Large portions of this guide are based on the New York Times Guidelines on Integrity to avoid reinventing the wheel.


We engage with readers on the truth. That is to say, we speak our results and accept valid critique, but do not need to both-sides issues, simper to bad faith engagements or deal in good faith with trolls. We correct our mistakes as soon as we become aware of them and make sure our corrections are a matter of record.

We engage with sources in the same manner. Watchdog staff should always disclose their identity to people they cover (whether face to face or otherwise), though they need not always announce their status as journalists when seeking information normally available to the public. Staff members may not pose as police officers, lawyers, business people or anyone else when they are working as journalists. (As happens on rare occasions, when seeking to enter countries that bar journalists, correspondents may take cover from vagueness and identify themselves as traveling on business or as tourists).

Sexual Harassment

Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Examples of conduct or behaviour which constitute sexual harassment include, but are not limited to:

Physical conduct

  1. Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
  2. Physical violence, including sexual assault
  3. The use of job-related threats or rewards to solicit sexual favors

Verbal conduct

  1. Unwelcome comments on a worker’s appearance, age, private life, etc.
  2. Sexual comments, stories and jokes
  3. Sexual advances
  4. Repeated and unwanted social invitations for dates or physical intimacy
  5. Insults or condescending or paternalistic remarks based on the sex of the worker
  6. Sending sexually explicit messages (by phone or by email)

Non-verbal conduct

  1. Display of sexually explicit or suggestive material