Media Outlet L’Orient-Le Jour Date of first publication 21/11/2024 Date of Latest Change 21/11/2024
16. Professionalism in the Media Outlet
16.1. Recruitment and Training
There shall be professional guidelines for the recruitment and training of editorial staff. This includes responsibilities for implementing diversity policy and staff welfare. Recruitment policy, (use of open competition etc.) and staff welfare principles should be publicly available.
Do you have guidelines for the recruitment and training of editorial staff?
YesDo those guidelines contain a diversity policy?
YesDo those guidelines cover staff welfare?
YesIf you want to publish additional information, please provide it here.
We have adopted the Inclusiveness and Participation Guidelines attached to this application
Are they publicly available?
YesWhat is the URL?
https://today.lorientlejour.com/article/1290711/the-editorial-charter-of-the-lorient-le-jour-group.html
16.2. Working Conditions, Contract Policy and Labour Relations
Journalistic principles and practice should be supported by the organisational environment including protection for journalistic integrity through adherence to labour laws and regulations, transparency of contract policy and freedom to organise. The duration or nature of the contract should not inhibit a journalist from operating in an ethical manner and the organisation structure should protect that principle.
Do the regulations and guidelines for the employment of staff and engagement of contract journalists protect their editorial independence?
YesIf you want to publish additional information, please provide it here.
Editorial independence is clearly stated in our Editorial Charter as well as in all our guidelines and practices
Are your employees (including freelance) covered by legal contracts and insurance?
YesDoes your staff have the freedom to organise?
YesDo you have an existing structure for social dialogue including a collective bargaining arrangement with appropriate trade unions?
N/AAre there guidelines for contracts of engagement with freelance journalists?
YesDo these guidelines ensure the ability of freelancers to adhere to the editorial principles?
Yes16.3. Staff Welfare
Responsibility for the welfare of staff and those contracted on a freelance basis should be an important part of a Media Outlet’s role. Organisational Editorial Guidelines should be protective against any form of discrimination and supportive of equality of opportunity. It should ensure safety at work and in the working environment (including remote and online) and have guidelines, which support staff who have been exposed to material of a sensitive or upsetting nature or have suffered physical or psychological harm in the course of their work.
Does your Media Outlet's rules and procedures protect against discrimination in the workplace?
YesIf you want to publish additional information, please provide it here.
Inclusiveness & Participation Guidelines
General Principles
Our approach is inclusiveness and participation. It is based on the values of mutual respect of the worth, integrity and dignity of individuals, and on the rejection of all forms of violence in solving conflicts. It is based on the ethics of care, justice, transparency and honesty, accountability of the network to its members and vice versa. The organisation recognises the efforts and the contributions of all individuals and organisations in the common work towards strengthening our organisational functioning and ethical values, in order to be truthful on the way to achieving our vision.
The organisation is guided in its work by the following main principles:
1. Integrity: All members act with honesty, personal and professional integrity and openness in their dealings with beneficiaries and partners. The organisation promotes a working culture that values mutual respect and care for each other’s integrity. No abuse, threats and/or manipulations are tolerated. The organisation is committed to constantly work for revealing and dismantling those attitudes, language and practices.
2. Transparency and openness: The organisation recognises that it is under constant development and improvement of its functioning. It promotes an environment of transparency and openness in communication. It strives to provide information to all members concerning not only activities, but management and governance. It strives in the spirit of openness to discuss with the concerned bodies goals, directions, and internal structures. All reports - financial, organisational, and/or program reports are accessible to members through meetings.
3. Fighting racism and all forms of intolerance and exclusion: The organisation is committed to constantly work for identifying, revealing and dismantling those attitudes and practices.
4. Ethical Funding, donations and gifts, partnerships: The organisation aims to work with and accept funding, donations and gifts only from groups that are not organised on practices and attitudes based on racism, sexism, and other forms of oppression. Priority will be given to organisations and institutions that have practices that are more consistent with our goals.
5. Principle of non-discrimination: The members of the organisation may not engage directly or be part of any activity that discriminates based on age; gender; ethnicity; national origin; religion; belief, sexual orientation; disability; health conditions; marital, domestic, or parental status, gender identity and gender expression; or any other applicable basis prescribed by national laws or international resolutions and conventions.
6. Zero tolerance for personal threats and insults: Personal threats and insults are not acceptable under these guidelines. If a member engages with direct or indirect insults and threats, she/ he may be asked to leave the organisation.
7. Zero tolerance for harassment: The organisation’s members may not engage in harassment of any person. Harassment occurs “when someone’s actions or words, based on the relevant grounds (e.g., gender, origin, sexuality, etc), are hurting and/or violate another person’s dignity and integrity or create a work environment that is intimidating, hostile, degrading, humiliating, or aggressive”.
8. Accountability: We will work to provide all necessary requirements to activate internal accountability and community accountability associated with programs and projects.
General Principles
Our approach is inclusiveness and participation. It is based on the values of mutual respect of the worth, integrity and dignity of individuals, and on the rejection of all forms of violence in solving conflicts. It is based on the ethics of care, justice, transparency and honesty, accountability of the network to its members and vice versa. The organisation recognises the efforts and the contributions of all individuals and organisations in the common work towards strengthening our organisational functioning and ethical values, in order to be truthful on the way to achieving our vision.
The organisation is guided in its work by the following main principles:
1. Integrity: All members act with honesty, personal and professional integrity and openness in their dealings with beneficiaries and partners. The organisation promotes a working culture that values mutual respect and care for each other’s integrity. No abuse, threats and/or manipulations are tolerated. The organisation is committed to constantly work for revealing and dismantling those attitudes, language and practices.
2. Transparency and openness: The organisation recognises that it is under constant development and improvement of its functioning. It promotes an environment of transparency and openness in communication. It strives to provide information to all members concerning not only activities, but management and governance. It strives in the spirit of openness to discuss with the concerned bodies goals, directions, and internal structures. All reports - financial, organisational, and/or program reports are accessible to members through meetings.
3. Fighting racism and all forms of intolerance and exclusion: The organisation is committed to constantly work for identifying, revealing and dismantling those attitudes and practices.
4. Ethical Funding, donations and gifts, partnerships: The organisation aims to work with and accept funding, donations and gifts only from groups that are not organised on practices and attitudes based on racism, sexism, and other forms of oppression. Priority will be given to organisations and institutions that have practices that are more consistent with our goals.
5. Principle of non-discrimination: The members of the organisation may not engage directly or be part of any activity that discriminates based on age; gender; ethnicity; national origin; religion; belief, sexual orientation; disability; health conditions; marital, domestic, or parental status, gender identity and gender expression; or any other applicable basis prescribed by national laws or international resolutions and conventions.
6. Zero tolerance for personal threats and insults: Personal threats and insults are not acceptable under these guidelines. If a member engages with direct or indirect insults and threats, she/ he may be asked to leave the organisation.
7. Zero tolerance for harassment: The organisation’s members may not engage in harassment of any person. Harassment occurs “when someone’s actions or words, based on the relevant grounds (e.g., gender, origin, sexuality, etc), are hurting and/or violate another person’s dignity and integrity or create a work environment that is intimidating, hostile, degrading, humiliating, or aggressive”.
8. Accountability: We will work to provide all necessary requirements to activate internal accountability and community accountability associated with programs and projects.
Does your Media Outlet's rules and procedures support equality of opportunity?
YesIf you want to publish additional information, please provide it here.
Inclusiveness & Participation Guidelines
General Principles
Our approach is inclusiveness and participation. It is based on the values of mutual respect of the worth, integrity and dignity of individuals, and on the rejection of all forms of violence in solving conflicts. It is based on the ethics of care, justice, transparency and honesty, accountability of the network to its members and vice versa. The organisation recognises the efforts and the contributions of all individuals and organisations in the common work towards strengthening our organisational functioning and ethical values, in order to be truthful on the way to achieving our vision.
The organisation is guided in its work by the following main principles:
1. Integrity: All members act with honesty, personal and professional integrity and openness in their dealings with beneficiaries and partners. The organisation promotes a working culture that values mutual respect and care for each other’s integrity. No abuse, threats and/or manipulations are tolerated. The organisation is committed to constantly work for revealing and dismantling those attitudes, language and practices.
2. Transparency and openness: The organisation recognises that it is under constant development and improvement of its functioning. It promotes an environment of transparency and openness in communication. It strives to provide information to all members concerning not only activities, but management and governance. It strives in the spirit of openness to discuss with the concerned bodies goals, directions, and internal structures. All reports - financial, organisational, and/or program reports are accessible to members through meetings.
3. Fighting racism and all forms of intolerance and exclusion: The organisation is committed to constantly work for identifying, revealing and dismantling those attitudes and practices.
4. Ethical Funding, donations and gifts, partnerships: The organisation aims to work with and accept funding, donations and gifts only from groups that are not organised on practices and attitudes based on racism, sexism, and other forms of oppression. Priority will be given to organisations and institutions that have practices that are more consistent with our goals.
5. Principle of non-discrimination: The members of the organisation may not engage directly or be part of any activity that discriminates based on age; gender; ethnicity; national origin; religion; belief, sexual orientation; disability; health conditions; marital, domestic, or parental status, gender identity and gender expression; or any other applicable basis prescribed by national laws or international resolutions and conventions.
6. Zero tolerance for personal threats and insults: Personal threats and insults are not acceptable under these guidelines. If a member engages with direct or indirect insults and threats, she/ he may be asked to leave the organisation.
7. Zero tolerance for harassment: The organisation’s members may not engage in harassment of any person. Harassment occurs “when someone’s actions or words, based on the relevant grounds (e.g., gender, origin, sexuality, etc), are hurting and/or violate another person’s dignity and integrity or create a work environment that is intimidating, hostile, degrading, humiliating, or aggressive”.
8. Accountability: We will work to provide all necessary requirements to activate internal accountability and community accountability associated with programs and projects.
General Principles
Our approach is inclusiveness and participation. It is based on the values of mutual respect of the worth, integrity and dignity of individuals, and on the rejection of all forms of violence in solving conflicts. It is based on the ethics of care, justice, transparency and honesty, accountability of the network to its members and vice versa. The organisation recognises the efforts and the contributions of all individuals and organisations in the common work towards strengthening our organisational functioning and ethical values, in order to be truthful on the way to achieving our vision.
The organisation is guided in its work by the following main principles:
1. Integrity: All members act with honesty, personal and professional integrity and openness in their dealings with beneficiaries and partners. The organisation promotes a working culture that values mutual respect and care for each other’s integrity. No abuse, threats and/or manipulations are tolerated. The organisation is committed to constantly work for revealing and dismantling those attitudes, language and practices.
2. Transparency and openness: The organisation recognises that it is under constant development and improvement of its functioning. It promotes an environment of transparency and openness in communication. It strives to provide information to all members concerning not only activities, but management and governance. It strives in the spirit of openness to discuss with the concerned bodies goals, directions, and internal structures. All reports - financial, organisational, and/or program reports are accessible to members through meetings.
3. Fighting racism and all forms of intolerance and exclusion: The organisation is committed to constantly work for identifying, revealing and dismantling those attitudes and practices.
4. Ethical Funding, donations and gifts, partnerships: The organisation aims to work with and accept funding, donations and gifts only from groups that are not organised on practices and attitudes based on racism, sexism, and other forms of oppression. Priority will be given to organisations and institutions that have practices that are more consistent with our goals.
5. Principle of non-discrimination: The members of the organisation may not engage directly or be part of any activity that discriminates based on age; gender; ethnicity; national origin; religion; belief, sexual orientation; disability; health conditions; marital, domestic, or parental status, gender identity and gender expression; or any other applicable basis prescribed by national laws or international resolutions and conventions.
6. Zero tolerance for personal threats and insults: Personal threats and insults are not acceptable under these guidelines. If a member engages with direct or indirect insults and threats, she/ he may be asked to leave the organisation.
7. Zero tolerance for harassment: The organisation’s members may not engage in harassment of any person. Harassment occurs “when someone’s actions or words, based on the relevant grounds (e.g., gender, origin, sexuality, etc), are hurting and/or violate another person’s dignity and integrity or create a work environment that is intimidating, hostile, degrading, humiliating, or aggressive”.
8. Accountability: We will work to provide all necessary requirements to activate internal accountability and community accountability associated with programs and projects.
Does your Media Outlet have a safety at work policy, which includes specific protection for journalists working in hostile environments?
YesIf you want to publish additional information, please provide it here.
L’Orient-Le Jour / L’Orient Today: safety procedures
Safety as a Primary Concern
Our Media Outlet prioritizes the safety of all staff, contributors, and owners, encompassing both physical and digital security measures. Ensuring a secure working environment and protecting the privacy of those working in or with our organization is essential to our operations, especially for personnel deployed in hostile or high-risk environments.
Disclosure of Sensitive Information
When it comes to disclosing staff or contributor details, we balance transparency with safety considerations. If revealing full contact details or other sensitive information could pose a risk, we may withhold certain information or use pseudonyms to protect identities. This practice is never misused to avoid transparency; rather, it is strictly applied to safeguard individuals in hostile or sensitive reporting environments.
Staff safety at the office
To ensure the health and safety of staff we equip our office with:
• Fire extinguishers
• Security cameras
• Fire alarms
• First-aid kits
Medical Insurance
We also ensure our staff members are covered by medical insurance with our organization covering 50% of the premium
Staff safety on the field
Security Protocol for Hostile Environment Operations
This document outlines procedures to ensure the safety and protection of our team working in hostile environments. Our organization is committed to providing risk assessments, protective gear, training, and secure communication channels for all personnel.
1. Security Management and Oversight
• Security Committee: A dedicated security committee established on WhatsApp, regularly discusses security matters, monitors the situation in Lebanon, and coordinates responses. The committee includes editorial leadership, security advisers, and field team representatives.
• Security Partner Support: A contracted security firm (Vallaris Consulting) provides 24/7 risk assessment, intelligence, and on-ground support. This includes advising on deployments and continuous monitoring of assignments.
2. Pre-Deployment Requirements and Approvals
• Risk Assessment Protocol: All assignments in hostile areas require a risk assessment conducted by security advisers in collaboration and approval from the editors-in-chief. No deployment proceeds without explicit approval from both.
• Authorization Process:
• Reporters must seek approval from the editors-in-chief, who then coordinate with security advisers.
• Deployment Briefing: Prior to deployment, reporters complete a “5Ws” briefing (Who, What, When, Where, Why) outlining mission details and risks.
• Upon approval, a dedicated communication group (WhatsApp) is established for real-time coordination.
• Route and Evacuation Planning: Security advisers plan alternative travel routes and exit strategies. Reporters are briefed on these plans before departure.
3. Field Safety and Preparedness
• Personal Protective Equipment:
• Field equipment includes ballistic helmets, bulletproof vests, gas masks, protective goggles, trauma kits, and tourniquets.
• Equipment is stored in a secured location and is regularly inventoried to ensure availability.
• Emergency Medical Supplies: The office stores first-aid kits and additional trauma kits.
• Transport Arrangements:
• Rental vehicles are secured for field assignments to avoid personal vehicle use. Rentals are selected based on assignment risks and conditions.
War Insurance Coverage
Comprehensive war hazard insurance: Insurance for Group - acquired through our contacts with RSF), is activated for all personnel assigned to high-risk areas. The cover is in two sections: section one covers Accidental death, while section two covers accident medical expenses including medical emergency recovery plus repatriation home when required.
4. Communication and Connectivity
• Reliable Communication Channels:
• A satellite antenna and extra internet dongles are available to ensure connectivity in the event of network disruption.
• External power banks and designated smartphones are provided for field communication, especially when operating in high-risk zones.
• Real-Time Tracking:
• Staff must enable live location sharing on secure platforms (e.g., Live360) during assignments, allowing security to monitor positions and respond to emergencies.
• Communication Protocols:
• A WhatsApp group is set up for each assignment, linking field teams with senior staff and security advisers for real-time updates.
• Regular check-ins are mandatory. If communication lapses, the security team is alerted to follow up immediately.
5. Training and Safety Drills
• First Aid Training:
• All staff must complete a first-aid training program led by certified providers, such as the Lebanese Red Cross, covering essential emergency response techniques.
• Hostile Environment Training (HEFAT):
• Field reporters are required to undergo Hostile Environment and First Aid Training (HEFAT) to prepare for extreme conditions and risks. Training is offered twice a year, and all field staff are prioritized for enrollment.
6. Contingency and Emergency Protocols
• Alternative Office and Safe Zones:
• Alternative office locations have been identified and we are monitoring the situation to prepare for the eventuality of an escalated war
• Evacuation Procedures:
• Security advisers provide detailed evacuation routes and procedures based on current conditions. These routes are reviewed before every assignment and adjusted as necessary.
7. Ongoing Equipment and Resource Management
• Equipment Inventory and Procurement:
• Security regularly assesses and updates field equipment based on evolving needs. Equipment is inventoried after each assignment to identify replacements or additions.
• Ongoing review of security resources, communication devices, medical supplies, and protective gear ensures readiness for immediate deployment.
Review and Updates
This security protocol is reviewed quarterly and updated as necessary based on emerging threats and changes in our operational landscape.
Safety as a Primary Concern
Our Media Outlet prioritizes the safety of all staff, contributors, and owners, encompassing both physical and digital security measures. Ensuring a secure working environment and protecting the privacy of those working in or with our organization is essential to our operations, especially for personnel deployed in hostile or high-risk environments.
Disclosure of Sensitive Information
When it comes to disclosing staff or contributor details, we balance transparency with safety considerations. If revealing full contact details or other sensitive information could pose a risk, we may withhold certain information or use pseudonyms to protect identities. This practice is never misused to avoid transparency; rather, it is strictly applied to safeguard individuals in hostile or sensitive reporting environments.
Staff safety at the office
To ensure the health and safety of staff we equip our office with:
• Fire extinguishers
• Security cameras
• Fire alarms
• First-aid kits
Medical Insurance
We also ensure our staff members are covered by medical insurance with our organization covering 50% of the premium
Staff safety on the field
Security Protocol for Hostile Environment Operations
This document outlines procedures to ensure the safety and protection of our team working in hostile environments. Our organization is committed to providing risk assessments, protective gear, training, and secure communication channels for all personnel.
1. Security Management and Oversight
• Security Committee: A dedicated security committee established on WhatsApp, regularly discusses security matters, monitors the situation in Lebanon, and coordinates responses. The committee includes editorial leadership, security advisers, and field team representatives.
• Security Partner Support: A contracted security firm (Vallaris Consulting) provides 24/7 risk assessment, intelligence, and on-ground support. This includes advising on deployments and continuous monitoring of assignments.
2. Pre-Deployment Requirements and Approvals
• Risk Assessment Protocol: All assignments in hostile areas require a risk assessment conducted by security advisers in collaboration and approval from the editors-in-chief. No deployment proceeds without explicit approval from both.
• Authorization Process:
• Reporters must seek approval from the editors-in-chief, who then coordinate with security advisers.
• Deployment Briefing: Prior to deployment, reporters complete a “5Ws” briefing (Who, What, When, Where, Why) outlining mission details and risks.
• Upon approval, a dedicated communication group (WhatsApp) is established for real-time coordination.
• Route and Evacuation Planning: Security advisers plan alternative travel routes and exit strategies. Reporters are briefed on these plans before departure.
3. Field Safety and Preparedness
• Personal Protective Equipment:
• Field equipment includes ballistic helmets, bulletproof vests, gas masks, protective goggles, trauma kits, and tourniquets.
• Equipment is stored in a secured location and is regularly inventoried to ensure availability.
• Emergency Medical Supplies: The office stores first-aid kits and additional trauma kits.
• Transport Arrangements:
• Rental vehicles are secured for field assignments to avoid personal vehicle use. Rentals are selected based on assignment risks and conditions.
War Insurance Coverage
Comprehensive war hazard insurance: Insurance for Group - acquired through our contacts with RSF), is activated for all personnel assigned to high-risk areas. The cover is in two sections: section one covers Accidental death, while section two covers accident medical expenses including medical emergency recovery plus repatriation home when required.
4. Communication and Connectivity
• Reliable Communication Channels:
• A satellite antenna and extra internet dongles are available to ensure connectivity in the event of network disruption.
• External power banks and designated smartphones are provided for field communication, especially when operating in high-risk zones.
• Real-Time Tracking:
• Staff must enable live location sharing on secure platforms (e.g., Live360) during assignments, allowing security to monitor positions and respond to emergencies.
• Communication Protocols:
• A WhatsApp group is set up for each assignment, linking field teams with senior staff and security advisers for real-time updates.
• Regular check-ins are mandatory. If communication lapses, the security team is alerted to follow up immediately.
5. Training and Safety Drills
• First Aid Training:
• All staff must complete a first-aid training program led by certified providers, such as the Lebanese Red Cross, covering essential emergency response techniques.
• Hostile Environment Training (HEFAT):
• Field reporters are required to undergo Hostile Environment and First Aid Training (HEFAT) to prepare for extreme conditions and risks. Training is offered twice a year, and all field staff are prioritized for enrollment.
6. Contingency and Emergency Protocols
• Alternative Office and Safe Zones:
• Alternative office locations have been identified and we are monitoring the situation to prepare for the eventuality of an escalated war
• Evacuation Procedures:
• Security advisers provide detailed evacuation routes and procedures based on current conditions. These routes are reviewed before every assignment and adjusted as necessary.
7. Ongoing Equipment and Resource Management
• Equipment Inventory and Procurement:
• Security regularly assesses and updates field equipment based on evolving needs. Equipment is inventoried after each assignment to identify replacements or additions.
• Ongoing review of security resources, communication devices, medical supplies, and protective gear ensures readiness for immediate deployment.
Review and Updates
This security protocol is reviewed quarterly and updated as necessary based on emerging threats and changes in our operational landscape.