The percentage of women in senior executive positions across the music industry has not sufficiently improved, according to a new study by Dr. Stacy L. Smith and the USC Annenberg Inclusion Initiative. In comparison to 2021, there was no increase in the percentage of senior executives who were women, people of color, or women of color in these roles – in fact, the percentage of underrepresented top executives decreased.
The report examines 106 music companies across recorded music, record labels, music publishing, independents and music distribution services. Among the largest 37 music companies evaluated are Sony Music Entertainment, Universal Music Group, Warner Music Group, Spotify, iHeartMedia, and SiriusXM. The gender, race and ethnicity of a total of 2,793 executives at the VP level and above was assessed across all the companies evaluated.
Across the major 37 companies, women made up only 13.2% of leadership positions. And against a backdrop of DEI scale-backs in corporate America, the study finds underrepresented racial and ethnic communities hold a small share of the pie at 7.9% of top roles, while only 5.3% were women of color. In contrast, 84.2% of top executives were white men.
“In recent years, our work has shown that women and people of color are increasing their presence on the popular charts as artists, but this progress is not matched by the executive ranks that are responsible for the business of music,” said Dr. Smith. “It is clear that there are still real discrepancies in who gets to lead.”
In a broader analysis of senior leaders across 77 companies, men held 84.4% of CEO/president roles and women filled 15.6%. The majority of top executives (82.2%) were white and 17.8% were underrepresented. Women of color held 4.4% of these top roles.
“The findings of this study remind us that while progress has been made, ‘good enough’ isn’t enough and we still have much work to do in achieving true equality,” said Andreea Gleeson, Chief Executive Officer, TuneCore (a sponsor of the report, in addition to Believe). “In a time when women and artists of color are shaping the sound of music and captivating audiences worldwide, our leadership does not yet reflect that diversity. This is an invitation to all leaders—men and women alike—to take initiative to create lasting, systemic change. By championing and uplifting women and diverse talent at all levels, including the executive ranks, we can build a stronger, more innovative industry. Let’s lead by example and ensure our leadership is as diverse and dynamic as the artists who define the music we love.”
Narrowing the analysis even further, across six major music companies, the senior management teams (e.g., C-suite executives) were comprised of 33.3% women, and people of color held 16.7%. Women of color filled only 10.3% of roles at this level. Nearly two-thirds (60.3%) of the senior management teams at top music companies were white men.
The percentage of women and underrepresented top executives increased somewhat: a total of 77 top companies logged 15.6% of women in CEO and/or presidents roles. Elsewhere, the study found women CEOs and presidents were most likely to lead companies in the music distribution sector (28.6%) followed by publishing (21.4%).
Few labels (16%), or streaming companies (10%) had women at the top, and no music group top executives were women. Women of color were least likely to fill a top executive position. None of the streaming companies assessed had an underrepresented top executive. Streamers also had the lowest number of women overall (37.2%), while music distribution companies had the highest percentage of women executives at all levels (47.8%)
The report also features actionable solutions for change, including the use of measurable and objective criteria to guide hiring and promotion, creating flexible pathways to promotion for all employees, and pursuing sector-driven solutions that account for unique company needs.
“The top of the executive ranks – whether at major companies or independents – does not reflect the music makers on the popular charts nor the audience that these businesses serve,” said Dr. Smith. “Though the climate is one that does not favor so-called ‘DEI programs,’ the reality is that when organizations are not reflective of the groups that they rely on for business, they are missing talent that can make them more competitive, nimble and responsive.”
