Introduction
Country music festivals have long been seen as traditional spaces, but the new generation of festival producers is working hard to change that perception. For too long, many LGBTQ+ country fans either stayed away or felt like outsiders at concerts and festivals. Today, leading festival organisers understand that belonging is built, not implied. In practice, this means taking deliberate steps to ensure that everyone – regardless of sexual orientation or gender identity – feels safe, welcome, and celebrated at country music events.
Creating an inclusive atmosphere at a country festival isn’t just the right thing to do – it also makes for a stronger, more vibrant community. When attendees see diversity on stage and around them, they know the event is meant for them as well. Moreover, festivals that champion LGBTQ+ inclusion can tap into new audiences and earn loyalty from fans who appreciate those values. From booking openly queer artists to providing gender-neutral facilities, every decision plays a part. Here, we share practical wisdom gained from festivals around the world on how to make country music festivals inclusive and welcoming. These insights cover everything from lineup curation and crew hiring to codes of conduct, safety measures, and beyond.
Diversify the Lineup: Book Queer Artists and Allies
One of the most visible ways to signal inclusion is through the festival lineup. Booking queer country artists – and outspoken allies – sends a powerful message that your stage is open to everyone. Representation matters: when fans see artists like Orville Peck, Brandi Carlile, Lil Nas X, Trixie Mattel, or Brothers Osborne on the bill, they immediately know that LGBTQ+ people have a place in the crowd. It’s not just about symbolism either; these artists bring in diverse fan bases and fresh energy, enriching the overall festival experience.
Major country festivals are starting to understand this. For example, Stagecoach (one of the world’s largest country festivals) intentionally expanded its 2022 lineup to be the most diverse in its history – including multiple Black, Latino, and LGBTQ performers (www.inkl.com). “We’re building a country music festival for today and how a country music festival should look and sound,” Stagecoach talent buyer Stacy Vee explained, highlighting that the hard-working diverse artists out there deserve to be recognised (www.inkl.com). By inviting acts such as Yola (a Black British country-soul singer) and Brothers Osborne (with a gay band member) alongside mainstream headliners, Stagecoach not only broadened its musical palette but also signalled to fans from all backgrounds that they belong on the ranch.
Inclusivity in programming isn’t limited to headliners, either. Consider featuring up-and-coming queer country artists on secondary stages or hosting special showcases celebrating diversity in country music. AmericanaFest in Nashville, for instance, has put a spotlight on LGBTQ+ talent by scheduling numerous queer artists in its lineup (countryqueer.com). Even smaller niche events like ChillOut in Australia (billed as a “Queer Country Pride” festival) or the Steers & Queers: Gay Ole Opry nights in Canada show that there is a growing movement for inclusive country music spaces worldwide. By supporting these artists and events, festival producers help normalize queer voices in a genre that has historically been conservative.
Most importantly, having LGBTQ+ performers on stage helps LGBTQ+ fans feel seen and safe. Country singer Jaime Wyatt – who came out as queer in 2020 – noted that audience members have thanked her because “we feel safe here… we both love country music, and we’re not out to our families, but we can be here.” (www.grammy.com). This kind of feedback illustrates the real impact: booking queer artists doesn’t just add “diversity points” to your lineup, it can tangibly create a refuge for fans who might otherwise hide their true selves.
When curating your festival, also think about allies and messaging. Artists like Kacey Musgraves (who famously sang “follow your arrow wherever it points” in support of same-sex love) or legends like Dolly Parton (a longtime LGBTQ+ supporter) bring inclusive values with them. Even inviting an artist to dedicate a song or moment to equality and love during their set can reinforce inclusion. In short, let the music do the talking. A diverse lineup acts as a loudspeaker for acceptance, before a single word is spoken on the mic.
Hire a Diverse Crew and Inclusive Staff
Behind the scenes, building an inclusive country festival means hiring a diverse crew and fostering a workforce culture that reflects the welcome you want to extend to attendees. From event staff and security teams to vendors, contractors, and volunteers – representation within your team matters. If your staff includes LGBTQ+ people, women, people of colour and other underrepresented groups, you’re more likely to anticipate inclusivity gaps and create a genuinely welcoming vibe. Moreover, attendees notice when the people running the show look diverse and behave inclusively; it builds trust that the festival’s values are not just performative.
Start by broadening recruitment and breaking out of old networks. Often, festival producers end up rehiring the same crews year after year. Instead, cast a wider net: reach out to industry groups or initiatives focused on diversity in live events. For example, Diversify The Stage and Diversity on Tour are programmes that provide databases and mentorship to connect event organisers with crew members from underrepresented demographics (www.diversityontour.com). These resources emphasise proactive steps like requesting diverse staff from suppliers and setting inclusion targets when staffing tours. By looking beyond the usual suspects, you not only find incredible new talent but also signal that your festival is a place where everyone can work and thrive.
Inclusivity training should start on Day 1 of staff onboarding. Ensure that all personnel – from the production manager to the part-time ushers – understand the festival’s code of conduct (more on that below) and their role in upholding it. Training sessions can cover practical topics: using correct pronouns for attendees, respectfully accommodating accessibility needs, intervening in or reporting harassment, and being sensitive to cultural differences. Some festivals even bring in external experts or advocacy groups to run inclusion workshops before the event. The goal is to equip your team with knowledge and empathy, so they can confidently handle situations that might arise.
It also helps to have diversity within leadership roles on site. If possible, designate or hire an Inclusion Coordinator or establish a small team responsible for diversity and safety. This can be a point of contact for any inclusion-related issues among staff or attendees. It shows that your festival takes these matters seriously enough to dedicate personnel to them.
Real-world examples show the impact of a diverse, well-trained crew. At Australia’s Yonder Festival, organisers require that at least 50% of the security team are female and that every guard undergo specialised training before the festival (yonderfestival.com). This initiative arose from recognising that a balanced security presence can make attendees (especially women and LGBTQ+ folks) feel more comfortable when seeking help. The trained security staff at Yonder are not just there to check wristbands, but to act as approachable guardians who understand how to handle sensitive situations. Likewise, many festivals now ensure their volunteer teams include LGBTQ+ members and allies who proudly wear identifiers (like rainbow pins or pronoun badges) so that queer attendees immediately know there are friendly people to turn to.
Building a diverse crew isn’t only about optics or ticking boxes – it actively improves the festival environment. Team members who feel respected and included will pass that positivity along in their interactions with guests. Plus, a mix of perspectives in planning meetings can lead to creative solutions (for example, someone on your team suggesting a unisex changing area or family restroom conversion that others might have overlooked). In the end, inclusive hiring is an investment in a safer, happier festival for all.
Create and Live By a Code of Conduct
An inclusion policy means little if it’s not clearly defined and enforced. That’s why every festival needs a strong code of conduct that explicitly prohibits harassment, discrimination, and hate – and you must treat it as more than just fine print. Draft a code of conduct that covers all forms of harassment and discrimination, including on the basis of sexual orientation and gender identity. State outright that your festival is a safe space where racist, sexist, homophobic, or transphobic behaviour will not be tolerated. This sets the baseline expectation for everyone on site, from attendees to crew and artists.
Once your code of conduct is written, make it highly visible and breathe life into it. Publish the code on your festival website and ticket purchase pages (so attendees see it before they even arrive). Include it in any festival app or program booklet, and display key points on signage around the venue entrances, camping areas, and other high-traffic spots. Many events post reminders like “Respect Others” or “No Harassment” on big banners or screens during the show. Repetition ensures that people are aware of the rules and the values you stand for.
Crucially, a code of conduct must be backed by action. Make sure your staff and volunteers not only know the rules but are prepared to enforce them impartially. For example, if your code says “no homophobic slurs”, then a security guard overhearing such language should be empowered to give a warning or expel the offender, regardless of who it is. Let your audience know that you’re serious: some festivals even announce from the stage that anyone violating the code of conduct may be removed. The Chicago-based Riot Fest, as an illustration from another music genre, writes in its policy that harmful behaviours (like non-consensual touching or verbal harassment) won’t be tolerated and any participant who breaks those rules may be removed from the festival and banned (riotfest.org). That kind of firm stance, communicated openly, goes a long way in deterring bad actors and reassuring vulnerable attendees.
A “lived” code of conduct also means weaving those values into your festival culture. Encourage your artists to mention inclusivity or give a shout-out to the diversity of the crowd. Some festivals have had performers briefly speak about love and acceptance on stage or dedicate a song to the LGBTQ+ community – reinforcing the message in an organic way. Additionally, consider including community engagement in your code: for instance, commit to hiring a certain percentage of local LGBTQ+/BIPOC vendors or donating to a local queer youth charity as part of the festival’s mission. Actions like these demonstrate that your code of conduct isn’t just words on a website, but a guiding principle for how the event operates.
To see an example of a clear and inclusive policy, look at Tiree Music Festival in Scotland. Their anti-harassment statement affirms that everyone has the right to feel safe and respected regardless of gender, sexual orientation, disability, race, or any attribute, and explicitly says “behaviour that makes anyone feel unsafe is not welcome and will not be tolerated.” (tireemusicfestival.co.uk). Tiree’s policy even enumerates what counts as harassment and asks all staff, artists, and attendees to behave respectfully and challenge inappropriate actions (tireemusicfestival.co.uk). By spelling this out, they leave no room for ambiguity. When you adopt a similar comprehensive code – and consistently enforce it – you create a festival atmosphere that actively repels hate and attracts positivity.
Provide Gender-Neutral Restrooms and Inclusive Amenities
One practical but crucial element of LGBTQ+ inclusion is the provision of gender-neutral restrooms and other facilities. For transgender and non-binary attendees, navigating gendered bathrooms at a large country festival can be one of the most stressful moments of the day. No one should have to worry about stares, harassment, or being told “you’re in the wrong bathroom” when all they need is a toilet. By offering gender-neutral (all-gender) restrooms, you remove that anxiety and make a bold statement that your festival respects everyone’s identity.
Implementing this can be straightforward. If your venue has permanent restroom buildings, consider designating some as all-gender (with appropriate signage) or ensuring that single-occupancy restrooms are clearly marked as gender-neutral. If you’re in an open field with portable toilets, simply label blocks of them as “All Gender Restroom”. Many festivals also provide accessible bathrooms for disabled patrons – those can double as gender-neutral spaces since they are individual units. The key is to have enough inclusive facilities and to position them conveniently, so that trans and non-binary guests aren’t forced to trek to a far corner or wait excessively long. In addition, communicate in advance (on your website or FAQ) that such facilities will be available, which signals to LGBTQ+ attendees that you’ve thought about their needs.
There have been learning moments in the industry underscoring why this is so important. Even events that are pro-LGBTQ+ have gotten it wrong when execution was poor. A cautionary tale comes from the 2018 LoveLoud Festival in Utah – a music festival created to support LGBTQ+ youth. Organisers announced all restrooms at the stadium would be gender-inclusive, but on event day only two were clearly marked as such. This led to confusion and harm: one transgender woman was told by a volunteer that she was “in the wrong restroom” and directed elsewhere (www.sltrib.com) (www.sltrib.com). Feeling humiliated and unsafe, she and several LGBTQ+ advocacy groups left the event early in protest. LoveLoud’s good intentions were undermined by lack of staff training and inadequate facilities. The lesson for any festival is clear: if you promise gender-neutral restrooms, make sure you follow through thoroughly – enough units, clear signage, and staff who know the policy by heart.
Similarly, large mainstream events have faced backlash and legal pressure to improve. In 2018, two transgender siblings attending the gigantic Coachella festival in California were each blocked by security from using bathrooms aligning with their gender identity. Coachella had branded itself as inclusive, yet did not have explicit policies or training in place at the time, resulting in these discriminatory incidents (www.latimes.com). The aftermath saw the ACLU step in and demand that Coachella’s promoters (who also run country’s Stagecoach festival) implement a written policy guaranteeing trans attendees access to facilities and train all festival staff on it before the next event (www.latimes.com). This high-profile case highlights that inclusive amenities aren’t just “nice to have” – they are often a legal necessity and definitely a moral one.
On a positive note, many festivals have proactively embraced gender-neutral facilities with great success. Even small gestures can have big impact. At Calgary’s Festival Hall (part of the Calgary Folk Festival), organisers converted two washrooms to gender-neutral in time for a concert by trans/non-binary country artist Rae Spoon, wanting everyone to, in their words, “enjoy the show… and relieve yourself after without feeling judged.” (www.cbc.ca) (www.cbc.ca). Attendees reported feeling more at ease knowing they didn’t have to choose a binary door. Other events have followed suit, making all single-stall restrooms unisex and adding privacy locks to stalls in older facilities so anyone can use them without worry.
Beyond bathrooms, think about other amenities through an inclusive lens. Are there gender-neutral changing rooms or areas (useful for trans folk who might need privacy)? Do your merchandise tents sell Pride-themed festival gear (like rainbow bandanas or pronoun buttons) to help LGBTQ+ attendees express themselves? Is there a quiet space or wellness tent if someone feels anxious and needs a break (particularly important for those who may face hostile energy in a crowd)? These considerations all contribute to an environment of care. Providing these amenities demonstrates that you anticipate the needs of all your festival-goers, not just the majority – and that thoughtful approach speaks volumes to the community.
Establish Safe Reporting Channels for Incidents
Even with great policies and training, issues can arise. What truly sets an inclusive festival apart is how it responds to problems. This is why creating safe, accessible reporting channels is essential. Attendees must have a way to swiftly report harassment, discrimination, or any behaviour that makes them feel unsafe – and trust that the festival will take it seriously.
A multi-pronged approach works best. First, encourage a culture of “see something, say something.” Let attendees know that if anything (or anyone) is bothering them, they should not stay silent. Display posters or screen messages with instructions on who to contact if they need help. For instance, some events print on the back of wristbands or on signage: “Experiencing harassment? Text REPORT to [phone number]” or “Find staff with pink vests for help.” Offering a text or phone hotline is a smart move, since it allows people to seek help discreetly. The organisers of Yonder Festival set up a dedicated 24/7 hotline that attendees can call or text during the event to report any incident or simply to ask for a safe escort if they feel uneasy (yonderfestival.com). That kind of always-available support can be a lifesaver (sometimes literally) and shows attendees that their safety is a top priority.
In addition to a hotline, train roaming staff to handle on-the-spot reports. All festival workers – especially those in security and info booths – should know how to respond if someone comes up to them with a complaint. Empower them to get the right help (whether that’s involving security management, calling medical services, or giving the person a quiet space to relax). Some festivals partner with advocacy groups to staff safety tents or “consent guardians.” For example, at Riot Fest, organisers teamed up with the “Our Music My Body” campaign to host a booth specifically for reporting harassment or getting resources (riotfest.org). Even if such partnerships aren’t available, you can designate an easily identifiable booth or office where people can ask for a manager or safety officer to log an incident. Make sure this isn’t hidden away – it should be as prominent as the first aid and merch tents.
An often overlooked aspect is ensuring the reporting process is victim-centric and confidential. If someone reports a problem, staff should follow the complainant’s lead on how to handle it, as Riot Fest’s policy promises (“we’ll follow your lead, work with you… so that you can continue to feel safe” (riotfest.org)). Some victims just want a problematic person talked to; others may want them ejected. Some might simply need a place to calm down. Respect their wishes while also upholding the festival’s standards. Always keep reports as private as possible – nobody should fear retaliation for speaking up.
Finally, close the feedback loop. If you’ve removed someone for misconduct, consider (if appropriate) letting the affected party know that action was taken, so they feel heard and protected. After the festival, you can even share aggregate stats with your team (or even publicly) like “We received X reports and took action on all of them,” to reinforce accountability. When people see that your festival doesn’t sweep issues under the rug, it builds confidence and willingness to come back next time.
Train Staff on Pronouns and Respectful Language
One of the simplest day-to-day inclusion practices is making sure everyone working the festival uses respectful language – especially regarding names and pronouns. Nothing can deflate a guest’s sense of belonging faster than being addressed in a way that invalidates their identity. Training your staff on this front is non-negotiable in modern festival management.
Start with pronouns: Teach staff and volunteers to never assume someone’s gender just by appearance. The safest course is to use gender-neutral language (like saying “Hi folks!” instead of “ladies and gentlemen” at the gates, or “How can I help you today?” without using sir/ma’am) unless and until a person’s pronouns are clarified. If your event credentials include a space for pronouns, encourage staff to fill in theirs – it signals openness and normalises the practice for attendees. Front-line staff (such as info booth attendants or camp managers) can even be trained to introduce themselves with pronouns. For example: “Hi, I’m Jamie, one of the festival crew leads. I use they/them pronouns. How can I assist you?” This can set a tone of respect.
Also prepare staff on how to politely ask or exchange pronouns if needed. A simple, “What pronouns do you prefer?” directed at a guest (when relevant) is perfectly fine, as long as it’s done in a private or low-key manner. The key is never to make it a spectacle – respect people’s privacy. And if a person declines to state pronouns, staff should not press; just default to neutral addressing.
Respectful language goes beyond pronouns. It includes using individuals’ chosen names (especially important for transgender attendees who might have a different name than what’s on their ID). If your festival’s ticketing or registration system allows, give attendees an option to provide a preferred name on their badge or ticket. (For instance, Ticket Fairy’s platform enables organisers to add custom questions for ticket buyers – a handy way to collect pronouns or preferred names during checkout.) Ensure your check-in staff understand that some fans may present IDs that don’t match their appearance or gender expression; have a process to handle this without fuss or embarrassment (for instance, train staff to focus on matching the name and birthday calmly, without loud commentary).
Training should also cover avoiding stereotypes or jokes that alienate people. Even offhand remarks can hurt – a security guard making “bro” jokes about men in pink outfits, or a volunteer saying “I don’t get why someone would crossdress at a country show” – these create a toxic atmosphere. Make it clear to your team that they must maintain a professional, welcoming tone at all times. If they can’t say something nice or inclusive, say nothing at all. Role-play scenarios in staff trainings can be useful: e.g., how to gently correct a colleague who misgenders someone (“Actually, I believe that guest uses she/her pronouns”), or how to respond if an attendee is the one using slurs (firmly and politely: “Those comments aren’t okay here.”).
If you need further motivation for comprehensive staff training, learn from the Coachella incident mentioned earlier. After transgender guests were mistreated by uneducated security staff, festival organisers were pressed to institute mandatory training on gender-inclusion policies for all on-site staff and contractors (www.latimes.com). No festival wants to end up in a situation where lack of staff knowledge leads to a civil rights complaint or viral PR disaster. Far better to be proactive and ensure your team understands both the why and the how of inclusive language. When your crew consistently addresses everyone with respect, it creates a ripple effect: attendees will often mirror that behaviour and treat each other more kindly as well.
Enforce Policies Consistently and Visibly
Inclusivity must be an ongoing commitment throughout the festival, which means rules need to be enforced consistently – and in a way that attendees can see. Having a zero-tolerance policy on paper is only half the battle; the real test is what happens in those moments when someone crosses a line. Festival producers should be prepared to act decisively and transparently, to show that the code of conduct isn’t just lip service.
Consistency is key. This means applying the rules equally to everyone, whether it’s a paying VIP guest, a staff member, or even an artist. If, say, a popular patron is reported for harassing others, your team needs the courage (and authority) to intervene just as they would for anyone else. In practice, establish clear protocols: e.g., first offense gets a warning (if minor), second offense or any severe incident results in ejection without refund. Make sure these consequences are known. In fact, you can include a line in your pre-event communications or on signage: “Harassment of any kind will result in ejection from the festival.” When people know the festival will back up its policies with action, most will think twice before doing something foolish.
Visibility in enforcement does not mean public shaming, but it does mean being publicly present. For instance, it helps to have security or volunteers visibly identifiable (with special shirts or armbands that signal they handle safety or inclusion issues). This serves a dual purpose: deterrence for potential harassers and easy identification for anyone who needs help. Some festivals also deploy “safe space ambassadors” who roam the grounds looking out for anyone in distress and ready to step in or report to security. This proactive stance can catch issues early before they escalate.
Another aspect of visible enforcement is communication. Use the festival’s communication channels (like the MC on stage, your social media, or push notifications on the event app) to reiterate that you are enforcing the rules. A quick stage announcement at the start of each day or before a headliner – “Friendly reminder: we have zero tolerance for any hateful behavior. If you see something, say something to our staff. We want everyone to have a great time tonight!” – sets the tone. Throughout the event, if serious incidents occur and you handle them, you don’t necessarily need to broadcast specifics, but your security presence and responsiveness will be noticed.
In some cases, celebrate the positive norms as part of enforcement. For instance, if you see audience members self-policing (like telling someone to stop yelling a slur or helping a person who was being bothered), you can acknowledge that from the stage or via a thank-you tweet. Highlighting these moments reinforces the community’s role in maintaining a safe environment. It shows that the festival as a whole – not just the staff – expects and enforces respectful behavior.
Post-festival, consider sharing a brief recap of how you upheld your policies. This might be as simple as mentioning in a thank-you email or blog post that “we’re proud that our community upheld our inclusivity code, and a small number of folks who didn’t were promptly removed.” Knowing that action was taken (even if quietly) will resonate with those attendees who might have been skeptical about whether the festival truly walks the talk.
Ultimately, visible enforcement builds trust. When LGBTQ+ attendees and other minorities see staff actively intervening – for example, escorting out a person who was shouting derogatory comments – they feel safer and know the festival genuinely has their back. The message is clear: everyone can dance and have fun here without fear, because we’ve got a watchful eye on creating a respectful atmosphere.
Conclusion: Building Belonging, Not Just Assuming It
No country music festival – whether a local honky-tonk gathering or a massive multi-stage weekend – can just assume that everyone feels welcome. Inclusion has to be purposefully built at every level. From the talent you book to the toilets you provide, it’s the sum of many thoughtful choices that create true belonging. The good news is that each step reinforces the next: a diverse lineup brings a diverse crowd; a trained, empathetic staff ensures that crowd feels welcome; clear policies and facilities prevent many issues and swiftly address those that arise.
Festival producers around the world are proving that even genres rooted in tradition like country music can evolve to celebrate all of their fans. We’ve seen queer artists take the stage to standing ovations in Nashville. We’ve watched cowboy-hat-wearing crowds cheer alongside waving rainbow flags. These moments happen because organisers set the stage for them – sometimes literally by inviting LGBTQ+ performers, and sometimes figuratively by cultivating a safe environment. Every success and stumble along the way is a lesson for the next event: from LoveLoud’s bathroom missteps prompting better planning, to Stagecoach’s diversified lineup showing inclusion can draw huge audiences.
The next generation of country music festival organisers should take heart that making these changes is not only possible, but powerful. You aren’t just avoiding problems or checking a “diversity” box – you’re creating joyous spaces where people can be their authentic selves under the summer sun or festival lights. The gratitude and loyalty you’ll earn from artists and attendees alike will far outweigh the effort. In the end, fostering LGBTQ+ inclusion in country spaces comes down to basic principles of respect, empathy, and a willingness to stand up for what’s right. And as any country song will tell you, it’s all about heart and community.
Belonging doesn’t just happen by accident at a festival. Belonging is built, not implied. With the practical steps outlined above – and a genuine commitment to learning and improving each year – you can build a country music festival where every single person feels like they’ve found a place they truly belong.
Key Takeaways
- Inclusive Lineups: Actively book LGBTQ+ artists and ally performers in your country festival lineup. Representation on stage signals to fans that everyone is welcome and helps create a safe, celebratory atmosphere.
- Diverse Crew & Culture: Hire staff, crew, and vendors from diverse backgrounds. An inclusive behind-the-scenes workforce (with LGBTQ+ people in visible roles) will naturally foster a more welcoming environment for attendees. Train all team members in cultural competency, inclusive language, and how to uphold the festival’s values.
- Code of Conduct: Develop a clear anti-harassment and anti-discrimination policy that covers sexual orientation, gender identity, and all forms of respectful behavior. Publish it widely (online and on-site) and enforce it strictly – make it known that any hateful or harassing behavior will result in ejection.
- Gender-Neutral Facilities: Provide gender-neutral restrooms and amenities so that transgender and non-binary attendees feel safe and comfortable. Clearly mark all-gender bathrooms and ensure there are enough of them. Consider other inclusivity measures like gender-neutral changing areas and accessible, private spaces for those who need them.
- Safe Reporting Channels: Set up easy ways for attendees to report issues (e.g. text hotlines, info booth support, roving safety teams). Respond to every report promptly and let your audience know support is available 24/7. A visible reporting system shows that you take guest safety seriously.
- Staff Training on Respect: Educate your security, volunteers, and staff on using correct pronouns, chosen names, and respectful language with everyone. Make sure they know not to assume anyone’s gender and to handle sensitive situations (like ID checks or conflict resolution) with tact. Well-trained staff can prevent many problems and make attendees feel truly respected.
- Visible Enforcement: Don’t just quietly hope everyone behaves – actively monitor and enforce your inclusion policies. Empower staff to intervene when they see harassment and to eject offenders if needed. Make it known throughout the event that you have zero tolerance for hate. When attendees witness a firm but fair enforcement, it builds trust and comfort.
- Continuous Commitment: LGBTQ+ inclusion isn’t a one-time box to tick – it’s an ongoing commitment. Gather feedback from attendees and crew about what you did well and what could improve. Stay updated on best practices (from other festivals and organisations) and keep refining your approach each year. Authenticity is key: show that you truly care about making a difference, and your festival’s community will grow stronger and more diverse as a result.
25th August 2025