Cultural organisations and protest policies
Political Activity
Cultural charities operate within a legal and governance framework that places clear limits on political activity. Under UK charity law, charities must not exist for a political purpose and cannot campaign for or against a political party, government, or specific political outcome, including positions on international conflicts.
However, charities are permitted to engage with political and geopolitical issues where this activity is clearly connected to, and supports, their charitable purposes. For cultural charities, this can include artistic programming, education, debate or public engagement that explores issues such as geopolitical events, provided the activity does not amount to political advocacy and remains focused on artistic, cultural or educational objectives
Whether an organisation should adopt a public political stance is therefore a matter of judgement rather than permission: trustees must consider whether doing so advances the charity’s aims, serves the public benefit, and protects trust and confidence in the organisation. In practice, many cultural charities choose to facilitate artistic expression and dialogue on contested issues rather than endorsing a single political position, as this approach allows them to uphold freedom of expression whilst remaining compliant with charity law and their governance responsibilities.
Protests within cultural organisations
However, whatever an organisation’s stance, we need to recognise that cultural organisations occupy a distinctive position in public life. They are spaces for creativity, debate and challenge, and have long played a role in reflecting and responding to social and political change. As a result, at times, they may attract protest associated with their artistic programming, as well as in relation to funder relationships. In this context, having a clear and proportionate approach to managing protest is not about limiting freedom of expression, but is about ensuring that expression can take place safely, lawfully and without causing harm.
Protest policies provide clarity for staff, artists, audiences and visitors about how the organisation will respond when protest occurs. Without an agreed framework, decisions are more likely to be made reactively, placing individual staff members under pressure and increasing the risk of inconsistent or disproportionate responses. Clear policies help ensure that responses are calm, fair and defensible, even in highly charged situations. They also allow for good communications with sponsors or donors, as protest may also have implications for their safety and reputation as well.
Importantly, protest policies do not exist to silence dissent. Most cultural organisations explicitly recognise the right to peaceful protest and freedom of expression as fundamental democratic principles.
A well-designed policy distinguishes between peaceful expression and actions that disrupt performances, endanger people, or compromise the safety of artworks and spaces. This distinction allows organisations to support protestin appropriate contexts, whilst still fulfilling their duty of care.
Cultural organisations also have legal and safeguarding responsibilities that extend beyond freedom of expression. They are responsible for safeguarding staff, artists and audiences; protecting collections and equipment; and meeting contractual obligations to performers, funders and partners. Protest policies help organisations to balance these responsibilities with their commitment to open dialogue, ensuring that one does not come at the expense of the other.
In addition, clear protest policies can protect freedom of expression by reducing ambiguity. When expectations are set in advance, for example, about where protest can take place, how it can be conducted, and how concerns will be handled – individuals are less likely to be arbitrarily restricted or unfairly treated. Transparency supports trust, even where disagreement exists.
Finally, protest policies acknowledge that cultural organisations do not operate in a vacuum. Social and political contexts can change rapidly, and issues that once sat outside an organisation’s remit may suddenly become highly visible. Having an agreed framework enables organisations to respond consistently overtime, rather than redefining boundaries under pressure.
In this sense, protest policies are not instruments of control, but tools of stewardship. They help cultural organisations maintain spaces where expression, challenge and debate can continue – whilst ensuring that those spaces remain safe, accessible and sustainable for everyone who uses them.
A template for developing such a policy is outlined below.
Please note that some organisations frame these as safety, conduct, or operational policies, so as to avoid them being interpreted as ‘anti-protest’.
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Be precise about purpose
Avoid framing the policy as “anti-protest.” Instead define it as covering:
- Safety and duty of care
- Protection of audiences, staff and artists
- Continuity of artistic / curatorial activity
- Lawful use of space
This avoids the organisation appearing politically motivated.
Charitable arts organisations may also wish to reference that they are following Charity Commission guidance to help charities navigate difficult circumstances.
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Distinguish protest from disruption
A defensible policy clearly separates:
- Peaceful expression (outside venues, petitions, statements)
From:
- Disruptive actions (interrupting performances, damaging property, intimidating staff)
This distinction is crucial both legally and reputationally.
Some wording you may use follows below:
“The organisation respects the right to peaceful protest but does not permit actions that endanger people, disrupt performances, or compromises the safety of artworks, staff, artists or audiences.”
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Define where protest is and isn’t permitted
Most cultural organisations specify:
- Permitted areas (e.g. outside buildings, public forecourts)
- Restricted areas (auditoriums during performances, backstage, galleries with vulnerable works)
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Set clear staff responsibilities
This may include:
- Who leads during a protest
- When front-of-house staff intervene
- When security or police are contacted
- How artists / curatorial staff are supported
This protects staff from being left to improvise, or to be reactive under pressure or media scrutiny.
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Include a proportionality principle
State explicitly that the organisation’s responses will be:
- Proportionate
- Lawful
- Non-discriminatory
This helps defend decisions if challenged publicly.
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Align with organisational purpose and stated public commitments
Policies should reference:
- Right to freedom of expression
- Respect for peaceful dissent
- Commitment to dialogue where possible
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Approve at board level
Ensure Board approval for the policy, this:
- Ensures legal backing
- Protects staff decisions
- Demonstrates governance maturity
Many controversies escalate precisely because policies are informal or unapproved.
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Train and rehearse
A policy is ineffective unless:
- Front-of-house staff understand it
- Managers know the agreed escalation routes where protest occurs
- Leadership has agreed public messaging
Ensure that staff and trustees undertake some scenario-based training to model different situations where protest may occur.
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In summary
- Most cultural organisations do not ban protest
- They regulate where, how, and when it happens
- The strongest policies are framed around safety, integrity, and governance
- They’re deliberately framed as protest-management and safety policies, not “anti-protest”
Creating a Protest Management Policy for mid-scale and large-scale cultural organisations
The below text provides template headings for an organisational Protest Management Policy.
Each section ofthe template builds on the more detailed discussion above, which can be used to add the relevant detailfor your organisational context. The template can be adapted to include the likelihood and risks of protestto your organisation and to cover different scenarios as they may occur.
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Purpose
This policy sets out how the organisation manages protests, demonstrations and other forms of disruption on or in connection with its premises, events and activities.
We respect the right to peaceful protest. We do not permit actions that disrupt performances, endanger people, or compromise the safety of artworks, staff, artists or audiences.
This policy exists to ensure:
- The safety of audiences, staff, artists and visitors
- The protection of artworks / displays, buildings and equipment
- The integrity of performances, exhibitions and public programmes
- Compliance with legal and contractual obligations
This policy supports trustees’ duties to act in the best interests of the charity, protect its reputation and assets, and manage risk in line with Charity Commission guidance. Decisions made under this policy will be lawful, non-discriminatory, and recorded. The organisation recognises freedom of expression and peaceful protest, whilst maintaining its duty of care to staff, artists, audiences and visitors, and protecting its assets and artistic / curatorial integrity.
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Scope
This policy applies to:
- All organisational premises (public and non-public areas)
- Performances, exhibitions, rehearsals and events
- Staff, freelancers, artists, curators, contractors and visitors
It covers protests by members of the public, staff, artists, curators or third parties.
Decisions taken under this policy must be made in the charity’s best interests, be proportionate to the risk, and be recorded (including rationale, alternatives considered, and any mitigating actions)
The organisation protects artistic / curatorial independence. Sponsors, partners and third parties do not determine artistic content. Protest management decisions are separate from programming decisions.
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Principles
The organisation’s response to protest will be:
- Lawful
- Proportionate
- Non-discriminitory
- Consistent
The organisation supports peaceful protest where it does not compromise safety, access, or artistic / curatorial activity.
The policy is implemented in accordance with relevant law, including health and safety duties, safeguarding responsibilities, and equality obligations.
Responses will be consistent, non-discriminatory, and informed by our Equality, Diversity and Inclusion commitments. As such:
- The same rules apply to all protest regardless of cause, our guidance on respectful interaction is as follows (insert guidance here)
- If someone believes they are being treated unfairly the escalation is as follows (insert guidance here)
Reference to the following areas may also be included:
- Data protection (if filming / recording protestors)
- Licensing conditions (venue / event licensing)
- Contractual duties to artists and audiences
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Definition of protest and disruption
Peaceful protest may include:
- Leafleting or holding placards in designated public areas
- Silent protest outside buildings
- Petitions or statements of concern
Disruptive actions include:
- Interrupting performances or exhibitions
- Entering restricted or backstage areas
- Actions that intimidate staff, artists or audiences
- Damage or risk to artworks, buildings or equipment
- Unauthorised banners, flags or demonstrations within auditoria or galleries
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Permitted and restricted areas
Permitted (subject to safety assessment):
- Public external areas
- Foyers or shared public spaces where access and safety are maintained
Restricted:
- Auditoria during performances
- Exhibition spaces where artworks / displays may be at risk
- Backstage, dressing rooms, offices, plant rooms
- Any area designated by security or duty management
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Roles and responsibilities
Front of House and Visitor Services
- Monitor activity and report concerns
- Do not engage in debate or negotiation
Duty Manager / Senior Manager
- Assess risk and determine response
- Authorise any intervention or escalation
Security
- Manage access and safety
- Liaise with police where necessary
Senior Leadership
- Oversee decision-making
- Approve public statements
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Escalation and response
Responses may include:
- Verbal request to cease or relocate activity
- Temporary suspension of access
- Removal of items or individuals
- Involvement of police or emergency services
We will contact emergency services only where there is a safety risk or unlawful activity or if there is a credible threat to the organisation and its people, criminal damage or serious disruption.
All actions must be documented. Our records will record areas such as:
- Date / time
- Incident summary
- Actions taken and by whom
- Safety considerations
- Communications issued
- Follow-up actions (support, review)
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Staff and artist / curator welfare
The organisation will:
- Prioritise staff and artist / curator safety
- Provide support following incidents
- Ensure that no individual is required to manage protest alone
Where children or vulnerable adults are present, safeguarding considerations take priority and the safeguarding lead must be informed where appropriate. Insert named safeguarding lead here.
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Communications
All public statements regarding protest will be coordinated through the Communications team and will be consistent with ensuring public benefit and trust.
Staff and artists should not make public statements on behalf of the organisation unless authorised.
The organisation should inform the sponsor or donor about any protest or risk of protest at the earliest opportunity.
Concerns about how this policy has been applied can be raised via (complaints email / process). We will respond within (x) working days.
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Review and governance
This policy is approved by the Board and reviewed every year, or following any significant incident.
The board receives a quarterly summary of incidents and learning (even if “none”).
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Approval and implementation
This policy has been approved by the Board of trustees of (OrganisationName) and is effective from (Date). All staff, volunteers, and trustees are expected to adhere to this policy.
Signed: (Chair ofthe Board oftrustees)
Date:
Revised and Updated:
Creating a Protest Management Policy for small-scale and grass-roots cultural organisations
For smaller-scale and grassroots cultural organisations or non-registered charities, the following framework is suggested to support organisations to create a Protest Management Policy.
The template can be adapted for your organisational context, including the likelihood and risks of protest and to cover different scenarios as they may occur.
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Why this policy exists
We respect people’s rightto express views and protest peacefully.
This policy helps us keep people safe and ensures our work can continue without disruption or harm.
We do not permit actions that disrupt performances, endanger people, or compromise the safety of artworks / displays, staff, artists, curators or audiences.
The organisation protects artistic / curatorial independence. Sponsors, partners and third parties do not determine artistic / curatorial content. Protest management decisions are separate from programming decisions.
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Where this policy applies
This policy applies to:
- Our venue or workspace
- Performances, rehearsals and events
- Staff, freelancers, artists, curators, volunteers and visitors
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What we support
We support:
- Peaceful protest
- Lawful expression of views
- Respectful disagreement
The policy is implemented in accordance with relevant law, including health and safety duties, safeguarding responsibilities, and equality obligations.
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What we cannot allow
We do not allow:
- Disruption of performances or workshops
- Actions that make people feel unsafe
- Damage or risk to people, equipment or artworks / displays
- Entry into non-public areas
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If a protest happens
Step 1: Pause and assess
- Is anyone unsafe?
- Is the activity peaceful or disruptive?
Where children or vulnerable adults are present, safeguarding considerations take priority and the safeguarding lead must be informed where appropriate. Insert named safe-guarding lead here.
Step 2: Refer to the policy
- Calmly explain boundaries if needed
- Ask people to move to a safe / public area if appropriate
Step 3: Escalate if necessary
- Contact the designated lead (Artistic Director / Producer / Chair)
- Call security or emergency services only if safety is at risk or if there is unlawful activity
No staff member is expected to manage a protest alone
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Who decides
- Day-to-day decisions:Director / Producer
- Serious risk or reputational issues: Chair + one trustee
All significant incidents will be recorded in an incident log.
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Communication
We aim to be calm, respectful and factual. Only the designated lead will speak publicly on behalf of the organisation.
Concerns about how this policy has been applied can be raised via (complaints email / process). We will respond within (x) working days.
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Values statement
We believe in dialogue and freedom of expression, but we also have a duty of care to our community, artists / curators and audiences.
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Review
This policy will be reviewed every year, or after any major incident.
The board / leadership receives an annual summary ofincidents and learning (even if “none”).
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Approval and Implementation
This policy has been approved by the Board of trustees of (OrganisationName) and is effective from (Date). All staff, volunteers, and trustees are expected to adhere to this policy.
Signed: (Chair of the Board of trustees or designated leadership member)
Date:
Revised and Updated: