Written evidence from Dr Charisse Beaumont (Dmus) Black Lives in Music [MiM0006]
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What change has there been, if any?
There have been some good changes. We are seeing more organisations such as BPI, Royal Albert Hall, LIVE Group led by Jon Collins who are creating codes of conducts and sub groups to tackle bullying and harassment with music industry sectors - most developing their frameworks to support the coming of CIISA.
However, when it comes to the individual industry professionals or creators working within the ecosystem, the change is non-existent. There has been no change.
Black Lives in Music were asked by the previous women and equalities committee if there was any additional data particularly on the lived experience of bullying and harassment we could share at the time.
So we gathered nearly over 200 stories in a study in addition to the 900 women who completed our survey Being Black in the UK Music industry. The majority of our participants in our groups were white but the majority of victims are from the Global Majority.
From the people we spoke with:
● 55% say they are currently experiencing bullying or harassment
● with over 78% having experienced bullying or harassment in their lifetime in their work
● and 50% say they have had an experience within the last 12 months.
Pertaining to Sexual Harassment, we have stories from women being sexually assaulted by a male artists as well as a promoters, people assaulting women in music education, young women, pressured to drink and take drugs to go on and be assaulted. it’s rife in all genres particularly classical music, The issue of grooming was also highlighted male producers grooming young female vocalists.
● 55% of women have said they have received unwanted sexual attention
● 40% of women have experience behaviours which felt like they were sexual assault.
Some of the perpetrators are senior leaders. Women having to be around the same men that abuse them and their friends.
The general sentiment from one participant was “I’m at a loss to be honest. I am so worn down by it all my enthusiasm or hope for change is depleted. Unfortunately, the UK Music industry is so small that I don’t hold out hope.”
Why do you think so few artists are unwilling to speak on the record (musicians feeling uneasy)?
They need to manage their reputation. It’s the same reason why people do not report it: are you going to risk your livelihood, your mortgage, your career, your family on something where you are unlikely to be believed?
Most of the people we spoke with have confided in friends, family, or colleagues, while only some have made an official report. In a lot of cases a report can negatively impact your career, or people see no action taken at all. In most instances the perpetrators are protected, and then they continue their harmful behaviour. Only a small amount of reports lead to the offender facing any real consequences. People feel when incidents happen action should be taken.”
The consequences for the actions of the perpetrator do not seem to be clearly defined. Also these pockets of support are not well advertised. What is the pathway and the process if this happens to you? In terms of reporting to the police there is a lack of trust by women, those who identify as LGBTQIA+ and if you are a person of colour there is a serious lack of trust. This is why it is important that we have an organisation like CIISA which is independent and a place to go where we will see action.
To what extent are sexual harassment and bullying normalised?
With proliferation comes normalisation. If you see something happen time and time again it becomes part of culture and becomes normalised. We are seeing bullying, harassment happening from school age. There's a culture that's not being stamped out. The over sexualisation of Black women from the music industry and how that plays out in society.
75% of People believe bullying and harassment are common in the industry they work in while 71% feel bullying and harassment is accepted as being part of the industry they work in. Two thirds (65%) find bullying and harassment is not a priority for their industry, and only 29% feel there are people in their industry who will protect them from bullying and harassment.
There are many issues, the music industry consistently fails women making it harder for them to come forward. There are pressures to take drugs and drink alcohol which has become normalised. There are structures around alleged abusers that are said to have facilitated their behaviour.
“Sexual harassment unfortunately is the norm especially for female singers Some of these people have been behaving like this for so long and they’re so well protected. Those at the top who bully and protect the ones bullying, have fortified positions including with those at the top of the institutions there to supposedly help and protect those in the industry.”
“I have seen a lot of terrible things, often they were normalised. Powerful men in senior positions, creating toxic cultures, saying to staff they can sleep with who they like to get business, sexual assault, inappropriate verbal and physical behaviour”
“I'm a white man so this type of behaviour hasn't been directed at me, but I've seen it happen to women on several occasions, even at music industry conferences where men have treated it as an opportunity to say sexist / derogatory things to women.”
What is it like in the classical sector?
Black Lives in Music really support the industry across all genres but with a stronger focus on Classical and Jazz music. We work with over 110 organisational partners around 35% are from the classical music genre. Sexual harassment in Classical music is an issue, ISM published a report where 60 per cent of respondents said they had experienced some form of sexual harassment.
We have some harrowing stories from classical musicians in our groups, we have reports of assaults, grooming, physical touch, groping, misogynistic treatment, verbal violations, harassment via email and social media, sexualised text messages during rehearsals to sexual violence.
For Black women in classical there are instances of bullying and barriers to career progression bullying from conductors, senior leadership and more
Why has music yet to have it’s #metoo movement?
In order to have another #MeToo movement, we need women to risk it all. Their livelihoods, their careers and in some cases their families. People do not want to speak in fear of not being believed. We have had the voices from women and lawsuits for decades. I am speaking on behalf of thousands of women. Everyone who has spoken on this select committee is speaking on behalf of women. That’s when I say ‘Why can’t we just be believed’? It will take more than a #MeToo movement. Movements start and then get rolled back.
When what we need to be seeing is a push back because the safety of women and girls in music matters more than anything. You know it is happening, but we have an industry acting as if nothing is wrong. I read the testimony from these people and cried.
“Often there is no recourse or accountability so reporting incidents is futile as those doing the bullying, they control the narrative as it’s happening under their watch and they are too powerful.”
There is frustration amongst creatives we spoke to that not enough is being done off the back of bullying and harassment reports. To many, the most common outcome of a report is no action at best and personal penalties at worst. Because of the inaction of industry and the voices of the victims are being ignored.
NDA’s: are you are aware of people pressured to sign NDA’S?
Would women support them being banned?
I think for all women, NDA’s are being misused and placing a limitation on non-disclosure agreements are an important first step to change and prevention.
24% of those surveyed said they were asked to sign an NDA related to their experiences compared to 76% who said no.
The use of NDA’s cloak to protect the perpetrator. This is a true abuse of power. NDA’s enable them to continue abusing people. It has become a distrusted weapon and it has negative impacts, particularly when misused to suppress shield misconduct, or exploit power imbalances. NDA ethicality depends on the context and how they are implemented. But right now it allows the powerful to bully, stifle or block the truth from being known! We need to look at all the structures around abusers and give them no place to hide.
How much control do women have over their image?
● 42% of women felt pressured to change their appearance to appear more sexual, illustrating a disturbing trend of objectification.
● 25% Being made or encouraged to act or dress in ways that you felt were overly sexualised
● 61% have experienced other overt pressures, such as drinking and taking drugs.
Some of these women are young and impressionable and will do what their managers, promoters say to succeed.
“I’ve been told in order to be successful, I must make the men in power think I want them.”
“I feel like to sell records I have to be talking about sex. I get it sex sells and I have no problem talking about it but I feel like that is not me.”
“Because the industry only support Black Women they can over sexualise and control”
“Making you feel that there money is more valuable then the art. To dress different talk different to be more acceptable”.
Many of the women we have surveyed and spoken with feel that we as a community are being sexualised and objectified as women of colour. The majority of our members feel the music industry only make investment in Black women they can over sexualise.
“The industry chooses to put most of its money into rappers and singers who they feel portray an image that will continue to bring down the black community.”
“These ‘artists’ lyrics are hyper sexual.”
“I feel like black creators are more supported when they push a self destructive narrative, for example, if a black female, female artists (rappers in particular) more often speak about overtly sexual topics and carry themselves in that manor because it brings them more attention than the female who isn’t.”
"I wish that music industry was not all about the visual aspect. At the moment it's more about the music videos, the sexually abusive behavior and how sexy you are rather than the music”
Record labels with women at the helm (in senior management positions) who support Independent artists that are taking control of their brand showing a different perspective on what it means to be a woman in art. Little Simz is a great example of this. An independent UK based but internationally renowned rap artist. She is very successful and unapologetically authentically herself. She understands Little Simz, the fact she is a black woman, her culture and her stance and is able to market her music to the public and she is a success. This is the balance with more diversity of women in leadership roles. That way white male gaze begins to change. What are the pressures Black women feel to change?
According to our data of nearly 2000 respondents 70% of Black women felt the need to change something about themselves, 43% of Black female creators said they have changed their appearance to be accepted into the industry.
“I wanted to change my name, lighten skin to be more appealing to be accepted and fit to have more opportunities.”
Most of us are for your body, your choice, but there is something insidious when you are encouraged or pressured to change something about yourself against your conscience in order to be a success in this industry.
These are some of the choices Black Women are forced to make that others do not.
Bullying and Harassment is more common among women and ethnic minority our group, with 63% saying they are currently experiencing bullying or harassment and 88% have experienced it in their lifetime.
This stat correlates alongside the Musicians Census conducted by Help Musicians and the Musicians union and research by TUC confirming that women from the Global Majority are more likely to experience sexual harassment.
Black and ethnic minority creatives don’t feel enough is being done to protect them 91% of Black creatives felt that they were more likely to face bullying and harassment within their industry 83% of Black creatives feel their industry is not doing enough to protect Black people from bullying and harassment, and the industry they work in tends to ignore bullying and harassment towards Black people.
Some comments such as the size of our lips and bottoms such as ’black girls have nice juicy lips…’
Being asked to twerk in professional settings,
“Black women have big lips and Big bums”
“Told to wear a short skirt or could not go on tour. Inappropriate propositions”
“Black women cant make rock music, sexual comments about the size of my lips, etc. racial comments about my 'crazy, unruly' afro, etc.”
What other protective characteristics interact with sexual discrimination?
According to the musicians census 23% of disabled musicians have been sexually harassed.
In the Musicians Census 29% of all LGBTQ+ respondents have experienced sexual harassment. but only a third of them reported it. 24% of trans respondents have been sexually harassed and only 14% reported it, which impacts their ability to work or their career progression.
In our data our numbers were slightly lower however, over half of creatives surveyed (52%) say they needed to seek counselling with a further 20% claiming they have or will look into it as an option. Seeking counselling was significantly more common amongst LGBTQ+ people (74%) and those with disabilities (69%) these group more than other are more likely to see counselling to protect their mental health.
“I've had people talk behind my back about my sexuality and even had people tell me to tone it down or quit.”
“When I have spoken up for myself and fellow gay/queer creatives I have found myself blackballed by our local gatekeepers, some of these even work for the BBC/Other large organisations.”
72% of the people we have spoken with who had experienced or witnessed bullying and harassment, said that their experiences particularly affected their mental health
Other similar effects include a negative impact on self-esteem losing confidence in their work as well as a negative impact on their professional relationships .
This shows the importance and the need for strong support networks within these creative communities to help provide mental wellbeing support for those suffering from harassment or discrimination.
“I get mocked in the industry for my disability/chronic illnesses, including my appearance and disability needs”.
To what extend misogyny in music can be tackled by having more women in senior leadership roles?
I find with all of the organisations we work with at Black Lives in Music the ones led by women or have women at strategic decision making levels often are the ones that do the deep rooted work in diversifying the makeup of the organisations, they take EDI seriously and want to create pathways for people to come through the organisation. They are the ones that take Misogyny in Music seriously, by tackling harassment head on and getting rid of perpetrators that create a toxic environment - no matter how senior that person is. I see that they are bringing more women into industry, both on and behind the stage in audio engineering and production.
Tackling diversity at Board and senior management level. UK Music data say there are 48.3% of women now in senior leadership roles in Music - so this brings me some hope.
Unfortunately, the same cannot be said of Black women; there are so few Black women at senior management level. Thankfully I know the amazing women that are and I am grateful for the work they do but there definitely can be more.
Misogyny in Music can truly be tackled by having more Black Women in senior management level, to understand the lived experience of being discriminated against twice... They are paid the least, experience racism, bullying, sexual harassment, all of these things effect their mental health, they penalised at least twice for being Black and Being a Woman.
One night last year around I heard from Black women in senior leadership in record labels who lost their job in a short 36 hour period 6 of them 5 in the UK and 1 in the US. The common theme is they are Black women. The lack of value is evident. They are happy for Black women to stay at mid management level without promotion.
89% OF BLACK FEMALE MUSIC CREATORS AGREE THAT THERE ARE BARRIERS TO PROGRESSION FOR BLACK PEOPLE IN THE MUSIC INDUSTRY
84% AGREE PROMOTIONS HAPPEN LESS FREQUENTLY FOR BLACK PEOPLE IN THE MUSIC INDUSTRY THAN THOSE WHO ARE NOT BLACK
UK Music has come up with a 10 point plan to help diversify the Music industry - We need more women, Black, Asian and Ethnic representation at senior management level especially Black women at senior leadership levels across the music industry and sign up to our Equitrack, which is reporting application which empowers organisations to combat discrimination and safeguard people from all protected characteristics.
Bullying and sexual harassment can happen at any level in the industry. I have had women come up to me - telling me their stories. Those women were in senior leadership. That’s why it’s import to diversify leadership to elimate the toxic culture of sexual harassment.
How well supported are women in music after having a child?
We are seeing organisations such as PRS for Music and Sony create schemes for working mothers. But there is lots of work to be done across the sector particularly in classical music where Nine out of ten musicians reported turning down work due to caring responsibilities. There is a high risk of losing talent, especially freelancers. Self employed mothers and female carers in classical music experience £8000 pay penalty.
Only 4% of respondents referenced a supportive employer. 40% of respondents are thinking of leaving their careers in music. I think this is reflective across the music industry as a whole that not only are we seeing a haemorrhage of talent, but because of the basic understanding of the needs of parents and carers, women in particular.
Representation of women at festivals
13.6% of freelancers in the LIVE music industry are women - they are most definitely the minority. I hear from the women that work in it, appropriately touched, propositioned on a regular basis and being sexually assaulted. Freelancers don’t receive the same education about harassment/bullying as employees, nor are they subject to the same employment laws. It is very hard to tackle abuse as a freelancer, especially if perpetrators are also freelance.
This is where organisations like CIISA are crucial to provide freelancers who have been bullied or harassed a place to go. More than 40% of women under 40 have been sexually harassed at a live music event. More than 95% of incidents go unreported, highlighting the need for change.
But there are some organisations in LIVE music making changes. We have over 110 organisational partners which include festivals. One large festival we work with there are working hard to see more women and global majority people working in festivals. More women working both on the stage and in production and audio engineering.
LIVE Group, which is the umbrella body for the live music industry, is doing good work creating a Commitment to Eradicating Misogyny in the Live Music Industry. They have a misogyny in music sub committee and they are committed to collectively benchmarking their female representatives at CEO, Chair and Executive level so that we can track progress year on year. Education and Awareness training which includes gender equality, sexual harassment awareness training, and zero tolerance policy on discrimination against all of the protected characteristics.
The Royal Albert Hall have revolutionised what / who is on our stage, becoming the first music industry organisation to pay into CIISA, having EDI Champions across the workforce and they are moving in the right direction regarding policies.
What we need is true cultural change in the industry and this can be achieved working with organisations on the ground and government legislation.
Sexual Harassment happens in the following settings:
At a festival - 32%
At a gig - 56%
On the road (i.e. on tour) - 31%
Other environments: Recording studios - 24%
Rehearsal spaces - 34%
Social environments (after a gig, pub etc) - 66%
At your workplace - 66%
Online spaces - 57%
How do you see this as a uniqueness of the music industry?
There is a saying that the music industry is like the wild west - – the industry is fragmented and made up of 1000's of organisations and there is no accountability. The creative industries is the only sector that does not have an Independent place to report poor standards of behaviour. We have Financial Conduct Authority, Food Services Authority, Ofsted, Support available to women - most organisations are available.
March 2025