Impala's fourth Equity, Diversity, and Inclusion report: Progress, challenges, and future actions in the independent music sector

24 October 2024 - Press release

IMPALA has released its fourth Equity, Diversity, and Inclusion (EDI) Report, providing insights into its ongoing efforts in this area. Published on the week of the anniversary of the organisation's EDI Charter, the report is the result of work by IMPALA’s taskforce, led by Eva Karman Reinhold and supported by advisor Keith Harris OBE.
 
Key points from this year’s report include: 
Reporting on charter commitments:  IMPALA provides updates on its progress regarding the 12 commitments laid out in its charter, which was adopted on 21st October 2020.

Balancing the EDI business case, authenticity, true inclusion, and diversity fatigue: IMPALA has rebalanced its EDI business case for taking action. Recent research highlights the tension between emphasising the economic aspects of the business case for diversity and authentic inclusion. IMPALA stresses that while understanding the business benefits is important, inclusive companies should root for fairness, integrity, and equity when taking action. As diversity fatigue continues, it's more crucial than ever to highlight and celebrate successful diversity examples.

Showcasing best business practices: The report highlights successful projects from the sector providing both inspiration and valuable insights, including !K7 achieving B Corp certification, Zebralution joining the Keychange initiative, Epitaph’s commitment to corporate social responsibility, and Friend of IMPALA Sonosuite transforming their company culture to become more inclusive and gender-balanced.
 
Featuring sector-wide national initiatives: The report also highlights how IMPALA members have mobilised at a sector level, featuring examples like AIM Ireland’s new panel discussion series "In the Round," and AIM UK’s "Amplify Apprenticeship Scheme". Other initiatives include PMI’s "Take a Music Break" masterclass series, IndieSuisse’s Album of the Year Awards in Switzerland, STOMP’s EDI efforts in the Netherlands with taskforce GO!, and the MEWEM programme led by VUT in Germany and FELIN in France.
 
New tools in the pipeline: IMPALA's EDI task force will develop a new assessment tool for members to evaluate their EDI practices. There will also be a new online training platform, and IMPALA is also reviewing its options to survey the sector. With a planned launch by the end of 2025, these new tools are part of IMPALA’s commitments under the EU network programme, which starts in January.
 
Streaming reform and TikTok’s boycott of Merlin: The report highlights IMPALA's continued focus on ensuring equity and diversity in the digital music market, addressing value gaps, streaming reforms and TikTok's recent boycott of Merlin, while focusing on fair access, revenue distribution and promoting diversity to create a fairer future for creators and fans.

Interview with IMPALA’s EDI taskforce chair: The report includes an interview with Eva Karman Reinhold, who reflects on IMPALA’s journey so far. She discusses IMPALA's EDI key achievements, the challenges encountered, valuable lessons learned, and shares her vision for the future of equity, diversity, and inclusion within the independent music sector.
 
Awards to feature diversity: IMPALA held the third edition of the "100 Artists to Watch” awards with YouTube and presented the Changemaker Award to “Black & Irish” emphasising its dedication to promoting diversity. Additionally, our PR committee is running an initiative to recognise diverse leaders in the independent music sector with a special edition of IMPALA’s Outstanding Contribution Award. Multiple winners will be chosen based on this year’s International Women’s Day theme, ‘Inspire Inclusion.’ Nominations can be sent to rbrown@impalamusic.org.
 
For the complete report, please follow the link here.
 
In her opening remarks, Eva Karman Reinhold, the chair of SOM and chair of IMPALA’s EDI task force highlighted: “The business case for taking diversity action is clear. We are firmly committed to equipping our members, regardless of their size, with the tools they need to make meaningful change. We continue to emphasise this in our social media, annual reports and direct communication with our members to ensure that diversity remains a key priority. Our Changemaker Award is one such platform where we recognise outstanding EDI initiatives in different countries across Europe. These projects, such as this year’s winner Black & Irish, and others featured on our website, demonstrate the incredible impact of inclusive practices in the independent music sector. In addition, it is crucial to include EDI aspects in discussions on remuneration, as outlined in our report ‘Cutting the digital pie equitably’ and again in this report. With gatekeepeers like TikTok trying to dismantle collective licensing in Europe, it speaks volumes about value and diversity. Looking ahead, we are reviewing the impact of our board diversity programme. With elections coming up next year, the task force is looking at this and will be discussing new ideas for second representatives, as well as other ways to engage underrepresented groups across Europe and ensure the sector is reflective of its diversity.”
 
Keith Harris OBE, adviser to IMPALA’s equity, diversity and inclusion task force commented: “Authentic change is most effective when it is introduced with the aim of applying basic principles of fairness, and equity. An inclusive workplace needs these principles to function. I think most businesses in the music sector have those objectives in mind when they embark on a new policy, and it is important to continue to encourage companies to take action. I am impressed with how IMPALA has reworked the business case for taking action to balance all the benefits with the more financial aspects. It’s also important to continue talking about celebrating success as I firmly believe that is a fundamental part of this process. It was the key piece of advice that I wanted to get across to the IMPALA board the last time we did a brainstorming and discussed diversity fatigue. Looking ahead, I am excited about the new tools being introduced by IMPALA next year. I think this will be a very useful addition to the toolkit available for IMPALA members and I look forward to testing out the assessment tool in particular. It’s interesting to see that the businesses who have been using IMPALA’s carbon calculator are the ones requesting this. It is a testament to the principle that, as soon as you start measuring, it becomes easier to identify changes that can be impactful.”
 
Ben Wynter, Director of Business Development & Partnerships, AIM commented on IMPALA’s EDI training programme: “Clear and accessible training is vital, but what really drives meaningful change is personal conversations that focus on education, lived experiences, and genuine interaction. We need to amplify real, authentic stories that resonate and push for lasting progress in the independent music sector.”
 
Fabienne Schmuki, Board and founding member, IndieSuisse, CEO Irascible Music continued on the review of training: “After reflecting on the past three years of EDI training, it was clear that we needed a new approach. Our new programme is more practical and accessible, with shorter sessions and on-demand options. We are also emphasising authentic voices and real stories from across Europe, as this is the best way to bring about real change. The first panel discussion in May was just the beginning, and I'm looking forward to what's next - especially the online platform we're developing to support our members on an ongoing basis.”
 
“We are delighted to present our fourth report, showcasing practical examples of how our members are advancing equity, diversity, and inclusion,” said Helen Smith, Executive Chair of IMPALA. “From K7’s B Corp certification and AIM Ireland’s ‘In the Round’ series to PMI’s ‘Take a Music Break’ masterclasses, there is a lot going on in the sector. Our new assessment tool and training platform will offer practical steps for all members, from small adjustments to sector-wide changes, while our revised business case highlights that true inclusion goes beyond financial gains and requires authentic action.