This article examines how, after the 2020 racial justice protests, major music companies pledged to address systemic racism and support Black artists and employees. It highlights the promises made — such as financial donations, diversity initiatives, and internal reforms — and evaluates the slow, uneven progress since then, with some efforts falling short of real structural change.

How good is your diversity statement? The best diversity statements include: the company’s mission, a commitment to diversity, mention of specific underrepresented groups, positive and inclusive language, and unique information or benefits for diverse groups. These 25+ examples are either excellent overall or at least have an idea or two for you to consider.

SITM is a nonprofit organization increasing the number of women working in music – songwriters, engineers, producers, artists and industry professionals. We are an independent, global network that operates as a unifying organization for women from across the industry, creating strength and impact on a global scale. As an umbrella nonprofit, we also provide resources and support for women-focused initiatives that are working to create meaningful change – both through our own programs, as well as external efforts around the world.

SafeBar Alliance provides education and bystander intervention training to participating bars and drinking establishments, and strengthens relationships that prioritize community safety. Its goal is to keep both bar staff and patrons safer from predatory behavior, harassment, and sexual assault.

Location: Kansas, remote trainings available

RAMPD (Recording Artists and Music Professionals with Disabilities) is a professional platform equipping the music and live entertainment industry with disability inclusive tools, programming and strategy. RAMPD also connects the industry to a global directory of peer-vetted music/sound creators and industry professionals to bring competitive opportunities, visibility and community to our Professional Members while offering disability inclusion to Industry/Venue partners.

Psychological safety is the belief that you can take risks and put forward ideas without facing ridicule or retaliation. More often than not, it’s women — especially women of color — who don’t feel comfortable doing so.

Practical tips and resources for independent venues, promoters and festivals, curated by NIVA's DEI Taskforce

The Kennedy Center offers numerous resources related to the Leadership Exchange in Arts and Disability (LEAD®) program, including tipsheets, books, videos, and webinars. The LEAD program focuses on expanding the breadth and scope of accessible cultural arts programming.

Part of the VSA International Network, the Leadership Exchange in Arts and Disability (LEAD®) program focuses on expanding the breadth and scope of accessible cultural arts programming. The LEAD Conference not only introduces those new to the field to cultural accessibility solutions, but also provides ongoing learning, support, camaraderie, and motivation—necessary fuel for anyone working to change the status quo.

Our mission is to hold accountable the industry at large, including major corporations and their partners, who benefit from the efforts, struggles and successes of Black people. It is the obligation of these entities to protect and empower the Black communities that have made them disproportionately wealthy in ways that are measurable and transparent. If you are an owner of a music company or business, consider implementing some or all of #TheShowMustBePaused Action Items.

A list of organizations working on Diversity and Inclusion in the Music and Audio Industry, provided by Soundgirls.

Music Forward inspires ambition and creates a momentum to redefine what’s possible for the young people and the industry we serve. Focusing on young people ages 12-22 in underserved communities, we set the stage for success by providing workshops and showcases to inspire the next generation of music industry leaders, innovators, and artists.

Most of the tools and articles on organizational implementation of DEI principles cover topics about boards, bylaws, and hiring practices. But what about DEI and finance? What are the links between them? Inequitable and unjust practices easily and unconsciously embed into systems and structures around payroll and finance. Let’s talk about 4 areas where you can examine your financial operations relative to DEI.

Consider signing the Keychange Pledge and work with them towards a gender balanced music industry. With the Pledge, Keychange offers an effective tool and tailored support to increase representation throughout the music world.

Directory of people of color who work in audio around the world. You’ll find editors, hosts, writers, producers, sound designers, engineers, project managers, musicians, reporters, and content strategists with varied experience from within the industry and in related fields.

Despite our reliance on people, we have a bunch of no good, very bad habits in hiring. This includes a terrible habit that many of us have, one that perpetuates gender and other inequities, and increases the power imbalance between employers and employees: Not listing salary ranges on job postings, and putting “DOE,” which stands for “Depending On Experience” instead.

Committing to hiring practices that embrace diversity and inclusiveness requires an investment of time and resources. But, as the following five suggestions illustrate, there are many small but effective methods HR professionals can implement to change hiring practices at their organizations for the better.

DAWA honors, celebrates, and empowers the essential work of BIPOC community frontliners through direct financial support and culturally relevant health-centered programming. DAWA is a safety net for people of color who are experiencing short-term life crises. More specifically, people of color who are: musicians, artists, social workers, teachers, healing practitioners, and service industry workers.

Location: Austin, TX

Making Spaces Safer: A Guide to Giving Harassment the Boot Wherever You Work, Play, and Gather. This book by Shawna Potter is a clear and concise guide for public spaces of all sorts—from art galleries to bagel shops to concert halls—that want to shut down harassers wherever they show up.

Bodies of Culture is a diverse group of musicians and professionals advocating for equity in Colorado's music Industry. We are dedicated to evolving the local music ecosystem to create a more equitable future for young artists and our peers by identifying and closing EID gaps and establishing a culture of belonging and solidarity.

Location: Colorado