Open Letter to the Classical Music Community

January 6, 2026

To all lovers of music, supporters of the Vancouver Symphony Orchestra, Vancouverites, British Columbians, and the global classical music community:

For 107 years, the Vancouver Symphony Orchestra has been a cornerstone of artistic and cultural life in our city and province – bringing the world’s best to Vancouver and sharing our musicians’ artistry with audiences everywhere.

Recent events have prompted important reflection within our organization, with heightened concern across our field and serious questions about safety, accountability, and trust in artistic institutions. The fact that people are speaking openly reflects the importance of these issues not only to individuals, but to the future health of our community as a whole.

When a musician in our community suffers, and the integrity of our institution is called into question, we must take a hard and honest look at ourselves, our practices, and our responsibilities.

We acknowledge the pain experienced by violinist Esther Hwang arising from the confidentiality agreement entered into as part of the 2019 settlement agreement regarding events in 2017. Ms. Hwang has openly described the impact this has had on her, and we regret the suffering she has endured.

Confidentiality and Accountability

We have taken Ms. Hwang’s concerns extremely seriously, as we do with all allegations brought forward. We do not seek to diminish these allegations, nor did our predecessors. The initial assault allegations, all outside the workplace, were promptly and independently investigated, resulting in a settlement agreement between Ms. Hwang, the VSO, the Musicians’ Union, and the person against whom the allegations were made (who has not been employed by the VSO since 2019). The settlement included a confidentiality agreement (which has been referred to in the public as an NDA) and was the product of comprehensive negotiation, with each party making material contributions while represented by their own legal counsel.

Unfortunately, as a result of the confidentiality agreement, Ms. Hwang has felt silenced since that time. We acknowledge and regret the pain this has created.

We also acknowledge that things have changed since 2019 and we can change as well. In our effort to listen and learn we have reached out to several experts including the Can’t Buy My Silence campaign and look forward to learning more to further our understanding and inform our efforts at continuous improvement.

We also continue to listen to the perspectives shared by our musicians, staff, and broader community both publicly and privately. This is a welcome discussion, and the VSO is committed to evolving our processes.

Our Commitments

In light of this, and in response to Ms. Hwang’s experience, the VSO commits that we will not include confidentiality agreements in any future agreements involving sexual misconduct such as sexual assault and rape unless a one‑way confidentiality agreement is specifically requested by the complainant. We recognize there are other ways to safeguard a claimant’s desire for privacy and confidentiality if they so choose.

The VSO also has not taken, and does not intend to take, any steps to bring a claim against Ms. Hwang for the breaches of the confidentiality agreement.

At the same time, we know that many in our community want us to go further. Institutions like ours have a responsibility to listen carefully, but also to act in ways that are responsible, measured, and grounded in standards of good governance. For that reason, we cannot unilaterally change or waive a binding agreement from 2019, as doing so would pose real legal risks to the organization and its stakeholders. The Musicians’ Union has also not waived the confidentiality agreement.

Acknowledging the constraints we face is not an attempt to avoid accountability or create harm. It is a demonstration of how institutions are required to seek a responsible balance when past events, ongoing legal obligations, and present expectations intersect. We welcome continued dialogue within the boundaries of our existing legal agreements, and are making firm commitments on how we will address issues which may be presented in the future.

Recent Actions and Clarifications

We also acknowledge that our recent decision to issue a legal ‘cease and desist’ letter has generated questions and concerns, and we recognize how this has been perceived by Ms. Hwang. We did so because current VSO employees (not the person against whom the assault allegations were made) have been publicly identified with unproven allegations, including those that have been found to be unsubstantiated by independent investigation. As stewards of this institution, we have a responsibility to protect the organization and its people from statements or actions that may be inaccurate or misleading. We welcome open and honest communication about our culture and practices through appropriate channels and are grateful to those who have already done so.

We also wish to clarify two related points:

• There has never been any restriction on speaking to the police about these allegations. The VSO has encouraged this step and will unreservedly facilitate and participate in any such investigation.

• An external investigation, undertaken by a leading firm, found that there was no retaliation against Ms. Hwang by anyone at the VSO, and that our procedures for evaluating and engaging Extra musicians were followed appropriately.

Workplace Culture and Continuous Improvement

We are using the current moment to further strengthen our commitment to a safe, respectful, and inclusive workplace. Over the past several years, we have taken concrete steps, including:

• Increasing diversity within our orchestra, staff, and Board – our orchestra is now more than 40% women, our staff is approximately 60% women, and our Board and key committees reflect diverse representation including from racialized backgrounds, the 2SLGBTQ+ community and a variety of age groups

• Hiring our first full-time Human Resources Director

• Appointing Respectful Workplace Officers across the organization

• Implementing mandatory respectful workplace training twice per year

• Regularly updating our employee handbook to reflect best practices

• Ensuring ongoing Board oversight of our organizational culture and HR practices

We know that policies alone do not create trust – it is built through consistent action, transparency, and accountability over time, and we are committed to using this ongoing dialogue to better meet the expectations of our people. Our priority will continue to be supporting our musicians and staff, and responding thoughtfully and responsibly to concerns.

Looking Ahead

We are proud of our orchestra and the artistry it brings to Vancouver and British Columbia. Artistry thrives in an environment where concerns can be raised and addressed in good faith, where musicians are honoured, and where decisions reflect our shared values. Our musicians inspire audiences and set a standard for excellence, and as an organization we are determined to lead not only in music, but in integrity and conduct.

Thank you for your continued engagement and commitment to our shared community. This recent dialogue is an opportunity to ensure that the VSO continues to earn the trust placed in it by artists, audiences, and the wider community.

Sincerely,

The Board of Directors of the Vancouver Symphony Society
and Angela Elster, President & CEO Vancouver Symphony Orchestra