Anti-Harassment, Anti-Discrimination and Safe Workplace Policy

General principles

Athar is committed to a professional, safe working environment grounded in human dignity, equality, mutual respect and equal opportunity. The platform categorically rejects all forms of harassment, discrimination, bullying, intimidation and abuse of power or influence.

Professional, responsible journalism can only thrive in a workplace that protects everyone involved in the editorial process — staff, collaborators, sources and partners. Athar commits to an environment that guarantees psychological and professional safety, enabling people to carry out their roles in the service of the public interest with independence, freedom, and without fear of abuse, discrimination, intimidation, retaliation or any form of harm.

This policy forms part of Athar's internal governance framework and complements the Professional and Ethical Code of Conduct, with the aim of fostering a culture of integrity, accountability and respect.

Athar adopts a zero-tolerance approach to:

• Harassment in all its forms — sexual, verbal, suggestive and digital.
• Bullying.
• Intimidation.
• Discrimination in all its forms.
• Abuse of power or influence.
• Any conduct that violates human dignity or creates a hostile or degrading work environment.

Athar commits to:

• Receiving all complaints in full confidentiality.
• Handling them promptly, fairly and independently.
• Protecting complainants and witnesses from any form of retaliation.
• Taking appropriate action against anyone found responsible for a violation.

Scope

This policy applies to everyone who works with, contributes to, or represents Athar in any capacity, including:

• Founders.
• Board members.
• Editorial leadership.
• Reporters.
• Editors.
• Researchers.
• Full-time and part-time staff.
• Interns.
• Volunteers.
• Sources.

It extends to all work-related activities, including:

• The workplace.
• In-person and virtual meetings.
• Conferences, seminars and events.
• Workshops.
• Fieldwork and assignments.
• Professional travel.
• Digital communication channels used for work.

Definitions

Sexual harassment: any unwelcome conduct of a sexual nature — physical, verbal, non-verbal or digital — that has the purpose or effect of violating a person's dignity, creating an intimidating, hostile or degrading work environment, or affecting employment opportunities or professional development. A single incident is sufficient to constitute harassment.

Examples of sexual harassment

Physical conduct includes unwanted touching, deliberate physical proximity, and any sexual assault.

Verbal conduct includes sexual comments or innuendo, offensive jokes, inappropriate questions about a person's private or sexual life, and inappropriate remarks about appearance or the body.

Non-verbal conduct includes sexual gestures, displaying unwanted material, images or clips, and inappropriate signals or behaviour.

Digital harassment: any conduct carried out through electronic means or platforms that involves sending, publishing, sharing, displaying or circulating messages, images, video, audio recordings or other content of a sexual nature or containing unwanted sexual innuendo — through any digital channel, including email, messaging apps, social media platforms, and any other website, platform, application or digital communication tool.

Work-related sexual exploitation: any conduct that exploits power, influence or position in the workplace to request, condition or obtain a sexual favour, or to link any professional right, benefit or decision — explicitly or implicitly — to such conduct. This includes decisions relating to employment, promotion, training, publication opportunities, assignments, benefits, contract renewal, performance evaluation, or any other professional opportunity.

Discrimination: any unfair or preferential treatment based on gender, gender identity, marital status, age, disability, religion or belief, origin, nationality, ethnicity, political opinion, or any ground unrelated to professional competence.

Bullying: any abusive, hostile or degrading conduct that undermines, intimidates, excludes or harms a person's psychological or professional wellbeing.

Intimidation: using power, influence or position to pressure, threaten or coerce someone into acts that violate the law, the platform's policies or professional standards.

Standards of conduct

All staff and collaborators commit to:

• Treating everyone with respect, without discrimination.
• Maintaining a safe and professional work environment.
• Refraining from any degrading or hostile behaviour.
• Not exploiting power or influence.
• Respecting privacy.
• Observing professional communication standards.
• Using digital tools responsibly.
• Upholding the reputation and professional principles of Athar.

Reporting and complaints

General principles

Athar provides safe, confidential channels for reporting any violation of this policy. All staff and collaborators can file complaints without fear of retaliation or professional harm. The platform handles all reports with impartiality and independence, respecting the rights of all parties and presuming good faith until an inquiry is concluded.

Who may report

• Any Athar employee or collaborator.
• Interns and volunteers.
• Consultants and service providers.
• Anyone who experiences or witnesses a violation during an activity connected to Athar.

Reporting channels

Complaints may be submitted through:

• The dedicated complaints email address.
• The complaints and suggestions telephone line.
• The responsible administrative officer.
• The editor-in-chief or their deputy.

There is no required format; written reports are preferred.

Contents of a complaint

A complaint should ideally include:

• A description of the incident.
• The date and location.
• The names of the parties involved.
• Witness names, if any.
• Any supporting documents or evidence.

No report will be dismissed for lack of information where there are grounds for an inquiry.

Investigation

Committee formation

Where an investigation is required, Athar forms an independent and impartial committee appropriate to the nature and sensitivity of each case. The committee consists, where possible, of a representative of the editorial leadership, a legal adviser, and an independent member with no connection to the parties involved. No member with a conflict of interest may participate.

Remit

The committee is responsible for reviewing the complaint, gathering evidence and information, interviewing the parties and witnesses, examining relevant documents and digital materials, and preparing a report with findings and recommendations.

Procedure

Investigations follow a defined process: recording the complaint in a confidential register, conducting an initial assessment, collecting information and evidence, conducting interviews, documenting all steps, and producing a final report. The committee is bound by impartiality, confidentiality and procedural fairness throughout.

Protection of reporters

Athar prohibits any retaliatory action against a person who files a report or participates in an investigation. This includes threats, harassment, discrimination, professional harm, and exclusion from opportunities without justification. Retaliation is treated as an independent violation subject to its own disciplinary process.

Interim measures

During an investigation, Athar may take interim measures to protect the parties involved. These may include:

• Adjusting work arrangements.
• Changing supervisory structures.
• Regulating contact between the parties.
• Any other appropriate precautionary step.
• Temporary suspension from duties.

These measures are not a prejudgement of any party.

Outcomes and disciplinary action

Once an investigation is concluded, the committee submits its report to the relevant authority for a decision. Where a violation is substantiated, the following actions may be taken:

• A verbal caution.
• A written warning.
• Mandatory training.
• Restriction of responsibilities.
• Termination of employment or collaboration.
• Referral to the competent authorities if the conduct constitutes a criminal offence — with the complainant's consent.

Record-keeping and policy review

All complaint and investigation files are kept in secure, confidential records accessible only to authorised personnel. Athar reviews this policy periodically to ensure it reflects best professional and human-rights practice.