In 2017, we went to the AIM Women in Music event to ask a fundamental question: How do we get more women in music? Back then, the industry had a “broken rung” problem, plenty of talent at the entry-level, but a steep 30% drop-off at the top.
Nine years later, the conversation has moved from “how do we get in the room?” to “how do we stay in the room and lead it?” As we reflect on International Women’s Day 2026, it’s time to look at the data to see where we’ve moved forward and where much more work is still to come.
While the data shows we have progressed massively in visibility and board representation, a look beneath the headlines reveals that men still hold most of the technical and creative control in the business.
We must also be very clear from the outset: The stats we refer to below reflect the experiences of women at large, but the systemic challenges are more acute for women of color and for trans women.
The Battles of the Boardroom
If we look at the executive level, the progress is tangible and undeniable. According to the latest UK Music Diversity Report (2024), women in senior roles hit 48.3% in 2024, a huge leap from roughly 30% back in 2017.
This shift is even more pronounced in trade associations. The Women in CTRL: Seat at the Table Report 2024/25 reveals that women now hold 52% of board seats across UK music trade bodies, representing a 60% increase since 2020.
The Persistence of the “Drop-Off”
However, as we’re approaching balance at the top, it doesn’t mean the “broken rung” has been fully repaired. The data suggests that while women are climbing higher, they are still exiting the industry earlier than their male counterparts.
The UK Music Diversity Report highlights a big age gap: women make up an encouraging 58.6% of the 25–34 age group, however that number drops below parity to 39.2% in the 55–64 demographic. This suggests that systemic issues, ranging from a lack of support for parents to ageism and burnout, are still forcing women out of the industry mid-career. We’ve fixed the entrance, but we haven’t yet fixed the whole talent pipeline.
“The industry is lacking in addressing challenges that most marginalized groups face. While there have been some strides, there’s still a lot of work to be done to make the industry truly inclusive”
Tedra Wilson, Founder of Club Queen Records (March 2025)
Visibility vs. Control: The Creative Gap
The surge of women in the charts is seen in the data too. An analysis by the World Intellectual Property Organization (WIPO) in 2025 found that female artists nearly doubled their share of top-streamed tracks, rising from 16% in 2017 to 30% in 2024. And to drive the point even further, the USC Annenberg Inclusion Initiative reported that women represented 37.7% of artists on the Billboard Hot 100 Year-End Chart in 2024.
“In recent years, women are increasing their presence on the popular charts as artists, but this progress is not matched by the executive ranks responsible for the business of music. It is clear that there are still real discrepancies in who gets to lead. ‘Good enough’ isn’t enough.”
Dr. Stacy L. Smith, Founder of the USC Annenberg Inclusion Initiative (January 2025)
But while women are the faces of the music, they are rarely the ones behind the mixing desk. According to the Musicians’ Census (2024), the most confronting data is in production and engineering:
- Only 5.9% of producing credits were held by women in 2024, which actually represents a slight dip from 6.5% the previous year.
- Women made up only 18.9% of songwriters.
- Only 12% of studio/mastering engineers and 15% of live sound engineers are women.
It’s not only the stats that need to improve, but the culture around the creative side of the business too. Data from the Musicians Union (Musicians’ Census: Women Musicians Insight Report (2024)) reports that 51% of women have experienced gender discrimination while working as a musician – something experienced by only 6% of male musicians.
Striving for Equality in 2026 and Beyond
The data tells a story of two industries. One is a progressive corporate environment where women are finally taking their seats at the head of the table. The other is a creative engine room (the studios, technical crews, songwriters and more) where the gender balance remains stuck in the past.
“If our collective work had stopped in 2020, we wouldn’t have got to 42% of women on these boards… We need to keep that sharp focus on gender, not so we surpass others in the boardroom, but so we retain seats and so wherever we find ourselves in the music industry, we’re treated fairly.”
Eunice Obianagha, UK Music Director of Performance (January 2025, UK Music Diversity Summit)
As we look toward the next decade, the mission is clear. We must move beyond representation and focus on retention and empowerment. We need to ensure that the 58% of young women entering the industry today feel they have a path to stay until they are 65.
The industry is shifting, but until women producing global hits is the norm rather than the exception, the collective work of women in music remains as vital as ever.
“Throughout my career, I’ve believed that real power is about using it to create opportunity for others. Progress requires both vision and action—none of us get here alone, and when we share our spotlight, we make the whole industry brighter.”
Sylvia Rhone, Chairperson and CEO of Epic Records (February 2026, She Is The Music Spotlight)
The momentum for change is already building, driven by people across the industry who are working to create meaningful and lasting progress. But it’s important to remember that the goal goes beyond any single group. At its core, this work is about equality for everyone – regardless of gender, race, or identity.
