Anti-Harassment & Inclusion Policy With Teeth: Building a Safer Festival Culture

Creating a festival environment that is truly safe and welcoming for everyone requires more than just words on a website or a paragraph in an FAQ. It requires an Anti-Harassment and Inclusion Policy with teeth – a policy that is visible, enforced, and woven into the culture of the event. Festivals around the world, from music gatherings to film premieres, have learned that taking harassment and discrimination seriously isn’t just the right thing to do morally – it’s essential for the wellbeing of attendees, staff, artists, and the community. This article provides practical, experience-backed advice on how festival producers can implement a robust anti-harassment and inclusion policy and turn it into a living, breathing part of the festival’s culture.

Publish a Clear and Visible Code of Conduct

A strong anti-harassment policy starts with a clear, simple, and highly visible Code of Conduct. This code should set expectations for behaviour in plain language and leave no room for ambiguity. Festival-goers should see it before they buy a ticket, when they arrive on-site, and throughout the venue.

• Keep it simple and inclusive: Use straightforward language to outline what is not tolerated (e.g., harassment, hate speech, groping, discrimination) and what positive behaviours are expected (respect, consent, looking out for one another). For instance, the Afropunk festival makes its stance extremely clear with the mantra: “No Sexism, No Racism, No Ableism, No Ageism, No Homophobia, No Fatphobia, No Transphobia, and No Hatefulness” (bubblegumclub.co.za). This slogan doubles as a code of conduct, instantly communicating the festival’s values to every attendee. Afropunk’s organisers even refer to this as their “No Hate” doctrine – a foundational rule set for anyone entering the space (bubblegumclub.co.za). Any festival can take a cue from this by crafting a succinct list of “do’s and don’ts” that capture the essence of inclusion and respect.

• Make it highly visible: A code of conduct shouldn’t be buried in fine print. The best festival producers display it prominently on websites, ticketing pages, social media, email confirmations, and on-site signage. Cultural festivals and arts events often include a code of conduct page in their programs or apps. At major gatherings like Coachella, organisers introduced an “Every One” initiative that puts the safety message front and center: their website explicitly states that “Coachella will NOT tolerate any form of assault or harassment… Anyone found to be in violation of this policy is subject to immediate removal from the festival site and law enforcement may be notified” (www.teenvogue.com). In the film world, Sundance Film Festival similarly updated its app and website to prominently feature a code of conduct affirming the right of attendees to an experience “free of harassment, discrimination and threatening or disrespectful behavior,” with a warning that the festival can revoke credentials for violators (www.deseret.com). The common thread is visibility – when everyone knows the rules and sees the organisers are serious, it sets the tone from the outset.

• Set the tone from the top: Festival leadership should publicly endorse the policy. When the people in charge – directors, famous performers, MCs – vocalise support for the code of conduct, it legitimises the policy. This might include a brief mention during opening announcements or printed welcome messages. It’s also wise to engage the community in this process. Some festivals invite feedback from attendees or collaborate with advocacy groups when drafting their conduct policies. In the UK, over 100 independent festivals worked together through the Association of Independent Festivals (AIF) to launch the “Safer Spaces at Festivals” campaign, consulting with organisations like Rape Crisis and Safe Gigs for Women (www.iq-mag.net) (www.iq-mag.net). This collective effort not only produced a strong charter (with a “zero tolerance” stance on sexual assault), but it also signalled to festival communities that organisers were united and serious about enforcing respectful behaviour. By involving experts and fans in crafting the code, the policy gains credibility and becomes something everyone feels responsible for.

Train Your Team on Reporting and Response

Even the clearest policy means little if staff and volunteers aren’t prepared to enforce it. Training the festival team – from security personnel to volunteers, stage crew to vendors – is crucial for turning a written policy into real action. Every team member should understand the code of conduct, recognize harassment when it happens, and know how to respond appropriately.

• Educate on definitions and scenarios: Training should cover what qualifies as harassment, discrimination, or unacceptable behaviour in the festival’s context. This includes obvious violations (physical or sexual harassment, racial slurs) as well as more subtle problems (micro-aggressions, unwanted persistent attention, inappropriate comments). Use real-world examples or past incidents (anonymised) to illustrate scenarios. For example, a staff workshop might role-play how to handle if a report comes in that someone was groped in the crowd, or if an attendee reports derogatory remarks. By discussing scenarios, staff and volunteers become more confident in spotting and addressing issues early.

• Establish a clear chain of action: Every team member should know how and where to report incidents if they either witness them or get a report from a festival-goer. Determine the chain of command for handling harassment complaints – who takes the initial report, how to escalate serious issues, and who has authority to remove offenders or involve law enforcement. For instance, a small local festival might instruct volunteers to immediately radio a supervisor when they receive a complaint, whereas a large international festival might have a dedicated safety officer team on standby. It’s important that the team on the ground doesn’t freeze up or ignore issues; they should feel empowered and obligated to act when something happens.

• Specialised roles and expert help: Consider designating or hiring specific personnel for attendee welfare. Many festivals now have “safety ambassadors” or inclusion officers onsite – staff whose sole job is to look out for any signs of harassment and to be approachable points of contact for attendees needing help. At Coachella, for example, the Every One program introduced trained safety ambassadors roaming the grounds, as well as tents staffed with counselors for anyone seeking support (www.teenvogue.com). These ambassadors wore identifiable markers (often a special badge or shirt with an inclusion logo) so they could be easily found. Likewise, some events partner with advocacy organizations or crisis centers to train staff or even station professional counselors and responders onsite (especially at multi-day camping festivals where resources need to be self-contained). The presence of a dedicated, trained support team not only helps catch and resolve problems quickly, but also sends a powerful message to attendees that the festival prioritises their safety and inclusion.

• Continuous reinforcement: Training shouldn’t be a one-off checkbox. Briefings should be repeated each year and updated with new lessons learned. A post-festival debrief with staff can gather feedback on what incidents occurred and how effectively they were handled, informing improved training for next time. Encourage an internal culture where team members hold each other accountable too – if someone on staff makes an off-colour joke or dismisses a complaint, other team members should step in and remind them of the policy. Leadership by example matters here: when festival producers and managers demonstrate inclusive, respectful behaviour in everyday interactions, it sets a standard that trickles down to the whole crew.

Provide Multiple Safe Channels for Complaints

One hallmark of an effective anti-harassment and inclusion policy is that it makes reporting issues as easy and safe as possible for those who experience or witness them. People in distress might hesitate to come forward if they fear they won’t be taken seriously, don’t know who to tell, or worry about retaliation. By providing multiple trustworthy channels for reporting, festivals can significantly improve the likelihood that problems are reported early – and addressed before they escalate.

• Onsite reporting options: Offer both in-person and anonymous ways to report incidents during the event. In-person options can include approaching any staff member (who, thanks to training, will know how to handle it calmly and escalate it), or going to a designated help desk or safe space tent. Some festivals set up clearly marked “Safe Space” or “Welfare” tents where trained staff or counselors are available to assist with any personal safety issues. For example, Coachella’s Every One initiative set up tents with professional counselors on-site (www.teenvogue.com), and many UK festivals have welfare areas often run in partnership with charities experienced in handling sexual assault or substance-related incidents. Make sure these spaces are well advertised (in site maps, signage, and announcements) and centrally located enough to be reachable when needed but still offer privacy.

• Digital and anonymous reporting: Not everyone will feel comfortable making a report face-to-face, especially if they are shaken by an incident. Providing at least one anonymous or digital reporting channel is critical. This could be a phone hotline number, a text message shortcode, a WhatsApp/Telegram number, or an in-app reporting feature if the festival has its own mobile app. Some events use third-party services that enable attendees to send a quick text describing their issue and location to a central safety team. For instance, a festival might publicise “Text 1234 from your phone to reach our safety team 24/7 – no question or concern is too small.” A web form or dedicated email can also work, though real-time channels are better during the event. The key is to ensure the reporting methods are well publicised (e.g., on the back of wristbands, on info boards, and in the program) and that they are monitored continuously so that any incoming complaints get a prompt response.

• Safe for all parties: When creating channels, consider accessibility and language. An international cultural festival or a multi-ethnic community event should ideally offer ways to report in different languages common among attendees (having bilingual staff or translation support for hotline calls). Make sure people with disabilities can also easily report issues – e.g., a texting option is vital for someone who is Deaf or hard of hearing, and signage should be clear for those with visual impairments or anxiety (using universal symbols for help). The more inclusive your reporting channels, the more inclusive your festival. Additionally, reassure attendees through messaging that reports can be made without fear of retaliation. This may involve allowing anonymous tips and stating in the policy that anyone who comes forward in good faith will be protected and respected.

• Promote a “see something, say something” culture: Encourage not just victims, but bystanders to speak up. A safe festival culture empowers everyone – if an attendee witnesses someone being harassed or in trouble, they should know how to quietly alert staff. Some festivals run pre-event social media campaigns or on-site posters that explicitly invite attendees to watch out for each other. By normalising bystander reporting as a positive action (not “tattling”), festivals increase the number of eyes on the ground. For example, the Safer Spaces pledge by UK festivals urges festivalgoers not to be passive bystanders if they see an assault, but to get help (www.iq-mag.net). When attendees see that the community is looking out for one another, it strengthens the overall safety net.

Act Swiftly and Communicate Outcomes (Within Privacy Limits)

When a complaint does arise, how the festival responds is the ultimate test of its policy’s strength. To give the policy “teeth,” action must be decisive and timely. This means having a plan in place for investigation and enforcement, and executing it as soon as an issue comes to light. Equally important is communicating back to those affected about what is being done – while respecting privacy and legal boundaries.

• Immediate response on-site: The moment staff receive a credible report of harassment or a safety threat, there should be a clear, predefined protocol to follow. Safety teams should first ensure the immediate safety and well-being of the person who experienced the harassment – this could mean escorting them to a secure area, providing medical or emotional support, or removing them from the stressful environment. If the alleged offender is identified and the situation is urgent (e.g., an ongoing assault or someone groping in a crowd), security should intervene right away to separate and, if necessary, eject the offender from the festival. Many festivals reserve the right to remove attendees who violate the code of conduct; Coachella’s policy, for example, warns that offenders may be immediately removed and have their wristbands revoked without refund (www.teenvogue.com). Quick action not only prevents further harm but also shows onlookers that violations have real consequences.

• Fair investigation: Not all reports will be clear-cut, so it’s important to have a fair process to investigate what happened. This might involve having a small Incident Response Team or committee that can discreetly gather facts – talking to the parties involved and any witnesses – away from the public eye. If local law enforcement needs to be involved (for serious assaults or if required by law), coordinate with them promptly. Document every report and action taken; having a written log helps ensure follow-up and accountability. Small festivals might lean on a trusted group of senior staff to handle this, whereas larger festivals might include trained HR professionals or external consultants for sensitive cases. The goal is to be both fair and fast – not leaving someone in limbo while a lengthy inquiry drags on, but also not jumping to conclusions without understanding the situation.

• Proportionate consequences: Once the facts are gathered, enforce consequences that match the severity of the behavior, as per your code of conduct. This can range from a warning for a first-time minor offense (with a clear explanation of expected behaviour) to immediate ejection and banning from future events for serious or repeat offenders. Many festivals have started adopting a one-strike policy for things like sexual assault – meaning any credible incident results in removal. In the case of staff or artists violating the policy, consequences could include removal from their role or stage, and post-event repercussions such as not being hired/invited again. Make sure these possibilities are spelled out in the policy so everyone is aware of the stakes.

• Communicate with the affected person: To truly build trust, it’s crucial to follow up with the person who reported or was affected by the incident. Thank them for speaking up (it often takes courage), and let them know what actions are being taken or have been taken, to the extent you can disclose. Even if you can’t share all details (“privacy limits” are important – you should not, for instance, broadcast personal information or unproven accusations), you can inform them if the offender was removed, or that an investigation is ongoing, etc. For example, if someone reports harassment and the harasser’s wristband was clipped (removed) as a result, you can later tell the complainant, without naming the individual, that “We took action in line with our policy and the person involved is no longer at the festival.” If no immediate action was warranted (say it was a misunderstanding), still follow up to check if the person is okay and reiterate support. Clear communication helps the person who was harassed feel heard and valued, rather than left wondering if their plea fell on deaf ears.

• Balance transparency and confidentiality: On a broader level, festivals might choose to be transparent about their enforcement in aggregate. After the event, some organisers release a statement or report indicating how many incidents were reported and addressed, or reaffirming their commitment to the policy. This can be done without naming anyone, simply to show attendees that the policy wasn’t just lip service. In some cases, festivals have publicly thanked their community for upholding the code of conduct and mentioned that issues were dealt with swiftly. This kind of transparency (again, within privacy limits) turns enforcement into a learning moment for the whole community. It says, “We had X issues come up, we handled them, and this is a reminder that we mean what we say about inclusion and safety.” Seeing consistent follow-through year after year will reinforce attendees’ trust and willingness to speak up in the future.

Policy Becomes Culture When Enforced

Policies and protocols are the skeleton of a safe festival environment, but enforcement and follow-through are what put heart and muscle into it. When a festival consistently enforces its anti-harassment and inclusion rules, those rules evolve into a shared culture and understanding among everyone present. Over time, attendees internalise the norms of respect and look out for one another, so the atmosphere naturally becomes more positive and inclusive.

• Lead by example to shape behaviour: Festival producers who champion inclusion in every decision – from the lineup and vendors to the signage and training – set a tone that trickles down. If a popular artist or a festival director makes a point to say “This is a space for everyone, and we have zero tolerance for harassment” during an opening address, the crowd responds with applause and, subconsciously, a bit more vigilance to uphold those values. Role modeling isn’t just top-down; when veteran attendees or community influencers make a show of respecting others and intervening against bad behaviour, new attendees learn to do the same.

• The ripple effect of enforcement: Enforcing rules might cause a few difficult moments (like confronting or expelling an attendee), but it prevents countless more incidents in the long run. For instance, if word gets around that a certain festival removed several people last year for groping or racist language, those who might have engaged in such behaviour will think twice about doing it. Conversely, if a festival has a reputation for not acting on complaints, rule-breakers feel emboldened and victims stay silent – a recipe for disaster. This is why consistency is key: whether it’s the first report or the tenth, take it seriously and act. Over multiple editions, consistent enforcement builds a reputation that “this festival is a safe space.” That reputation itself becomes a draw for diverse audiences who might have felt unsafe elsewhere.

• Community buy-in: When attendees see that the festival truly has their backs, they become active partners in maintaining the culture. They’ll be more likely to report issues early, to support friends and strangers who might be having problems, and even to voluntarily educate newcomers on the expected norms (“Hey, that kind of joke isn’t cool here, this is a respectful festival”). Some festivals formalise this by creating peer ambassador programs or “Safe Crowd” initiatives where long-time fans volunteer to keep an eye out and gently correct negative behaviour. The ultimate goal is to reach a point where the policy isn’t just an external set of rules, but something embraced by the community. Policy becomes culture when everyone – staff and attendees alike – believes in it and acts on it.

• Adapting and improving: Finally, fostering an inclusive festival culture is an ongoing journey. Collect feedback each time – what worked, what didn’t, were there new forms of harassment or exclusion that emerged? Use that input to update your policies and training. For example, if your festival is growing more international, you might learn that certain gestures or behaviors are offensive to attendees from a particular culture and need to explicitly forbid them. Or if an incident revealed a gap in your process (maybe reports at night weren’t handled until morning), fix that by, say, staffing a 24-hour hotline. By continuously evolving, you show that your commitment isn’t static. As one festival organiser put it, creating a truly inclusive space means “being brave and honest in our approach” and working with communities to understand their needs (www.shambalafestival.org). This humility and willingness to improve will resonate with attendees and keep the culture strong.

Key Takeaways

• Visible Code of Conduct: Develop a concise code of conduct that explicitly forbids harassment and discrimination. Display it everywhere (website, tickets, signage) and make it a proud part of the festival’s identity. Clarity and visibility set expectations from the start.

• Training and Empowerment: Invest in thorough training for staff and volunteers on how to identify issues, respond to reports, and support attendees. An informed team that knows the protocol can stop incidents from falling through the cracks.

• Multiple Reporting Channels: Provide various safe ways for people to report problems (in person, via phone/text, anonymously). Ensure these channels are well advertised and accessible to all attendees, so no one suffers in silence.

• Swift, Fair Action: When incidents occur, act quickly to protect victims and deal with offenders. Have a clear plan for investigation and enforce consequences that fit the violation – whether it’s a warning or an ejection. Let those who report know that you’ve taken action (without violating privacy).

• Enforce to Build Culture: Consistent enforcement turns rules into a real culture of respect. By walking the talk every time, you gradually create a festival community that looks out for one another and self-polices bad behaviour. Over time, inclusivity and safety become defining features of your event.

By implementing an anti-harassment and inclusion policy with genuine commitment and “teeth,” festival producers not only prevent harm – they also craft an environment where creativity, joy, and community can flourish free of fear. In the end, a safer festival is a better festival for everyone.