As challenging conversations about systemic racism unfurled across the world, Ava found it galling that Beatport was profiting from “the marginalized pioneers of the scene” while appearing to not want to “say or do anything that might alienate Beatport’s core customer base of straight, white bros.” As she remembered it, McDaniels seemed to get defensive about the invocation of Black music history, retorting that he knew Black people were involved. “I would never say something as ignorant as that,” McDaniels wrote to VICE, calling the allegation “false.” When McDaniels was asked by VICE if he was familiar with the Belleville Three, he said that he wasn’t, but that he knew “the origins of house and techno in Chicago and Detroit and that these are the sounds of the streets in Black neighborhoods.” He later sent a follow-up email, writing, “I Googled the Belleville Three and immediately felt like a dummy cause of course I know Juan Atkins, Derrick May and Kevin Saunderson. I just forgot the name of their group.”In a May 30, 2020 email to Ava, McDaniels thanked her for an earlier chat and readings she provided, and suggested setting up interviews with influential DJs to talk about their experiences with racial injustice to promote on Beatport’s social channels. He ended the email with a postscript “P.S. a CEO friend just sent me this,” including a link to a YouTube video called “Life of Privilege Explained in a $100 Race.” In the viral video, Adam Donyes, a white Christian educator, asked a group of young people to step forward each time they can answer “yes” to a question about their background. (“Take two steps forward if you grew up with a father figure in the home.”) Eventually, in a demonstration of privilege, Black students were visibly segregated at the back and white students at the front. The video, McDaniels wrote, “is a good summary of the underlying, systemic issues that protests and violence don’t solve....these are real world problems.”“He said that African tribesmen have been killing each other since the dawn of day.”
But many who have worked at the company describe the leadership’s approach to diversity and inclusion differently. Over 16 months, VICE interviewed 22 current and former Beatport staffers who alleged incidents of racism, sexism, and bullying, and claimed there was a generally toxic work environment. VICE also reviewed emails, Slack screenshots, and other documents. One source, who worked for Beatport part-time and mostly from home, said that the company had recently improved its office culture, while another said that they saw a better side of the company after switching departments. (Beatport offered to provide VICE with sources who would “share positive experiences” about the company, but VICE did not take the company up on its offer due to the risk of implicit pressures and potential distortions in employees providing statements at the behest of their employer.) Many of the interviewees said they were scared of potential professional and legal retaliation from former and current Beatport leadership—at least two interviewees pulled out of participation in the story after initially speaking to VICE citing fear.She said [he] told her not to spend so much time on [Black History Month] and not to only work on things that are about Black people and Blackness.
In a statement to VICE, McDaniels wrote that a diverse group had come up with the phrase “Justice for All,” which was “intended to be as inclusive as possible,” but he that “could understand that some people may have perceived it as a poor use of words,” and, “at the end of the day, not everyone will always agree with everything we say.” He also told VICE in an interview that he thought the controversy over the phrase “All Lives Matter” didn’t materialize until after the “Justice for All” post, that company leaders were doing what felt like the “right thing to do” at the time, and that they would have had to go “back in time” to make that connection. (In the US, at least, the phrase was controversial enough in 2016, four years before the George Floyd protests, that the New York Times published an article titled “Why ‘All Lives Matter’ Is Such a Perilous Phrase.”)As Black Lives Matter protests spread around the globe, McDaniels sent an all-staff email on July 6 that some perceived as discouraging protesting. “What you do with your personal time is none of my business, but when it begins to consume your work time, it negatively impacts our collective ability to execute our business. Over the long term, it’s just not sustainable. While we want to encourage social and political action, both as individuals and as a company, we also want to ensure we all are striking the right balance,” he wrote. “It’s my experience that sometimes doing is better than yelling, building is better than fighting, innovating is better than judging. Over the next six months, I want to encourage you to keep going back to your healthy, inspiring outlets like reading, enjoying nature, making music, and generally finding some peace and happiness in your life.”“It’s my experience that sometimes doing is better than yelling, building is better than fighting, innovating is better than judging.”
According to two employees, Weerasinghe, who held executive roles at Beatport for seven years, allegedly made derogatory remarks about pregnant staff members and new mothers. After one American woman came back from maternity leave, both Bree and Ava said that Weerasinghe asked what kind of mother goes back to work so soon after having a baby. He also said that the woman wasn’t thinking straight, according to Bree. When another female manager in Berlin who was about to take her maternity leave made a decision with which he disagreed, Bree said he blamed it on hormones.Weerasinghe’s lawyer wrote that he recalled one “mistaken comment” he made about a colleague “not thinking straight because she was pregnant” and that it was “not intended maliciously.” He did not recall and strongly denied making other derogatory comments to or about pregnant staff or those who had recently returned to work from maternity leave. He also claimed that he made a comment to the effect of “who makes a mother go back to work after six weeks.” But he claimed that he was criticizing SFX, the name of Beatport’s American parent company at the time, not the new mother, and he claimed that the context was SFX’s attempts to apply universal benefits, which he “lobbied SFX executives” against on behalf of European employees to ensure that they kept European benefits (US benefits would have reduced maternity leave). Ava and Bree claim that the mother in question was an SFX executive herself. And the mandatory minimum for Berlin employees’ maternity leave was set by the German Maternity Protection Act, a law by which an American parent company would have to abide.“At some point you start to believe [the criticism] and you end up in this downward spiral where you feel worthless.”
Other employees said the denigration didn’t stop with Mary’s departure from the company. In a meeting about her exit, Weerasinghe insinuated that she had been in a sexual relationship with a former Beatport executive, recalled Ava. “[Weerasinghe] said that she wasn’t qualified for [the job] and that she’d been underperforming and that’s why she’d been fired. [He said] the reason she got the job wasn’t based on her attributes as a marketeer—[it] was based on something else.” While she was at Beatport, Mary—who said her platonic friendship with an executive seemed to cause jealousy at the company—confronted Weerasinghe about the rumors and he denied spreading them. She recalled that he said that he had heard the gossip but that no one believed it. In a letter from his attorney, Weerasinghe rejected that he spread the “underlying rumour or insinuated that was how the employee got her job.” He admitted to calling Mary’s music tastes “cheesy” and telling another employee that his emails were filtered into the trash. He also communicated that he accepts that the comments were “unprofessional,” but they were never intended maliciously or discriminatorily, and that he was “overworked and stressed” at the time.Weerasinghe also denied, through his lawyer, any allegations of bullying and attributed any “shortfallings” to “fighting for the survival” of Beatport, whose parent company filed for Chapter 11 bankruptcy during the year he became general manager of the company. He also denied discriminating on the basis of sex or race but apologized if his conduct caused distress to others. Since then, Weerasinghe said he has gone through extensive coaching, and claimed to VICE that “his management style today bears no resemblance to that period.” But his lawyer wrote that it was important to note that Beatport turned a profit, which he claimed saved jobs and brought in investment, by the end of 2016. A former staffer also recalled Weerasinghe’s belief that he helped rescue Beatport from insolvency. Ava wrote that Weerasinghe “fostered a culture of indebtedness and was continually reminding us that our positions were on a knife edge and it was only due to him that we still had jobs following the SFX restructuring.”“Romain and Terry slut-shamed her to the entire office. It was one of the most disgusting things I’ve ever witnessed in my life.”
Several women expressed that they felt excluded from opportunities for advancement or didn’t have a voice in the direction of the business. One former female employee claimed that when she asked McDaniels how she might join the C-suite, he told her not to worry about the executive team, that his executive team wasn’t a real executive team anyway, and that she had a close relationship with him, so she didn’t need to be part of the executive team in order to speak to him. McDaniels responded, referring to a different employee who had apparently expressed the same sentiment, that, “Even if she didn’t report directly to me…it didn’t mean she couldn’t have the same access and working relationship with me.”Nellie, whose name has been changed, was made a director at Beatport in 2020, but “I was not treated like a man director,” she said. She first spoke with VICE shortly before leaving the company. When she was told she’d be made a director in a few months time if she performed well, Nellie said she took on additional responsibilities and projects while executing strategy and managing new hires. “I feel like I went on my own battle. I never got that push that a few of the other guys got.” But once she achieved her goal, she felt her new title seemed to be meaningless. “Technically, I’m one of the most powerful women at Beatport on paper, and yet I feel I have zero say in anything,” she said at the time. “I had to push to be part of some meetings with the higher management and, in general, people would speak over me or rephrase what I would say.”“I think the culture is really, really sick. It’s really sexist and really macho.”
After Mixmag published an investigation detailing Morillo’s 30-year history of sexual assault and sexual harassment, Tempel called a “family meeting” to “sort things out together” over Zoom. In a September 16, 2020 email reviewed by VICE, he wrote he was “deeply apologetic” for the “disappointment created by my comments” about Morillo. Tempel wrote in a statement sent to VICE by the Beatport lawyers that he did “not intend to undermine the seriousness of the allegation” and had “learned that the harm he caused overshadows the fact he made some popular music.”In an interview with VICE, McDaniels acknowledged that the allegations against Morillo impacted “the entire community,” and then compared the response to Morillo’s death to the collective eulogizing after the passing of Kobe Bryant, who was accused of rape in 2003 and settled out of court after prosecutors dropped the case.“It was ten years earlier [Bryant] had been accused of raping a girl? Are there inconsistencies in that view? Do we forgive some people and not others?” McDaniels mused about staffers in the Beatport office who seemed to be shocked when Bryant died. “Not that I’m saying Erick Morillo should be forgiven—what he did was horrible. But I think it’s important for us to be consistent as a society.”McDaniels also noted that while 2020 was a time of greater consciousness about “everything going on in society,” he felt the company had to “create a safe place for all employees” and “that there’s a place and a time for these conversations and it’s not always in global Slack channels at work.” McDaniels pointed out that some Beatport employees were “complaining” about the “toxicity” of conversations about racial justice and gender equity and “just want to tune it out” and “focus on their work.”The Beatport CEO’s words highlighted a main challenge to social progress—how profits, productivity, and comfort do not necessarily neatly align with upending societal inequities, despite corporate value statements. Or as Martin Luther King Jr. famously put it in his “Letter from Birmingham Jail,” how white moderates claim that they agree with the goal sought by civil rights advocates but can’t agree with the methods and are “more devoted to ‘order’ than to justice” when it comes to substantive social change. “What really gets my goat is just how two-faced and disingenuous it all is—what is projected to the outside world and then the reality of what is going on behind the scenes,” said Ava of how she viewed her time at Beatport. “You do only really survive in these spaces if you’re willing to put up with a lot of shit.”Annabel Ross is a Brooklyn-based freelance journalist who has written for the Guardian, the Age/the Sydney Morning Herald, the Daily Beast and Resident Advisor. She won The Drum’s award for Best Investigative Journalism in 2021 for her work on sexual assault in dance music for Mixmag. You can find her on Twitter.“It was ten years earlier [Kobe Bryant] had been accused of raping a girl? Are there inconsistencies in that view? Do we forgive some people and not others?”