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make the hiring process more equitable. One successful are clear: change is needed.
model comes from professional orchestras, where blind Be the advocate for others that you wish to have for
auditions—musicians perform from behind a screen— yourself. Apply for jobs even if you do not meet all the
help ensure that the best candidate is selected based requirements. Recognize that rejection is part of the
solely on their skill without the influence of implicit process. Be confident in your worth and expertise and
bias. While it may not be possible to fully replicate this develop a strong network of support. If there is not a
process in choral conducting, there are ways to adapt community in your workplace, find one online, attend
it to reduce bias in the selection process. For example, conferences, or reach out to any of the organizations
one approach could be to redact personal identifiers mentioned in this article. Ask questions of yourself and
(such as name, gender, institution, or city) during the assess situations around you. Is discrimination impacting
initial stages of job interviews or when reviewing your career goals and trajectory? Have you seen
curricula vitae and biographies of potential candidates. positive shifts implemented in other organizations that
This would allow decision-makers to focus entirely couldapply to your current workplace? If an opportunity
on qualifications, experience, and expertise rather is lacking, can you be an advocate for inclusivity and
than being unconsciously swayed by gender or other diversity on the podium? Educate yourself on your
personal characteristics. institution’s policies and determine areas where you can
Music, as a field driven by empirical knowledge, be a potential catalyst for change. Oftentimes language
often lacks archived resources that support the next has not been changed because there has not been
generation. Resources are essential tools to foster anyone to suggest an edit. Let us unite in our efforts to
growth, provide support, and create lasting change. foster an environment that celebrates and champions the
If you see a need for a new resource, create it. The contributions of women in leadership, transforming our
conduct(her) podcast began as a platform to share insights industry and ensuring that future generations of women
from accomplished leaders in the field, evolving into in choral conducting can thrive without barriers.
an organization that amplifies the voices of women
from the present, past, and future. The podcast offers “
a growing collection of professional development Women will not have the opportunity
resources including books, articles, fellow podcasts, and to serve as long-term stakeholders
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databases to support personal growth. Ask yourself
what you might contribute to the creation of resources until there is a meaningful shift in
in the future, build partnerships with colleagues, and the status quo.
remember that your experiences are unique and valued.

A Call to Action Now is the time for change and the time to engage in
meaningful conversations about women in the field of
“The data all point to persistent gender choral music. It is easy to assume that what is being done
inequity in the choral conducting profession is enough, but it is not. Assess your workplace climate,
that has not been adequately addressed in any workload, and the distribution of tasks. Examine
meaningful way.” 57 company hiring practices, compensation structures, and
family leave policies. Use this feedback to adapt and
This is a call to action for all of us but especially create new policies that provide equitable opportunities
those with the influence and resources to actively for all.
empower and champion women. Women will not have
the opportunity to serve as long-term stakeholders until
there is a meaningful shift in the status quo. The data

CHORAL JOURNAL May 2025 Volume 65 Number 8 41