Written evidence submitted by Women in CTRL (MiM0033)

 

INTRODUCTION:

 

Women in CTRL is a non-profit member organisation set up to empower and support women and gender non binary individuals in the creative industries.  We are a trans-inclusive organisation, and when we say women, that word always includes trans women, who will share some experiences of misogyny with cis women.

With over 5000 members across the creative industry, Women in CTRL provide a collective voice for women and gender expansive communities and advocate for fairness and equality in the music industry.  We campaign, advise and work with industry associates and organisations on issues relevant to women.

 

Women in CTRL have published several reports looking into the representation of women in senior roles in the music industry, particularly in the board room as well as reports looking at Gender Diversity in Radio and several research studies looking into the experiences of women in the music industry to understand and identify the barriers to career progression.

 

You can read Women in CTRL’s Seat at the Table report on diversity in music trade organisations here and on Gender Diversity in radio here

 

www.womeninctrl.com

 

What correlation exists, if any, between misogynistic lyrics and violence against women and girls?

 

There are limited studies that suggest a strong correlation between misogynistic lyrics and violence against women and girls. Due to the lack of significant evidence, Women in CTRL argue that direct causation cannot be established between the language used in music and misogyny and violence towards women in music. Women in CTRL instead pose the question “Why do misogynistic lyrics exist?”.

 

Other factors need to be considered and researched to determine reliable causes of prejudice towards women in music. Women in CTRL suggest other areas such as sexist opinions and stereotypes in music that oppress women and are of wider concern for the causes of misogyny in music. High levels of conformity to masculine norms have been linked to higher levels of physical aggression toward women (e.g., Cohn & Zeichner, 2006; Mahalik et al., 2003).

 

Misogyny expressed by a man may be a predisposition of gendered norms and expectations to maintain typically male attributes including dominance, competitiveness and physical strength, resulting in enforcing traditional gender stereotypes that reinforce control over women and others, seeking power and dominant positions as a norm (Amy Cohn, 2005).

 

Furthermore, Women in CTRL gathered data from members on their personal experiences of misogyny in music. It is worth noting lyrics were not mentioned as a leading issue or cause of concern. Online hate and sexist comments such as “go back to the kitchen”, however, were leading factors given.

 

A recent YouGov survey commissioned by EE in April 2022 found that 52% of the UK public don’t feel the internet is a safe space for women, and 60% of the UK expressed that insufficient efforts are being made to tackle online and offline discrimination towards women.

 

Subsequently, EE launched a campaign to highlight the role of men to act as an ally to women: as a central perpetrator, online sexist hate is a man’s issue to solve, as the campaign leads with the statement ‘Not Her Problem’.

 

Women in CTRL also believe that misogyny in the music industry will only be solved by men in the music industry taking an active role in the discussion and leading in building solutions and being strong allies to women.

 

A final point on misogyny in lyrics is that it is not specific to genre.  A study in 2019 by researchers at the University of Missouri (Elizabeth Behm-Morawitz, 2019) found that nearly one-third of pop songs contained just as much violence and misogyny in their lyrics as rap music.  'One wonders why pop music is not as maligned as hip-hop/rap for its communication of violence,' said the report.

 

The report cited several problematic examples in pop lyrics including:

'Wake Up Call,' by Maroon 5, which tells the story of a man shooting his girlfriend's lover: 'Came without a warning, so I had to shoot him dead; he won't come around here anymore.' 

 

Another set of problematic lyrics can be found in the song 'Blurred Lines' by Robin Thicke, which alludes to pressuring a woman into sex against her will.  

 

Researchers also referenced 'Hollaback Girl' by Gwen Stefani, which is about a physical fight between two young women on a track: 'So I'm gonna fight, gonna give it my all; gonna make you fall, gonna

 

 

What types of support exists for women experiencing sexism or misogyny in the music industry? How can they report problems or abuse?

 

With 72% of the industry made up of self-employed/freelancers, many individuals work alone and therefore do not have access to HR, managers and traditional reporting systems.

 

There are several organisations and networks to support women in the music industry.  Women in CTRL has a free online community network which offers peer support to women & nb individuals in music.

 

Musicians Union launched the MU’s Safe Space scheme to provide a safe space for musicians to share instances of sexism, sexual harassment and sexual abuse in the music industry.  A recent MU survey revealed that 48% of musicians have been sexually harassed at work. Not only have almost half of musicians experienced harassment at work, but:

85% did not report it.

 

Women in CTRL gathered data from its members on their experiences on harassment in the industry: 

-Over 90% indicated that fear of losing business and opportunities prevented them from reporting incidents.

- Upcoming creators feel intimidated in their position in the industry to be able to speak out.

-Others expressed lack of awareness of the options to report

 

Women in CTRL believe that while sharing experiences with peers can validate your feelings and make you feel heard and does have a positive part to play, it is not the solution. With so many incidents going unreported it’s leading to frustration at the lack of action in the industry and feeling powerless to do anything about it.  As more and more people come forward to share in peer groups it reinforces what a widespread issue this still is in the industry.

 

Within the reporting systems that do exist, most cases rarely result in further action.  This also reinforces the fact that it’s somewhat non-effective reporting it in the first place.  Most people that contact Women in CTRL with instances of abuse and harassment have already exhausted other support areas open in the industry and feel frustrated at the limited options available.

 

We need heads of power in the industry to collectively make a stand against bullying, and harassment in the music industry and have a no-tolerance policy towards it.

 

 

How safe do women and girls feel at live music concerts and festivals?

 

Last year, a YouGov survey of 1,188 people reported that one in five (22 per cent) of all festival-goers, and 30 per cent of female attendees had experienced some form of unwanted sexual behaviour at a UK festival – a figure rising to 34 per cent of women under 40.

 

Safe Gigs For Women (SGFW) is one of a handful of volunteer initiatives campaigning to improve the experiences of female music fans. They work with gig-goers, venues and bands to spread the message about acceptable behaviour and ensure that reports of sexual harassment are taken seriously. Mel Kelly from the team “My ticket cost just as much as a man’s”.  The most common complaints of sexual harassment SGFW hears about concern “touching up”, she says, usually at packed bars.

 

The term “unwanted sexual behaviour” is broad, and comprises a range of incidents, the risks of which would put any woman off spending hundreds of pounds on a ticket. It includes flashing (experienced by 11 per cent of women under 40), unwelcome forceful dancing (29 per cent), unwanted sexualised language or sexualised verbal harassment (23 per cent) and unwanted sexualised photography (5 per cent).

Sexual assaults

The study found that 17 per cent of women under 40 had been sexually assaulted while conscious, 6 per cent while unconscious or asleep. Two per cent had been raped. Of all the women who experienced the unwanted sexual behaviour, only 1 per cent reported it to festival staff.

 

What expectations are there on women working in the music industry compared to men? 

 

If women are being welcomed through the door in the music industry, are they also being given the same treatment, opportunities and protection as their male counterparts?

 

In a research report conducted by Women in CTRL with #radiosilence looking at the experiences of women working in radio across BBC, Bauer & Global the key findings showed:

 

84% felt it’s harder for women to progress their careers in radio.  Some of the reasons given include it feeling like a boys' club, management being overwhelmingly male and white, male-dominated and casual sexism existing in the workplace. Age discrimination, women feeling less confident to ask for raises. Men being promoted over women, and not enough

women in executive and hiring roles

 

70% feel their appearance has affected job opportunities.  Positively more opportunities due to attractiveness, looking more palatable, approachable and feminine

Negatively fewer opportunities due to weight/attractiveness, lack of palatability/femininity, and looking young so they are perceived to have less experience.

 

39% said they felt unsafe in the workplace or within a working environment.

Some of the reasons provided for this include abusive language from guests and other colleagues, sexual harassment, and inappropriate comments and behaviours towards women.

Lack of diversity and feeling uncomfortable addressing it.

 

59% felt that child rearing has or would have a negative impact on career progressions.  Some of the reasons provided include lack of promotion for women with children and fear of losing current job positions. Not wanting to mention they have kids in the application stage. Only being hired/ given interviews when the hiring committee has women in it. 

Colleagues not supporting and lack of understanding around schedules for women with children, and workplaces not willing to cater to needs and time schedules.

 

61% have experienced sexist comments about their appearance.  Comments on their weight, mostly on if they "should" lose weight, the type of clothing they choose to wear

Questions about their sex life and many women with a bigger bust said direct comments have been made to themComments about their physical appearance that are passed off as "jokes"

Being told to not act a certain way. Comments that they (women) were being too pushy, emotional or sensitiveTold that they couldn't work and be a mother. Ambitions about career progression are not being taken seriously. Opinions not taken into consideration during meetings

 

13% of respondents said they felt the need to hide or be ambiguous about their gender when applying for a job in radio.

Other comments included feeling like the skills listed on their CV are not believed / they have to justify things that seem like areas men have more knowledge in eg. tech, events, and musicians.   Multiple respondents also mentioned that they choose the option female rather than non-binary as they feel like employers won’t understand their gender identity.

 

Women in CTRL also includes some anonymous personal statements from women working in radio.

 

“More than one male manager has purposefully tried to stunt my career in the last 10 years. I've worked with several characters who were known for 'not liking other people's ideas' or 'not getting on with women'. It's very difficult to speak out about culture as sexism and racism can be so insidious, companies haven't come up with a way to cope with that yet. Perhaps we need a #MeToo for bullying to happen first.”

 

“I was passed over for a job because I was seen as outspoken, the men didn't want to deal with me, and certainly not in a position of power.”

 

“Coming back from maternity leave definitely puts you back at the bottom of the pack. I came back after winning awards and going to award ceremonies during maternity leave and was dumped in the corner, told I couldn't present and was left doing a job that was obviously below my abilities. It was like I had to prove myself all over again to get any interesting projects.”

 

“I was repeatedly the only female in the room for decision-making before I quit my role as MD/APD. Oftentimes what I said would be ignored until a male repeated it, or when I made a statement my boss would say, “ good question” when it wasn’t a question at all. My male counterparts' statements were never belittled like this.”

 

“I have been groped multiple times by males whom I am sharing a workspace with as a reporter and there doesn’t seem to be a reasonable way to stop it. When I have spoken up about my discomfort with these reactions — the response from editors, supervisors and peers have run the gamut from “Use their attraction to you to your advantage,” to “What would you like us to do about it?” Always, it has been understood that any institutional response to these situations would be predicated on how much of a fuss I decided to make.”

 

 

What steps should the Government and other industry bodies take to tackle misogynistic and sexist attitudes towards women in music?

 

Consult with women-led organisations (eg. Women in CTRL, F-List, Girls I Rate) to discuss the barriers for women in music and what can be done to overcome them.  Access to funding support for programmes, workshops, mentoring and networking as offered by Women in CTRL and other organisations.

 

Tackling the gender pay gap which is progressively getting worse in the music industry.  Recent stats show that Universal Music in 2021 reported a gender pay gap of 29.2% and in 2022 to 31%.  Warner Music in 2021 reported a gender pay gap of 30% and in 2022 to 36.7%. Sony Music in 2021 reported a gender pay gap of 25.4% and in 2022 to 27.9%

 

Women in CTRL’s summary of recommendations to organisations to improve the gender pay gap include:

-Include more than one woman in shortlists for recruitment and promotions.

-Commit to pay transparency and eliminate salary secrecy

-Encourage salary negotiation by showing salary ranges for positions in job advertisements

-Improve workplace flexibility for women and men.

-Organisations to publish action plans and timelines

 

 

Research has shown that there is currently not a fair representation of women in the music industry; Male artists feature on 81% of records in the top 100 Radio Airplay chart; PRS membership is made up of only 18% female composers; Counting the Music Industry 2019 by Vick Bain showed that only 19% of women were signed to record label rosters and only 14% to music publishers.

 

According to the 2011 Census, women and girls made up 51% of the England and Wales population.  Women in CTRL calls for an industry-wide commitment to 50/50 equality targets across radio playlists, festival lineups, rosters, board room, and senior-level leadership teams.  WIC fears without quotas and dedicated commitment to change progress on gender equality will be slow.  To move the dial on equalising the music industry we need to debias systems.

 

Women in CTRL also supports the plans for an Independent Standards Authority (ISA)

 

WIC believe there needs to be an industry-wide stand against misogynistic and sexist behaviour in the industry.  Men, particularly those holding positions of power need to take an active role in acknowledging the current situation and leading the industry to become a safer and fairer place for all.

 

July 2022