PPL report reveals 30% pay gap in favour of white employees

UK music licensing company PPL published its 2022 gender and ethnicity pay gap figures earlier this month, setting out its five-year staff diversity strategy.

Following its commitment to the UK Music Diversity Taskforce Ten Point Plan, PPL published its figures as part of a push for better transparency around gender and ethnicity pay gaps in the UK music industry.

Peter Leathem, chief executive officer at PPL, said: ‘Today’s announcement sets out where we are now and where we want to be and ensures we are accountable to our staff and our industry. This is not only the right thing to do, but it is also good for business – with a more diverse workforce PPL will be a stronger company.’

Data from April 5 2022 shows that PPL’s mean gender pay gap was 11.7% in favour of men and it’s mean ethnicity pay gap is 30.2% in favour of white employees. The gap is predominantly driven by the proportion of female and non-white employees in lower banded roles.

PPL has used Census data for London and the South East (where 96% of its staff live) to set an aim for an equal number of male and female staff by 2027, compared to 61% male and 39% female as of April 2022. The company also aims to have 30% of employees from Black, Asian, or Minority Ethnic backgrounds, with white employees making up the remaining 70%.

PPL will establish overall targets for regarding proportions of Disabled and LGBTQIA+ employees following a future campaign around voluntary data disclosure.

Founded in 1934, PPL is the UK music industry’s collective management organisation, ensuring revenue flows back to over 130,000 performers and record companies. PPL works with PRS for Music to complete public performance licensing.

You can find out more about PPL here.