Colin Campbell-Austin appointed head of inclusion and employee experience at PRS for Music

PRS for Music is pleased to announce the appointment of Colin Campbell-Austin to the role of head of inclusion and employee experience. He joins PRS for Music following a varied and extensive career in the Diversity and Inclusion field with organisations including Channel 4, Telegraph Media Group as well as co-founding consultancy firm Diversity in Media.

Campbell-Austin is also the board director of People, Diversity and Inclusion for Pride in London, chair of board of trustees for charity Anti Racist Cumbria, and co-founder of Mentall, an organisation focusing on issues surrounding mental health, diversity, and inclusivity from the male perspective. Talking about his new role, he said: ‘I am proud to be taking on this role at PRS for Music at a pivotal moment for the global music industry, as we build together towards a more inclusive future for employees and music creators alike. Attracting, growing and nurturing the best people is key to success for any organisation. Diversity of thought, experience and opinion will always produce better results. I believe a great inclusive people strategy provides the platform to attract diverse talent who feel part of something, while being themselves at work.’

In this new role, Campbell-Austin will be an advocate for all PRS for Music employees, leading on the organisation’s Equity, Diversity and Inclusion strategy, as well as their employee experience strategy. With accountability for recruitment, learning, talent development and engagement, this newly created role will ensure diversity and inclusion is embedded throughout the organisation.  

Andrea Czapary Martin, CEO of PRS for Music, said: ‘We are fortunate to have someone as highly skilled as Colin joining us, as we work alongside socially conscious organisations and the UK Music Diversity Taskforce, to fulfil our pledge to its Ten-Point Plan. Often diversity and inclusion is a specialism that sits alongside other HR disciplines such as recruitment and learning, and has to influence them to drive improved inclusion. We are now taking the approach that embedding inclusion and a better employee experience should drive how we recruit, develop talent and build capability.’

To find out more about the steps that PRS for Music have taken to improve their diversity and inclusion visit their website.