Arts and entertainment industry resource kit

Working in isolation can involve being physically and/or socially distant from others. Work in this sector often takes place during evenings and weekends, and workers are often physically separated from other staff due to their work tasks. 

What it looks like

Social isolation

Work that, due to the location, time, or nature of the work, requires a person to be physically or socially distant from others such as family, friends, or colleagues. This can include working shifts outside of ‘normal working hours’ and can lead to workers feeling disconnected from others. Workers may also feel strain on their social lives or carer responsibilities. 

Physical isolation

Working without reliable communication or access to immediate assistance from emergency services. Workers in arts and entertainment venues often work in pairs but due to the nature of their work tasks may find themselves separated or working by themselves. This can lead to workers being alone in areas with poor lighting where patrons congregate. Workers report this is where most incidents of harassment occur.  

What you can do

• Assign security to do regular walk-throughs in areas of the venue where workers report issues are more likely to occur.
• Provide dedicated work areas for staff that are separated from patrons, artists and crew. 
• Assess the design of the site for safety including consideration for opportunities to increase lighting or change the layout of events.  
• Establish and maintain frequent communication with workers to ensure they feel supported, safe and connected to their work. 
• Provide workers with communication devices that allow them to call for help in the event of an emergency (for example, handheld radios). 
• Ensure workers are provided with adequate breaks during their shifts. 
• Consult with workers when preparing rosters and allow them to submit shift preferences.  
• Develop and implement a fatigue management plan to ensure workers are well-rested and have the opportunity to connect with their family and friends. 

Sexual harassment is more prevalent in some workplace settings than in others. As arts and entertainment workplace settings often involve a high level of contact with third parties, including customers, this increases the exposure to sexual harassment for sector workers. 

Sexual harassment includes any: 

• unwelcome sexual advance 

• unwelcome request for sexual favours, or 
• other unwelcome conduct of a sexual nature that would offend, humiliate or intimidate someone. 

What it looks like:

• unwelcome touching, hugging, cornering or kissing 
• inappropriate staring or leering 
• suggestive comments or jokes 
• using suggestive or sexualised nicknames for co-workers (or client’s towards a worker) 
• sexually explicit pictures, posters or gifts 
• circulating sexually explicit material 
• persistent unwanted invitations to go out on dates 
• requests or pressure for sex 
• intrusive questions or comments about a person's private life or body 
• unnecessary familiarity, such as deliberately brushing up against a person 
• insults or taunts based on sex 
• sexual gestures or indecent exposure 
• following, watching or loitering nearby another person 
• sexually explicit or indecent physical contact 
• sexually explicit or indecent emails, phone calls, text messages or online interactions 
• repeated or inappropriate advances online 
• threatening to share intimate images or film without consent 
• actual or attempted rape or sexual assault. 

What you can do:  

• Take a risk management approach to identify, assess and control the risks of sexual harassment. This may look like a walk through to assess the work environment, considering the design of the workplace to determine levels of visibility and ensuring adequate lighting, improving natural surveillance, considering the roster of workers and managing areas which are remote or isolated.  
• Consult with your workers about when and where they feel at risk of sexual harassment.  
• Develop policies and put systems in place, including: a code of conduct policy, adding this into contracts for visiting artists and their crew; a reporting system for incidents, making sure workers are inducted and trained in using the system; and a process for responding to and investigating incidents in a confidential, fair and timely manner.  
• Provide training and resources on sexual harassment in the workplace to workers. 
• Promote venues as a zero-tolerance venue, with consequences for inappropriate behaviour. Include venue signage indicating the area is under surveillance.  
• Assign security to do regular walk-throughs in areas of the venue where workers report issues are more likely to occur.  
• Provide a secure and dedicated work areas for staff with restricted access that is separated from patrons, artists and crew 
• Offer support and arrange follow-ups to check on the safety and health of staff involved in incidents. 
• Regularly consult with staff and respond to any safety concerns in a timely manner. Regularly review these responses.

What it looks like

Workers may experience aggressive verbal or physical interactions with patrons, most frequently from artists and patrons who are intoxicated or under the influence of other substances.

What you can do

• Develop safety policies and put systems in place, including: a code of conduct policy, adding this into contracts for visiting artists and their crew; a reporting system for incidents, making sure workers are inducted and trained in using the system; and a process for responding to and investigating incidents in a confidential, fair and timely manner.  
• Uphold a high standard on the responsible service of alcohol and removal of intoxicated patrons.  
• Assign security to do regular walk-throughs of the venue and areas where staff report issues are more likely to occur.  
• Provide dedicated work areas for staff that are separated from patrons, artists and crew. 
• Assess the design of the site for safety including consideration of opportunities to increase lighting or change the layout of events.  
• Offer support and arrange follow-ups to check on the safety and health of staff involved in incidents. 
• Consult with staff and regularly review the effectiveness of actions taken to stop violence and harassment. 

What it looks like

Workers may feel that there is poor support from management when: 

• There are no safety policies or procedures in place.  
• There’s a lack of respectful workplace behaviours. 
• The risks of violence are not adequately managed to protect their safety. 
• Workers raise concerns or report incidents and management advises them that it’s just ‘part of the job’.​​​​

What you can do: 

• Develop and implement policies and procedures to ensure safety and security at events.
• Ensure all workers are trained in safety procedures and work tasks. 
• Provide training and ensure all workers complete a site induction. 
• Have regular meetings with workers to address concerns and support their needs.
• Offer support and arrange follow-ups to check on the safety and health of staff involved in incidents.
• Conduct a review with staff after each event to gain feedback on how the event was managed.
• Provide workers with access to practical information on fatigue management. 

What it looks like

The workforce and duties of workers may change each shift according to the event and artists performing. Additional casual workers may be rostered to assist the venue team during events, meaning workers may have shifts with people they have never worked with before. 

New workers may be uncertain of their duties or be unsure of who to ask for help.

What you can do:

• Provide clear descriptions of the roles and responsibilities of the workers rostered on for each shift. 
• Provide training and inductions for all workers. 
• Ensure the management structure and reporting lines for workers are clear. 
• Ensure all policies and procedures are easily accessed by all workers. 
• Regularly consult with workers about any planned changes to their roles and develop a change management plan.