Diversity in Harmony Mission Statement

Diversity, equity, inclusion, and social justice are values which are fundamental to Barbershop Music’s ambition to achieve a Musically Inclusive Britain that sit at the core of our organisational processes, practices, and culture.

Diversity in Harmony has been set up to develop policies and awareness training aimed at delivering on that aspiration and attracting and retaining those from under-represented parts of society, in which singers from all parts of society can feel welcomed and safe.

 Key tasks of the team are to: 

1. Considering how we may best measure and monitor Barbershop membership, including all aspects of identity and diversity.
2. Assembling data (where people choose to opt-in) that will help us to compare our membership makeup with UK society as a whole and considering whether this should be on a regional or national basis.
3. Reviewing and developing an understanding and appreciation of good inclusivity practice elsewhere in amateur music and choral singing.
4. Developing strategies that will create a welcoming and accepting space for minority groups, to encourage engagement with our membership growth and retention.
5. Where appropriate, conducting consultations with members of minority identity groups to identify opportunities for improvement and help identify useful recruitment and retention strategies.
6. Co-ordinate training programs and/or workshops for club members and volunteers to enhance the understanding and appreciation of diversity and inclusion issues.
7. Working with Club Chairs and local teams at developing and implementing local diversity strategies and initiatives which empower minority voices and facilitate education and understanding within the local club and community.
8. Helping Management of Organisations and clubs to develop an understanding of, and criteria to determine what are and are not, appropriate songs for our repertoire, i.e., considering the historical and/or cultural context of songs.
9. Establishing what are the unconscious barriers to best practice and inclusivity that may exist in the organisation and making recommendations to challenge and improve our culture.
10. Review all policies and procedures, ensuring that these are all inclusive.
11. Writing and delivering such periodic reports on progress as are agreed.