Page 37 - CJMay25

they perceived it as a loss.” Changing habits with long trailblazers in the field. The first season focused on
15
historical roots is difficult at best. We do, however, have choral conductors in collegiate leadership. Season
the opportunity to enact behavioral changes that will two expanded to feature composers, instrumental
support the next generation of developing musicians. conductors, and arts administrators. Season three
includes panels on specific topics such as trans singers,
prison choirs, and entrepreneurship, as well as episodes
Research Questions highlighting K-12 educators. The interviews spark
17
This article is focused on raising awareness of the honest conversations on navigating the many obstacles
significant gender equity gap in the field of choral that women face in the choral conducting profession.
music and presenting practical solutions, skills, and Through three seasons of interviews, we have come
tactics aimed at reversing the decline. For change to to recognize that change is critical to sustaining the
occur, there is a need to invest in data-driven and health, development, and long-term success of women
honest conversations regarding family planning, work- in the field. We created and sent a research survey
life balance, task division, mental load, pay disparity, to conduct(her) interviewees, listeners, and industry
continuing education, and the interdisciplinary conference attendees to examine the current climate
nature of succeeding in music. In her 2016 doctoral for women in choral conducting. Questions included
dissertation, Claudia Bryan wrote: “Understanding basic demographic information, summation of
how successful women conductors overcome challenges longevity in the field, access to mentors and support
and achieve a balance between home and work life may or lack thereof, leave policies, acts of exclusion and/or
offer valuable insight to the next generation of women discrimination, and additional career challenges. The
conductors.” By identifying key areas of concern, results revealed four common barriers discouraging
16
we can take result-oriented steps toward sustainability women from a career in choral music. We summarize
and longevity for women in the field. The current data these four barriers below and include supporting data
partnered with responses from the conduct(her) podcast from additional sources.
interviewees led to two seminal research questions:
1) Lack of representation
1) What barriers currently prevent women from
employment advancement and musical opportunities 2) Unsupportive family leave policies
in choral conducting?
3) Fatigue from self-advocacy
2) How can we develop systems and communities of
support to help women choose a career in choral 4) Discrimination based on gender
music and stay in the field?

1) Lack of Representation
Research Question #1: The indisputable data shows there are not enough

What barriers currently prevent women from women on the podium, particularly evident looking
opportunities in choral conducting? at conductors in higher education, community
organizations, and professional choral ensembles. Dr.
Mary Murphy, a professor at Indiana University and
To help raise awareness of the gender equity gap, best-selling author of the book Cultures of Growth, has
the authors of this article (Kyra Stahr and McKenna founded her research on shifting cultures of genius to
Stenson) created the conduct(her) podcast and choral cultures of growth. She has explored why messages
community in 2021. conduct(her) amplifies women’s about brilliance often undermine women’s interest in
voices on the podium by sharing the stories of certain fields, among them music and academia:

CHORAL JOURNAL May 2025 Volume 65 Number 8 35