Making The Case For A Fairer Music Industry MU Deputy General Secretary Naomi Pohl celebrates the passing of several motions promoting equality and inclusion in the industry, while highlighting a troubling example of discrimination and the Union’s impassioned response. Motions passed at MU Delegate Conference on 23rd July included several on the theme of equality, diversity and inclusion. The London Region moved a motion on black and minority ethnic orchestral musicians highlighting that “out of 629 players in 17 UK orchestras, only 11 individuals, just 1.7% are identifiably from a BME background”. Chi-chi Nwanoku moved the motion with an impassioned speech and identified that screened auditions are a step forward, but it’s crucial that workplaces are welcoming to BME musicians and that they are afforded a sense of belonging.
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The North of England Region moved a motion calling for the Union’s Executive Committee to launch a campaign “to stop disability discrimination in the workplace and to encourage employers, engagers and fellow colleagues to make reasonable adjustments and change their attitudes towards disabled musicians”. The industry has to work together to resolve this issue. One member I spoke to said that his work opportunities as a gigging musician are halved by the fact that he uses a wheelchair. Heidi McGough moved the motion and highlighted some absolutely unacceptable experiences she’s had as a visually impaired musician in the live sector. Heidi highlighted that attitudes towards disability remain a significant problem and we need to call this out whenever we come across it.
“We’re well aware of numerous examples of artists and bands not being booked because of their gender, race, sexuality or disability.” The Musician • Autumn 2019
Finally, the Scotland and Northern Ireland Region highlighted “the lack of women appearing on festival programmes and in venues” and called for the MU to lobby decision makers to implement policies that will promote parity for women in music. Not only are women under-represented in almost all areas of the music industry but they are also commonly underpaid. The latest depressing statistic is that men earned 60% more than women at last year’s Edinburgh Fringe Festival. The industry has to wake up to these issues and address them consciously. It isn’t enough to pay lip service to diversity and inclusion; things have to change. Blatant discrimination I want to draw MU members’ attention to an incident which was highlighted on social media by artist Shirley Manson of Garbage fame. Shirley got in touch with the MU and the PRS for Music Foundation in response to an email from a London promoter to a US punk band called Pleasure Venom who had identified themselves as being fronted by a woman of colour and with a trans bassist. The email from the promoter said “as a mixed race (half black) promoter I feel really uncomfortable about bands playing the race card to sell themselves as something unique. It’s a form of self-imposed/selfinflicted racism.” She went on to cite various bands with diverse line-ups who had been successful and said: “I really wish race wasn’t made such a big deal out of, and if we could stop with the affirmative action and just go back to celebrating
