2026 SOCO Diversity Committee Report

Today, we’re here to talk about something essential to the future of our Federation: Diversity, Equity, and Inclusion—not as abstract ideals, but as practical, structural commitments that directly impact working musicians.

When we talk about DEI in music, we’re not talking about optics or checkboxes. We’re talking about who gets hired, who gets paid fairly, who gets seen, and who gets to build a sustainable career. Freelance musicians are the backbone of the music ecosystem. They fill orchestras, power recording sessions, tour with artists, and bring live music into communities. Yet, not all freelancers experience this industry
equally.

Latino American, African American, and Asian American musicians continue to face systemic barriers—not because of a lack of talent, but because of how the system itself is structured. If we want a stronger, more sustainable musicians’ union—and a more vibrant artistic landscape—we must address these disparities directly and intentionally.

Section 1: The AFM Context — Strengths and Gaps
The AFM already has strong foundations for this work:

A formal Diversity Committee with a mandate to expand participation and leadership
Good relationship with the Sphinx Organization and Sphinx Connect
Diversity Awards recognizing impactful DEI work across locals
Resources supporting organizing, education, and inclusion

These efforts reflect a commitment to “recognize and celebrate the diverse nature of our organization” and increase participation through outreach and leadership development . However, structural challenges remain—especially in the freelance sector:

Gig access is still driven by informal contractor networks
Enforcement of fair pay varies widely across locals
Representation gaps persist in leadership and hiring pipelines

Freelance musicians often experience the union differently than orchestra or full-time contract
players—and that gap is where DEI work must focus.

Section 2: Equity Challenges in the AFM Freelance Ecosystem

Within AFM-covered work, inequities show up in specific ways:
1. Contractor-Based Hiring

Many gigs are distributed through contractor relationships rather than transparent systems
Underrepresented musicians are less likely to be in those networks

2. Inconsistent Local Practices

Some locals have strong DEI initiatives; others have limited infrastructure
This creates unequal experiences depending on geography

3. Barriers to Membership and Participation

Language access, immigration concerns, and lack of awareness can limit engagement
While the AFM offers benefits like visa assistance and gig referrals, not all musicians can

easily access them

Section 3: Community-Specific Realities Within AFM

Latino American Musicians

For Latino musicians, barriers can include language challenges when navigating contracts
or union systems, as well as immigration-related complexities that affect eligibility for
certain gigs or benefits.

There is also underrepresentation in institutional spaces—such as orchestras or higher-
paying union sectors—and a broader issue where culturally significant musical traditions
are undervalued or appropriated without proper recognition or compensation.•

May face barriers in navigating contracts, benefits, or union processes due to language or immigration concerns
Often underrepresented in higher-paying AFM sectors like film scoring or orchestras
Cultural genres sometimes excluded from formal union contracts

African American Musicians

African American musicians have played a foundational role in shaping genres like jazz, blues, and hip-hop—genres that generate enormous cultural and economic value. Yet historically, and even today, there are disparities in ownership, royalties, and recognition. Additionally, African American musicians
remain underrepresented in orchestras, film scoring, and other high-visibility, high-paying sectors, often due to bias in hiring practices.

Deep historical contributions to unionized genres (jazz, R&B) without equitable compensation structures
Ongoing underrepresentation in orchestral and leadership roles
Disparities in access to high-budget recording and scoring work

Asian American Musicians

Asian American musicians are frequently associated with technical excellence, particularly in classical music. But that perception can become limiting. There are persistent stereotypes that position Asian American musicians as skilled performers but not as creative leaders. As a result, they are often underrepresented in leadership roles, composition, conducting, and genres outside of classical music.

Overrepresented in certain classical pipelines but underrepresented in leadership and contractor roles
Stereotypes limiting creative and leadership opportunities
Less visibility in union advocacy spaces

Section 4: Leveraging AFM Structures for Change

The AFM is uniquely positioned to lead—because it already has the infrastructure.

1. Strengthen Local-Level Diversity Committees

Expand the model promoted by the AFM Diversity Committee
Require or incentivize every Local to establish an active DEI committee
Share best practices across Locals

2. Reform Contractor and Referral Systems

Develop transparent gig referral platforms within AFM
Encourage locals to track and report hiring diversity
Create guidelines for equitable contractor practices

3. Expand Mentorship and Pipeline Programs

Pair emerging musicians with established AFM members
Focus on underrepresented groups entering high-paying sectors (film, TV, orchestral)
Partner with organizations like the Sphinx Organization and similar initiatives already referenced in AFM resources

4. Increase Accessibility and Outreach

Provide multilingual resources and onboarding
Host community-based recruitment events
Build trust in communities historically excluded from unions

5. Use Collective Power to Set Industry Standards

Incorporate DEI expectations into collective bargaining agreements
Advocate for equitable hiring in union-covered productions
Align DEI with “Fair Trade Music” principles already championed by AFM

Section 5: Representation in Leadership

The AFM Diversity Committee already emphasizes increasing leadership opportunities and
representation at all levels.
To build on this:

Establish leadership pipelines for underrepresented members
Create advisory councils representing Latino, African American, and Asian American musicians
Set measurable diversity goals for local and international leadership bodies

Representation within the union directly shapes policy outcomes—and member trust.

Section 6: Accountability and Measurable Progress

To move beyond intention:

Conduct voluntary demographic surveys across locals
Publish DEIA progress reports annually
Tie Diversity Award criteria to measurable outcomes, not just initiatives
Create clear reporting channels for discrimination within freelance contexts

The AFM already celebrates DEI work through its Diversity Awards—this can evolve into a
broader accountability framework.

Closing

The AFM was built on solidarity—the idea that musicians are stronger together than alone. But solidarity must be inclusive to be effective. If Latino, African American, and Asian American musicians face barriers to access, pay, or leadership, then the union’s power is diminished. When we remove those barriers, we strengthen not just individuals—but the entire federation.

The future of the AFM depends on whether it reflects the full diversity of the musicians it
represents. And that work starts here.