Background 

Sony Music UK has been on a mission to build a workplace that puts its people first while addressing key challenges related to diversity, equity and inclusion together with employee wellbeing. Six years ago the company undertook a comprehensive review of its HR strategy, aiming to create policies and initiatives that would support employees at important life moments, improve retention and enhance leadership development. The idea was to both elevate talent within the organisation and attract new talent to sustain business growth.

With the systemic challenge of high childcare costs in the UK disproportionately impacting women, often forcing them to work part-time or exit the workforce altogether, Sony Music recognised in 2022 a need to foster a more inclusive culture, addressing underrepresentation in leadership and specific roles. It also wanted to ensure wellbeing across all life stages.

Approach 

The company’s first step was to tackle the issue of childcare costs, which serve as a major barrier for many parents, particularly women, re-entering the workforce after having children. It introduced a pioneering policy that provides parents with up to £15,000 per year towards the cost of childcare, based on a tapered system that ensures those earning lower and middle incomes receive more significant support. This was the first such policy in the UK music industry and set a new benchmark for other industries to follow.

This initiative complemented a suite of other support systems, such as equal parental leave, flexible working arrangements and specific policies targeting key life stages such as menopause, fertility and pregnancy loss. Sony became the first UK private sector company to offer full pay during the neonatal period for parents of pre-term babies.

“Sony Music UK leads the industry with bold initiatives, putting people first and setting new benchmarks for inclusion and employee wellbeing”

Beyond supporting working parents it has worked tirelessly to cultivate a culture of inclusion and belonging. It rolled out mental health training for all staff in collaboration with MIND, launched mentorship programmes for employees from diverse backgrounds and developed talent programmes such as ‘Featuring’ to nurture future leaders. In particular its A&R Academy focuses on increasing female representation in traditionally male-dominated roles within the music industry.

Through data-driven insights, focus groups and partnerships with employee resource groups, Sony Music UK ensured that its policies are not only equitable but also impactful. Leadership buy-in was crucial throughout the process, with the CEO and senior leaders providing consistent support for these groundbreaking initiatives.

Outcome

Sony Music’s holistic approach to supporting employees at various life stages has delivered impressive results. The childcare policy alone has been transformative, with working parents reporting a significant sense of relief and increased flexibility in managing their careers and family responsibilities.

Female retention has increased by 11%, with 51% of all promotions and 69% of new hires being women. Women now make up 55% of the senior management team – a 13% rise. Additionally, Black, Asian and Minority Ethnic representation within senior management has risen to 30%, reflecting a 7% increase. Retention overall has improved by 8%, with specific gains of 14% for Black, Asian and Minority Ethnic employees.

Externally, these efforts have not gone unnoticed, with Sony Music emerging as an employer of choice in a highly competitive industry. With 88% of employees recommending Sony Music as a great place to work, the company continues to set a high standard for creating an inclusive, supportive and high-performance culture.