Here are actionable steps publishers, record labels, and management companies can take to contribute to the safety and well-being of their employees and signees and uphold the Safe Music Pledge:

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Share Existing Policies:

• Communicate current sexual harassment and abuse policies, including definitions, examples, reporting procedures, and consequences for violations with employees and signees.

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Regular Policy Reviews:

• ​Regularly review and update the sexual harassment and abuse policy to ensure it remains effective and aligned with current best practices.

 

Training Programs:

• ​Provide regular training sessions for all employees, and signees, to educate them about what constitutes sexual harassment or abuse and how to prevent it. Training should emphasize a zero-tolerance approach.

 

Anonymous Reporting Systems:

• ​Implement confidential and anonymous reporting systems for individuals to report incidents of harassment or abuse without fear of retaliation.

 

Automated Check-In/Check-Out System:

• ​Develop an automated system where creatives can digitally check in when they arrive at the studio and check out when leaving. 

• ​Make the check-in system optional, allowing creatives to use it based on their comfort level. Emphasize that the system is in place for their safety and well-being.

• Set up real-time alerts that notify designated personnel when creatives check in and out. 

• Integrate an emergency alert feature within the check-in system. Creatives should be able to trigger an alert in an emergency, such as feeling unsafe or experiencing harassment.

• Establish clear communication protocols when a creative fails to check in or out as expected. This can include attempts to contact the individual or, if necessary, dispatching assistance.

• Integrate the check-in system with overall security measures, ensuring it complements existing safety protocols and emergency response plans.

 

Visible Reporting Channels:

• Communicate the various channels through which individuals can report abuse and harassment, such as designated HR personnel or third-party hotlines like the National Sexual Assault Telephone Hotline for support. 

 

Prompt Investigation and Action:

• ​Establish a prompt and thorough investigation process for reported incidents. Take immediate action against perpetrators, including appropriate disciplinary measures.

 

Crisis Intervention Resources:

• ​Provide resources for immediate crisis intervention, such as counseling services or support groups, to help individuals cope with the aftermath of harassment.

 

Inclusive Events and Spaces:

• ​Ensure that events and spaces are designed with inclusivity, providing equal opportunities for all creatives while minimizing situations that could lead to harassment.

 

Promote Bystander Intervention:

• ​Encourage bystander intervention by educating employees on recognizing and safely intervening in situations where harassment and abuse occur.