Diversity of thought and expression is key to the creativity that fuels the music industry.

At Sony Music we are proud to have a diverse workforce and we are committed to investing in inclusion in a meaningful, measurable way for all employees.

We work with employees at all levels across the business to shape and define our company culture.

Employee Resource Groups (ERGs)

In the UK, we have several Employee Resource Groups (ERGs) that actively set out to address the real-world causes and issues that matter to our people, and how they impact us as a business and an industry.

Among others, these include:

• S.O.U.N.D (Showcasing Our Unique Neurodiversity) - promotes initiatives and supports the neurodivergent community. They also work closely with our PX team to help establish Neurodiversity policies and recruitment practices.
• The Parents Network Network has members from across the company, and this group creates a supportive environment for parents at all stages. The group was a significant force in the formation of the Childcare Cost, Shared Parental Leave and Premature Babies policies.
• HUE (Helping Unite Everyone) - a race and ethnicity network dedicated to celebrating cultural diversity and fostering an inclusive environment for colleagues from all backgrounds. The group raises awareness, encourages open conversations around race and identity, and organises events and activations throughout the year to mark key awareness days and months, alongside community-based initiatives.
• Freedom - an LGBTQ+ network supporting colleagues and allies by promoting a workplace where everyone can be their authentic selves. The group fosters a safe and supportive community, raises awareness of LGBTQ+ topics, and leads initiatives and events throughout the year to celebrate key moments in LGBTQ+ history  and drive positive cultural change.
  
  

Our accessibility provisions

Some of the accessibility provisions that we can provide to break down barriers at work include:

Flexible working arrangements

• Flexibility in work location as an adjustment.
• Flexibility in working hours as an adjustment.
• Return-to-work support.
  
  

Workplace environment and facilities

• Step-free office access.
• Lift available in office buildings.
• Wheelchair accessible entrance to office.
• Accessible parking available.
• Quiet spaces or sound-related adjustments available.
• Flexible desk set-ups (e.g. height-adjustable desks) available.
• Accessibility software available.
• Accessible toilet available.
• Gender neutral toilet available.
• Showers available in the office building.
• Casual dress.
  
  

Recruitment and onboarding

• Interview questions available in advance as an adjustment.
  
  

Communication and information

• Staff trained in inclusive communication.
  
  

Culture and Support

• Active neurodivergent staff network - S.O.U.N.D (Showcasing Our Unique Neurodiversity).
• Mental health support or Employee Assistance Programme (EAP).
• Access to Mental Health First Aiders within the business.
  
  

Policies and governance

• Carers leave provision.
• Enhanced sick pay.
• Private health insurance.
• Private dental insurance.
• Enhanced maternity leave options.
• Enhanced paternity leave options.
• Enhanced shared parental leave options.