Where do we want to be?
We will increase opportunities for a broader demographic to work with London Sinfonietta across its governance, staff and playing ensemble, to be representative of the UK population. We want particularly to open up opportunities for more disabled people and those from a Global Majority background to work with us. We will work hard to ensure opportunities to work in the music sector are not just the preserve of those who can afford to engage or already have the opportunity to experience it.
We will also develop our workforce culture, with progressive, supportive policies and training and development to ensure that anyone who works with us will feel safe, included, nurtured and inspired in what they do.
Total Workforce: 21-22 workforce survey*
Statistics below taken from the 21-22 survey of board, staff and contracted players/artists demonstrate that taken as a whole, our workforce across 21-22 was broadly representative of the UK population in terms of workforce age, gender, ethnicity and LGBTQ+ representation, but under-representative of the UK population in terms of disability.
6% of the overall workforce reporting as deaf or disabled, against the most recent UK statistic of 21% of individuals of working age in the UK who have impairments or a long-term health condition. Data taken from Family Resources Survey, gov.uk
- Gender representation in the LS workforce in 21-22 was 37% men, 53% women, 4% non-binary. This is an increase in representation from women and gender minorities (49% men, 46% women, 0% non-binary in 20-21).
- 14% of the overall workforce identify as LGBTQ+ (an increase from 12% in 20-21).
- 76% of the overall workforce identified as white backgrounds, (65% White British) a decrease from 20-21 where 84% identified as white backgrounds. 18% were Global majority* backgrounds (an increase from 14% in 20-21).
- 6% of the overall workforce identify as disabled, an increase from 0% in 20-21.
- Age continues to be broadly balanced across the spectrum; there was a decrease in representation from the Age 50+ brackets and an increase in representation in the Age 35-49 bracket. The largest segments were 27% Age 20-34 (32% in 20-21), 37% Age 35-49 (27% in 20-21) and 23% Age 50-64 (32% in 20-21).
*Results of the 21-22 workforce survey, carried out in June 2022. Approximately 200 people were surveyed, those who had worked with the London Sinfonietta between April 21-March 22 of which 78 people responded. This is a relatively small sample size taken as a ‘snapshot’ of the demographic of the workforce, and we continue to find ways to encourage our workforce to report monitoring data. Note that statistics exclude figures for ‘prefer not to say’.
Note: we refer to people as of The Global Majority since black, indigenous and people of colour represent over 80% of the world’s population. Global majority refers to people who are Black, Asian, Brown, dual-heritage, indigenous to the global south and/or have been referred to as ‘ethnic minorities’.
Our board
Where do we want to be?
By September 2023 we will actively recruit at least two new trustees to the London Sinfonietta Council (Board). We aim to have a broad, balanced and diverse council who represent a wide variety of skills, knowledge, genders, age, ethnicity, disabilities and socio-economic backgrounds.
How will we get there?
We will use targeted recruitment methods including specialist recruitment agencies to broaden the search, and audit our networks for potential Trustees – such as members of the creative and artistic communities we work with – to bring broad and inclusive views and skillsets to our governance.
Our staff
Where do we want to be?
By March 2026 we seek to increase the numbers of staff from Global Majority backgrounds to exceed 13% (the demographic of the UK as drawn from the 2011 census) and for much greater representation from staff who are disabled.
How will we get there?
We will continue to work with Tonic and Black Lives in Music as “critical friends” and training partners to provide external perspective on how to provide greater access into the industry. We will continue to improve and invest in our recruitment processes, with a focus on developing new networks (e.g. to careers departments at universities with arts management courses). We will improve pathways for those who may not have considered a career in the arts or music by offering more opportunities to work in trainee producer roles over 22-23 season. We held a highly successful school work experience programme in Summer 22 and we will continue to offer work experience and shadowing opportunities in the arts, working with Music Education Hubs who support younger people from under-represented backgrounds and with whom we already have existing relationships.
Our freelance ensemble of musicians
Where do we want to be?
Both on-stage and online by March 2026 we aim to achieve:
- At least 50% ensemble musicians representing women and gender minorities and at least 13% Global Majority musicians
- We will work towards a much greater representation from disabled* musicians
How will we get there?
We will expand the pool of musicians we engage to include more people from currently under-represented backgrounds, working towards achieving the UK demographic. Through expanding our extras list, and offering more paid work to conducting and playing alumni of our talent development schemes, London Sinfonietta will continue to invest in a diverse playing workforce. We will continue to work with Black Lives in Music and seek out new partners who can help us create a more inclusive environment and break down the barriers in working practices that may exist within the industry.
