Getting the balance right: gender equality in journalism; 2009 - Fokus

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Formal ProcedureAt any time, whether or not informal action has been taken, anindividual who feels they have been harassed or bullied in a way thatbreaches this policy can raise the matter directly with their editorialmanager or Head of Department. This can be done verbally or inwriting. A written complaint should detail the nature of the complaintincluding dates and incidents and whether there were any witnesses.The company and the union will make every effort to ensure thatcomplete confidentiality will be observed by everyone involved whilethe complaint is investigated.An independent investigation will be carried out by an editorialexecutive/Human Resources representative. A timetable will be agreedand the executive/Human Resources representative will conductinterviews with the individual making the complaint and the allegedharasser(s). If the individual has requested the assistance of the unionrepresentative , he or she will be kept informed of all the stages in theprocess may provide help, support and representation, as required.The investigation will be carried out in an independent and objectivemanner with respect for the rights of both the person making thecomplaint and the alleged perpetrator(s).The complainant and the alleged harasser(s) will have the rightto be represented by a union official at all interviews. The allegedharasser(s) will be given full details of the nature of the complaint,and will be given the opportunity to respond. Every effort will bemade to ensure that meetings are conducted sensitively.Strict confidentiality will be maintained throughout the investigationand where it is necessary to interview witnesses, the importance ofconfidentiality will be emphasised.At the completion of the investigation, a report will be prepared whichwill include the nature and details of the complaint, the response of thealleged harasser(s), the results of the investigation and the conclusion. Acopy will be sent to both the complainant and the alleged harasser(s).44 GENDER EQUALITY IN JOURNALISM
If the report concludes that harassment/bullying did take place, theharasser(s) will be subject to formal disciplinary procedure. If the useof this procedure is not felt appropriate, the company may insist ontraining, counselling and/or a period of monitoring and appraisal. Ifthe period of appraisal is not satisfactory, the disciplinary proceduremay be invoked.AppealThe right to appeal the decision will be covered using the appropriateprocedure, or, if either party feels that the manager’s handling ofthe matter has been inappropriate they may appeal, in writing, tothe appropriate manager within seven days of being informed of theoutcome of the investigation. The appeal will be heard by at least twosenior managers. Those appealing will be entitled to be accompaniedto such an appeal by a union representative or work colleague.Statutory RightsNothing in this procedure can overrule an employee’s statutory rights.Frivolous or fictitious claimsAnyone found to be making a frivolous, fictitious or vexatious claimwill be subject to disciplinary procedures.Implementation and monitoringIndividual managers are responsible for ensuring that this policyis applied within their own area. Management will undertake toprovide training on the issue of bullying and harassment and thecontents of this policy to all managers and will ensure that all staffare made aware of the consequences of inappropriate behaviouras outlined in this policy. All staff will be made aware of theirresponsibility to ensure that the working environment is free fromharassment/bullying.The Human Resources Department will monitor this policy to ensurethat it remains effective.GENDER EQUALITY IN JOURNALISM45
Page 2 and 3: Publisher information: Internationa
Page 4 and 5: FOREWORDThe designation of gender e
Page 6 and 7: PREFACEOne of the greatest challeng
Page 8 and 9: “[Gender equality] does not mean
Page 10 and 11: Journalism is no exception. Inside
Page 12 and 13: While statistics show that more and
Page 14 and 15: High stress levels, bullying andhar
Page 16 and 17: from poor work practice can go unad
Page 18 and 19: AVOIDING SEXUAL ABUSE OF WOMEN REPO
Page 20 and 21: Sarah Rainsford reporting for the B
Page 22 and 23: The GMMP says that womenare more li
Page 24 and 25: (A good check is to ask yourself if
Page 26 and 27: IFJ Guidelines for reportingon viol
Page 28 and 29: Fariba Khani, Social Desk Reporter,
Page 30 and 31: Women in journalists’ unions (IFJ
Page 32 and 33: Learn about women rights that exist
Page 34 and 35: join a union if women issues are ta
Page 36 and 37: GENDER MAINSTREAMING“Mainstreamin
Page 38 and 39: Push for gender equality provisions
Page 40 and 41: Camerawoman at the 1 st Congress of
Page 42 and 43: Who Makes the News?Global Media Mon
Page 44 and 45: http://www.ilo.org/ilolex/english/c
Page 46 and 47: International Federation of Journal
Page 48 and 49: Institute for the Advancement of ab
Page 50 and 51: Harassment may be characterised as:
Page 54 and 55: ANNEXE BIFJ GENDER POLICIESPASSED A
Page 56 and 57: with employers; consultation rights
Page 58 and 59: to make it a top priority of the IF

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