Equity, Diversity and Inclusion

Equity, diversity and inclusion is a vital area of IMPALA’s work. We have a task force implementing our work, including our charter, surveying members, setting out the business case, offering training to members as well as practical tips for businesses and associations. Our most recent EDI annual report  gives an overview on its work.

Promoting a diverse and inclusive European independent music sector is a key priority for IMPALA’s task force which has been in place since summer 2020 and includes Keith Harris OBE as adviser. Check out this 2-minute message from Keith on his work with IMPALA and what he would like members to do. Keith received IMPALA’s Outstanding Contribution Award in 2021 and he was invited to talk on our 20MinutesWith podcast series, find it on SpotifyApple PodcastsGoogle Podcast and Deezer

We report annually on equity, diversity and inclusion work. On 24th October 2023, to mark the third anniversary of our EDI charter, IMPALA released its annual report on the work done in the past 12 months, focusing on the business case, successful projects and campaigns, as well as areas which still need to be improved. Please read and share our statement here and our report here.

Each year our Changemaker Award puts the spotlight on projects working on equity, diversity and inclusion. Our members put forward projects they feel play an important role locally, inspiring change and encouraging others to take action. We highlight all these projects and our task force then picks the one they feel is the most inspirational as the winner. This award was launched in 2022. See more here

Our report on IMPALA’s first sector survey results was published in May 2022. Towards a more diverse and inclusive independent music sector, is based on a sample of the sector and sets out the surveys findings. Read our statement here and see the full report here. Thank you for your participation! Look out for our new survey in May 2024 and let us have any ideas on what we should include this time around. 

Developing and promoting the business case for taking action is one of the priorities as set out in our charter. Our infographic shows that businesses with inclusive employment practices are more profitable, adaptable, innovative, have a better brand image and are able to attract and keep top talent. This is of particular value for small businesses who can see results more quickly. Please read and share here.

IMPALA offers free training on equity, diversity and inclusion for all IMPALA members. We started with a great three-year collaboration with two experts in the field, Vick Bain (vbain Consulting) and Arit Eminue.  We are now reviewing our approach for 2024, so let us have your ideas on what you think we should focus on and check out what members have to say about our training in our annual report.

Our guidance for businesses is intended to provide practical help for members on what they can do on a daily basis if they want to start making changes.  It has ideas for any company or organisation interested in becoming more diverse and inclusive, starting from the smallest of changes through to ideas on hiring and developing your team.  Please also check out the business case

We have a practical guide for associations who play a vital role in our sector. This guidance has lots of ideas on what can be done.  Please adapt and use as you see fit!  There is no “one-size-fits-all” solution as each country is different. It is essential to recognise this as IMPALA’s membership covers over 30 European countries and is growing every year. We also exchange ideas through our association network.

Learn more about diversity and inclusion through our limited edition podcast series 20MinutesWith curated and hosted by the late Juliana Koranteng. Launched for our 20th birthday, the series ran from 2020 to 2022 with episodes on different aspects (ethnicity, gender, territories, LGTBQ+ and more). The podcasts were recorded in London by Juliana and edited in Brussels by Romuald Dagry.

This charter is IMPALA’s vision of what we stand for and what we will do to achieve change. Originally adopted by IMPALA’s board in 2020, our charter sets out 12 commitments and is implemented by our task force. This is accompanied by initiatives and projects to make change sustainable longer term, with targets for five and ten years.  We report annually on our work. 

Our one-pager tells you everything you need to know about our equity, diversity and inclusion work on, yes that’s  right, one page. Check out our infographic and feel free to share. We update this every year and circulate as part of our EU Diversity Month activities, so that the sector and decision makers can see at a glance what we do as a sector to mobilise change and promote equity, diversity and inclusion.

We also work on the question of equity in streaming reform (see IMPALA’s 2023 plan here), where Ben Wynter talks about how streaming has been transformative and his opposition to proposals like so-called “equitable remuneration”. Read statement here and report here. We also flag the risks of two tier systems potentially discriminating, see our statement here and our Billboard op-ed here.

Our members have different projects they work on and support. Great examples are MEWEM, !K7’s project with a local school and Merlin’s Engage programme. You can also check out here what our members have to say about how they started their journey to mainstream equity, diversity and inclusion into their daily work in their businesses and what the results were. See more in our business case note



May is EU Diversity Month, when we do a series of posts and activities related to our equity, diversity and inclusion work. To find out more, follow us on social media. In 2023 we did a series of posts to highlight our members’ work and we released our report on the first diversity and inclusion survey in the independent sector during EU Diversity Month, read the statement here and read the report here.


IMPALA – Independent Music Companies Association

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