PRS report reveals a 26% pay gap in favour of white employees

The gap is predominantly driven by the proportion of Black, Asian or ethnic minority background employees in lower banded roles.

The report also found a mean ethnicity bonus gap of 58.4% and median ethnicity bonus gap of 42.7% in favour of those identifying as white, caused by a smaller ethnically diverse population in senior roles. These roles come with a greater bonus opportunity as a percentage of salary, and a higher base pay, creating an even wider bonus pay gap.

Key findings from the Gender Pay Gap Report show:

• The mean gender pay gap has reduced from 13.5% in 2020 to 10.6% in 2021, while the median gender pay gap has increased from 20.8% to 25.3%. The change in the median gap is due to the number of women in lower salary quartiles increasing.
• Since PRS for Music’s last Gender Pay Gap Report in 2020, the organisation’s mean gender bonus gap has dropped 16.1 percentage points from 45.9% to 29.8%, while the median gender bonus gap has increased slightly to 45.8%, from 41.9%. The change in the mean shows PRS for Music has reduced the number of outliers who are men – those in higher bands and therefore on higher salaries with a greater bonus potential.
• The percentage of women in senior roles at PRS for Music has seen a modest increase over the last year, from 35% to 36%, as the organisation begins to see the impact of updated recruitment processes.

Andrea Czapary Martin, CEO of PRS for Music, said: 'PRS for Music is committed to embedding diversity and inclusion not just into what we do, but how we do it. Inclusion is core to our company Values, ensuring our behaviour and actions respect and actively embrace difference.

'Alongside our annual Gender Pay Gap Report, reporting on our ethnicity pay gap enables us to better understand the PRS for Music team and to tailor our support for all employees. It is also important in meeting our commitment to the UK Music Ten-Point Plan. I am confident, not least when I see the passion and dedication across the PRS for Music team, that we will continue to improve fairness and opportunity between genders and ethnicities, as we build an ever more inclusive organisation.'

Read the full report here.