culture and business practices; and transparency and public accountability.
The BMAC praises Sony Music (which earned grades of A, B, B and B+ in the four categories, respectively) and Warner Music Group (A, B, B, B) for “sharing more info about the makeup of their staff by gender, age, and race/ethnicity.” But the report expressed “concern” about Universal Music Group (B-, B+, C+, C), the biggest of the major-label groups.
While the report notes that UMG’s “Taskforce for Meaningful Change was a strong presence in the conversation around justice and change” in 2020 and 2021, the BMAC states that “the group’s presence and visibility felt significantly diminished in 2022.” Why the sudden change? Firstly, the report questions the sudden departure of Ethiopia Habtemariam, “a significant leader,” who unexpectedly left Motown in November.
The BMAC also calls out Capitol Music Group’s “massive cultural blunder” and “especially egregious misstep” with the virtual rapper FN Meka, who was widely viewed as perpetuating racist stereotypes and subsequently dropped from the label’s roster. (“We offer our deepest apologies to the Black community for our insensitivity in signing this project without asking enough questions about equity and the creative process behind it,” Capitol said in a statement at the time.) “The project was a perfect illustration of how music companies have historically commodified a distilled or skewed version of Black culture without including Black decision-makers and/or voices in the process,” the BMAC writes.
In addition to evaluating the major label groups, the BMAC scrutinized the Recording Academy (B, B+, B, B) — which it praises for working “to increase diversity in the voting membership and remove the more opaque aspects of Grammy voting” — and streaming services: “Amazon Music stood out this year for its visible representation among senior staff and its partnerships.” The BMAC also notes approvingly that Spotify has been “diligent in the execution of [its] BLK 5-Star Strategy for diversity, inclusion, and combating inequity.”
In the live music business, where “Black people were systematically shut out for decades,” the BMAC observed that “the impact of that exclusion still reverberates both in offices and on tours.” Promoting diversity “needs to be as much of a concentrated focus at [live music] companies as it is on the record music side,” the BMAC argued. The talent agencies UTA, CAA and WME/Endeavor were all given grades of “needs improvement,” as was AEG Presents. Wasserman and Live Nation were deemed “satisfactory.”
Finally, the BMAC turned its attention to radio, which continues to adhere to “genre lines” that limit the “visibility and opportunity for both our Black artists and Black executives,” according to the report. “The media conglomerates that control the majority of the pop and urban airwaves still have an enormous impact on artist success but also still operate on often arbitrary and outdated music standards,” it continues. BMAC added that “radio is on watch.”
The latest Music Industry Action Report Card acknowledged that “racism, a 400+ year-old disease, will not be cured in 24 months.” “However,” it continues, BMAC hopes that “through music’s reach, power, and influence, the industry can set a new standard of inclusion, diversity, and equity.”
Warner Music México has announced the launch of Gorgona, a label which will be “completely” run and managed by women, and will also be focused on promoting women talent.
According to a statement issued by the company Wednesday (April 12), the “historically low” presence of women in key senior industry roles initially led to the formation of Warner Music México’s Gender Equality Committee, comprised exclusively of women across the organization. Then came the idea of creating a label in which all roles — from songwriting to digital music services — would be executed by women.
The creation of Gorgona — a creature who is a protective deity of women according to Greek mythology is — led to their first songwriter’s camp attended by Ali Stone, Erika Vidrio, Escarlata, Ingratax, Marian Ruzzi, and other artists, producers and songwriters.
“The atmosphere in our first camp was very friendly because everyone felt that their opinions and voices were validated in the studio,” says Andrea Fernández, A&R manager at Warner Music Mexico and the label’s creative leader. “They had practically never attended a camp where the participation of women was greater than that of men. We came out with a network of creative women who were able to get to know themselves and their work and produced spectacular songs.”
“Cypher 1: Ella”, which dropped on International Women’s Day, was the first release under Gorgona. A collaboration between singers and emcees Mabiland, Emjay, Mare Advertencia and Delfina Dib, the alternative, urban-leaning song was produced by Maria Vertiz, mixed by Marcella Araica and mastered by Natalia Schlesinger.
The underrepresentation of women in the industry in Mexico reflects the reality of music in general. A report on inclusion issued by The University of California Annenberg Inclusion Initiative earlier this year found that women have been woefully underrepresented across the recorded music industry.
The number of women with producer credits continues to be low. In 2022, only 3.4% of producers were women across all songs included on the year-end Hot 100 chart, according to the report, which examines the gender of artists, songwriters and producers across all 1,100 songs included on Billboard’s Hot 100 year-end charts spanning from 2012 to 2022. Moreover, women represented only 30% of the 160 artists on the Hot 100 year-end chart, while men made up 69.4% and artists who identified as non-binary made up less than 1%.
As a kid, I dreamed of being a unicorn. Now that I am one, I recognize I’m just one of the herd. When I gaze at festival lineups, skirt cables backstage, log onto Zoom meetings with labels or give the post-COVID elbow bump before settling down for an in-person, women are still scarce. We make up a fraction of the music industry, both in presence and recognition. However, we are here and always have been.
The world of jazz is a microcosm within the industry, but it mirrors the greater whole. While the majority of celebrated titans are men, the smattering of women in the pantheon are often finely coiffed, smiling behind mics and backed by an entirely male band. However, people need to take a closer look. For example, Louis Armstrong wouldn’t be an international icon without wife Lillian ‘Lil’ Hardin Armstrong. She was a celebrated pianist, composer/arranger, bandleader and singer in her own right long before taking Louis under her wing. Yet, few know her name.
There are countless other women in front of and behind the scenes who remain obscured, despite the valuable contributions they’ve made to the music and business. How do we bring the overlooked to center stage and expand the spotlight? Enter Grammy- and Tony Award-winning singer-songwriter-actress Dee Dee Bridgewater and The Woodshed Network.
Bridgewater launched this artists residency in 2019 with me as co-artistic director and program curator. We‘re steadily building community, providing support and educating cohorts of women in jazz. The annual 10-day program (Feb. 27-March 10 this year) is bolstered by a who’s who of women executives, creatives and legends including Sheila E., Lizz Wright, Regina Carter, Maria Schneider and more. Alumnae are busy topping charts (Lakecia Benjamin’s “Phoenix”), releasing albums (Candice Hoyes’ “Nite Bjuti”) and winning Grammys for arrangements and compositions (Marta Sanchez’s “Unchanged” on Terri Lyne Carrington’s New Standards. Vol. 1).
However, this is just one piece of a very large puzzle. Before you can hold space, you have to create it. The most enduring line from the 1989 movie Field of Dreams can be applied to jazz and the industry more broadly: “If you build it, (s)he will come.” Across the world, various programs are creating spaces for women in all sectors of the industry … and women are joining in droves.
Here are a few tangible examples of those fields plus several accompanying myths that spring to mind. So let’s get down to busting those myths, shall we?
Myth 1: There are no women sound engineers.
Women may make up only 2.1% of engineers, but they’re flipping all the right switches and turning award-winning knobs. Examples: Woodshed mentors Jett Galindoand Grammy winner Jaclyn “Jackie Boom” Sanchez. This dynamic duo has been with the program since its launch, breaking down process, equipment and production in all formats from recording to release. Organizations like Women in Vinyl, SoundGirls and Women’s Audio Mission are also training, supporting and getting gigs for women in sound recording, mixing and mastering.
Myth 2: No women run labels or produce music.
Betty Carter launched BetCar Records in 1970. Dee Dee Bridgewater launched DDB Records in 2006. Jazzmeia Horn launched Empress Legacy Records in 2020. Lizz Wright launched Blues & Greens Records in 2022. All produce and release projects on their own labels with distributors. Some 15% of women in the industry overall run labels, while even fewer produce their own material at 2.6%. Throw in songwriting and they figure into that 12.5%. These are just four examples among countless others.
Myth 3: People don’t care about jazz.
Tell that to the Nice Jazz Festival (founded in 1948, France), Monterey Jazz Festival (f. 1957, USA), Festival International de Jazz de Montreal (f. 1959, Canada), Montreux (f. 1967) and New Orleans & Jazz Heritage Festival (f. 1970). They’re all going strong. Globally, jazz is one of the most sought-after genres. Ella Fitzgerald said it best: “Music is the universal language.” Yet, when you turn up to one of these festivals, only 14% of the headliners are women.
Considering that women comprise over 49% of the world’s population, influence more than 80% of purchases and are set to hold 66% of consumer wealth in the coming years, this is not a demographic to ignore.
Something is amiss.
So how do we fix it?
1. Start at the beginning organizationally and include women.
When Woodshed took the Keychange pledge (the global campaign committed to gender equality in the music industry), we realized that we’d already surpassed the goal line. Women make up 90% of our team and 100% of our mentees, mentors and speakers. We have precisely zero problems finding leaders in every category and facet of the music industry who are women. There is so much pent-up desire to mentor and pay it forward that we have a year’s-long list of women who have approached Woodshed to participate on both sides of the table.
2. Make larger tables and bring folding chairs.
When organizations make it central to their mission to include women, not for tokenism, but in acknowledgment of their contributions, experience and expertise, they’re stronger for it. Echo chambers may be good for vocal effects, but they’re terrible for healthy businesses and communities. A quick internet search yields pages of results for women in various fields of the music industry. Let your fingers do the walking and hire more women in all positions. It’s not a capitulation, it’s a sound investment in your organization’s future.
3. Free the unicorns.
Once individuals and organizations take stock of their own houses, they can look outward to the community. The ripple effect is positive in all aspects. By creating, maintaining and ensuring the health of spaces inclusive of and specifically for women, The Woodshed Network is investing in the future. A thriving jazz community fosters dynamic exchanges of ideas and, in its highest form, democracy. Women belong on the bandstand, behind the scenes, and in C-suites. We’re providing support, resources, visibility … and space. What will you do? It’s time to crossfade into the thundering hooves of unicorns.
Tulani Bridgewater-Kowalski is the founder and president of Bridgewater Artists Management and co-artistic director and program curator of The Woodshed Network.
Sources: USC Annenberg Inclusion Initiative’s “Inclusion in the Recording Studio?” by Dr. Stacy L. Smith, Dr. Katherine Pieper, Hannah Clark, Ariana Case & Marc Choueiti, Jan. 2020. Berklee Institute for Creative Entrepreneurship’s “Women in the U.S. Music Industry: Obstacles and Opportunities” by Becky Prior, Erin Barra, Sharon Kramer, Ph.D. “Music Festivals’ Glaring Woman Problem” by Alanna Vagianos, Huffington Post. “Tracking the Gender Balance of This Year’s Music Festival Lineups” by Rob Mitchum and Diego Garcia-Olano, Pitchfork. Keychange PRS Foundation’s “Keychange Manifesto: Recommendations for a gender-balanced music industry”; designed by Ian Robson and Infographics by Jon Stanbrook.
It is time for all music industry professional to reflect on the ways in which our industry has perpetuated a system that benefits a select few at the expense of marginalized communities. It is time for us to embrace a new paradigm, one that values skill and merit over relationships and aristocratic privilege.
In today’s rapidly changing world, the music industry finds itself on the brink of disruption. We must recognize that our long-standing history of exploiting disenfranchised groups is incompatible with our espoused values of social justice and inclusivity. The hesitance to be proactive and embrace change is no longer acceptable. The data clearly shows the consequences of our delayed reaction. We must act now to ensure that the pendulum swings in the right direction.
Our participation in an aristocracy-based system allows white men with access to rights ownership to hijack black and brown stories. This approach is no longer effective in today’s music economy. As independent artist services have grown, ownership has increasingly been placed in the hands of artists, and a focus on “artist-preneurship” has emerged. This growth in the independent sector has led to decentralized systems that cut out middlemen and gatekeepers, promoting transparency and accountability.
We must recognize that the music industry is no longer a playground for profit-driven oligarchs who lack leadership skills and contribute to revolving door politics, loss of job fulfillment, and opportunities. In every other industry, a minimum level of skill, education, or experience is required to advance. It is essential to evaluate how the music industry holds its leaders accountable.
Aristocracy drives a wedge between culture and progression, and limited access to BIPOC at both the creative and executive levels makes the industry slow to change, perpetuating a “boys club” culture. The top 1% of the industry often rely on DEI consultants to meet an “optics quota,” promoting performative change rather than real progress. We must recognize that diversity and inclusion are not just buzzwords. They are essential for driving revenue and ensuring long-term success.
The statistics show that black and brown stories are highly valued in the music industry, with 48% of all artists being from underrepresented groups and Hip-Hop and R&B being the top-streamed genres. By embracing diversity and promoting inclusion, the industry can tap into a vast market of music consumers who are eager to hear authentic and diverse voices. It is not only the right thing to do, but it is also a sound business strategy that can result in increased revenue and success for music companies.
Despite the economic disadvantages they face, women of color are a value add, possessing a strong educational background, resourcefulness, and fundamental understanding of the music business. In producing the first research study on intersectionality in the music business, ‘A Seat at the Table: A Perspective on Women of Color in the Music Business’ (2022), we found that 87% of all WOC in the music biz have earned at least a Bachelor’s or higher degree of education, yet they remain the most underpaid demographic. The majority of WOC in the music business enter into student loan debt, while also entering into the music business via unpaid internships. Over 86% were hired without direct relationships or industry connections. Imagine how much progress would be made if resources were properly invested.
Therefore, I urge us all to shift from an aristocratic hierarchy to a meritocratic one. By valuing skill and merit over relationships and privilege, we can ensure true diversity, equity and inclusion in the music industry. We must commit to deliberate action, such as hiring more BIPOC at the senior level, committing to paid internships, and funding black-owned music businesses. These steps are crucial towards creating a more equitable and profitable music industry.
Let us embrace the future with open hearts and minds, committed to creating a music industry that is truly inclusive and reflects the diversity of our world.
Janishia Jones is the CEO and founder of Fresh N Sassy Productions. Earlier this year, she launched the music tech consultancy company ENCORE Music Tech Solutions.
The Recording Academy has appointed Nzinga “Zing” Shaw as chief DEI officer. She reports directly to Academy CEO Harvey Mason jr., while vp of DEI Ryan Butler reports to her.
Shaw oversees diversity, equity and inclusion efforts across all areas of the Recording Academy, including internal and external programs, organizational and staff culture, membership, awards and related initiatives.
“I am thrilled to introduce Zing to the Recording Academy as our Chief DEI Officer,” Mason said in a statement. “Her groundbreaking work in the DEI field speaks for itself and we are excited to see how she’ll amplify the Academy’s commitment to fostering a diverse and inclusive environment and drive positive change throughout the organization.”
“I am proud to join the Recording Academy and work with a talented team of leaders to cultivate a culture of inclusion that fosters different points of view and empowers diverse colleagues,” Shaw said in a statement. “The organization has made incredible strides in diversity, equity and inclusion over the last few years, and I look forward to being part of the Academy’s continued commitment to supporting both our internal stakeholders and the music community at large.”
With direct support from Butler and Ricky Lyon, manager of DEI, Shaw is responsible for ensuring that diversity and inclusion are core business values and those standards are demonstrated throughout the organization.
Shaw is known for her pioneering DEI work with the NBA’s Atlanta Hawks, launching the MOSAIC symposium (Model of Shaping Atlanta through Inclusive Conversations), and making the Hawks the first professional sports team to celebrate the LGBTQIA+ community. Additionally, Shaw was the first chief DEI officer at three top organizations: Edelman, Starbucks and the National Basketball Association.
In addition to serving on the board of trustees of Fisk University, the board of directors of ColorComm, and the board of advisors of Arctos Sports Partners, Shaw was appointed by former President Jimmy Carter to serve a six-year term on the board of councilors of the Carter Center.
Shaw holds a bachelor’s degree from Spelman College and a master’s from the University of Pennsylvania. She was a study abroad scholar at Oxford University in the U.K.
As the country music community continues to grapple with ways to increase diversity and inclusion, the Black Music Action Coalition (BMAC) and Academy of Country Music have come together to launch OnRamp, a program set to empower the next generation of Black leaders.
The OnRamp partnership will take 20 young, Black artists and music industry professionals in Nashville through a year-long program that includes access to top leaders, community mentorship and professional development. Vitally, the program comes with a guaranteed $1,000 monthly stipend for the 12 months.
Applications will be available starting in late Spring with the program kicking off in June during Black Music Month. Candidates can sign up for email notifications now at acmcountry.com/onramp to learn more.
This inaugural program will be funded by BMAC, the Academy and industry partners, and aided by social impact agency BreatheWithMe. The hope is that Nashville companies will make financial contributions to fund future years.
“The Academy has a rich history of fostering diversity and inclusion in the country music industry both on stage and behind-the-scenes, and we see this partnership as a particularly impactful way to continue our committed work to making the statement ‘Country Music is for Everyone’ a true reality,” said ACM CEO Damon Whiteside in a statement. “We’re excited to work with BMAC on this pivotal and transformative work for our Nashville community by increasing opportunities for young professionals from diverse backgrounds in our industry.”
The Academy relocated from its longtime home in Southern California to Nashville last year.
The guaranteed income component was critical, BMAC co-founder/co-chair Willie “Prophet” Stiggers tells Billboard. He studied such initiatives including a program started by former Stockton, Calif., mayor Michael Tubbs a few years ago that guaranteed $500 a month to 125 residents for 18 months and has now spread to more than 50 cities.
“All the data showed how people were lifting themselves out of poverty and realizing their dreams, not just from the cash relief, but the mentorship and wrap-around programs,” Stiggers says. “I said to myself and the BMAC team, with the billions of dollars the entertainment industry generates, we can, without government support, have these programs happen across the country and really begin to close the wealth gap that is targeting Black and Brown people.”
OnRamp comes several months after BMAC released its Three Chords and the Actual Truth report last June. The report called for the country music community and the city of Nashville to commit to change and equity through partnering with BMAC. The Academy was among the first companies to come aboard.
“They were really the first to raise their hand and says, ‘we’re prepared to stand with you and launch this program in Nashville and then call on the other companies up and down Music Row to partner with us.’ So this initiative can grow and become a sustainable part of the Nashville community,” Stiggers says.
The Academy’s LEVel Up: Lift Every Voice program will help facilitate OnRamp. LEVel Up is a two-year professional development program, originally launched last year and fully funded by the Academy, for rising leaders in country music. The members of the current LEVel Up cohort will play a hands-on role in the application review process and drive the candidate selection work, proposing a recommended slate of candidates to the Academy and BMAC teams.
Each of the 20 members of the inaugural OnRamp cohort will have a program designed specifically for them with their own facilitating team with the help of LEVel Up members and the Academy’s DEI task force. “For instance, if you’re a young person trying to become a manager, we’ll pair you with a manager who is killing it in that space and allow you to shadow them,” Stiggers says.
“It’s my pleasure to stand alongside other industry leaders to support this important program,” said ACM DEI Task Force chair/ACM board member and BMI executive Shannon Sanders, in a statement. “The Academy continues to play a pivotal role in ushering in a new era in country music by truly supporting and lifting up those underrepresented in the industry.”
Additionally, there will be money management and mental health components activated on a weekly or monthly basis. “The idea is to build the communities around each of these individuals that they need to help them realize their dreams,” Stiggers says.
Ultimately, the idea is to transform the country music industry across the board. “Five years from now when you’re able to have a few hundred young people who have been provided access in the training, resources and connections they need in the country music space I think we see a more diverse pool of artists and executives,” Stiggers says. “I think we see more Black women faces showing up on the executive side and I think we’ve opened this up to allow the charts to be reflective of the community that enjoys the genre, which isn’t the cast today.”
Earlier this year, the Country Music Association launched a diversity and inclusion fellowship program to provide an immersive experience in the country music industry initially through the CMA’s communications team in conjunction with the 50th anniversary of CMA Fest this June. Fellows will then work for six weeks with a country music publicity firm. Set to launch this Spring, the program is open to all students from underrepresented communities through Plank Center for Leadership in Public Relations and the University of Alabama, with additional collegiate partners including the University of Tennessee, Knoxville and Nashville’s Belmont University.
Such programs, as well as The Hubb, a professional development summit started by CAA in 2018, have Stiggers feeling optimistic. “I am encouraged to see people actually moving past the hashtags and trying to implement sustainable programs that are really going to create a more level playing field.”
Global venue development company Oak View Group is expanding its DEI commitments with the new supplier diversity program. The initiative – which has launched a pilot program with Climate Pledge Arena in Seattle, Moody Center in Austin, UBS Arena in New York and Miami Beach Convention Center – will help facilitate the use of minority-owned suppliers at all 400 OVG affiliated venues in the coming year.
Starting in January, company wide OVG will work to identify and increase sourcing from suppliers that are at least 51% owned, operated and managed at least 51% by a non-white minority, a disabled person and/or a woman. OVG currently recognizes a wide range of diverse certifications that include minority businesses, women, veterans, LGBTQ+, disabled persons, and other local city certifications. The program aims to foster economic inclusivity by making OVG’s supply chain more diverse by encouraging the use of vendors that are historically overlooked.
OVG is seeking suppliers in several fields including food and beverage, security, technology, construction, marketing, public works and various forms of consulting. Suppliers can confirm their minority-owned status through over a dozen certification outlets including Minority Business Enterprise (MBE), Women Business Enterprise (WBE) and Small Business Administration 8(a).
Founded in 2015, OVG has grown to work with more 400 venues worldwide and financed over $5 billion in capital currently deployed for new development projects. The size of the growing company may seem counterintuitive to working with small businesses, but OVG’s vp of diversity, equity, inclusion Dr. Debonair Oates-Primus tells Billboard the company is rolling out toll kits to help facilitate engagement with smaller businesses around the world.
“So much of the training is mindset shift. We have to make this really intentional,” says Oates-Primus of the new requirement for OVG venues. “I have to educate [OVG staff] on the bias that diverse businesses face. We had to make some changes to our valuation process to our criteria to our expectations of diverse businesses due to things like not having as much access to capital and not having access to networking opportunities to grow at a pace that we might think they need to be in order to with a company like ours.”
The initiative will evaluate diverse businesses by their capacity and where they can succeed within the OVG chain, as well as key difference that make businesses standout such as cost savings, reduction in delivery or setup times, value-added services, product/services quality, and sustainability.
Interested suppliers can fill out a questionnaire on each venue’s site that will give the local OVG venue an idea of what each small business can provide, but Oates-Primus explains that entities that are too small to address needs with OVG could also be connected with other large companies. If a business is too small, “let’s pair them with a larger business,” says Oates-Primus. “Let’s do some mentoring and coaching. So much of supplier diversity is just we’re not going to use a one size fits all rule. We can’t. That’s how bias creeps into every structure.”
As the initiative continues to roll out to OVG venues, the company plans to create benchmarks to help it succeed. Oates-Primus is aware that some areas are less diverse and will make the recruitment more difficult for venue operators and plans to tailor the tool kit to specific regions based on data being collected by the pilot venues.
“I don’t want any of the venue operators or leaders to feel like this has been forced upon them,” Oates-Primus tells Billboard, explaining that additional resources will be allocated to train and help venues. “I am doing a tour of all our leadership meetings, vice president meetings to let the leaders know all the ins and outs of the program so they also become champions of this for their teams.”
The OVG supplier diversity form can be found here.