UK Music Industry Inquiry Into Misogyny In Music

An inquiry into misogyny in music has been undertaken by the House of Commons Women and Equalities Committee. Following the increase of more conversations around the issue, the inquiry aims to examine what misogynistic attitudes exist in the industry and why.

It aims to uncover, in more detail, how these attitudes can filter through to society, impacting attitudes towards and treatment of women and girls, including at live music events. This inquiry will explore what steps can be taken to improve attitudes and treatment of women working in music. This inquiry is part of the committee’s work into Preventing Violence Against Women and Girls. Read the call for evidence for more detail about the inquiry

The inquiry – what has been gleaned so far

The first parliamentary evidence session took place on Wednesday 26^th October, where MPs heard that the music industry is not making as much progress as the film industry in the wake of the #MeToo movement. Expert criminologist Dr Cassandra Jones spoke about her findings, saying of the women in the inquiry:

“Of the 20% who did report misogyny in the music industry, nothing would happen. In some instances, their career was hurt, and they were issued with a non-disclosure agreement or a cease and desist. So, when that happens to one woman and then another woman sees this, they’ll often think, ‘well why should I report, look what happened to her’.”

There is currently “no accountability for perpetrators”, and that there “needs to be something that oversees or scrutinises or monitors the music industry that has legal statutes behind it”.

Additionally, there is the need to acknowledge intersectionality within misogyny when it comes to protecting women of colour. Charisse Beaumont is the Chief Executive of the Black Lives in Music initiative, and she highlighted the imbalance in agreement with Dr Jones’ observation that there is a lack of consequences. Emphasising the fact that less than 5% of music producers are female, Beaumont stated:

“I think there could be more signposting, more obvious ways of showing that there will be a consequence for the perpetrator and that you’re going to be protected and safe.”

Noting that Black women are discriminated against twice, Beaumont announced that an industry-wide anti-racism code of conduct will be launching in association with the Independent Standards Authority. Set to debut in the spring of 2023, the aim is to raise standards, tackle discriminatory behaviour and micro-aggressions, support staff and provide mandatory anti-racism training, as well as investigating equal pay and contracts, career progression, and representation for artists and technical and production workers.

The Musicians’ Union Response

The MU, which is the leading trade union organisation in the UK, has responded to the findings and the meeting, by making the following recommendations going forward:

Our response to the House of Commons (HoC) Women and Equalities Committee ‘Misogyny in Music’ Inquiry detailed our members lived experiences of misogyny and sexism whilst working in the UK music industry, and was informed by a snapshot survey of female and non-binary members that we conducted during June 2022.

Our response covered key themes of:

• Intersectionality
• Lack of representation of women
• The sexualisation of female musicians
• Misogynistic and sexist assumptions
• Bullying and sexual harassment
• Lack of facilities for women

Legislative change

We also made the following recommendations to the music industry and Government to tackle the issues the submission raised.

• Introducing the preventative duty in the next parliamentary session.
• Extend the protections relating to discrimination and harassment in the Equality Act 2010 to all freelancers so that they are entitled to the same protections as the wide range of individuals in the workplace who are already protected.
• Reinstate section 40 of the Equality Act 2010 without the three strikes rule to protect all workers from third party harassment
• Review the limit of two characteristics within Section 14 of the Equality Act 2010, so the law acknowledges that overlapping and interdependent systems of discrimination impacts on people who experience sexual harassment.
• Extend limitation periods for discrimination and sexual harassment claims to at least six months
• Legislate to make NDAs unenforceable for anything other than their original purpose, the prevention of sharing confidential business information and trade secrets
• Introduce mandatory ethnicity and disability pay gap reporting and widen gender pay gap reporting for companies with over 50 employees
• Supply funding to develop mental health services equipped to deliver culturally appropriate and accessible care.

Industry recommendations

• Implement robust policies and procedures for combatting misogyny, sexual harassment, and discrimination.
• Provide equality, diversity, and inclusion training with specific training on sexual harassment for all workers.
• Invest in active bystander training.
• Provide multiple, clear, and accessible reporting mechanisms, including anonymous methods so all workers can raise a complaint safely.
• Work towards equal representation of women in decision making positions and senior leadership roles.
• Conduct sexual harassment risk assessments and create action plans to reduce risks.
• Support the creation of the Independent Standards Authority.

Improving awareness and education

• Consider how misogyny as gender stereotyping impacts students’ instrument and subject choice and take steps to tackle this.
• Implement equality, diversity and inclusion and acceptable behaviour modules as core parts of the curriculum in colleges, universities, and conservatories.
• Consistent and regular discussions with students regarding misogyny, sexism, and gender equality.

The MU will continue to work towards creating a music industry that is free from discrimination

MU General Secretary Naomi Pohl says:

“It may be tempting to think of the quotes and anecdotal data used throughout the MU’s submission as extremes or exceptions. However, this is far from the case. In fact, they represent only a small fraction of the many stories the MU hears of misogyny, sexism and abuse in the music industry directed at women.

Whilst misogyny, sexism and abuse are not unique to the music industry, there are some factors to consider that make these behaviours more likely and much harder to tackle in music. For example, freelance working that relies on networks for opportunities, a dominance of men in decision making roles, informal working environments and a power imbalance in relationships.

The MU will continue to work towards creating a music industry that is free from discrimination, bullying and harassment and hopes that our submission to the inquiry contributes to tackling the issues it raises.”

Tackling misogyny and violence in society

Just days after the parliamentary meeting, The Guardian published statistics that found almost 1,000 references to dehumanising misogyny or violent action are recorded each day in the global “incelosphere”. The UK’s Home Office, security and intelligence agencies are currently funding research into the “growing threat posed by male supremacist ideology”. Additionally, The Guardian’s findings included police figures revealing that more under-18s were arrested for terrorism offences in the last year than ever before, and the publishing of new safeguarding guidance from the Department for Education which included involuntary celibates terrorising women and girls.

The misogyny in music inquiry is set to continue into 2023, with more evidence to be presented in parliament in the coming year.

Black Lives in Music Website

The Musicians’ Union Website

Also by Michelle Sciarrotta: