skip to main content

MU Equality Action Plan

The aim of this action plan is to make sure our Equality, Diversity and Inclusion policy is translated into action, as it is essential that organisations within the music industry make clear commitments to support groups who are more likely to experience discrimination and who are underrepresented.

Last updated: 02 June 2021

This action plan was created in consultation with our members, as a way of implementing our Equality, Diversity and Inclusion policy.

1. Better research

  • Collect robust data to inform policy and lobbying on equality issues
  • Publish bi-annual research on diversity of artists working in the industry
  • Highlight key equality issues impacting musicians
  • Collect 25% of members diversity data by 2022

2. A more diverse membership

Targeted recruitment so by 2024 we aim for:

  • 50% of new members will be women
  • 20% of new members will be from Black, Asian and ethnic minority backgrounds
  • 20% of new members will identify as D/deaf and disabled
  • 10% of new members will identify as LGBT+

3. More engagement with underrepresented members

  • Build Equality Networks to a minimum of 250 members per network by 2022
  • Actively encourage greater participation in union structures through targeted events & workshops
  • Survey underrepresented members about key issues annually
  • A greater focus on age related issues and discrimination

4. An industry free from sexual harassment, racism and discrimination

  • Highlight the work of underrepresented members to create visible, diverse role models
  • Recruit 50 new signatories to the Music Sector Code of Practice by 2022
  • Campaign & lobby for more robust equality legislation
  • Support organisations & campaigns that work specifically to level the playing field for underrepresented musicians and to eradicate racism and sexual harassment through partnered events, programmes and promotion

5. Education

  • Create a consistent space for equality education by providing at least 4 equality training sessions per year for MU members
  • Promote best practice via regular blogs and news items
  • Continued campaigning for access to a music education for all
  • More representative curriculums and syllabi through continued lobbying and working with exam boards and the DfE

6. Positive action & skill building for underrepresented members

  • Targeted schemes and skill building sessions for underrepresented members
  • Provide accessible networking opportunities for underrepresented members
  • Facilitate mentoring & skill sharing sessions

7. Make the MU more diverse & accessible

  • Build awareness and knowledge through annual equality training for all MU staff
  • Make better use of assistive technology by continuing the use of online access beyond Covid-19
  • Become a Disability Confident Employer by 2022
  • Implement the UK Music Diversity Ten-Point Plan

8. Change the conversation on disability

  • Facilitate conversations between disabled musicians and the wider industry
  • Highlight and challenge the barriers disabled musicians face
  • Promote the manufacture and use of accessible instruments
  • Support for members to make funding application processes more accessible
  • Lobby and campaign for a National Independent Living Support Service
  • Train 50 Mental Health First Aiders by 2022

9. Make the music industry work for parents & carers

  • Campaign for improved legislation for self-employed parents and carers
  • Work more closely with PIPA and organisations campaigning to improve work for parents and carers

10. Safety and respect for LGBT+ members

  • Lobby to end abuses of LGBT+ people internationally and ensure safety and respect for touring UK LGBT+ musicians
  • Work with national and international organisations to abolish LGBT-phobic legislation
  • Gather and monitor real-life experiences of LGBT+ musicians in the workplace to build a strong picture of where action and support is needed