The new report on “Inclusion in the Music Business: Gender & Race/Ethnicity Across Executives, Artists & Talent Teams” from the USC-Annenberg Inclusion Initiative makes no bones about how f…
The new report on “Inclusion in the Music Business: Gender & Race/Ethnicity Across Executives, Artists & Talent Teams” from the USC-Annenberg Inclusion Initiative makes no bones about how far the music industry has to go in its stated goals of gender and racial equality — even after most major music companies loudly trumpeted their commitments to advancing its efforts in those directions in the wake of Blackout Tuesday and the Black Lives Matter protests last year.
They make no bones about the desperate need for change: “Our data makes it really clear that these companies have a workforce crisis on their hands,” Smith says. And while they’re not singling out individual companies this year, next year, Smith pledges, they will. Third, we need to [create another report] in a year, with detailed, company-specific data. This [year’s report] is the aggregate, the ecoysystem — and [its conclusions] are not good, despite all of the effort around activism in the music industry in the past year.
What are some solutions you’d propose? Is it in something as simple as expanded executive-training programs?: I have a two-fold answer. I think we know where the problem is, and it’s not in the talent applying for the jobs: It’s because the environment and the organization are set up to institutionally exclude voices that have been marginalized for decades.
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