Anti-harassment policies have become a standard feature of UK event communications. Most major festivals, venues, and event series now publish some form of code of conduct or anti-harassment statement. But the existence of a policy and its effective implementation are two very different things. The question that matters is not whether events have policies but whether those policies make a tangible difference to attendee experience.
What the policies typically cover
Most event anti-harassment policies define unacceptable behaviour, outline reporting mechanisms, and describe the consequences for those found to have breached the policy. The behaviours covered usually include sexual harassment, verbal abuse, physical intimidation, discriminatory language, and drink spiking.
More comprehensive policies also address subtler forms of harassment, such as persistent unwanted attention, non-consensual photography, and blocking access to spaces. Some events have adopted explicit consent frameworks, particularly for activities like dance floors and mosh pits where physical contact is common.
The best policies are written in plain language, are easy to find (both online and on-site), and include clear instructions on how to report an incident. They also explain what will happen after a report is made, giving attendees confidence that their complaint will be taken seriously.
Do they actually reduce harassment?
Measuring the effectiveness of anti-harassment policies is inherently difficult. Harassment at events has historically been massively underreported, so an increase in reports after a policy is introduced might actually indicate that the policy is working by encouraging people to come forward, rather than indicating that harassment has increased.
What the available evidence suggests is that visible, well-communicated policies do change behaviour, but primarily through deterrence and cultural signalling rather than through enforcement alone. When an event makes it publicly clear that harassment will not be tolerated and that there are mechanisms for reporting it, this creates a social environment where bystanders feel empowered to intervene and potential perpetrators are put on notice.
The campaigns that have driven this shift, including Safe Gigs for Women, the Good Night Out Campaign, and Ask for Angela, have all emphasised the importance of creating a culture of accountability rather than relying solely on security responses after incidents occur.
The implementation gap
The biggest challenge with anti-harassment policies at events is the gap between what is written and what happens on the ground. A policy is only as good as the staff implementing it, and too many events publish strong policies without adequately training their teams to enforce them.
Common failings include security staff who dismiss reports or minimise incidents, a lack of clear reporting points on site, insufficient welfare provision to support people who have experienced harassment, and no follow-up communication with those who make reports. Each of these failures erodes trust in the policy and discourages future reporting.
Effective implementation requires investment. Staff and stewards need specific training in recognising harassment, responding to reports sensitively, and understanding the legal framework around assault and harassment. Dedicated welfare teams, ideally from specialist organisations, should be on site and clearly signposted. Reporting mechanisms should be multiple and accessible, including in-person reporting points, text or app-based reporting, and post-event reporting options. For more on how welfare teams are changing events, our dedicated article on safe spaces covers this in detail.
The role of bystander intervention
Some of the most effective anti-harassment work at events focuses not on the harasser or the victim but on the bystanders. Programmes that train event staff and encourage attendees to safely intervene when they witness harassment can create a powerful culture of collective responsibility.
The "Ask for Angela" scheme, now widely adopted by UK pubs and venues, is a bystander-adjacent approach that gives people a discreet way to signal distress to staff. Similar schemes are being adapted for festivals and larger events, giving attendees a low-barrier way to access help.
Bystander intervention training for event staff typically covers how to approach a situation safely, how to check in with someone who appears to be in distress, and how to de-escalate confrontations without putting anyone at risk. This approach has the advantage of being proactive rather than purely reactive.
Policies for performers and crew
Anti-harassment policies at events should not only protect audience members. Performers, crew, vendors, and volunteers are all vulnerable to harassment, and some face specific risks. Artists, particularly women and LGBTQ+ performers, report experiencing harassment from audience members, from other artists, and from event staff.
Progressive events extend their anti-harassment policies to cover everyone on site, not just ticket holders. Backstage codes of conduct, clear procedures for artists to report incidents, and supportive communication from event management all contribute to a safer working environment. This matters for the broader goal of attracting diverse performers to the event circuit.
What good looks like
The events that are getting anti-harassment right share several characteristics. Their policies are visible and specific, not buried in terms and conditions. Their staff are trained and empowered to act. They have dedicated welfare provision that is independent of security. They communicate proactively about their policies before, during, and after the event. And they treat harassment reports as operational priorities rather than inconveniences.
These events also create feedback loops, using post-event surveys and report data to identify patterns and improve their response year on year. They are transparent about the challenges they face and honest about incidents that occur, rather than pretending that their policy has eliminated the problem entirely.
Anti-harassment policies alone will not end harassment at events. But well-designed, well-implemented policies are a necessary part of the solution. Combined with welfare provision, staff training, and a genuine organisational commitment to attendee safety, they make a measurable difference. For the bigger picture on event safety evolution, see our article on the future of event safety regulation.
