Dignity at work: A survey of discrimination in the music sector by ISM Musicians

Dignity at work: a survey of discrimination in the music sector FINAL REPORT April 2018

#DignityatWork

Dignity at work: ISMusicians a survey of discrimination in the music sector Final report - April 2018 company/incorporated-society-of-musicians ism_music ISM_music

TheISMUK

Contents

Dignity at work: a survey of discrimination in the music sector Final report – April 2018

Executive summary

Appendix

Background to the ISM survey

About the respondents

Full survey data

Solutions

Comments are taken from musicians’ responses to the ISM survey.

Dignity at work: tackling harassment and discrimination in the music sector and beyond EXECUTIVE SUMMARY There are thousands of musicians working professionally in the UK: teaching the art of music to our children at school; performing within our celebrated orchestras and renowned concert halls; and composing the music we hear on television and in our headphones. They are a thriving component of the music industry, worth £4.4billion to the UK economy. At the first cross-sector diversity event held by the Department for Digital, Culture, Media and Sport (DCMS) in March 2018, the Culture Secretary Matt Hancock described diversity within arts and culture both as ‘a moral imperative’ and as making ‘good business sense’. Talent itself is indiscriminate. Therefore, ensuring diversity and opportunities for everyone, including those from all socioeconomic backgrounds, will grow our already successful music industry and in turn our wider creative industries. This report by the ISM, collated from approximately 600 responses from across the music profession, reveals that the success of our music industry is being undermined by a high level of discriminatory behaviours and practices, including sexual harassment, inappropriate behaviour and discrimination. These incidents have taken place despite many organisations and workplaces having policies and procedures in place. Nearly half of the total respondents stated they had experienced some form of sexual harassment, bullying and discrimination with reference to all nine protected in the characteristics of the Equality Act 2010 (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or 2

belief, sex, and sexual orientation). These are all covered in the final report’s complete data analysis, which can be found in the appendix. This is coupled with a high level of non-reporting due to fear of losing work, which indicates the vulnerability of this largely freelance profession. One of the most disturbing statistics in the report is that 77% of those who responded that they had been sexually harassed did not report this behaviour. Gender discrimination also had a high level of non-reporting at 75%. 72% of all the respondents described themselves as ‘selfemployed’. The majority of the music profession are not usually engaged as either employees or workers in the traditional sense. It is more common for individuals to work in a selfemployed capacity, diversifying their portfolio of work to ensure an income. For example, a musician could be offered work (or a ‘run’) with an opera company on a seasonal basis, rather than permanently. Many musicians are ‘self-employed with opportunity for deputising’. This time-honoured freelance model makes it difficult for musicians to have access to the protection and support mechanisms which are to be found in more traditional employment. As a consequence this vulnerable but highly talented workforce is afraid of reporting their experiences for fear of victimisation and losing work – in other words, oldfashioned ‘blacklisting’. To reduce this fear of reporting and give clarity to the rights of musicians, all engagements should make clear that there is a ‘contract personally to do work’, to ensure that the musician is within the ambit of section 83(2) of the Equality Act 2010. There also needs to be a significant change in the culture of the music sector to tackle the endemic climate of fear around reporting. However this is not enough. We will also be seeking confirmation from the Government as part of the ongoing work arising from the Taylor Review that section 83(2) of the Equality Act 2010 covers depping musicians. We cannot allow this possible loophole to go unchallenged.

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

Musicians also reported harassment from third parties, such as members of the audience or public. Recent legal changes, including the revocation of the use of discrimination questionnaires and the removal of rights around third party harassment, have made it more difficult to seek to challenge potentially discriminatory behaviour. Reintroducing these particular parts of the legal framework would greatly assist in eradicating adverse behaviours. This is a moral imperative. We must also ensure that all musicians understand their rights and responsibilities under the equality legislation and that perpetrators are held to account.

‘[I] was told that if my complaint was made formally, it would follow me around and threaten my career.’

‘…reporting it seemed to be pointless and I’d probably lose future work.’

The greatest proportion of respondents – 60% – reported that they had been subject to sexual harassment and the majority of this pool of respondents were female musicians. 72% were self-employed.

‘[A] conductor said ‘I knew that I didn’t just employ you because you had a nice arse’.

‘A tutor at Music College asked me out on a number of occasions.’

‘As a student, my [tutor] kissed me against my will which was followed by inappropriate comments during my studies.’

‘I was sexually harassed and mentally and physically abused by my first boss when I started working as [a composer].’

‘I was still at Music College, he was one of my lecturers. I didn’t want any more doors slamming in my face.’

‘I would never work again. He had all the power and influence and I was (and still am) unknown.’

‘I was told “I will see you never work again”.’

60% 72%

‘Not worth being a whistle-blower. It ruins any career chances I might have had.’

reported that they had been subject to sexual harassment self-employed at the time of the incident

‘I always take a sleeping bag on tour, because often we are sharing sleeping space, and a sleeping bag (that doesn’t zip all the way down), is the most effective way of not being molested while asleep.’

‘A famous musician exposed himself to me.’

‘I have been propositioned and/or expected to engage in ‘casting couch’ or flirtatious behaviour so many times I have lost count.’

A small number of female respondents, 6%, who were all self-employed reported experiencing rape and assault.

‘I’ve had someone in power try to get me drunk on purpose, I’ve been touched very inappropriately by [male teachers], I’ve been asked to dress provocatively when it was very inappropriate to do so, and the worst case was when [someone higher] physically attacked me.’

who were all self-employed reported experiencing rape and assault

‘[My experience] probably amounted to date rape.’

‘I was harassed so badly I needed to have MRIs taken once.’

‘In my early career [a musician] tried to rape me when we were on tour.’

The survey data indicated that gender discrimination is an issue within the music sector, and that it mainly affects female musicians. Many female musicians reported experiences ranging from comments about their appearance, being belittled, intimidated and overlooked for work or paid less than male musicians.

‘Teaching in a conservatoire female teachers are often less well paid than their male colleagues and more likely to be on zero hours or less secure contracts.’

‘Wanting all female players who are attractive and wear very high heels and lots of make up for session work/ weddings.’

‘Being treated as the stupid young girl who doesn’t know anything, being told my eyes are ‘sexy’. People commenting on how I dress.’

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

‘[I] was told I wouldn’t be offered a job on the basis that “a woman could never play as well as a man”.’

Male musicians also suffer discrimination. Although the majority of respondents who reported experiences of sexual harassment, inappropriate behaviour and discrimination were female musicians, there were examples given by male musicians. Greater proportions of male musicians reported experiences of discrimination on the grounds of sexual orientation, aggressive behaviour and bullying and racism.

‘A musician I was working with was making inappropriate racial “jokes”. I use quotation marks because it wasn’t funny.’

Some of the experiences shared with us indicate that sexual harassment, inappropriate behaviour and discrimination can arise where the perpetrator occupies a more powerful or dominant position in relation to the victim. In many cases, respondents described being sexually harassed, bullied or discriminated against by their teacher, conductor, boss or director, or a famous musician. However, in most cases as shown by the survey data, incidents involve other musicians who are on an equal footing. 37% of respondents who were sexually harassed, 64% of respondents who experienced gender discrimination and 45% of respondents who were bullied said the perpetrator was their colleague or fellow musician. This indicates that cultural issues are at work, which need to be addressed. While collective agreements can be of help in the employment setting, it is doubtful that they are an effective solution to this kind of harassment.

‘[There was] enormous support for certain female students by male music lecturer, given excellent marks and low interest in male students.’

‘My [section leader] always watched me get changed and once positioned himself so he could watch me shower from the dressing room.’

37% 64% 45%

‘I’ve been physically sexually assaulted multiple times by drunk women, verbally abused.’

of respondents who were sexual harassed… of respondents who experienced gender discrimination… of respondents who were bullied…

…said the perpetrator was their colleague or fellow musician

What next? Since the interim report was published in December 2017, the ISM has led a round table discussion, bringing together music industry, orchestras, and higher education (universities and conservatoires) colleagues to identify ways forward. It was acknowledged by all that there needs to be a shift in the culture dominating the music profession but that this cannot be achieved by a single organisation alone. Change can only happen if all parts of the music sector come together including national arts funding bodies, umbrella bodies, membership organisations, orchestras, conservatoires, music colleges and venues, amongst others. The music sector also needs to engage with other parts of the creative industries, such as the theatre and film industry, which are also working to improve conditions for their workers. We must also be led by the musicians who took the time to respond to the survey. A sector-wide code of conduct was called for by 86% of the respondents who gave suggestions for improvement. The ISM will be consulting on a draft Code, drawing on the learning from organisations such as the BFI.

86% 69% 6

of the respondents called for a sector-wide code of conduct

of the respondents called for improved processes and procedures

‘They need to know there is a zero tolerance policy and fully aware of the repercussions, laid out bare for them. These people do it because they feel they can get away with it and people won’t speak up.’

‘It would be great if venues put up reminders that inappropriate behaviour will not be tolerated.’

‘There should be a responsibility of venues that if there is sexual harassment people in relation to the venue should be forced to stop it.’

‘Beyond keeping young people safe, much depends on the personal integrity of everyone in the profession, and all of us sharing responsibility to ensure everyone is treated with respect and good manners.’

There must also be organisational processes whereby musicians, regardless of employment status, can report their concerns without fear of losing work or adverse consequences. It is vital that all parts of the music profession are examined and adverse culture challenged.

‘We need to have anonymous reporting of [incidents] – people in positions of power usually target those with the least ability to confront them. The message we receive, over and over again, is to put and shut up or lose our careers.’

Diversity and inclusivity training will play a key role in culture change. 59% of respondents called for training on the subject of sexual harassment, inappropriate behaviour and discrimination. Musicians need essential support in understanding their rights and obligations as professionals, especially in relation to sexual harassment. To tackle this the ISM has already conducted training with webinars ‘Sexual harassment: Knowing your rights’ and ‘Sexual harassment: Knowing your obligations’. All musicians are able to access these webinars for free at ism.org/webinars From the ISM’s diversity roundtable in February 2018, the need for unconscious bias training to improve diversity and inclusion in the music sector was acknowledged. The ISM will work with colleagues to share best practices and training opportunities.

69% of the respondents called for improved processes and procedures. All places where musicians work should ensure their processes are fit for purpose and are accessible to both freelancers and the employed. Musicians are predominately self-employed and solutions need to be found that ensures dignity at work for vulnerable workers engaged as self-employed.

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

‘Legal compliance with employment law is non-existent in most of the orchestral sector.’

‘The chance to speak up without fear of losing work or your reputation.’

59%

of the respondents called for called for training on the subject of sexual harassment, inappropriate behaviour and discrimination ‘We need to rework the education systems. It’s shocking how ignorant people about racism, sexism, homophobia, oppression, equity over equality, victim shaming – pretty much anything outside of ourselves that we need to be aware of in society.’

‘Education in music colleges and universities to talk about those issues with people who are about to enter the music industry.’

‘Education. Start young. There should already be procedures and codes of conduct in place.’

‘Attack it at grass roots level- in the schools, bring the next generation up more aware and equipped to respond properly.’ 7

Practices and procedures around recruitment and engagement in all parts of the music sector need to be both fair and transparent to eliminate any risk of blacklisting. The risk of musicians losing work because they report sexual harassment, discrimination or bullying must end now.

Appendix

Lastly we need the following from the Government: i) Confirmation that section 83(2) of the Equality Act 2010 covers all depping musicians ii) The reintroduction of the rights around third party harassment; and iii) The reintroduction of the use of discrimination questionnaires. If the Government is serious around improving diversity then it must take action. We want the best art possible. As Matt Hancock said ‘diversity within arts and culture is a moral imperative’. To achieve this, the situation must change. We encourage all organisations to come forward to work with us as we seek to change the culture in the music industry. Please get in touch at dignityatwork@ism.org as to how you can help. We would like to thank Susan Sturrock, ISM President 2017–18, as without her support, this vital research would not have been possible. We would also like to thank Henry Vann (Head of External Affairs, ISM) and Freya McLeavy (Office & Events Administrator, ISM) for their insight, and our colleagues from across the creative sector. We would also like to thank all of the musicians who came forward to share their experiences and suggestions. Without your responses, change would not be possible. Deborah Annetts, Chief Executive, ISM Francesca Treadaway, Communications Manager, ISM

Dignity at work: a survey of discrimination in the music sector Final report – April 2018

About the survey

Background to the ISM survey All ISM members have access to confidential advice from experienced in-house employment lawyers by contacting the ISM legal team at:

E legal@ism.org 24-hour advice line: T 01275 376 038 The ISM also runs a counselling helpline: T 0800 042 0136

About the ISM

The respondents

The Incorporated Society of Musicians is the UK’s professional body for musicians and a nationally-recognised subject association for music. We were set up in 1882 to promote the art of music and to protect the interests and honour of all musicians. Today we support nearly 9,000 members with unrivalled services and expert advice, from study up until retirement and beyond. We are a wholly independent, nonprofit-making organisation.

The survey of the music sector was launched on Thursday 2 November 2017. This report covers data received by the ISM from Thursday 2 November to Wednesday 28 February 2018. Within that time frame the survey received close on 600 responses. For clarity, the percentages are presented to the nearest number, apart from where percentages are less than 1%. We asked respondents to tell us the settings in which they work. Of those who answered this question, (as is the case with portfolio musicians, many respondents have selected more than one choice) the breakdown is as follows:

25 25 25

Respondents work settings:

22% of respondents stated they work in a school or other educational environment 6% of respondents stated they work in a small 1 ensembles or band 6% of respondents stated they work in a choir 1 or choral setting 14% work in an orchestra or another large instrumental music ensemble 13% of respondents stated they work as a session musician or recording artist 11% of respondents stated they work in a conservatoire or music college (in further or higher education) 7% work in musical theatre

20 20 20

10% of respondents selected ‘Other’ as the environment in which they work, which covered a wide range of settings

15 15 15

10 10 10

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

00 11

In addition to the survey, respondents had the option to complete an equality and diversity monitoring form to help further our analysis. 46% respondents identified themselves as female, 16% respondents identified themselves as male, less than 1% (0.17%) defined themselves as transgender, less than 1% (0.17%) selected ‘other’ as an answer, and 38% did not disclose their gender. 52% respondents identified themselves as heterosexual/straight, 6% identified themselves as lesbian/gay/bisexual, 1% identified as other and 41% did not disclose their sexual orientation.

Overall picture Who experienced sexual harassment, inappropriate behaviour or discrimination?

27%

did not give an answer

1% 16–22 year olds

26%

47%

experienced sexual harassment, inappropriate behaviour or discrimination

did not experience sexual harassment, inappropriate behaviour or discrimination

Respondents ages:

47% of the respondents stated that they had experienced discrimination, including sexual harassment or inappropriate behaviour, in the course of their work as a professional musician, against 26% who said they did not and 27% who did not answer the question. The decline in the percentage in comparison to the interim report is due to many respondents responding only to offer suggestions as to how we can improve the culture and conditions in which all musicians work, as per the call to action in our survey promotion.

14% 23–34 years

36% Didn’t give an answer

stated they work ucational

stated they work or band

stated they work ing

estra or another sic ensemble

stated they work or recording artist

stated they work usic college (in ation)

heatre

The breakdown of the respondents’ age: • 16-22 = 1% • 23-34 = 14% • 35-49 = 20% • 50-65 = 19% • 65 and over = 7% • Prefer not to say = 3% • Didn’t give an answer = 36%

The breakdown of the respond20% ents’ age: 35–49 years • 16-22= 1% • 23-34= 14% • 35-49 = 20% • 50-65 = 19% • 65 and over = 7% not 19% to say = 3% 7%•• Prefer 50–65 years Didn’t give an answer = 36% 65+ years

Prefer not to say

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

selected ‘Other’ which they work

71% of the respondents who did experience discrimination, including sexual harassment or inappropriate behaviour, identified as female, 18% as male, less than 1% (0.36%) selected ‘other’ and 11% did not disclose their gender.

Who experienced sexual harassment, inappropriate behaviour or discrimination? (breakdown by employment status)

47% of the respondents stated that they 72% were self-employed, 24% were employed and had experienced discrimination, includ4% did not disclose their employment status. ing sexual harassment or inappropriate 50% of these respondents identified locations where their behaviour, in the course of their work as experience of discrimination and/or inappropriate behaviour a professional musician, against 26% took place. who said they did not and 27% who did The top three locations identified were within an orchestra notincluding answer the question. The or ensemble, touring bands (28%) and within a decline in 0 5 10 15 20 25 30 school setting and within a conservatoire or music the (15%) percentage in comparison to the college setting (14%). Other locations identified were within interim report is dueandtomusical many respondmusic venues, churches, opera companies 72% Self-employed theatre, universities, recording studios, work events and Overall ents responding to the survey only toPicture cruise ships. 24% Employed suggestions as to how we can improve 72% were self-employed, 24% were employed 4% disclose did not disclose their 4% and Did not their employment status the culture and conditions in which all employment status. musicians work, as per the call to action in our survey promotion.

Types of discrimination and inappropriate behaviour

In addition to sexual harassment and/or inappropriate behaviour, all nine types of discrimination as defined in the Equalities Act 2010 were disclosed. This includes gender, gender reassignment, marriage and civil partnership, religion, maternity and pregnancy, race, sexual orientation, age and disability. Discrimination on the basis of mental health and appearance was also reported. 8% of respondents did not disclose their exact experience and 20% of respondents identified more than one type of incident in their survey response.

Sexual harassment

Sexual harassment is unwanted conduct of a sexual nature. It has the purpose or effect of violating the dignity of a worker, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Something can still be considered sexual harassment even if the alleged harasser didn’t mean for it to be. It also doesn’t have to be intentionally directed at a specific person. Sexual harassment can happen in any number of ways, including written or verbal comments of a sexual nature, such as remarks about an employee’s appearance, questions about their sex life or offensive jokes; displaying pornographic or explicit images; emails with content of a sexual nature; unwanted physical contact and touching and sexual assault.1

60% of the respondents who said they had experienced discrimination or inappropriate behaviour in the workplace and provided details reported experiencing sexual harassment. 6% of these respondents had experienced rape (unlawful sexual activity) and/or sexual assault (unwanted sexual contact).

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

Definitions taken from Acas’ website, Monday 12 March 2018

Breakdown of respondents by gender and employment status The majority of these respondents, 82%, identified as female. However, male musicians, 13% of the respondents, also reported incidents of sexual harassment. 5% did not disclose their gender.

Breakdown of location and perpetrators

Who experienced sexual harassment? (Breakdown by gender)

57% of respondents who had experienced sexual harassment identified a location. The top location was identified as within an orchestra or ensemble, including Who experienced sexual touring bands (21%). Other top locations included within Who experienced sexual harassment? byby a(Breakdown choir setting (14%) and conservatoire or music college harassment?(Breakdown gender) (12%). Other locations included at a music venue, gender) universities, recording studios, theatre settings, private 82% 82%- female - femaleteaching settings, opera companies and industry events.

13% 13%- male - male 5% did their 5% - didnot notdisclose disclose their gender gender

82% Female 13% Male 0 0

5%5 Did not 10disclose 15their gender 20 25 5 10 15 20 25

30 30

0 0

20 20

40 40

60 60

80 80

84% of these respondents defined alleged perpetrators. The highest percentage identified was the respondent’s fellow musician or ‘equal’ colleague (37%). Respondents identified teachers (14%), conductors (14%) and fixers (11%) and members of the public/audience members, Heads of Department, directors and bosses as perpetrators.

100 100

Overall Picture Overall Picture 72% were self-employed, 24% were

72% respondents who reported 72%ofwere self-employed, 24%sexual were harassment, employed and 4% did not disclose their employed and 4% did not disclose their regardless of gender, said they were self-employed. employment status. employment status.stated were employed and 25% of respondents 3% did not specify their employment status.

Who experienced sexual harassment? (Breakdown by employment status)

Who experienced sexual Who experienced sexualby harassment? (Breakdown harassment?status) (Breakdown by employment employment status) 72% - self-employed 72%- employed - self-employed 25% 25% - employed 3% – did not disclose employ3% – did not disclose employment status ment status

72% Self-employed 25% Employed 3% Did not disclose their employment status 0 0

20 20

40 40

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

60 60

80 80

100 100

Gender discrimination and inequality

Did they report their experiences? Breakdown of respondents who reported their experience

Did they report their experience? (Sexual harassment)

23% of these respondents reported their experiences. Of those who reported their experience, 84% identified as female, 11% identified as male and 5% did not identify their gender.

23%

73% - self-employed

23% - yes

77%

Of those that specified their employment status, 68% stated they were self-employed and 32% stated they were employed.

Did not report their experience (employment breakdown)

Did they report their experience? (Sexual harassment)

Yes

23% - employed

77% - no

4% - did not disclose employment status

Breakdown of respondents who did not report their experience and why

Did not report their experience (employment breakdown) Did they report their experience? (Sexual harassment)

77% of these respondents did not report their experiences. they report theiridentified as male Of these, 81% identified asDidfemale, 13% experience? (Sexual and 6% did not disclose their gender. harassment)

(including gender reassignment) 73% - self-employed 23% - employed

77% - no

73% - self-employed

23% - yes Of those that specified their employment status, 73% 77% - noand 23% stated they were stated they were self-employed employed. 4% did not disclose their employment status.

73% Self-employed

Reason for non-reporting (sexual harassment)

4% - did not disclose employment status

46% - fear of losing work

21% - considered behaviour part of culture

Who experienced gender discrimination? (Breakdown by gender)

4% - did not disclose employment status

23% - employed

23% Employed

4% Did not disclose employment status

100

Did not report their experience (employment breakdown)

23% - yes

80% - female

26% - fear of not being taken seriously

13% - male

1% - transgender

100

6% - did not disclose their gender

11% - no one to report concerns to

100

9% - fear of perpetrator 5% - issue resolves

98% gave a reason as to why they didn’t report their experiences, with some giving more than one reason. 46% cited ‘fear of losing work’ as the reason for non-reporting.

120

100

Who experienced gender discrimination? (Breakdown by gender)

Reason for non-reporting (sexual harassment)

46% - fear of losing work 26% - fear of not being taken seriously

21% Considered behaviour part of culture 46% - fear of losing work 11% No one to report concerns to

100

Full breakdown Reason for non-reporting (sexual harassment)

46% Fear of losing work 26% Fear of not being taken seriously

26% - fear of not being taken seriously 21% - considered behaviour part of culture

Fear of perpetrator

11% - no one to report concerns to

Issue resolves

9% - fear of perpetrator

5% - issue resolves

21% - considered behaviour part of culture

80% - female

11% - no one to report concerns to

1% - transgender

9% - fear of perpetrator 5% - issue resolves

20 18 40Dignity 60 120 in the music sector Final report - April 20180 at work: a80 survey of100 discrimination

100

120

Who experienced gender discrimination? (Breakdown by gender)

100

6% - did not disclose their gender

13% - male 6% - did not disclose their gender

80% - female Defined as prejudice or discrimination 13% - male based on a person’s sex or gender. 1% - transgender

23% of the respondents who said they had experienced discrimination or inappropriate behaviour in the workplace (and provided details) reported experiencing discrimination and inequality on the grounds of gender. 80 100 19

4% - did not disclose employment status

100

Breakdown of respondents by gender and employment status

Did they report their experiences?

80% of these respondents identified as female, 13% as male and 1% as transgender. 6% did not for disclose their gender. Reason non-reporting

86% of the respondents who experienced discrimination and inequality on the grounds of gender Who experienced genderin the workplace answered whether they had reported their experiences or not. discrimination? (Breakdown by gender)

(sexual harassment)

Who experienced gender discrimination? 46% - fear of losing work (Breakdown by employment status) 26% - fear of not being taken seriously

80% - female

80% Female

21% - considered behaviour part of culture

1% - transgender

13% Male

11% - no one to report concerns to

1% Transgender

13% - male

their experiences. 13% of these respondents identified as male and 87% of these respondents identified as female.

100

70% of these respondents defined alleged perpetrators. The respondent’s fellow musician or colleague again made up the larger proportion of named perpetrators (64%).

96% of these respondents gave a reason for not reporting their experiences, and some gave more than one reason. Although a large proportion, 30%, cited ‘fear of losing work’ 0 20 40 60 80 100 120 as a reason for non-reporting, similar-sized proportions, 29% and 24%, did not report their experiences as they did not feel their concerns would be taken seriously and they considered gender discrimination as part of the culture in which they work.

100

120

30%

24% - considered behaviour part of culture

29% take

15% - no one to report concerns to

24% beh

9% - not considered serious 4% - fear of perpetrator

100

120

30% Fear of losing work

abuse? (Breakdown by employment status)

24% Considered behaviour part of culture 45% - self-employed

15% No one to report55% concerns to - employed

15% - no one to report concerns to

9% Not considered serious

9% - not considered serious

4% Fear of perpetrator

15% con

9% seri 4%

Who bullying, including

24% - considered behaviour part of culture

Rea (ge

29% Fear of not being taken seriously intimidation and verbal

29% - fear of not being taken seriously

4% - fear of perpetrator

100

29% - fear of not being taken seriously

Reason for non-reporting (gender discrimination)

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

30% - fear of losing work

25% - yes

100

Breakdown of location and perpetrators

Reason75% for non-reporting - no (gender discrimination)

72% were self-employed at the time of the incident, 24% were employed at the time of the incident and 4% did not disclose their employment status.

75% -

experiences? (Gender discrimination)

employment status

75%

Full breakdown of reasons Didreport they report Did not theirtheir experience (employment breakdown)

not report their experiences. 77% of these identified as female, 13% identified as male and 3% - did not disclose 2% identified as transgender. 8% did not specify their gender.

25% -

100

25% - employedrespondents

25% Employed

3%experi - di discrim employ

Yes

3% - did not disclose employment status

72% - self-employed 75% did

Did not report their experience (employment breakdown)

56% of these respondents identified locations where this took place. Again, the top three locations were within an orchestra or ensemble (36%), a choir setting (33%) and within a conservatoire (31%). Other locations included within schools, venues, studios, musical theatre and pit bands, and these were small proportions of the respondents.

25% Did -the

25% - employed

Who experienced gender discrimination? (BreakBreakdown of respondents who did not report their down by employment experience and why status)

Similar to those who had experienced sexual harassment, a large proportion of respondents, 72%, stated they were selfemployed at the time of the incident. 25% were employed at the time of the incident and 3% did not disclose their employment status.

3% Did not disclose employment status

25%

72% - self-employed

83% were self-employed, 13% were employed and 4% did not specify their employment status. 0

72% - s

(Gender discrimination)

5% - issue resolves

80 6% 100 120 their gender Did not disclose

72% Self-employed

Who experienced gender Did they report discrimination? (Breakdown by employment their experiences? status)

Breakdown of respondents who reported their experience

25% their reported 6% - did not disclose gender

9% - fear of perpetrator

Who ex discrim down b status)

100

Bullying, including intimidation and verbal abuse 0

100

Breakdown of respondents by gender and employment status

Who bullying, including intimidation and verbal abuse? (Breakdown by employment status)

Reason for non-reporting

Who b intimi abuse emplo

(gender discrimination) Of these respondents 60% identified as female and 40% identified as male. 30% - fear of losing work 29% - fear of not being

55% were employed at thetaken timeseriously of the incident and 45% were self-employed. 24% - considered

45% -

55% -

behaviour part of culture 15% - no one to report concerns to 9% - not considered serious perpetrator 55% Self-employed 4% - fear of45% Employed

100

120

100

Breakdown of location and perpetrators 40% identified a location. The highest proportion again, 50%, said their experiences took place within an orchestra. This is against 25% in a conservatoire and 25% in a school setting. A respondent’s fellow musician or colleague again constituted a large proportion of the perpetrators identified, 45%, followed closely by the leader of section (22%).

Defined as the use of force, threat, or coercion to abuse, intimidate, or aggressively dominate others. 7% of the respondents who said they had experienced discrimination or inappropriate behaviour in the workplace and provided details reported experiencing bullying, including intimidation and verbal abuse. This included being a ‘victim of bullying and harassment in a major UK symphony orchestra’; being ‘bullied by parents’; ‘experiencing aggressive behaviour from older established musicians’; being ‘verbally bullied whilst working in a music college’ and being ‘shouted at and physically intimidated’. 22

Dignity at work: a survey of discrimination in the music sector Final report – April 2018

Did they report their experiences? 100% of these respondents who had experiencing bullying, including intimidation and verbal abuse answered whether they had reported their experience or not.

Did they report their experiences? (Bullying, including intimidation and verbal abuse)

Breakdown of respondents who reported their experience 50% of these respondents reported their experience. 60% of these respondents identified as female and 40% identified as male.

50% No

50% Yes

Did they report their experiences? (Bullying, including intimidation and verbal abuse) 50% - yes 50% - no

60% of the respondents were employed and 40% of the respondents were self-employed. 23

Breakdown of respondents who did not report their experience and why

Did they report their experiences? (Bullying, including intimidation and verbal abuse)

50% of the respondents did report not report Did they their their experience. experiences? (Bullying, 60% of these respondents identified as female, and 40% including intimidation and identified as male. 50% of abuse) the respondents were employed verbal and 50% of the respondents were self-employed.

50% Self-employed

50% - self-employed 50% - employed

100

50% Employed

Full breakdown Did not report their experience (employment breakdown)

Reason for non-reporting (bullying, including intimidation and verbal abuse)

36% Fear of losing work

Did not report their experience (breakdown by employment status)

50% - employed

50% - no

Did not report their experience (breakdown by employment status)

50% - self-employed

50% - yes

50% - yes 50% - no 55% of these respondents gave a reason for not reporting their experiences. Although ‘fear of not being taken seriously’ took the greater proportion of reasons, ‘fear of losing work also made up a similar proportion. Comments included ‘people would have seen it as a bad break-up’, ‘it was all part of the ‘management culture’’, and a fear of ‘having my experiences downplayed’.

Other types of discrimination

Did not report their experience (breakdown by employment status)

4% Ageism 3% Sexual orientation 3% Race and civil partnership 2% Marriage & maternity and pregnancy 1% Disability

00 0.36% Religion

36% - fear of losing work 46% - fear of not being taken seriously

36% - fear of losing work 46% - fear of not being

9% - considered behaviour part of culture

9% - considered behaviour

9% - fear of perpetrator

46% Fear of not being taken seriously taken seriously part of culture 9% Considered behaviour part of culture

9% - fear of perpetrator

9% Fear of perpetrator

100

60 40

These are percentages of the respondents who said they had experienced discrimination or inappropriate behaviour in the workplace. 24

Dignity at work: a survey of discrimination in the music sector Final report - April 2018

Female

Male

Marriage and civil partnership & maternity and pregnancy 2% of the respondents who experienced discrimination and provided details reported discrimination on the basis of marriage and civil partnership & maternity and pregnancy.

Self-employed

Employed

80 60

100

80 0

70% of these respondents identified as female and 30% 40 identified as male. 70% were self-employed, 20% were employed and 10% did not specify their employment status. Discrimination on the basis of age is the highest amongst 60 20 1% due to maternity/paternity all types of incidents for non-reporting: 100% did not reportand pregnancy their experience, with ‘fear of losing work’ (50%) as the top0.3%40due to marriage and civil partnership reason for not doing so. 0 20

Ageism

Sexual orientation 4% of the respondents who said they 3% of the respondents who experienced discrimination and had experienced Marriage anddiscrimination civil partner- or 80 inappropriate behaviour in the workplace ship & maternity and provided details experienced discrimination based on their and provided details reported discriminapregnancy 2%the of the respondents who tion on basis of their age. sexual orientation. This includes experiencing ‘homophobic 60 experienced discrimination and provided details reported attacks’ and ‘homophobic exclusion70% and bigotry’. female discrimination on the basis of 30% male marriage and civil partnership & maternity and pregnancy.

70% self-employed 89% identified as male and 11% identified as female. 78% 20% employed 1% due to maternity/paternity were self-employed and 22% were employed. 78% did not 10% did not specify their employment and pregnancy 20 status

100 80

60 20

0 20

with ‘fear of losing work’ (50%) as the top reason for not doing so.

100

80 Race 3% of the respondents who experienced discrimination and 80 provided details experienced discrimination on the basis of their 60 race and/or heritage. This includes experiencing ‘inappropriate 60 racial “jokes”’ and ‘discrimination and being made fun of due to my accent’. 50% of these respondents identified as male and 40 Race 40 50% identified as female. 3% of respondents who experienced discrimination and provided details experienced discrimination on the basis respondents were self-employed and of their race and/or heritage.

75% of these 25% were 20 0 employed. A large proportion, 63%, did not report their experiences. 50% female However, their non-reporting was not due to fear of losing work,100 but 50% male because they ‘considered the behaviour as part of the culture’. 75% self-employed 25% employed

100 80 60 40 20 0

80 60

60 20 40

60 40

20 0

tion on the basis of their age. 60 4% of the respondents who said they had experienced discrimination or 70% female 80 inappropriate behaviour in the workplace 30% male and provided Fear of details losing reported work discriminaConsidered 40 behaviour tion on the basis of their age. 70% self-employed part of culture 60 20% employed 70%did female 10% not specify their employment 20 30% male status

orie 3% ex 11% pro 89% dis ori 78% 22% 11 89 78% wit 78 top 22

Fear of not being taken seriously

100

Religion 70% self-employed 100% did not report their experience, 0 0 1% of respondents who experienced 0.36% of respondents 20%‘fear employed with of losing work’ (50%) as thewho 80 discrimination and provided details experienced discrimination and 10% did not their top reason forspecify not doing so.employment provided details experienced 20 20 experienced discrimination on the basis of their disability. discrimination on the basis of their 78 status religion. This includes ‘anti-Semitic 60 Marriage and civil partnership & Maternity/paternity and pregnancy wi 75% female comments’. 25% male maternity and pregnancy 100% did not report their experience, top The respondents did not specify their 0 40 Sexual orientation 0 50% Ageism 100 100 self-employed gender with ‘fear of losing work’ (50%) as the 50% employed Maternity and top reason for not doing so.self-employed. They did not 100% 3% of the respondents who of respondents the respondents who said 20 they 100%4% of these did not specify whether they had reported report their experiences, with fear of their experiences or not. experienced discrimination and had experienced discrimination or not being taken seriously (50%) the 80 80 top reason for not doing so. 0 provided details experienced 75% female inappropriate behaviour in the workplace 100 discrimination based on their sexual 25% male and provided details reported discriminaMaternity and orientation. tion on the basis of their age. 60 60 100% self-emp 2% of the respondents who experienced discrimination 11% female 70% female 80 and provided details reported discrimination on the basis of 75%did female 80% not rep 89% male 30% male 100 Disability Religion marriage and civil partnership, and maternity and pregnancy. 25% male wit 40 experience, 40 1% of respondents who experienced 0.36% of respondents who 80 Race work (100%) as discrimination and provided details experienced discrimination and 78% self-employed 70% self-employed 60 Sexual orientation 100 details experienced Ageism experienced discrimination on the provided 100% self-emp for not doing so 22% employed 20% employed The breakdown: basis of their disability. discrimination on the basis of their 3% of respondents who experienced religion. This includes ‘anti-Semitic 60 3% of the respondents who 4% specify of the respondents who said they 20 10% did not their employment 20 75% female comments’. experienced discrimination and 80% did not re had experienced discrimination or and provided discrimination details 80 25% male 78% did not report their experiences, status 1%behaviour due to maternity/paternity and pregnancy provided details experienced inappropriate in the workplace 40 The respondents not specify their experience, wi experienced discrimination on thedidbasis 40 with fearsexual of losing work (43%) the discrimination based on their 50% self-employed gender and provided details reported discrimina(75% identified as and/or female heritage. and 25% identified as male) Race work (100%) a of their race 50% employed orientation. top reason for not doing so. tion on the basis of their age. 100% did not report their experience, 0 100% They did not 60self-employed. for not doing s 0 20 100% of these respondents did not specify whether they had reported with ‘fear of losing work’3% (50%) as the 11% female of respondents 70% female report their experiences, with fear of theirexperienced experiences or not. 50%to female 0.3% due marriage andwho civil partnership 20 top reason30% for male not doing so. 100 not being taken seriously (50%) the 89% male discrimination and provided details male as female). top reason for not doing so. (100%50% identified 0 40 experienced discrimination on the basis Marriage and c 78% self-employed 70% self-employed of their race and/or heritage. Sexual orientation 22% employed self-employed 20% employed 75% This includes being ‘told I could no longer work since I Marriage and civil partnership 10% did not specify theiremployed employment 80 0 25% 100% female 20 100 3% of the respondents who 78% did not report their experiences, status had to 50% look after my baby’, ‘bookings dried up when I Marriage and civil pa female experienced discrimination and Maternity and pregnancy with fear of losing work (43%) the 100 provided details experienced 50%did male ship &100% maternity and announced my engagement’, ‘I lost my place in an 63% not report their and experiences. self-emp top reason for not doing so. discrimination based on their sexual 100% did not report their experience, 0 pregnancy Marriage and with ‘fear of losing work’ (50%) as the However, was not orientation. ensemble after their I had non-reporting a baby.’ 60 80 top reason for not due doing so. 75%to self-employed 2% of 80% the respondent fear of losing work, but ‘considdid not rep 75% female 11% female 80 25% employed 100%discrimin female experienced ered behaviour as part of the culture’. experience, wit 89% male 25% male 100% of the respondents were self-employed. provided details repor work (100%) as 78% self-employed 40 100 experience, 80% did notdid report their with fear of 63% not report their experiences. 100% self-emp discrimination on the not doing so. 60 Marriage and civil partner22% employed self-employed Maternity and 100% pregnancy However, their ship & maternity and losing work (100%) asnon-reporting the top reasonwas for not not doing so, marriage and civil par 60 78% did not report their experiences, pregnancy due to fear of losing work, but ‘consid80% did re & maternity andnot preg which is unsurprising 80 given respondents’ comments. with fear of losing work (43%) the 2% oftheir the respondents who 75% ered behaviour as part of the culture’. 20 female 80% did not report experience, wi top reason for not doing so. discrimination and 40 experience, withexperienced fear of losing 25% male (100%) a provided details reported 1% duework to maternity/ 40 Race work (100%) asdiscrimination the top reason on the basisand of pregnancy 60 not doing so. 100% self-employed for not doing so.marriage and civil partnership 0 & maternity and pregnancy. 3% of respondents who experienced 80% did not report their 20 0.3% due to marriage Marriage and civil partner40 experience, with fear of losing discrimination 20 Maternity and pregnancyand provided details 1% due to maternity/paternity ship & maternity and partnership Race work (100%) as the top reason experienced discrimination on the basis and pregnancy pregnancy for not doing so. 2% of the respondents who their race and/or 75%of female 3% of heritage. respondents who experienced Disability

50% female3%

25% male

100% self-employed

63% a didsurvey not report experiences. in the music sector Final report - April 2018 Dignity at work: oftheir discrimination However, their non-reporting was not due to fear of losing work, but ‘considered behaviour as part of the culture’.

report their experiences, with fear of losing (43%) 0.3% duework to marriage and civilthe 100%partnership did not report their experience, top reason for not doing so. 0

100

100 80

Did not report their experience

Marriage and civil partnership & maternity and pregnancy 100 2% of the respondents who experienced discrimination and provided details reported 80 discrimination on the basis of marriage and civil partnership & maternity and pregnancy.

Did not specify employment 40status

0.3% due to marriage and civil 100 partnership

0.3% due to marriage and civil partnership

100

1% due to maternity/paternity and pregnancy

Ageism 4% of the respondents who said they had experienced discrimination or inappropriate behaviour in the workplace and provided details reported discrimination on the basis of their age. This includes ‘being classified as too old’; receiving ‘offhand comments about my perceived age’; ‘no longer fitted the mould of young/attractive’; ‘plenty of [work lost] to younger less well qualified and experienced women’ and being ‘treated differently for being young.’

50% male

experienced discrimination and

discrimination and provided details provided details reported experienced discrimination on the discrimination on the basis of basis of their race and/or marriage and heritage. civil partnership

& maternity and pregnancy. 80% did not report their 50% female experience, with fear of losing 1% due to maternity/paternity 50% male work75% (100%)self-employed as the top reason and pregnancy for not doing so.

25% employed 75% self-employed

0.3% due to marriage and civil 25% employed partnership

20 0

100 0 Marriage and civil partnership

100

80 80

63% did not report their experiences. 63% did not report their experiences. However, their non-reporting was not However, their non-reporting was not due to fear of losing work, but ‘considdue to fear of losing work, but ‘considered behaviour as part of the culture’. eredand behaviour as part of the culture’. Marriage civil partnership

60 60

100% female

40 40

Marriage and civil partnership

100% female

100% self-employed

100% self-employed 80% did not report their experience, with fear of losing work (100%) as the top reason for

0.3% due to marriage and civil partnership

100% self-employed

80% did not report their 80% did not report their experience, with fear of losing with fear of losing experience, work (100%) aswork the top reason foras the top reason (100%) not doing so. not doing so.

for 27

tner-

who tion and ed asis of nership ancy.

ship & maternity and pregnancy 2% of the respondents who experienced discrimination and provided details reported discrimination on the basis of marriage and civil partnership & maternity and pregnancy.

Female

1% due to maternity/paternity and pregnancy

Did not report their experience

0.3% due to marriage and civil partnership

100 80

Male

Self-employed

Employed

Fear of losing work

Considered behaviour part of culture 100

Disability 1% of respondents who experienced discrimination and provided details experienced discrimination on the basis of their disability.

Disability 1% of respondents who experienced discrimination and 60 75% female provided details experienced discrimination 25% male on the basis of their disability. This includes ‘other musicians believing that 40 50% self-employed 50% employed I have somehow lost the ability to perform as a musician of these respondents did not 20 because of disability’ and ‘reasonable100% adjustments not being report their experiences, with fear of not being taken seriously (50%) the made to the working environment which has led to being top reason for not doing so. 0 unable to work at various schools’. 75% of these respondents identified as female and 25% identified as male. 50% were self-employed and 50% were employed. 100% of these respondents did not report their experiences, with fear of not being taken seriously (50%) the top reason for not doing so. This indicates a lack of confidence around support for the disabled in the music profession.

Did not specify employment status

Religion

100

60 40

Fear of not being taken seriously

0.36% of respondents who experienced discrimination and provided details experienced discrimination on the basis of their religion. This includes ‘anti-Semitic comments’.

The respondents did not specify their gender

1% of respondents who experienced discrimination and provided details 100% self-employed. They did not specify whether they had reported experienced discrimination on the their experiences or not. basis of their disability.

75% female 25% male

50% self-employed 50% employed 100% of these respondents did not report their experiences, with fear of not being taken seriously (50%) the top reason for not doing so.

aternity

and civil

Religion Marriage and civil partnerDisability 0.36% of respondents who experienced discrimination and ship & maternity and provided experienced discrimination on the basis pregnancy 1% ofdetails respondents who experienced of their religion. This includes comments’. 2% of ‘anti-Semitic thedetails respondents who The discrimination and provided respondents did not specify theiron gender and 100% and were experienced discrimination experienced discrimination the provided details reported self-employed. They did not specify whether they had basis of their disability. discrimination on the basis of reported their experiences or not. marriage and civil partnership 75% female & maternity and pregnancy. 25% male

50% self-employed1% due to maternity/paternity and pregnancy 50% employed 0.3% duedid to marriage and civil 100% of these respondents not partnership report their experiences, with fear of not being taken seriously (50%) the top reason for not doing so.

100

0.36%

100 80

Solutions Religion

60 40 20

0.36% of respondents wh experienced discriminatio provided details experienc discrimination on the basi religion. This includes ‘ant comments’.

The respondents did not s gender

100% self-employed. The specify whether they had their experiences or not.

Religion

Disability

0.36% of respondents who experienced discrimination and provided details experienced discrimination on the basis of their religion. This includes ‘anti-Semitic comments’. The respondents did not specify their gender 100% self-employed. They did not specify whether they had reported their experiences or not.

Dignity at work: a survey of discrimination in the music sector Final report – April 2018

Many respondents accessed the survey to offer their suggestions as to how we can improve the culture and conditions in which all musicians work without disclosing their experiences.

Code of conduct endorsed by the sector

59% of the respondents who responded to the survey (answering both yes or no) provided an answer to what the music sector can do to address this problem. A majority selected more than one answer. These are solutions that should be driven by the sector and have been selected by the respondents.

86% of these respondents called for a Code of Conduct endorsed by the sector. The ISM, following our roundtable discussion that brought together music industry, orchestras, and higher education (universities and conservatoires) colleagues, will be consulting on a draft Code, drawing on the learning from organisations such as the BFI. All places where musicians are engaged for work and music organisations would be required to sign up to this code to ensure musicians are protected. Of these respondents, 54% identified as self-employed and 19% as employed, and 27% did not disclose their employment status. 74% identified as female, 19% identified as male, 1% said ‘other’ and 6% did not disclose their gender.

Improved processes and procedures 69% called for improved processes and procedures. What solutions did respondents ask for? Of these respondents, 57% were self-employed, 18% are employed and 25% did not disclose their employment status.

86%

sector-wide code of conduct

69%

improved processes and procedures

59%

training

What solutions did respondents ask for?

73% identified as female, 21% identified as male, 5% did not disclose an answer.

86% - sector-wide code of and 1% said ‘other’, conduct 69% - improved processes and procedures 59% - training

Training 59% called for training on the subject of sexual harassment, inappropriate behaviour and discrimination.

100

55% of these respondents were self-employed, 16% were employed and 29% did not disclose their employment status. 77% identified as female, 16% identified as male, 1% identified as transgender and 6% did not disclose their gender.

Dignity at work: a survey of discrimination in the music sector Final report – April 2018

Incorporated Society of Musicians, 4–5 Inverness Mews, London W2 3JQ, T 020 7221 3499 E membership@ism.org

#DignityatWork

32 ism_music Dignity at work:ISMusicians a survey of discrimination in the music sector Final report - April 2018 company/incorporated-society-of-musicians ISM_Music

TheISMUK

Dignity at work: A survey of discrimination in the music sector

Articles inside

Appendix