FAC Insights: AIP Diversity Database
FAC Insights is a forum for us to showcase and share long form pieces looking at various parts of the music industry and the society that shapes it. Pieces take the form of videos, interviews, discussions, articles and more.
In this piece, we’re pleased to feature Anna Moulson, Co-Chair of the Association of Independent Promoters (AIP), who explores how the AIP Diversity Database is helping to address long-standing gaps in representation within UK live music promotion, and how it aims to improve visibility, access and opportunities for underrepresented promoters across the sector.
What gaps in the live music ecosystem did the AIP identify that led to the creation of the Diversity Database, and why was now the right moment to launch it?
Our 2023 survey and 2024 report showed just 14% of independent promoters identified as coming from underrepresented communities, a stark imbalance in a role that directly shapes what audiences see.
At the same time, the wider industry was having important conversations about access and representation. But promoters hadn’t been part of that shift in a meaningful way. This is the right moment to act and create something practical that addresses that gap.
How will the database evolve over time?
This is a live, growing resource. We launched with 50+ promoters, and each year we’ll work with partners across the industry to expand it further.
The ambition is to build something that becomes a go-to tool for the sector, and a more accurate reflection of who is actually out there doing the work.
How do partner organisations like Women In CTRL and Black Lives In Music shape the direction of the database?
Our partners have been essential, both in shaping the thinking behind the database and in getting it out into the world. Organisations like Women In CTRL and Black Lives In Music have helped drive sign-ups, amplify the call, and ensure the database reflects a wide range of voices and experiences.
What impact do you hope the database will have on the visibility and career development of diverse promoters across the UK?
Visibility and access. We want promoters from underrepresented backgrounds to be easier to find, easier to work with, and harder to overlook. That means more opportunities, stronger networks, and ultimately a live sector that better reflects the audiences it serves.
For venues, booking agents, and artists looking to build more inclusive programming, what practical steps can they take to integrate the database into their decision-making processes?
Agents, venues and artists can use the database to widen their networks, discover new promoter partners, and build more representative tours and programmes. Over time, we’d like to see it embedded into decision-making, not as an add-on, but as standard practice.
Looking ahead, how could the Diversity Database influence broader cultural and structural change within the UK live music sector, particularly around representation and access?
The live promoter sector still has a long way to go in terms of representation, and unconscious bias plays a big role in that.
This involves starting to shift habits, for example around trust and opportunities in the booking process. In the longer term, we hope it contributes to broader structural change and industry-wide commitments.
How has the response been so far from promoters signing up, and what does that tell us about the appetite for change within the sector?
Really positive. Over 50 promoters signed up so far, many from grassroots scenes where change is already happening. That shows there’s both a need and an appetite for this, from the people it’s designed to support.
What are the next stages of development, and how can others in the industry get involved in supporting or shaping the database?
We want more promoters to sign up, and more of the industry to actually use it to build awareness around the current gaps in representation and diversity. Agents, managers, venues, festivals, artists - sharing it, using it, and being intentional about who we’re working with - the impact comes from people changing how they work.