The collective efforts made through the project reflect a sector-wide commitment to levelling the playing field for all musicians. Image credit: Shutterstock.
The Musicians' Union, Association of British Orchestras (ABO) and Black Lives in Music (BLiM) are proud to stand together in solidarity with orchestras, choirs and musicians across the UK as we announce the launch of Year Two of the Hiring and Recruitment 10 Point Action Plan.
The plan is a continued effort to drive equity, inclusion and meaningful systematic change across the UK’s professional orchestral and choral sectors.
Year 1: Sowing seeds for meaningful change
First launched in April 2024, Year 1 of the 10 Point Action Plan saw 33 participant organisations come together with a shared purpose: to address systemic barriers to equitable recruitment.
Through open discussion, reflection and action, they trialled:
- Screened early round auditions
- Inclusivity training for recruitment panels
- Anonymised application processes
- More regular open calls for extras and deputies
- Streamlined trial processes
- Robust records of auditions and decisions with defined scoring framework
- Inclusion of impartial external members on audition panels
These collective efforts reflect a sector-wide commitment to levelling the playing field for all musicians. Musicians reported feeling more confident and supported through screened auditions, and the introduction of scoring systems in some organisations brought greater consistency and fairness, especially where auditions spanned long periods. Many organisations are also now revising their recruitment policies with transparency and inclusion at their core.
A participating orchestra commented: "Joining the plan has given us a platform to think more widely about some our recruitment processes outside of the plan itself, and how we might make other changes or improvements".
The project is also creating space for new conversations and collaborations to happen within organisations. Scottish Ensemble, one of the orchestras taking part, described how the project alllowed them to "put a robust case forward to our Trustees of the 'why' and have their support to proceed without additional roadblocks."
Year 2 deepens our collective commitment to a more inclusive industry
Building on the momentum and insights gained from Year 1, this next phase deepens our collective commitment to fostering a more inclusive, equitable and representative music industry.
Jo Laverty, MU National Organiser Orchestras at the Musicians Union said:
“The progress from Year 1 of the project is that we are hearing from members that are being both consulted and listened to in regard to more open and inclusive recruitment practices.
“There is still a long way to go to create meaningful change in the industry, but we should celebrate progress where it happens and recognise that when management teams and musicians work collaboratively alongside each other is when the most promising change happens.”
The challenges we face, particularly around resourcing, are real and persistent. Funding remains a significant barrier, but as our community has shown, change is possible even without cost. Through shared learning and open dialogue, participants have identified cultural and procedural shifts that can make a lasting difference, including improved consultation, inclusive decision-making and transparent communication.
Visit our Inclusive Recruitment in Orchestras Hub to find out more about the 10 Point Plan, its goals, and how you can get involved.
Open and transparent conversations betwen musicians and management
Roger Wilson, Director of Operations and co-founder at Black Lives in Music said:
“It’s fantastic to see the inclusive recruitment plan develop as it goes into the second year. Key to this has been the many open and transparent conversations taking place with musicians and management. These conversations are crucial to understanding the 'why'. This, I believe, is the key driver for transformational change.
"I’ve been lucky enough to speak with many musicians and managers involved in the programme. The increased insight that comes with every conversation is extremely heartening, a real sense of community is developing within the context of this work.
"Whilst orchestras and choirs are having to deal with the ever-increasing challenges of funding support, those involved in this programme are demonstrating the importance of this narrative through their ongoing commitment to the 10 Point Action Plan. Ultimately, this commitment to change can only benefit the sustainability of those orchestras and choirs involved and, in turn, the longevity of the sector itself.”
Bespoke training for orchestral organisations and musicians
Year 2 includes more bespoke training packages for orchestral management and musicians. These sessions aim to empower individuals to share knowledge and embed inclusive practices within their own organisations, ensuring these values reach every part of the orchestral and choral ecosystem.
This year also again includes support sessions that provide space for participant organisations and musicians to reflect on their learning, share challenges and successes and contribute feedback. Additionally, individuals currently navigating audition processes will be surveyed to gather insights on their experiences and inform further improvements.
To remove financial barriers to participation, training will be fully funded by ABO, BLiM and the MU. Freelance musicians may also apply to the MU for additional support to cover loss of earnings and other costs, ensuring equitable access for all.
Online and in-person training sessions take place between October 2025 - March 2026. Browse the full schedule of dates.
We now invite more organisations to join us
Judith Webster, Chief Executive, Association of British Orchestras said:
“Working in partnership with the Musicians’ Union and Black Lives in Music on this programme has been an important demonstration of the need for musicians and managements to work together to achieve long term change in our sector.
"Unpicking the long established systems and processes which have mitigated against the inclusion we seek takes leadership, resilience and a shared vision. We fully recognise that this programme is the tip of the iceberg and that there are no quick fixes for culture change, but we are proud that 33 organisations signed up in year one, and we now invite more to join us. By continuing to work together we are confident that UK orchestras and choirs will overcome the challenges that have previously been barriers to progress.”
We warmly invite orchestras and choirs who share these values and are committed to meaningful change to join us in our journey towards a more inclusive sector. Expressions of interest can be directed to the ABO at fiona@abo.org.uk.
We also encourage musicians with a passion for equality, diversity and inclusion to become Inclusive Recruitment Champions. Find out more about the volunteer roles available and how to get involved.