We want you to feel safe while being a part of Roskilde Festival. Discrimination, abusive or violent behaviour is never accepted, and this procedure outlines how you can get help if you have experienced discrimination, abusive or violent behaviour, if as a leader you receive a report from someone on your team, or if you witness someone else being subjected to discrimination, abusive or violent behaviour.
Definition of discrimination, abusive or violent behaviour
Discrimination, abusive or violent behaviour is defined as behaviour that is discriminatory, violent, threatening, or creates insecurity. It can be a single incident or repeated experiences.
Discrimination, abusive or violent behaviour can include:
- Physical. For example, physical violence or assault, touching without consent, leering, or stalking.
- Verbal. For example, derogatory, hateful, or sexist comments.
- Non-physical. For example, sharing/posting of offensive images, derogatory or sexist comments digitally. Ignoring discomfort and distress. Digital harassment.
Volunteer: What to do if you have experienced discrimination, abusive or violent behaviour
Contact your nearest leader or a leader you trust. If you are not comfortable approaching your leader, you can contact the Head of Organization in you division:
- Byplan & Logistik: Jacob Sønderskov, tel. 41412162. Email: jacob.sonderskov@roskilde-festival.dk
- Deltagere: Mathilde Abild Andersen, tel. 22392925. Email: mathilde.andersen@roskilde-festival.dk
- Handel & Gastronomi: Laura Olsen, tel. 42714278. Email: laura.olsen@roskilde-festival.dk
- Kommunikation & Partnerskaber: Frederikke Weien Jensen, tel. 26188722. Email: frederikke.weien@roskilde-festival.dk
- Program: Jakob Hejlsted Kaas Ishøy, tel. 53767267. Email: jakob.ishoey@roskilde-festival.dk
If you need someone to talk to or are unsure of what to do, and it is not urgent, call our helpline on tel. 78744007, and they can guide you.
Volunteer leader: What to do if you receive a report that someone on your team has experienced discrimination, abusive or violent behaviour
If the volunteer needs urgent help, call 112.
If the volunteer shows serious physical or psychological signs of experiencing discrimination, abusive or violent behaviour, call tel. 78744007, and you will be guided to the nearest place to get help. Stay with the volunteer until they receive assistance.
If there are no urgent or serious signs of physical or psychological distress from experiencing discrimination, abusive or violent behaviour, follow these steps:
- Listen and be present. Find a quiet and safe place to talk. Offer the volunteer the option to bring a friend or confidant to the conversation if it makes them more comfortable.
- Understand the experience. What has the volunteer experienced, and what does the volunteer want to happen? Be patient and trust the lived experience the volunteer shares. The experience is not up for debate.
- Offer the volunteer someone to talk to, for example our Soft Spots.
- Contact the Head of Organization in you division (see contact information in the previous section) for advice on the case and to plan the next steps.
- Develop a plan for the next steps together with the volunteer.
- Agree on specific follow-up actions.
What to do if you witness others experiencing discrimination, abusive or violent behaviour
The most important thing to do when witnessing someone experiencing discrimination, abusive or violent behaviour is to avoid escalating the situation and ensure that neither you nor the person experiencing such behaviour is put in danger by your intervention. Several of the following actions are both intervening and indirect.
Step in
Intervene with a brief and clear message to stop the behaviour. Do not engage in a discussion. Stepping in may escalate the situation, so only do so if you assess that both the person experiencing the discrimination, abusive or violent behaviour and you are safe.
Example:
Step forward and directly say to the person exhibiting the behaviour:
"That's not okay. Stop."
"They've asked you to leave them alone. Stop now."
If possible, start a conversation with the person who is experiencing the behaviour and leave the area together.
Example:
"I'm heading towards Arena. Would you like to come?"
"We’re going for a walk. Would you like to join?"
Assist the volunteer in contacting friends or their leader. If possible, accompany them or help them get in touch with a guard, and inform them about the experience and the individuals involved.
Distract
Initiate a conversation with the person or create a distraction to divert attention.
Example:
As you pass by, someone is being yelled at or spoken to disrespectfully. Stop and ask the person being addressed disrespectfully for directions.
Find a friend
Ask someone present if they can help, possibly by creating a distraction. Verbally acknowledge what you see and draw attention to the situation to those around you.
Example:
While waiting for a concert, someone is being spoken to disrespectfully. Look around and identify someone who might assist (e.g., a volunteer wearing a vest or someone standing nearby). Clearly state what you observe: "The person wearing the red hat is speaking disrespectfully to the person in the green shirt. Can you help me distract them?"
Document
Always ensure the person experiencing discrimination, abusive or violent behaviour receives help before considering documenting the situation. Documenting may involve recording video, audio, or taking notes.
You should only document the situation if you determine it is safe to do so. Always ask the person who experienced the discrimination, abusive or violent behaviour what they would like to do with the material afterwards. Never use the material without permission.
Ask questions
Discrimination, abusive or violent behaviour often occurs quickly, and there may not always be an opportunity to intervene and stop it, such as in cases of verbal abuse.
If this happens, always ask questions to the person who experienced the behaviour. For example, ask if they are OK, if you can assist them, or if they would like you to accompany them somewhere.
If you have documented the situation, ask them if they would like the documentation and whether you should delete it afterwards.