The latest survey on diversity in the U.K. music industry has revealed progress across the workforce but a lack of equal gender and ethnic representation at the senior-executive level. Findings come from the trade body U.K. Music.

Headline stats from the 2020 Music Industry Workforce Diversity Survey include:

Representation of black, Asian and other ethnic minorities among those aged 16-24 in the music industry stands at a record 30.6%—up from 25.9% in 2018.

The proportion of women increases to a new high of 49.6% in 2020 from 45.3% in 2016.

The number of people from Black, Asian and other ethnic-minority communities at entry level rises to a new high of 34.6% in 2020 from 23.2% in 2018.

The number of women in the 45-64 age group drops to 35% in 2020 from 38.7% in 2018.

Representation of Black, Asian and other ethnic minorities at the senior-executive level rises to a new high of 19.9% from 17.9% in 2018.

“If our industry is to tell the story of modern-day Britain, then it needs to look like modern-day Britain,” said U.K. Music Chief Executive Jamie Njoku-Goodwin (pictured). “This groundbreaking report is an important step toward achieving that.”

This year a record 3,670 people working in the music industry took part in the survey, which is published every two years.

While findings reveal that the industry continues to make progress on improving diversity, the need for faster change has driven the creation of U.K. Music’s Diversity Taskforce’s Ten-Point Plan, led by its chair, Ammo Talwar, MBE, and Deputy Chair Paulette Long, OBE.

The plan asks for the "urban" classification to be replaced in all reports and communications by specific genres or “Black music” and for the acronym BAME to be replaced by the use of "black, Asian or ethnic-minority background."

U.K. Music members are asked to commit a recruitment budget to hiring from a diverse candidate pool and to a program that aims to increase diverse representation in middle and senior management, with a target of reaching 30% ethnic diversity on executive bodies and boards and a 50% equal gender split. Members are also asked to develop diversity policies and set targets for core staff, the progress of which will be assessed by U.K. Music.