The major music companies have published the gender pay gap figures for the 2024-25 reporting period.
In the eighth year of reporting the figures, the new data is based on a snapshot taken on April 5, 2024. Figures were due to be published today (April 4) by all eligible companies and organisations with more than 250 employees.
The figures are not about unequal pay, which would be illegal, but rather the gender pay gap – an issue that affects multiple industries where fewer women hold senior roles.
The government figures follow the Misogyny In Music hearings in Parliament, which have raised serious issues about the treatment of some female artists in the music industry.
Read on for the latest gender pay gap results from the major music companies…
UNIVERSAL MUSIC UK
The No.1 music company has published its gender pay gap figures, which show a slight widening in terms of the average.
Universal Music’s mean (average) pay gap increased slightly to 27.5% (up from 25.9% in April 2023). Despite this rise, the median gender pay gap saw a reduction of 0.9 points to 23.5%.
There were decreases in both the mean (average) bonus pay gap (down 8.3 points to 48.7%) and the median bonus pay gap (down 22 points to 31.9%), partially driven by a higher proportion of women now receiving a bonus (87% in 2024 compared to 78% in 2023). Some 90% of men received a bonus in the latest figures.
Universal Music noted its progress in the last four years in increasing female representation in the upper middle and upper quartiles (the number of women in the upper quartile has risen from 26% in 2021 to 31% in 2024).
Universal Music’s report, signed by Andrea Pattico, chief people, inclusion & culture officer, stated: “We believe the best way to flourish in our ever-changing industry is to create a team that truly reflects the incredible diversity of our artist roster and society. We’re committed to creating an inclusive culture where everyone can freely express themselves and bring something unique to our creative journey and our shared passion for music.”
Measures at Universal Music include launching inclusive interviewing training for hiring managers, which builds on initiatives introduced prior to 2022. A revamped management development programme rolls out this year.
In January 2023, the company implemented family leave entitlement, entitling all new parents to 12 months leave, six of which are fully paid.
"We have been pleased to see that the number of male employees taking advantage of this leave has more than doubled since the policy was introduced and we hope in time this change will help to promote gender equality in the workplace and break down traditional gender stereotypes by encouraging a more inclusive environment," stated the report.
SONY MUSIC UK
Sony Music UK has reported a reduction in both its mean and median gender pay gap. The major also voluntarily reports its ethnicity pay gap figures, which showed an improvement in the mean (average) pay gap.
The median gender pay gap was 11.6% (down 0.9 points), while the mean (average) pay gap was 14.2% (down from 17.5% in the prior year).
The median result, while it improved, was likely negatively impacted by the departure of then COO Nicola Tuer prior to the gender pay snapshot. Sony Music appointed Azi Eftekhari as chief operating officer in December.
“Closing our gender pay gap remains a company priority and we are working at all levels of the business to try to improve balance, strengthen our talent pipeline and better support female leaders,” stated the report signed by Sony Music UK & Ireland CEO & chairman Jason Iley, COO Azi Eftekhari and Liz Jeffery, VP, people experience.
Sony Music’s median bonus pay gap was 20% (24.2% in 2023-24) and the mean (average) bonus pay gap was 54.8% (49% in 2023-24).
The proportion of men and women receiving a bonus was almost identical at just over 81% for each.
“In the past year we appointed more women into senior positions, which is reflected in the upper quartile and upper middle quartile numbers,” stated the report. “We have also seen improvement in the lower middle quartile due to a number of promotions and a closer balance of women and men in the lower quartile.”
The Sony Music UK executive board continues to be 50% women and 63% of its record labels and divisions are run by women. The company offers executive coaching to women in leadership positions, and noted that it has a "strong record of promoting from within wherever possible".
As well as measures including the A&R Academy, mentoring and flexible working, Sony Music has its flagship Childcare Support Policy, which won at the Music Week Women In Music Awards.
WARNER MUSIC UK
Warner Music UK has made progress on the median pay gap for gender and ethnicity (which it reports additionally to the gender pay gap). The major’s international division based in the UK issues a separate report.
The median gender pay gap was 8.9% (down from 16.9%), while the mean (average) pay gap was 34.3% ( down from 39.4%).
The major also reported a median bonus pay gap of 11.9% (9.2% a year earlier) and a mean (average) bonus pay gap of 53.5% (down more than 11 percentage points).
At Warner Music, 88% of men received a bonus compared to 82% of women. The largest single factor in this was a higher proportion of women joining the organisation after the eligibility threshold.
Measures taking place at Warner Music UK include continuing work to improve data accuracy; reviewing results from the Employee Engagement Survey to identify key areas for change; ensuring Employee Resource Groups have the appropriate leadership, structural and financial support.
The major is also reviewing wellbeing policies and benefits, while continuing to evolve parental leave policies, providing flexible work options and offering tailored internships, such as the Women In A&R internship.
“At WMG, we believe that a diverse workforce of engaged people within an inclusive culture is imperative,” stated the major’s report signed by CEO Tony Harlow, Shani Gonzales managing director, UK, Warner Chappell Music and Yrthya Dinzey-Flores, SVP people, engagement & culture.
“We strive for our people to represent our artists, songwriters, and audiences, because ultimately an inclusive and empowering environment is where our cultures are celebrated and allows us to create incredible music and campaigns that connect us all.
“We acknowledge that there’s a lot more to do in certain areas; but by investing in our data capabilities, and using that to inform where we focus our efforts we are confident that we will make long-term change,” added the report. “We are encouraged to see that the representation of women and those from underrepresented ethnic groups has increased in our upper quartiles; an indication that the investment we have been making on our future pipeline is paying off.”
FOLLOW 
