Graham Davies, CEO of The Ivors Academy said:
“Equality, diversity, and inclusion matter to The Ivors Academy. As the professional home for all music creators we take our responsibility to champion a more diverse and inclusive music industry seriously. We strive to reflect the diversity of the UK creative music community in our organisation and seek to proactively help to break down the barriers of inequality so that anyone from any background can successfully pursue a career as a music creator.
Cultural diversity brings unlimited potential for excellence and innovation. Having a diverse and inclusive songwriter and composer community underpins having a strong and healthy society. We want to see a music industry that is free from discrimination and prejudice, where all music creators are treated equally and have the same opportunities for their talent to succeed irrespective of their identity or background.
While championing equality, diversity and inclusion is a long-standing priority at the Academy we recognise that much needs to change and we are committed to making progress. It is the Chief Executive’s responsibility – with support from the Academy Board, Committees, EDI Steering Group and employees – to create policies and take actions that support equality, diversity and inclusion.”
Championing equality, diversity and inclusion has been fundamental to the Academy’s work for several years. Recent progress includes creating the role of Equality, Diversity and Inclusion Manager; forming the Equality, Diversity and Inclusion Steering Group as a sub-committee of The Ivors Academy Board; launching The Ivors Academy Youth Network and Youth Council; launching a discounted under 25 membership category; appointing two under 25 members to the Board in a shared role; Launching the new Rising Star Award with Apple Music Award targeted at under 25s; and creating an Ivors Academy Trust bursary scheme to support those with financial barriers to enter join the Academy and enter our awards.
Draft Equality, Diversity and Inclusion Action Plan 2020-2022
This draft twelve-point Action Plan sets out our goals to champion equality, diversity and inclusion at the Academy and across our work.
We welcome feedback on the plan and our objectives. To provide comments please contact Wesley John, Equality Diversity and Inclusion Manager at email@example.com
- By the end of 2020 to have established internship opportunities toward increasing diverse representation in middle and senior positions across the music industry.
- By the end of 2020 to have commenced structured collation of Equal Opportunities sensitive personal data for all members and participants in our awards and activities.
- By end of 2020 publish available data about pay at the organisation based on gender.
- By the end of 2021 to have completed research from at least one creator perspective.
- By the end of 2021 to have reviewed staff recruitment and development policies from an EDI perspective and provided diversity training for all staff, Board Directors and Committee members.
- By the end of 2022 to have made progress toward the Academy Boards and Committees achieving as a minimum 50% gender balance, 30% Black, Asian and Minority Ethnic representation, and 10% creators with disabilities, involvement of a minimum of one person aged under 25 and avoidance of London-centric representation.
- From 2020 we pledge not to hold panel events or hold working groups where all participants are white and male, while aiming for the greatest range of voices and perspectives possible.
The Ivors Academy presents the most prestigious awards to songwriters and composers. An Ivor Novello Award is a unique peer-to-peer recognition of excellence and creativity in songwriting and composition. Our awards provide a platform that deliberately draws attention to music and music creators that should be listened to. It is vital that the awards are a true reflection of the best music each year within the award criteria.
- By the end of 2020 to have completed a review of the entry criteria for the awards, and where possible implemented findings, which can remove barriers to the goals of achieving by the end of 2021:
- Award entries across the award ceremonies to comprise 50% gender, 30% Black, Asian and Minority Ethnic, 10% creators with disability and avoidance of London-centric representation.
- Award nominees across the award ceremonies to comprise 50% gender, 30% Black, Asian and Minority Ethnic, 10% creators with disability and avoidance of London-centric representation.
- By the end of 2021 to annually publish data on the diversity of award entries, judges, nominations and winners of awards.
- To publish, and then by the end of 2021 to have reviewed our Award Access Guidelines seeking input from music creators and industry organisations.
- By the end of 2021 to have increased the diversity of award audience attendance.
- By the end of 2021 to have established long-term partnerships with socially-engaged organisations, in association with The Ivors Academy Trust that supports the Academy to address areas that have a diversity-deficit.
The Academy actively encourages and embraces diversity of opinions and the perspectives of all music creators and their representatives. If you would like to find out more about our work in this area please contact Wesley John, Equality Diversity and Inclusion Manager at firstname.lastname@example.org
Find out more about the Academy and our Team of staff, Board Directors and Committee members.