Feel the Force Day is built on a simple principle: we do it for everyone, or we do not do it at all.
Inclusion is not an optional extra. It is fundamental to the purpose of the event. If any group is excluded, unsafe or marginalised, we have not achieved what we set out to do.
This policy sets out how we approach equality, diversity, inclusion and psychological safety across all areas of the event. It applies to visitors and attendees, volunteers, crew and contractors, traders and partners, guests and performers and event organisers.
1. Our Principle
We do it for everyone, or we do not do it at all.
We aim to create an event where everyone can attend safely and with dignity. Inclusion is treated as a core requirement in planning, delivery and behaviour expectations.
2. Legal Framework
We are committed to complying with the Equality Act 2010 and all relevant UK legislation relating to discrimination, harassment and victimisation.
Under the Equality Act 2010, protected characteristics include: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic origin), religion or belief, sex and sexual orientation.
Unlawful discrimination, harassment or victimisation on the basis of these characteristics will not be tolerated. Our ambition extends beyond minimum legal compliance.
3. What Inclusion Means at Feel the Force Day
Inclusion means that everyone can attend safely and with dignity, everyone can participate without fear of hostility or exclusion, accessibility is designed in rather than retrofitted, differences are respected, and barriers are identified early and addressed proportionately.
We recognise that equality is not achieved by identical treatment. It is achieved by fair treatment and reasonable adjustment.
As a small business, we may not be able to remove every barrier immediately. However, we commit to identifying barriers openly and working to reduce them wherever reasonably practicable.
4. Psychological Safety and a Learning Culture
We adopt a learning approach. Event access and safety depends on open reporting, non-punitive learning, clear escalation routes and continuous improvement. We apply the same principles to inclusion.
This means people are encouraged to raise concerns about inclusion, discrimination or barriers without fear of ridicule or retaliation. Mistakes can be acknowledged and corrected constructively. We focus on learning and improvement, not blame. Patterns and risks are reviewed and addressed.
Psychological safety means individuals feel able to speak up, challenge behaviour respectfully and report concerns without negative consequences for doing so. Inclusion improves when people can speak honestly.
5. Expected Standards of Behaviour
All participants are expected to treat others with dignity and respect, avoid discriminatory language or behaviour, respect personal boundaries, avoid assumptions about identity or ability, and escalate concerns appropriately.
Volunteers and crew have an enhanced responsibility to model inclusive behaviour and respond calmly to concerns.
Behaviour that undermines safety, dignity or inclusion may result in removal from the event.
6. Harassment and Discrimination
Harassment includes unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
This can include offensive comments or jokes, exclusion or marginalisation, online abuse connected to the event, inappropriate physical conduct, or persistent unwanted attention.
We take reports seriously. We also recognise that context matters. Concerns will be assessed proportionately, with a focus on safety, fairness and learning.
7. Accessibility and Reasonable Adjustments
We aim to design events that are accessible from the outset.
Where reasonably practicable, we will provide accessible information in advance, consider access needs in layout and planning, offer carer or support arrangements where applicable, and respond to individual requests for reasonable adjustments.
Where limitations exist (for example venue constraints), we will explain these transparently and consider alternative solutions.
For event safety and planning information, see: Health and Safety.
8. Speaking Up and Reporting
Anyone who experiences or witnesses discrimination, exclusion or inappropriate conduct should raise it through: a team lead, event control, or a designated senior organiser.
Reports will be handled with sensitivity and proportionality. Where possible, we will clarify facts, assess risk and impact, take appropriate action, and capture learning for future events.
Retaliation against someone who raises a concern is not acceptable.
9. Proportionate and Fair Response
As a small business, we operate with agility and judgement. Responses to concerns may include informal discussion, clarification of expectations, reallocation of roles, removal from the event, or restriction from future involvement.
Serious or unlawful behaviour may be escalated to relevant authorities.
We aim for responses that are proportionate, fair and protective of those affected.
10. Continuous Improvement
We recognise that inclusion is an ongoing process. After each event, we may review incidents or feedback relating to inclusion, identify patterns or systemic barriers, update policies or procedures, and improve briefings and volunteer training.
Feedback is not treated as criticism. It is treated as intelligence for improvement.
11. Responsibilities
Event organisers are responsible for promoting this policy, modelling inclusive leadership, ensuring volunteers understand expectations, acting on credible concerns, and reviewing and improving practice.
Volunteers and crew are responsible for following this policy, supporting an inclusive environment and raising concerns early.
Visitors are expected to behave respectfully and comply with event rules.
12. Acknowledgement
Volunteers, crew and registered participants may be required to confirm that they have read, understood and agree to follow this Equality, Diversity, Inclusion and Psychological Safety Policy before participating in an event.
Related policies and terms can be found here: Policies and Terms & Conditions.