If you think you've experienced or witnessed sexual harassment and want to talk to someone confidentially, contact NABS:

0800 707 6607 between 9am - 5.30pm
or email support@nabs.org.uk

Guide for industry events

Everyone should be able to have a safe, creative and enjoyable event experience: one that is free from sexual harassment. 

Our aim is to unite everyone attending or participating in any event and to collectively address sexual harassment and any form of harassment that exists within our industry, placing an emphasis on wellbeing and promoting 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, no one should have to work in an environment which breeds, or allows, unwanted sexual attention, behaviour, or the abuse of power.

The Worker Protection Act 2023 amends the Equality Act 2010, has been updated and a new legal duty on employers to take reasonable steps to prevent the sexual harassment of their employees. If an employer fails to meet this duty, employment tribunals will have the power to increase compensation awards by up to 25% in discrimination claims – this uplift could be significant, especially as compensation awarded in the most serious cases of sexual harassment can exceed £50,000.

The new duty requires employers to prevent sexual harassment in general, not just from specific individuals. EHRC guidance confirms this includes third parties such as customers, clients, colleagues’ friends and family, conference delegates, and the public.

This guide has been created in the UK by timeTo, the industry initiative to end sexual harassment. The aim of this guide is to provide helpful and applicable advice for everyone attending advertising and marketing events in the UK. This is for guidance only and should not be used as a substitute for specific legal advice.

What is sexual harassment? 

 

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:

Sexual comments about appearance or body parts

Promises in return for sexual favours

Asking questions about someone’s sex life

Inviting someone back to your hotel room, unsolicited 

Sharing sexually inappropriate images

Persistent, unsolicited communication on work or personal messaging apps

For more examples, see page 5 of the timeTo code of conduct.

Before an event

To help ensure staff safety at events, we suggest employers follow these steps:

 

  • Clarify clear policies: Create clear anti-harassment policies, covering definitions, consequences, and reporting procedures. Include third-party harassment considerations for clients and freelancers. You can refer to the timeTo code of conduct and toolkit, which has template policies which your company can embed. 
  • Educate teams: Reinforce appropriate conduct and recirculate policies. Offer timeTo training before or after the event –  contact NABS at timetotraining@nabs.org.uk to set up training in your organisation
  • Support freelancers and external complaints: ensure self-employed attendees know how to report issues and what support is available to them if needed. 
  • Designate a contact person: Assign senior staff as points of contact at events and make their details accessible to all staff. All managers, leaders and HR should know the sexual harassment reporting process within their organisation or as a minimum, know where to find this information. The timeTo code of conduct is always available to refer to.
  • Prioritise safety: Ensure safety and security are top priorities when selecting travel and accommodation as part of your duty of care and risk assessment. Establish clear expense policies to prevent anyone – regardless of level –  from feeling pressured to compromise their safety for cost savings.
  • Establish emergency protocols: Ensure all staff know who to contact in emergencies, including sexual harassment incidents. In cases of sexual assault, prioritise immediate safety and encourage timely reporting – if they are comfortable to do so – to help provide forensic evidence.
  • Refer to the timeTo toolkit: Anyone can use the timeTo endorser toolkit, it was created in collaboration with active endorsing organisations, using feedback from surveys and ongoing communication to provide practical resources that help embed timeTo principles across advertising and marketing companies.
During an event
  • Lead by example: as representatives of your organisation, set a positive example by demonstrating respectful behaviour towards all attendees at the event. Do not engage in or condone any behaviour that could be perceived as harassment.
  • Monitor behaviour: be vigilant in observing interactions among employees and with external parties, including clients, during the event. 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 event to assess their wellbeing and address any concerns they may have. Encourage open communication and a supportive team environment.
  • Enable safe reporting: 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 harassment is reported, act immediately. Support those affected, investigate thoroughly, and apply necessary measures. If the behaviour may be criminal, such as rape, assault, or stalking, report to the police and cooperate with any investigation.
  • 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.
After an event
  • Carry out a post-event debrief: after the event, hold a debrief to gather feedback and identify improvements. Follow up with those affected by harassment to ensure support and reinforce the organisation’s commitment to prevention.For  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 event . 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.  You can book our individual or company-wide training sessions on the timeTo website. 
  • Promote accountability: hold individuals accountable for their behaviour, regardless of their position or perceived 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: events can affect people’s mental wellness, so managers need to monitor how their teams are feeling after an event, if an incident has occurred. Provide managers with information on ways they can support teams, including appropriate signposting.
Before an event

Sexual harassment is prohibited in the UK under The Equality Act, with liability extending to both employers and individuals. The self-employed are also not immune from sexual harassment, and their cases may be less visible if they feel unable to speak out. Regardless of employment status, everyone has the right to work free from harassment, abuse, and discrimination.

 

  • Know your company policies: familiarise yourself with policies on sexual harassment, expenses, safe travel, emergency procedures, and incident reporting. If you’re not sure about something, ask a manager, HR, or a senior leader. 
  • Get home safely: check with your company if they are providing transport to and from the event. If your company does not have anything in place, timeTo has resources and a toolkit to support businesses in this area and can advise. Never compromise your safety in an effort to save money.
  • Educate yourself: make use of any training or resources provided by your company in relation to sexual harassment. If this isn’t available, 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. 
  • Understand barriers to consent: someone’s ability to consent can be affected by alcohol, drugs, mental health, or unconsciousness. Freedom to consent can also be impacted by power imbalances, threats, pressure, coercion, or force.
  • Emergency contacts: save key contacts, including local authorities, support hotlines, and company representatives. Get familiar with your company’s reporting process.
  • Know where to report: some cases may require police involvement, especially in instances of sexual assault or rape. Immediate safety is the priority. Encourage timely reporting to preserve forensic evidence. For ongoing concerns in the UK advertising, media, and marketing industry, contact NABS confidentially on 0800 707 6607.

 

In the case of sexual assault or rape, the matter becomes a legal one, although 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. If they wish to report the crime, try and encourage them to do so as quickly as possible, to retain forensic evidence.

During an event
  • Be respectful of difference: celebrate diversity and work to create inclusion by respecting people of all genders, backgrounds, sexual orientation, ethnicity, 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.

  • 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 of engaging in sexual activity with people.
  • Support each other: build a support network, especially for at-risk groups like women, LGBTQ+, and minoritized communities. Call out inappropriate behavior if it’s safe to do so. Sometimes people need a new perspective.
  • Safely challenge harmful behaviour: assess safety before stepping in. timeTo offers Bystander Training to help develop intervention skills, led by expert trainers in sexual violence prevention, the interactive sessions provide practical tools to help bystanders speak up safely and effectively.
  • Safe intervention can include using distraction techniques, giving a disapproving look, interrupting, or calmly addressing inappropriate behavior. Support the person being harassed by checking in and offering help. If safe, speak out firmly; if the situation escalates, seek assistance from colleagues, security or local authorities. Note down what happened to help with reporting the incident.
  • Stay vigilant: remain vigilant throughout the event and trust your instincts. If something feels uncomfortable or inappropriate and you don’t feel safe seek assistance if necessary.
  • Document and report: 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. Report harassment to managers, event organisers, or authorities. In cases of criminal conduct, consider calling the police. For the UK advertising, media, and marketing industry, contact NABS on 0800 707 6607.
  • Seek support: your mental wellness is important. You’re not alone; the NABS Advice Line is here to help you, so call them for support.
After an event
  • Participate in any post-event debrief with your organisation: share feedback and lessons for future improvements in relevant sessions. Check in with anyone affected to ensure they’ve received support, and ask your organisation for updates on the situation and their response.
  • Attend training: your company may offer sexual harassment and bystander intervention training as part of its duty to prevent harassment. In the UK, you can suggest that your employer offers timeTo training. From October 2024, The Worker Protection Act 2023 requires employers to take reasonable steps to prevent sexual harassment. 
  • Be accountable: play your part in maintaining a respectful workplace and report any concerning behavior. Freelancers can report to the harasser’s employer or consult NABS if for any reason that isn’t possible. If you’ve harassed someone, apologise sincerely and commit to change. Seek legal advice if needed and sign up for timeTo’s training to guide your behaviour in the future.
  • 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. 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.
Signposting if you've been affected by sexual harassment

Support lines and sites: 

 

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: 

 

Network Groups:

  • Outvertising exists to make UK marketing and advertising completely LGBTQIA+ inclusive: https://www.outvertising.org/
  • MEFA exists to close the representation gap for Black, Asian and ethnic minority talent working in the media and advertising industry: https://www.mediaforall.org.uk/
  • WACL  is a membership organisation whose purpose is to accelerate gender equality within the advertising and communications industries  https://wacl.info/
  • Bloom is a professional network for women in communications: https://bloomnetwork.uk/

Guide co-created by: NABS and Wildstorm PR for timeTo

What is timeTo?

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.

Need support?

No one should have to put up with sexual harassment; anytime or anywhere.

For free, confidential and impartial advice and support, for anyone working in the advertising, marketing and media industry, call the NABS Advice Line on 0800 707 6607, 9am – 5.30pm on week days.

If you believe you have been affected by harassment which may amount to criminal conduct, you may want to consider contacting the police. You can also find a list of organisations who may be able to provide support here.

call NABS Advice Line on

08007076607

or email timeTo@nabs.org.uk

contact emails

For help, advice and support around sexual harassment, please email: timeTo@nabs.org.uk

For further information about the timeTo initiative, or if you’d like to endorse the Code, please contact: timeToInfo@nabs.org.uk

For media and press inquiries, please email: timeToMedia@nabs.org.uk

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