PSEAH Guidelines

1. Purpose

These Guidelines establish the commitments, responsibilities, and practical measures required to implement Zamaneh Media’s Policy on Protection from Sexual Exploitation, Abuse and Harassment (PSEAH) as part of its Code of Conduct.

The Guidelines apply to all persons working for or representing Zamaneh Media and establish minimum standards to prevent, identify, report, and respond to sexual exploitation, abuse and harassment in all areas of the organization’s work.

As an independent media foundation committed to human rights, freedom of expression, gender equality and dignity, Zamaneh Media maintains a zero-tolerance approach to sexual exploitation, abuse and harassment.

2. Organizational Commitments

Zamaneh Media is committed to:

Supporting survivors, complainants, witnesses, whistleblowers and others affected by sexual exploitation, abuse or harassment through confidential, accessible and survivor-centred procedures.
Promoting a respectful, inclusive and safe working environment in which every individual is treated with dignity and respect, regardless of gender, gender identity, sexual orientation, ethnicity, religion, disability, age, nationality or employment status.
Ensuring strong organizational accountability through leadership, transparent procedures and consistent implementation of this policy.
Preventing abuses of power and safeguarding individuals who may be placed in vulnerable situations through employment, journalism, partnerships, events or digital engagement.
Embedding protection from sexual exploitation, abuse and harassment into recruitment, editorial work, organizational management and partnership agreements.
Continuously reviewing and strengthening organizational procedures and accountability mechanisms.

3. Implementation Measures

3.1 Organizational Risk Assessment

The organization shall periodically assess risks relating to sexual exploitation, abuse and harassment across all areas of its work.

Assessments should consider:

workplace culture;
organizational power dynamics;
remote and hybrid working arrangements;
editorial assignments and field reporting;
travel and events;
relationships with freelancers and consultants;
partnerships;
applicable legal frameworks;
availability of local survivor support services.

Risk assessments shall be reviewed annually and whenever significant organizational changes occur.

3.2 Reporting and Complaint Mechanisms

Zamaneh Media shall maintain confidential, safe and accessible reporting mechanisms.

Reporting mechanisms should:

provide more than one reporting channel;
include confidential reporting to designated safeguarding personnel;
allow written, verbal and anonymous reporting where legally appropriate;
protect complainants, witnesses and whistleblowers from retaliation;
ensure complaints are handled promptly, impartially and confidentially.

Information regarding reporting procedures shall be made available to all employees, freelancers, consultants, volunteers and partner organizations.

3.3 Survivor Support

Individuals affected by sexual exploitation, abuse or harassment shall have access to appropriate support.

Support may include:

confidential guidance;
psychosocial support;
legal information;
referral to specialist support organizations;
reasonable workplace accommodations where appropriate.

The safety, dignity, confidentiality and informed choices of survivors shall guide every stage of the response process.

3.4 Recruitment

Recruitment and contracting procedures shall contribute to preventing sexual misconduct.

Recruitment processes should include:

reference checks where appropriate;
discussion of professional conduct during interviews;
acknowledgement of the Code of Conduct before appointment;
acceptance of the PSEAH Policy as a condition of employment or engagement.

Performance reviews shall include adherence to the Code of Conduct.

3.5 Partnerships

Zamaneh Media expects partner organizations, contractors, consultants, freelancers and grant recipients to uphold standards equivalent to this policy.

Partnership agreements shall:

include reference to the Code of Conduct and the PSEAH Policy;
require compliance with these standards;
establish reporting expectations;
permit corrective action or termination where serious violations occur.

3.6 Editorial and Digital Safeguarding

As a media organization, Zamaneh Media recognizes that editorial activities and digital engagement may create specific safeguarding risks.

The organization shall promote safe, respectful and professional conduct in all editorial and digital environments, including interactions with colleagues, contributors, interviewees, sources, audiences and partner organizations.

Editorial and digital safeguarding measures include:

maintaining professional boundaries in relationships established through journalistic work;
minimizing power imbalances when working with vulnerable sources, contributors and community members;
conducting interviews and field reporting in ways that prioritize safety, dignity and informed consent;
ensuring digital communications remain respectful and free from harassment, coercion or exploitation;
protecting confidential information and personal data in accordance with organizational policies;
responding promptly to incidents of online harassment, cyberbullying, stalking or other forms of technology-facilitated abuse connected to Zamaneh Media’s work;
considering safeguarding risks when producing, publishing or moderating editorial content and online discussions.

The organization shall encourage a culture in which concerns relating to editorial or digital conduct can be raised safely and addressed promptly.

4. Roles and Responsibilities

All Personnel

Every employee, editor, manager, volunteer, intern, consultant, freelancer and contractor is responsible for:

complying with the Code of Conduct and this Policy;
treating others with dignity and respect;
refraining from any form of sexual exploitation, abuse or harassment;
reporting concerns or suspected misconduct;
cooperating with organizational procedures and investigations.

Managers and Editors

Managers and editors are responsible for:

fostering a respectful and safe organizational culture;
responding promptly and appropriately to concerns;
preventing retaliation against complainants and witnesses;
modelling appropriate professional behaviour;
ensuring recruitment and supervision follow these Guidelines.

Designated Safeguarding Officer

The designated safeguarding officer shall:

provide confidential information and guidance;
receive reports of misconduct;
coordinate referrals and survivor support where appropriate;
oversee implementation of reporting procedures;
monitor compliance with these Guidelines;
recommend improvements to organizational safeguarding practices.

Executive Director

The Executive Director is responsible for:

ensuring implementation of these Guidelines across the organization;
allocating appropriate resources for implementation;
ensuring allegations are addressed fairly, promptly and confidentially;
taking appropriate disciplinary action where misconduct is substantiated;
ensuring periodic review and continuous improvement of safeguarding measures.

5. Scope of Application

These Guidelines apply to:

employees;
editors;
freelance journalists;
correspondents;
interns;
volunteers;
consultants;
contractors;
trainers and facilitators;
partner organizations;
grant recipients;
any individual representing Zamaneh Media.

These Guidelines apply to conduct occurring:

within organizational offices;
while working remotely;
during field reporting;
during travel;
at meetings, workshops and conferences;
during editorial production;
through email, messaging applications and digital communication platforms;
on organizational social media platforms;
during any activity undertaken on behalf of Zamaneh Media.

6. Monitoring and Review

Implementation of these Guidelines shall be monitored on a regular basis.

The organization shall:

review reporting mechanisms annually;
evaluate safeguarding procedures;
assess organizational risks;
monitor implementation by managers;
review compliance by partner organizations;
update these Guidelines periodically to reflect evolving good practice and applicable legal requirements.

7. Breaches

Failure to comply with these Guidelines or the Code of Conduct may result in disciplinary measures, including:

corrective action;
formal warnings;
suspension;
termination of employment, contracts or partnership agreements;
referral to competent authorities where required by law.

8. Guiding Principles

Implementation of this Policy shall be guided by the following principles:

Zero tolerance for sexual exploitation, abuse and harassment.
Survivor-centred and trauma-informed responses.
Confidentiality and respect for privacy.
Fairness and procedural integrity.
Protection against retaliation.
Organizational accountability.
Respect for human rights, equality and dignity.
Continuous learning and organizational improvement.