If you think you've experienced or witnessed sexual harassment and want to talk to someone confidentially, contact NABS:
We want everyone to have a safe, creative and enjoyable experience in Cannes, one that is free from sexual harassment.
Our aim is to unite everyone attending or participating in the festival to collectively address sexual harassment, and any form of harassment, that exists within our industry, placinge an emphasis on wellbeing and promotinge a culture of respect and accountability.
Sexual harassment is a shared responsibility, not the burden of those who have been harassed. Whether it’s in an office, online, at a client meeting or at an industry event or festival, such as Cannes Lions, no one should have to work in an environment which breeds, or allows, unwanted sexual attention, behaviour, or the abuse of power.
Cannes Lions Festival is an opportunity to showcase and celebrate the most remarkable creative work that our industry has to offer, it is also an opportunity to ensure that no-one’s fun comes at the expense of anyone else.
This guide has been created in the UK by timeTo, the industry initiative to end sexual harassment, and Cannes Lions and is rooted in UK law. However there is helpful and applicable advice for everyone attending Cannes Lions from across the global creative communications community. This is for guidance only and should not be used as a substitute for specific legal advice.
timeTo is the campaign to end sexual harassment in the UK advertising, media and marketing industry. It was established in 2018 by the Advertising Association, NABS and WACL and is backed by the IPA and ISBA. They provide expert guidance, support and education to individuals and organisations to help everyone understand the impact of sexual harassment and play their part in preventing it.
The Equality Act 2010 defines sexual harassment as unwanted conduct of a sexual nature, which has the purpose or effect of violating the dignity of a worker, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. The crucial word in the definition is ‘unwanted’.
Examples include:
For more examples, see page 5 of the timeTo code of conduct.
Addressing sexual harassment requires an ongoing commitment and effort. By all of us taking responsibility for our actions, committing to change, and actively working towards creating a culture of respect and accountability, we can each play a positive role in preventing harassment and promoting safer and more inclusive environments.
Despite events such as Cannes Lions Festival taking place outside the UK, if your employment terms relate to the UK law, then any complaint relating to sexual harassment would be actionable in the UK and fall within the scope of The Equality Act. It is also important to note that acts of sexual harassment can result not just in liability for the employer but also in personal liability for the offending individual.
The self-employed community is not immune from sexual harassment or harassment of any kind and issues with this group could be less obvious if people don’t feel like they have the right to speak out when not employed by an organisation.
So, regardless of your employment contract, we all have the right to work without harassment, abuse and discrimination.
If any complaints could be considered criminal, including sexual assault and rape, French jurisdiction and local law would be appropriate.
According to gov.uk, the law in France is as follows:-
the sentences for rape and sexual assault vary greatly, depending partly on the age of the victim and their connection to the perpetrator. The judge can pass down a sentence of between 15 to 30 years for rape, and 5 to 7 years and up to €100,000 euros fine for sexual assault.
Know the company policies – familiarise yourself with your company’s policies and procedures regarding sexual harassment and any safety information circulated by your company in relation to Cannes Lions Festival, including policies such as expenses, safe travel, who your points of contact should be, what to do in an emergency and how to report any incidents.
If this isn’t readily available, ask a manager, senior leader or HR representative at your company.
If you have any questions or concerns about affordability and procedures such as making expense claims, getting work taxis etc then speak to your manager, finance or HR team. Don’t compromise your safety over affordability.
We also recommend that you read the ‘Staying Safe’ section and the code of conduct on the Cannes Lions website, which sets out expected standards of all delegates.
If your company does not have anything in place already, timeTo has resources and a toolkit to support businesses in this area and can advise.
Get home safely – Cannes Lions are running a night bus service to take people safely back to a number of hotels that are on the outskirts of town. Download the map and timetable.
Educate yourself and understand impact – make use of any training or resources provided by your company in relation to sexual harassment. If this isn’t available, do read the timeTo code of conduct as a starting point. Understanding the definition of what constitutes sexual harassment (on page 4 of the timeTo code of conduct and at the top of this guide), will help you recognise inappropriate behaviour and respond accordingly. Harassment perpetuates power imbalances, undermines trust, and contributes to a culture of fear and inequality.
Understand barriers to consent – there are many things that can impact someone’s capacity and freedom to consent. These can be alcohol, drugs, mental health needs, being asleep or unconscious. Barriers to someone’s freedom to consent include being physically unable to freely leave, power imbalances, threats – implied or actual negative consequences for refusing to ‘comply’, ANY level of pressure, coercion or force and blackmail.
Emergency contacts – save the contact information for local authorities, as well as any support hotlines or organisations that specialise in addressing sexual harassment, as featured in this guide. Knowing who to reach out to in an emergency can be crucial. Make sure you have contact details for people in your own company and you know about your company’s processes for reporting and sexual harassment. Know where to report – some cases of sexual harassment may be out of the hands of your organisation(s) and may be a police matter. Knowing the difference between sexual harassment and sexual assault to determine how and where to report, could help.
We know that sexual harassment isn’t always one-off, isolated incidents. If you have any concerns about travelling to Cannes Lions Festival and continued predatory behaviour and you work in the UK advertising, media and marketing industry, contact NABS confidentially on 0044 800 707 6607 for support and guidance.
In the case of sexual assault or rape, the matter becomes a legal one, however it is still up to the individual(s) to make a decision on next steps. The following may help those affected to come to a decision, however the most important thing is to ensure their immediate safety.
They may want to take one or all of the following steps:
If they wish to report the crime, try and encourage them to do so as quickly as possible, to retain forensic evidence.
Be respectful of difference – celebrate diversity and work to create inclusion by respecting people of all genders, backgrounds, and identities. Avoid discriminatory behaviour or language that could contribute to a hostile environment.
Practice self-awareness and respect boundaries – be mindful of your behaviour and any power dynamics. This includes refraining from touching someone without their explicit consent, making sexualised comments, or inviting someone back to your hotel room.
Think about what you may need to put in place to ensure you make the right choices during the festival. Do you need to drink less, for example? There is clear evidence that shows alcohol is linked to people being more likely to commit sexual harassment– from verbal harassment to the most serious sexual offences, including rape [source: Drinkaware] (Support for alcohol and drugs misuse are included at the end of this guidance)
Always obtain explicit consent before engaging in any behaviour and ensure individuals feel free to leave situations without pressure or coercion. Remember, people can withdraw consent at any point so ensure you have continued consent if engaging in sexual activity with people.
Be a mate, connect with others – having a support system in place can provide comfort and guidance if you encounter any uncomfortable situations. Equally you may be that safe person for someone else. This could be helpful for the self-employed community and some of the more at-risk groups, including women, those from the LGBTQ+ and minoritised ethnic communities. Networks and support systems are imperative.
If you notice a mate behaving in a way that’s offensive or inappropriate, and you feel okay addressing it, speak up. You can let them know that their behaviour isn’t cool or suitable and point out the impact. Sometimes, people need a new perspective on what is and isn’t socially acceptable.
Safely challenge harmful behaviour – begin by swiftly assessing the safety of the situation (remember, that your personal safety is a priority and never put yourself at risk). Approach calmly, utilising distraction techniques or direct intervention as necessary, be an ACTIVE bystander.
Safe intervention can encompass various actions, such as offering a disapproving look, interrupting, or diverting attention, addressing the person’s inappropriate behaviour in a non-confrontational manner and refraining from laughing at inappropriate jokes. Centring the person being harassed, you can check-in on their wellbeing and see what support they would like from you. Intervening does not have to be aggressive or confrontational. If it’s feasible, firmly speak out against the harassment. Should the situation escalate, or intervention on its own be insufficient, seek assistance from colleagues, or authorities. It’s essential to document timing and incident details for reporting purposes.
Stay vigilant – remain vigilant throughout the festival and trust your instincts. If something feels uncomfortable or inappropriate and you don’t feel safe, remove yourself from the situation and seek assistance, if necessary.
Get home safely – Cannes Lions are running a night bus service to take people safely back to a number of hotels that are on the outskirts of town. Download the map and timetable.
Document incidents – if you experience or witness any form of sexual harassment, keep a record of the instances, including dates, times, locations, and descriptions of what occurred. This documentation can be valuable if you decide to report the harassment later on.
Seek support and report – if you are sexually harassed or witness sexual harassment, confide in a trusted colleague or manager who can help to ensure your immediate safety and prevent further contact with the harasser. If the harassment was by an individual that isn’t part of your organisation (or you’re self-employed) and they are from the advertising, media and marketing industry, consider informing the organisation the accused works for so they can follow anti-harassment procedures. This is a work festival and everyone has the right to be treated with respect. In cases of criminal conduct like sexual assault or stalking, consider reporting to the police. Safe spaces like the WACL Empower Cafe at L’Avenue, will be available throughout the festival and you are welcome there and can get guidance on what to do next. Report incidents to the appropriate authorities or festival organisers, providing detailed information to address and prevent recurrence.
See this section containing options for those affected.
Look after yourself and your own wellbeing – Prioritise your mental health in Cannes. If you are sexually harassed or witness troubling incidents, seek safety and support from colleagues or authorities. If you need it, request time off to recover and seek support. Seeking help is a strength and as isolating as this can be, remember that you are not alone, and you have the right to live and work in an environment free from harassment.
If you work in the UK advertising, media and marketing industry and would like to speak to someone during office hours call the NABS Advice Line on 0800 707 6607 for compassionate and confidential support and guidance.
Participate in any post-event debrief with your organisation – After the festival, participate in a debriefing session to provide feedback and suggest improvements for future events. If there are any lessons learnt and you feel comfortable sharing it, managers and HR departments will find this useful in preparation for any future event attendance, so do share this directly with them if you don’t feel comfortable sharing in a public forum.
If someone you know has been affected by harassment, you could check in with them to see if they have received appropriate support and assistance. Stay informed about the organisation’s commitment to preventing and addressing harassment.
Attend training – your company may carry out sexual harassment and bystander invention training as part of their duty to prevent sexual harassment. Many organisations do this as a preventative measure when they have had no incidents of harassment – it’s not a sign that they have. So, show up, be open to learning and evolving your behaviours. If you are employed in the UK, then you can suggest timeTo training to your organisation. You should also be aware that in October 2024, The Worker Protection Act 2023 will come into force in the UK, introducing a new duty on employers to take reasonable steps to prevent sexual harassment of their employees.
Be accountable – promote accountability by upholding a respectful workplace culture and holding yourself and others accountable for their actions. If you noticed any concerning behaviour, report it according to your company’s procedures. If you are a freelancer or contractor, consider reporting it to the harasser’s employer or if you are UK based speak to NABS to discuss your options.
If you have harassed someone during the Cannes Lions Festival, apologise sincerely and without excuses. Express genuine remorse for the harm you have caused and demonstrate a willingness to change your behaviour. Recognise that you and your organisation may need to take professional legal advice if your behaviour is considered sexual harassment. Participate in programmes or initiatives aimed at addressing sexual harassment and promoting healthy relationships and behaviour.
Get information and support – being sexually harassed can deeply affect people’s everyday lives – if this happens to you or someone you know, there is support and guidance available. For those working in the UK advertising, marketing and media industry, NABS and timeTo offer support for anyone affected by sexual harassment, including those who are harassed, witnesses, anyone who fears they have crossed the line or those wrongfully accused.
As an employer, it’s your legal duty to safeguard the health, safety, and wellbeing of your employees. This includes taking reasonable steps to prevent and address any instances of sexual harassment. Implementing policies, procedures, and measures to prevent sexual harassment is essential. Additionally, it’s crucial to respond promptly and appropriately to any reports of workplace sexual harassment, following internal policies and protocols.
You should also be aware that in October 2024, The Worker Protection Act 2023 (Amendment of Equality Act 2010) will come into force in the UK. It will introduce a new duty on employers to take reasonable steps to prevent sexual harassment of their employees. Employers now have a new obligation to be proactive in tackling sexual harassment; and employment tribunals will have the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this new duty – this uplift could be significant, especially as compensation awarded in the most serious cases of sexual harassment can exceed £50,000.
Despite events such as Cannes Lions Festival taking place outside the UK, if the employment terms relate to the UK law, then any complaint relating to sexual harassment would be actionable in the UK and fall within the scope of The Equality Act. It is also important to note that acts of sexual harassment can result not just in liability for the employer but also in personal liability for the offending individual.
If any complaints could be considered criminal, including sexual assault and rape, French jurisdiction and local law would be relevant.
According to Gov.uk the sentences for rape and sexual assault vary greatly, depending partly on the age of the victim and their connection to the perpetrator. The judge can pass down a sentence of between 15 to 30 years for rape, and 5 to 7 years and up to €100,000 euros fine for sexual assault.
Establish and make clear policies and procedures – ensure that your policies include anti-harassment guidance, outlining what constitutes harassment (you can refer to the timeTo code of conduct and toolkit, which has template policies which your company can embed straight away), the consequences for engaging in such behaviour, and the procedures for reporting incidents. Include and reference, as appropriate, third parties such as clients and freelancers, being mindful of third-party harassment and exposure.
Educate teams – make clear to those attending Cannes Lions Festival on appropriate conduct, for example, what behaviours are and aren’t acceptable (some examples in the timeTo code of conduct, if needed) and recirculate your organisation’s anti-harassment policies (or adopt the ones in the timeTo toolkit if you don’t have any in place). Make sure everyone understands their rights and responsibilities in relation to harassment. If you are a UK based organisation, you can book the timeTo training prior to attending Cannes or post-Cannes as a means of educating staff on sexual harassment. It is very simple and quick to organise – just email NABS on timetotraining@nabs.org.uk to find out more.
Include freelancers and be prepared should complaints come from outside the organisation – are some of the self-employed community attending Cannes Lions Festival on behalf of your organisation and in contribution to the award your organisation may win? Empower them to use the same reporting structures as employees and make clear what support is available to them, should it be needed. In addition, are you prepared to potentially hear and respond to a complaint from outside your organisation regarding one or some of employees?
Designate points of contact – appoint a specific senior individual or team within the company who will serve as the point of contact for any concerns related to sexual harassment during the festival. Make sure their contact information is readily available to all staff. Prep to implement regular check-ins to ensure everyone feels safe and supported throughout the festival. Ideally, all managers, leaders and HR will be knowledgeable about the sexual harassment reporting process within their organisation or as a minimum, know where to find this information. The timeTo code of conduct and toolkit is always available to refer to.
Plan for continual safety – as part of your duty of care to teams and as part of your risk assessment preparation, select travel and accommodation that prioritise safety and security. Provide guidance on safe travel to and from the festival, encouraging people to travel in groups rather than solo and make clear your expenses policy. More junior members of staff, for example, are more likely to be financially insecure and need to know they can expense for travel. No one should feel like that have to compromise on their safety.
Get home safely – Cannes Lions are running a night bus service to take people safely back to a number of hotels that are on the outskirts of town. Download the map and timetable.
Establish emergency protocols – ensure that all staff know who to contact and what steps to take in case of an emergency, including incidents of sexual harassment. Ensure that all staff know who to contact and what steps to take in case of an emergency.
In the case of sexual assault or rape, the matter becomes a legal one, however it is still up to the individual(s) affected to make a decision on next steps. The following may help them to come to a decision, however the most important thing is to ensure their immediate safety.
They may want to take one or all of the following steps:
If they wish to report the crime, try and encourage them to do so as quickly as possible, to retain forensic evidence.
Lead by example – as representatives of your organisation, set a positive example by demonstrating respectful behaviour towards all attendees at Cannes Lions Festival. Avoid engaging in or condoning any behaviour that could be perceived as harassment.
Monitor behaviour – although this is a time to celebrate the very best of the industry’s creativity, still be vigilant in observing interactions among employees and with external parties, including clients, during the festival. Look out for any signs of inappropriate behaviour or potential instances of harassment and intervene promptly and safely if necessary.
Schedule regular check-ins – have regular check-ins with team members throughout the festival to assess their wellbeing and address any concerns they may have. Encourage open communication and a supportive team environment.
Enable for safe reporting – create a safe and confidential reporting mechanism for teams to report incidents of harassment. Assure individuals that they will be supported and protected from retaliation if they come forward with complaints. It is important to note that an act of retaliation will likely give rise to a claim of Victimisation under the Equality Act 2010.
Take immediate action – if a report of harassment is received, take immediate and appropriate action to address the situation. Provide support to the individuals affected, conduct a thorough investigation, and impose any necessary measures as warranted by the organisation’s policies. Where an employer believes that the conduct may amount to criminal behaviour such as rape, sexual assault, stalking, indecent exposure or offensive communications it may be necessary to report the matter to the police and co-operate with a criminal investigation or prosecution in line with local jurisdictions.
See this section containing options for those affected.
Offer support resources – offer access to counselling services or support groups for staff members who may experience, witness or be accused of sexual harassment. Make sure they know where to turn for emotional support and guidance. A list of these can be found in the final section of this guide.
Carry out a post-event debrief – after the festival, hold a debriefing session to gather feedback from the team about their experiences and any improvements that can be made for future events. You will need to follow up with any employees affected by harassment to ensure they are receiving the necessary support and assistance. Continue to communicate openly about the organisation’s commitment to preventing and addressing harassment. For UK based organisations, you can speak to NABS about your options, including undertaking timeTo training.
Review and update policies – take the opportunity to review and update your organisation’s anti-harassment policies and procedures based on any lessons learned or feedback received during the Cannes Festival. Ensure that they remain relevant and effective in preventing future incidents.
Provide ongoing training – offer regular training sessions on topics related to harassment awareness, bystander intervention, and creating a respectful workplace culture. Reinforce the organisation’s commitment to maintaining a harassment-free environment. If you are a UK based organisation, you can book our individual or company-wide training sessions on the timeTo website.
Promote accountability – hold individuals accountable for their actions and behaviours, regardless of their position or status within the organisation. Make it clear that harassment will not be tolerated and that there are consequences for violating company policies.
Check in on teams’ wellbeing – the fun-filled yet often tiring week that is Cannes Lions Festival, can affect people’s wellbeing and managers monitoring this in post-event follow-ups is essential. Provide managers with information on ways they can support teams including appropriate signposting. There are barriers to reporting sexual harassment, and an incident that occurred at the event may not be reported until after returning to the UK.
Staying safe at Cannes Lions, top tips for navigating the festival
Code of conduct, how to ensure every Cannes Lions delegate has the best Festival possible
Inclusivity & Accessibility at Cannes Lions Festival 2024, working on making the Festival accessible to everyone
WACL Empower Cafe is located at L’Avenue a stone’s throw away from the Palais. Although the space is focused on women, all genders are welcome.
Mindful Space is open between midday 18th June and 5pm on 20th June on Rue Edith Cavell, hosting an alcohol and device free zone to disconnect and recharge, in partnership with the Kinsman Agency. Come visit @mindful_space inside the IHG Staybridge Suites Hotel. There will be CBD drinks, meditation and breath work practices on offer, as well as counselling, and more. Timings and registration.
https://www.cannestouristinformation.co.uk/emergencies-in-cannes.html
In the case of sexual assault or rape, you may want to take one of the following steps. It is the choice of the person who has been affected if they want to report the incident:
If they wish to report the crime, try and encourage them to do so as quickly as possible, to retain forensic evidence.
Advice for British nationals from the UK government: https://www.gov.uk/government/publications/france-information-for-victims-of-rape-and-sexual-assault/france-information-for-victims-of-rape-and-sexual-assault
Advice for all foreign nationals from the French government: https://www.service-public.fr/particuliers/vosdroits/F33891?lang=en
If you think you’ve been sexually harassed, witnessed sexual harassment, have been wrongfully accused or fear you may have behaved inappropriately and want to talk to someone confidentially call NABS, the advertising, media and marketing industry charity:
NABS Support email: support@nabs.org.uk
NABS contact number: 0044 800 707 6607 (open weekdays between 9am-5:30pm BST; callback service available)
Specialist sexual harassment support from NABS
timeTo is the campaign to eradicate sexual harassment in the advertising and marketing industry:
Code of conduct: https://timeto.org.uk/app/uploads/2022/03/Code-of-Conduct.pdf
Toolkit: https://timeto.org.uk/endorser-toolkit/
Training: https://timeto.org.uk/training/
The Survivors Trust is a national membership organisation supporting specialist rape and sexual abuse services:
Safeline is a specialist charity that works to prevent sexual violence and abuse and support those affected to cope and recover:
Tel: 0044 1926 402 498
Victim Support
Help to support everyone affected by crime: https://www.victimsupport.org.uk/crime-info/types-crime/sexual-harassment/
Tel:0044 808 168 9111
Rape Crisis England & Wales is the feminist charity working to end sexual violence and abuse:https://rapecrisis.org.uk/get-informed/types-of-sexual-violence/what-is-sexual-harassment/ /
Tel:0044 808 500 2222
Mind are a UK based mental health charity, this page provides support options for those affected by abuse: https://www.mind.org.uk/information-support/guides-to-support-and-services/abuse/
Advice and signposting from the Metropolitan Police: https://www.met.police.uk/advice/advice-and-information/rsa/rape-and-sexual-assault/support-for-victims-of-rape-and-sexual-assault/
Drinkaware is an independent charity which aims to reduce alcohol-related harm by helping people make better choices about their drinking:
Mind are a UK based mental health charity, this page provides a list of organisations who offer support for recreational drug and alcohol addiction, including organisations who can help if you are supporting someone else: https://www.mind.org.uk/information-support/types-of-mental-health-problems/recreational-drugs-alcohol-and-addiction/drug-and-alcohol-addiction-useful-contacts/
Outvertising exists to make UK marketing and advertising completely LGBTQIA+ inclusive:
MEFA exists to close the representation gap for Black, Asian and ethnic minority talent working in the media and advertising industry:
WACL is a membership organisation whose purpose is to accelerate gender equality within the advertising and communications industries
Bloom is a professional network for women in communications:
