PRS for Music has today published its Gender and Ethnicity Pay Gap Report, covering data from 2022. This is the second edition of the report, which highlights the journey to change and the organisation’s commitment to championing diversity and inclusion.

Full Gender and Ethnicity Pay Gap Report Below

Andrea Czapary Martin, CEO, PRS for Music, says: “I am delighted to introduce our 2022 gender and ethnicity pay gap report. Publishing our progress annually provides visibility of our activities and enshrines our genuine commitment to building an inclusive organisation, one which celebrates and embraces diversity in all its forms. The report evidences how far we have come in our journey of change, but also how far we still need to travel. Despite the establishment of strong foundations and progress in some key areas, we know further endeavours are needed. Although be assured our commitment is unwavering. Over the next year we will continue to work closely with the UK Music Diversity Taskforce to ensure we build a music industry which embraces diversity and inclusion and treats everyone fairly and equitably.”

Suzanne Hughes, Chief People and Transformation Officer, PRS for Music, explains: “This year’s report shows that the year-on-year comparison are complicated by the impact of the pandemic, not least because the regular company bonus scheme did not run. However, we are delighted to have increased the proportion of women in senior roles over the last year. There is also clear evidence that we are reducing the ethnic pay mean and median gap which is positive. I am also delighted to report that 92% of our employees disclosed their ethnicity data, compared to 77% last year. We know that representation remains a challenge within the music industry, with that said, PRS for Music have been working proactively to reframe what talent looks like on paper and in person.”

Janeace Thompson, Head of Inclusion and Employee Experience, PRS for Music, explains: “PRS for Music is committed to instilling an inclusive mindset across the company. By building an equitable experience for the PRS Team we ensure fairness and opportunities for all are engrained in everything we do. Improving representation of women and Ethnic communities at every level is an ongoing endeavour, and one which relies upon having the right tools and support in place. Our focus is to continually improve our processes so that we attract, hire and retain diverse talent. We aim to make meaningful change around talent attraction and internal progression as we recognise that talent is not limited to the number of years of experience or degrees, and there can be bias in selection criteria based on preference for certain schools and universities or socio-economic background. We believe that it is time to evolve the traditional benchmarks for talent which no longer serve us in the modern world. This, partnered with training and internal development programs, will allow our employees to thrive and achieve success.”