In the second of an interview series going behind the scenes at Sony Music Group, Tiffany R. Warren, Executive Vice President, Chief Diversity and Inclusion Officer at Sony Music Group in New York, gives Alan Hosking a glimpse of her vision for diversity, equity, and inclusion (DE&I) at the company and across the broader music industry.
Tiffany, you’ve stepped into an incredibly important role at Sony Music. What do you see as the task before you?
I see my task as continuing the longstanding commitment the company has toward DE&I while also helping to encourage and influence broader societal changes. As a company [Sony Music Group], we recognize and value the importance of diversity and inclusion in helping us meet our business goals, enabling our employees to thrive, and strengthening our position as an exceptional place to work.
Being the “best place to work” has a different meaning now. In today’s world, the best workplaces are ones where people can safely express their whole selves, pursue career-building opportunities, and feel connected to one another.
As a general rule, DE&I has to continue to go above and beyond what we say to become what we do and who we are.
As long as systemic problems of racism and bias exist in the world, there will still be inequity. And, unfortunately, no society in the world has yet fully corrected these systemic issues. So, as the head of DE&I at Sony Music, I’m aware of both our industry’s potential for impact and where we fit into the bigger picture.
How has DE&I work changed in recent years? And what does it mean for Sony Music?
DE&I in the corporate world has sometimes in the past been too superficial or performative, but it now feels as though we are in the era of stronger action, accountability and activism.
Until recently, anything related to societal calls for change fell squarely on the corporate social responsibility (CSR) departments and DE&I would often get combined with social justice and impact initiatives.
But there’s a difference between social justice and DE&I. As a DE&I leader, my impact comes by being the pathway between what’s happening on the frontline of social justice and DE&I and what’s happening in the corporate world.
In concert with the Philanthropy and Social Justice function at Sony Music, we have been building our Office of Diversity, Equity and Inclusion to help expand equity and inclusion activities and policies across all Sony Music Group’s global recorded music, publishing and corporate divisions and beyond.
That’s a tall order, but I feel that my 24 years on the frontline of the evolution of DE&I have well prepared me for today’s nuanced and transformed DE&I landscape. And I’m hopeful about what we can achieve, because, today, people are much more willing to open their hearts and minds to support DE&I initiatives, which perhaps wasn’t often the case before.
What makes your work at Sony Music most meaningful for you?
Sony Music has always championed new ideas and creativity. It’s at the heart of all we do to support artists, songwriters and other creators to express their whole selves. And, to me, there’s something really cool about the way DE&I and music intersect to cultivate progress. We’ve seen it time and again throughout so many cultural breakthroughs. Some of the most iconic artists who have shaped the cultural conversation around social progress and music are still part of the Sony Music catalogue. In fact, Sony Music Publishing celebrated the 50th anniversary of Marvin Gaye’s “What’s Going On” this year – a song that’s just as relevant today as it was in 1971.
Artists and songwriters have always recorded what’s going on as a call for change – and our creators continue to do that, with the support of an increasingly diverse Sony Music team. To me, that’s beautiful, and just so cool!
What have you been working on since you joined Sony Music?
A lot! We’ve been building DE&I coalitions both at Sony Music and across the wider music industry. We have business partners from across the company, in HR, learning and development, and talent acquisition, working collectively to roll out and support DE&I initiatives. And they’re addressing everything DE&I touches, including recruitment, company policies, and employee learning and development.
When I first joined Sony Music Group, I immediately began listening. I listened to those who oversee our labels, lead the Group internationally, and run our business groups. I also listened to our employees. While feedback from team members of all backgrounds was that continuing our conversations was important, I found that they were particularly valuable to employees of colour and employees from the LGBTQIA community.
To succeed in pushing for greater diversity and equity, we all need to start on the same page and speak the same language of inclusion.
To deliver this, we partnered with the Jones Group globally to hold employee seminars about acknowledging unconscious bias. It has been remarkable to hear people embracing these education sessions as a chance to discuss how unconscious bias can show up in the everyday at work.
Most recently, I’ve been proud of the partnership programs that we have rolled out to deliver on our continued commitment to diversity including Lean In’s Allyship at Work, Management Leadership for Tomorrow’s Black Equity At Work and MAIP’s SMG Impact Fellows programs. Our hope is that these and other training and leadership programs can bring new members to Sony Music Group for the long term, and also better support those who are here.
Looking ahead, SMG’s Office of DE&I will be continuing the company’s longstanding commitment to diversity, equity and inclusion by focusing its strategies on mobility, impact, leadership, equity and safety.
What’s your vision for Sony Music?
When my cousins and I used to fight as children, my grandmother would tell us, “There’s enough sunshine for everybody!” I often say that now. Our ambition is for Sony Music to keep being a destination company, with enough sunshine for everyone. And because of the work we’re doing now to grow space at the table for everyone, I know it can be the “best place to work” for women and women of colour, executives of colour, and many other employees who’ll stay for many years to learn and build their career with us.
Tiffany R. Warren, Executive Vice President, Chief Diversity & Inclusion Officer at Sony Music Group in New York.
