What makes a good ally? That’s a question that often surfaces as LGBT+ History Month, Pride and other LGBTQ+ calendar events roll around. While there’s no issue with allocating time to the community during these queer-specific months or designated days, the intended effect can come across as tokenistic. The issues faced by the LGBTQ+ community – notably Black, Brown or minority voices – do not vanish once the spotlight disappears.
In 2019, Pride in Music – a cross-network charitable organisation aiming to address LGBTQ+ stigma in the workplace and increase diversity – came to the fore. Spearheaded by David James Lennon (AMLOR Music), Pride In Music unite people from across the industry to ‘break down stereotypes’ and create an entry route for underprivileged youth, as well as providing an education service for staff and employers across the business. Since then, Pride In Music has launched events and campaigns proving how working relationships built on allyship can be impactful and successful. From launching inclusive curated playlists to supporting Pride-wide events, Pride In Music is an example of how progress can be put in motion.
‘As an industry, we strive to promote and celebrate diversity with the artists and musicians we work with – yet we still have so much to do to address LGBTQ+ stigmas and encourage more diversity in the workplace,’ Guy Howes, Music Partnerships at Creative Arts Agency, says.
‘When thinking about setting up the network it became really apparent that we could work across so many different areas, not only to benefit our members but to help other LGBTQ+ charities, spaces and companies,’ Jamie Ahye shares. To enact change on the go, Pride In Music have been working alongside key festivals and promotors to ensure the booking of artists, panellists, and creatives in LGBTQ+ spaces. Here, artists are given the opportunity to exist in a space which embraces their identity and does not define them in a tokenistic, box-ticking way.
'We should be treated the same way we treat those who are heterosexual. We should be shown the same respect and dignity as everyone else outside the LGBTQ+ community.'
Anup Parmer, E-Commerce Marketing Executive at The Independent, reflects on his experience of visibility in the media sphere as an avid music fan. For Anup, tokenism still prevails as a root issue. Publications should give more attention to ‘everyday issues’ affecting the LGBTQ+ community, he argues. ‘They need to consider that the LGBTQ+ community matters and we should be treated the same way we treat those who are heterosexual,’ he says. ‘We should be shown the same respect and dignity as everyone else outside the LGBTQ+ community. Moreover, they should use social media to really gain an understanding of real stories and issues and use their platforms to publicise these events and issues.’
Tom Mehrtens, Head of Music and Entertainment at Satellite 414, shares a similar perspective. ‘For me, queer allyship in the music industry can be something as simple and basic as ensuring you’re using the right pronouns and correcting others when they get them wrong,’ they say. ‘Or on a larger scale, ensuring you’re doing the most to uplift queer voices throughout the industry. That could be through the clients you work with or if you’re in a position to hire people, then are you scoping out queer people?’
On a broader scale, Tom criticises how LGBTQ+ people can be forced to take initiative for creating a more inclusive working environment, when developing a more considered culture should be supported by all. ‘Don’t leave it up to queer people to bring you up on certain things. Do you have pronouns in your signature as standard practice?’ They ask. ‘If not, then add them, don’t wait until you hire a queer person who needs this to feel comfortable at work. Artists – what does your team look like? Is there scope to hire queer people onto your team including session musicians, songwriters, producers, publicists and beyond?’
The work doesn’t just stop at artists and their small networks either. ‘Managers and publicists – do you have any queer talent on your roster? Do you have any queer staff members? If the answer is no, then you need to ask yourselves why and how you can enact positive change,’ Tom continues. ‘In terms of strategies, for management and PR, are you and your artists well-versed on queer topics and issues? If not, then do the work and educate yourselves and them.’
‘Marginalised voices are incredibly important to all conversations, in the music industry and beyond. Queer people are just one minority that is underrepresented in the music industry.'
In a survey, released in 2017, by GLAAD and Nielsen, 92% of LGBTQ+ consumers consider themselves music fans, while 53% of LGBTQ+ music listeners say they would be completely ‘lost’ without music. The significance of LGBTQ+ visibility, representation and value cannot be treated as mere tick box exercises, but as integral adjustments to company and community culture. Often the main focus of inclusivity falls on public-facing roles, however, it’s crucial for allyship to take stock across the music industry. As a 2017 Stonewall study revealed, 35% of LGBTQ+ staff across UK industries prefer not to declare their sexual orientation or gender identity due to a fear of discrimination. This figure raises to 51% for trans-identifying staff, which is a key reminder of how far workplace culture needs to improve.
‘Marginalised voices are incredibly important to all conversations, in the music industry and beyond. Queer people are just one minority that is underrepresented in the music industry,’ Tom says, reflecting on the current progress made. For them, companies and individuals can take lessons from how Black and Brown communities have advocated for others, in the spirit of allyship, to enact global change. ‘We’re all aware of the gender pay gap across the board. And, following the death of George Floyd, the industry came to a halt for Blackout Tuesday to reflect on the racism within our industry,’ they say.
'We need straight and cisgender people to advocate for queer voices and representation in the music industry because, frankly, we’re running out of steam.'
‘As marginalised people, our voices are already not as loud as those who exist in the majority – therefore we need straight and cisgender people to advocate for queer voices and representation in the music industry because, frankly, we’re running out of steam.’
With another LGBT+ History Month nearly over, now is the time to reassert our commitment to equality as an industry, and work together to create real change. From giving LGBTQ+ people a seat at the table to including pronouns in bios, the success and inclusion of LGBTQ+ artists, networks and industry figures can begin with a few small changes. Previous campaigns and conversations have taught us allyship can be a valuable asset to both committees and companies, with workplaces securing a higher retaining rate and a number of hires. It’s time for company culture to take the reins of allyship.
