Nonprofit boards have traditionally had a difficult time achieving inclusivity. Even when boards appoint a member, of a previously not represented group, it is a challenge to welcome and integrate him or her into the workings of the group. Here are 12 other questions you can ask to create better inclusivity.

Women in Music is an organization with a mission to advance the awareness, equality, diversity, heritage, opportunities, and cultural aspects of women in the musical arts through education, support, empowerment, and recognition. From LA to Japan, our members are a diverse group of individuals at all stages in their careers — from students to seasoned industry veterans.

Curated by SoundGirls, this is a collection of industry directories highlighting organizations, resources, and groups that support women, non-binary people and people of color in music and audio. It’s designed to connect people with communities, opportunities, and support networks across the industry in order to empower the next generation of women in audio.

The often-used terms diversity, equity, and inclusion have distinct meanings. People get tripped up not only on definitions, but also on using these terms to create goals and action plans for themselves and their organizational culture. There is no better time to dig deep and establish shared, fundamental understandings to build truly supportive and effective workplaces.

Shesaid.so is a global independent community of women and gender nonconforming people in the music industry. The shesaid.so community consists of women, gender nonconforming people and ALLIES from all sectors of the music industry: from record labels, artist management companies, and booking agencies, through to technology platforms, creative agencies, composers, artists and more.

This report presents the results from a survey designed to examine the socioeconomic landscape of women working in the music industry across the United States. The survey was designed to build upon existing research on inclusion in the music industry and asked questions about demographics, employment, career challenges, and job satisfaction among women.

National Arts Strategies (NAS) builds and supports a diverse community of arts and culture leaders who drive inspiring change for the future. The Racial Equity Principles is a framework and shared commitment to guide us in creating more equitable workplaces and communities. We encourage you to commit to adapting and adopting them into their work to be a part of a diverse network of leaders across the world who are committed to advancing racial equity in arts and culture.

The purpose of the IDEA committee is to create and share resources for members to use in their efforts to work toward greater equity, inclusion, diversity, and accessibility; to amplify initiatives launched by other groups and organizations within the entertainment industry; and encourage venues, promoters, and festivals to prioritize and support IDEA work and initiatives within their businesses and communities.

This article examines how, after the 2020 racial justice protests, major music companies pledged to address systemic racism and support Black artists and employees. It highlights the promises made — such as financial donations, diversity initiatives, and internal reforms — and evaluates the slow, uneven progress since then, with some efforts falling short of real structural change.

How good is your diversity statement? The best diversity statements include: the company’s mission, a commitment to diversity, mention of specific underrepresented groups, positive and inclusive language, and unique information or benefits for diverse groups. These 25+ examples are either excellent overall or at least have an idea or two for you to consider.

SITM is a nonprofit organization increasing the number of women working in music – songwriters, engineers, producers, artists and industry professionals. We are an independent, global network that operates as a unifying organization for women from across the industry, creating strength and impact on a global scale. As an umbrella nonprofit, we also provide resources and support for women-focused initiatives that are working to create meaningful change – both through our own programs, as well as external efforts around the world.

SafeBar Alliance provides education and bystander intervention training to participating bars and drinking establishments, and strengthens relationships that prioritize community safety. Its goal is to keep both bar staff and patrons safer from predatory behavior, harassment, and sexual assault.

Location: Kansas, remote trainings available

RAMPD (Recording Artists and Music Professionals with Disabilities) is a professional platform equipping the music and live entertainment industry with disability inclusive tools, programming and strategy. RAMPD also connects the industry to a global directory of peer-vetted music/sound creators and industry professionals to bring competitive opportunities, visibility and community to our Professional Members while offering disability inclusion to Industry/Venue partners.

Psychological safety is the belief that you can take risks and put forward ideas without facing ridicule or retaliation. More often than not, it’s women — especially women of color — who don’t feel comfortable doing so.

Practical tips and resources for independent venues, promoters and festivals, curated by NIVA's DEI Taskforce

Our mission is to hold accountable the industry at large, including major corporations and their partners, who benefit from the efforts, struggles and successes of Black people. It is the obligation of these entities to protect and empower the Black communities that have made them disproportionately wealthy in ways that are measurable and transparent. If you are an owner of a music company or business, consider implementing some or all of #TheShowMustBePaused Action Items.

A list of organizations working on Diversity and Inclusion in the Music and Audio Industry, provided by Soundgirls.

Music Forward inspires ambition and creates a momentum to redefine what’s possible for the young people and the industry we serve. Focusing on young people ages 12-22 in underserved communities, we set the stage for success by providing workshops and showcases to inspire the next generation of music industry leaders, innovators, and artists.

Most of the tools and articles on organizational implementation of DEI principles cover topics about boards, bylaws, and hiring practices. But what about DEI and finance? What are the links between them? Inequitable and unjust practices easily and unconsciously embed into systems and structures around payroll and finance. Let’s talk about 4 areas where you can examine your financial operations relative to DEI.

Consider signing the Keychange Pledge and work with them towards a gender balanced music industry. With the Pledge, Keychange offers an effective tool and tailored support to increase representation throughout the music world.