MUSIC TOURS consist of entertainment experts in the fields of performance, lighting, sound, video, trucking, security, staging, promotion and more. These experts are employed by the ARTIST or individual VENDORS to service & support the tour, traveling to and working in multiple cities.

The nature of how a TOUR is assembled has systematically prevented a central human resource department.

JOSE, lighting technician: “You think the music business is liberal and open, but on tour there are a lot of people from different eras and walks of life. I am Mexican and gay. Between the two, I heard a lot of “jokes” at my expense. I do great work. Why should it matter who I am or where I come from?”

SANDRA, background vocalist: “Of course when the artist was around, everyone was on their best behavior. But one of the guys on my bus always made comments about my body, my clothes or my looks. I just wanted to wake up and work like the rest of the team.”

There is no system-wide protocol for training against discrimination or harassment.

Even though…..

a tour may consist of over 100 people,

Even though…

most tour members work together 24 hours a day and live together on a 40’ x 9’ bus,

Even though…

all tour personnel are given specific guidelines on what they can and cannot post on social media from ‘behind the scenes’….

The matter of how we treat each other is handled with a handbook and a silent signature.

We can do better.


An artist sets the tone of his/her tour. So we begin by asking the artist to take a courageous stand for change. Each SAFETOUR artist agrees to address tour personnel on the importance of creating a work environment and tour culture free from discrimination and harassment. The artist makes it clear that harassment and discrimination will not be tolerated on her/his tour.

The artist sits with her/his tour team for a two-hour anti-harassment and discrimination training course.


SAFETOUR has developed a two-hour certified training program specifically designed to the educate touring community on harassment and discrimination. It spells out illegal activity and dives into the nuances of tour culture. Tour personnel will be required to participate in the two-hour class. The course will be provided by the tour at no cost to the employee and employees will be be paid for their time.

Employees who complete the training and submit surveys will hold a certificate that is transferable to other tours and businesses. Our hope is that SAFETOUR CERTIFIED becomes the industry standard.


SAFETOUR seeks to raise awareness and change the tour culture. It’s going to take time and we have to increase our knowledge of what issues exist to know how best to facilitate them. Our first year of compliance is two-fold:

DATA. There are a lot of opinions about what goes on, on the road. But there is little to no data. We ask each person participating in the program to fill out three surveys per tour year. The data will be collected through SafeTour, maintained and analyzed with the help of Coalition members and Entertainment Health Services.

MANAGEMENT TRAINING. For each vendor and each artist tour, we will train 2 managers in a follow up training, one manager from the in-town team and tour manager. This training will take place separately from the main tour and will give management skills to receive complaints and tools to deal with them internally.


Widespread change requires all of us to be brave together. Each artist and management team who embark on this journey need to be willing to have tough conversations. It may require removing repeat offenders.

We are not creating liability by shining a light on it. These liabilities exist and are a threat to our livelihood and character. SAFETOUR is a first step toward change.


  • In 2018, nearly 27,000 charges alleging harassment were filed with the EEOC.
  • Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law.
  • An employment discrimination case can take 2 to 3 years, or longer, to reach a suitable resolution.
  • A representative study of 1,214 closed claims reported by small to medium-sized enterprises (SMEs) with fewer than 500 employees showed that 24% of employment charges resulted in defense and settlement costs averaging a total of $160,000. On average, those matters took 318 days to resolve.
  • Many states are enacting laws requiring employers to conduct annual anti-sexual harassment training. A new law in California requires employers with at least FIVE workers to provide sexual-harassment-prevention training for all employees. Previously, only businesses with 50 or more employees had to provide this instruction—and only to managers. More states are sure to follow.


The goal and purpose of the SafeTour Coalition is to create and ensure a safe and civil work environment for all members of the entertainment touring community, regardless of race, gender, sexual orientation or other bias.


SAFE TOUR is operated by veteran touring professionals and artist managers. We’re here to help make your next tour the best experience it can be for your entire crew.