PPL chief executive Peter Leathem has said that the collection society is helping to bring about “lasting change” in relation to diversity in the music industry.
It follows the publication of its gender pay gap results that show a better performance than PRS For Music, the major labels and Spotify.
Companies and organisations with more than 250 employees are obliged to make their gender pay numbers public. Since the formation of the PPL PRS JV, this rule no longer applies to PPL – but it has continued to report its numbers.
Based on the 2018 snapshot of pay at PPL, the collection society had a median pay gap of 2% in favour of women (4.3% last year) and a median bonus gap of 21.7% in favour of women (4.7% last year).
The UK average median pay gap in the UK is 9.6% in favour of men.
PPL has a mean pay gap of 6.9% (6.6% last year) and a mean bonus gap of 30.4% (36.5% last year) - both in favour of men. An equal proportion of men and women (88%) received bonuses in 2018.
There was a lower proportion of women (43.9%) than men in the upper pay quartile, though women had a stronger representation in this top pay bracket than other pay bands. These results are affected by the overall gender split of 61%-39% in favour of men at PPL.
The mean gender bonus gap was influenced by the ratio of men to women in more senior roles. Excluding Leathem, the mean gender bonus gap drops to 3.9%.
PPL takes equality and diversity seriously so that we can continue to develop and maintain a working culture that is fair and considerate
Peter Leathem
Leathem said: “PPL takes equality and diversity seriously so that we can continue to develop and maintain a working culture that is fair and considerate to all. We will continue to provide development opportunities to ensure that there are processes in place so that capable employees of any gender can progress.
“We are also committed to ensuring that we hire, develop and promote the best people regardless of gender. To support these aims, we have created an equality and diversity monitoring section on our HR portal, rolled out equality and diversity training, as well as unconscious bias training for managers and employees, and we have a preferred suppliers list for recruitment agencies, all of whom have been asked to provide their equality and diversity policies and how they monitor them.”
PPL won the Company Diversity Award at the Music Week Women In Music Awards last year.
Leathem added; “We are also involved in UK Music’s Skills Programme Board and its Diversity Taskforce, which aim to ensure people from a range of backgrounds have an equal chance of gaining employment and experience in the music industry. Ultimately, change takes time, but by raising awareness and working on such initiatives, we hope that PPL can contribute to securing lasting change.”
FOLLOW 
