Although the figures in the new report from the Music Industry Partnership for Sustainable Development still show an uneven distribution between men and women, the report stands out in two other important ways.

The new measurement is based on facts and figures provided by companies and organisations across the entire rhythmic music scene, and will be calculated every year from now on.

The background to the report is the desire to document whether change is happening across the music industry in the work with equal access.

"With a recurring measurement of gender balance, we can share knowledge about what works and where there is still a long way to go."
Sara Indrio

It requires factual knowledge about your starting point to know if you are creating positive change or not, says Sara Indrio, spokesperson for Musiklivets Partnerskab and chairperson for the Danish Artist Association.

"Many reports and figures have highlighted the gender balance, and some organisations have started the change process, while others have been at it longer. But we haven't had a comprehensive diversity report like this before, and one that goes beyond the individual company or organisation. The more people who come together to improve the industry and use their data to paint a bigger picture of gender balance, the better the chance of real action we can see results and measure. It's encouraging to see the potential of this collaboration. With a recurring measurement of gender balance, we can share knowledge about what works and where we still have a long way to go."


Many follow the evolution of the music industry

There is a lot of interest in how the music industry is increasing diversity and a number of media have covered the industry report. DR talks to artists, musicians and venues about the developments. See DR's coverage here.

80 stakeholders want to improve gender balance

The need to change the gender imbalance has led more than 80 different organisations to sign up to the Music Industry Code for Equal Access. The list includes venues, festivals, educational institutions and booking agencies to record labels and music publishers. Last year the number was just over 60, and 47 of them completed the evaluation for 2023. The measurement provides key figures and knowledge on gender balance, but also other diversity parameters and helps shed light on the barriers that exist across roles and responsibilities in music.

"We hope that many more people realise how important the sector figures are, so that over time we can add more metrics and more respondents to the data base. And it's important that the commitment we see from the partners in this report also leads to concrete action and thorough evaluation," says Sara Indrio, chairperson of the Danish Artist Association and part of the steering committee of the Music Life Partnership.

The report covers a wide range of sectors, but it is not yet representative of the entire music industry. It will require a much higher volume of reporting. Therefore, she encourages more organisations to sign up to both the code and the reporting, and in this way help to follow and take part in the development.

See the full report here.

Trends from the report

The gender imbalance is greatest at the top: the differences are most pronounced at executive level, where men account for 68 per cent of positions on average. In the management layer just below, the percentage split is 57 per cent men and 43 per cent women.
The distribution among employees without management responsibilities is approximately 50-50.

47 stakeholders have responded - 655 men and 580 women are included in the baseline survey.

Willingness to change

As many as 87 percent of participants say that their organisation is working to increase knowledge about diversity and inclusion.
None of the respondents lack support from management, but half cite time as a key barrier.
Around one in three point to finances and lack of knowledge getting in the way of more action.

Six principles for change

To drive change, six principles for inclusion and diversity have been formulated in the Music Industry Code of Equal Access. The principles are designed to make change tangible and pave the way for an industry where everyone has an equal opportunity to fulfil their talent in creative, performing and leadership roles. See the principles below.

The Music Industry Code of Equal Access - six principles for inclusion and diversity


Bias-aware managers and employees

You commit to training managers and employees to work with and challenge their own stereotypes and prejudices to counteract ingrained and limiting beliefs.


Broad representation in gatekeeper roles

Strive for broad representation in positions and decision-making layers that act as gatekeepers and exercise special power in judging, awarding, booking and hiring.


Role models and role models

You commit to working with diverse role models and role models in your internal and external work.


A safe and inclusive culture

You commit to defining and promoting a safe and inclusive culture and work environment where no one faces unfair discrimination.


Professionalisation of the organisation or company

You commit to working to establish, implement and maintain the necessary processes and guidelines to strengthen the professionalisation of management layers, processes, structures and operations.


Data and transparency

You commit to making your efforts measurable and to annually follow up and communicate on activities and results to ensure progress and transparency.