PRS for Music has published its Gender and Ethnicity Pay Gap Report, covering data from 2022.
This is the second edition of the report, which highlights the organisation’s path to change and ongoing commitment to diversity and inclusion. Alongside the statistical findings, the report sets out PRS for Music’s action plan, covering the developments of the last 12 months and outlining future priorities. This includes a review of recruitment, assessment and selection criteria led by Janeace Thompson, Head of Inclusion and Employee Experience, who was appointed in May 2022.
The report makes note of factors that mean some of its findings are not a meaningful comparison on previous years. Both the gender and ethnicity bonus gaps, for example, were affected by COVID-19, as the company did not run a bonus scheme in 2020. As a result, there was no standard bonus data included in the April 2021 pay period. The bonus gap calculation is therefore driven by a small number of contractual bonuses, long service awards and company values awards.
Elsewhere, the report finds that both the mean and median ethnicity pay gap have reduced to 17.6% and 14.6% respectively. It also shows progression in the median gender pay gap, driven by a more equal distribution of women and men in junior roles. Additionally, women now make up 34% of senior staff at the organisation.
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.’
‘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 at PRS for Music, says, ‘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.’
Janeace Thompson, Head of Inclusion and Employee Experience, PRS for Music, says, ‘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.’
‘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.’
Read the full Gender and Ethnicity Pay Gap Report 2022 here.
