Updated Sept 2025

Our Commitment

Prison Journalism Project (PJP) is committed to providing a safe, respectful, and supportive workplace for all employees, contractors, volunteers, and board members. We expect all members of our community to treat each other with dignity, professionalism, and fairness.

This policy applies to all work-related settings and activities, including PJP offices, events, online platforms, and any space where work-related interactions occur. It also applies to how PJP staff, contractors, and board members treat our writers and the communities we serve. Writers should be engaged with respect, professionalism, and without discrimination, harassment, or exploitation.

Compliance with this policy is a condition of employment, engagement, or service with PJP. Contractors and vendors must follow this policy as part of their agreement with PJP.

Standards of Conduct

  • Respect and Dignity: Treat every individual with courtesy and fairness.
  • Professional Behavior: Avoid harassment, discrimination, intimidation, retaliation, or abuse of power in any form.
  • Equity and Inclusion: Foster a workplace culture that values diversity and ensures equal opportunity.
  • Respect for Writers and Communities: All staff, contractors, and board members must uphold these standards in their interactions with PJP’s writers and the communities we serve.
  • Professional Representation: Employees, contractors, and board members are expected to represent PJP respectfully in all professional contexts, including interactions with external partners, donors, writers, and the public. Conduct that damages PJP’s reputation, undermines working relationships, or disrespects colleagues or writers—whether inside or outside the organization—may be subject to this policy.
  • Accountability: Each person is responsible for maintaining a respectful environment.

Examples of inappropriate behavior include, but are not limited to: unwanted physical contact, offensive jokes or slurs, bullying, exclusionary behavior, retaliation for reporting concerns, or misuse of authority.

Liability and Consequences

Harassment, discrimination, retaliation, or other misconduct are strictly prohibited. Prison Journalism Project may be held legally responsible if it fails to address such conduct, and individuals who engage in prohibited behavior may face disciplinary action up to and including termination of employment or removal from their role. In some cases, individuals may also be personally liable under applicable law.

Reporting a Workplace Concern or Incident

We encourage all employees to raise workplace concerns, including incidents of unethical conduct, harassment, abuse of power, discrimination, retaliation, or other inappropriate behavior by any member of the organization, including board members.

No employee will be treated adversely for making a report in good faith or for participating in the resolution process.

Step 1: Informal Resolution (Optional)

Whenever appropriate, individuals are encouraged to address concerns directly with the person involved. This step is not required—especially if the concern involves harassment, discrimination, retaliation, or a power imbalance.

Step 2: Formal Complaint Submission

If informal resolution is not appropriate or does not resolve the concern, you may submit a formal complaint in writing within 15 days of the incident. Timely reporting helps ensure details are accurate and allows for an effective response. Reports made outside this timeframe will still be reviewed in good faith when possible.

Your written report should include:

  • Date(s) of the incident(s)
  • Names of individuals involved
  • Description of the concern or misconduct
  • Desired resolution or outcome (if applicable)

Submit to:

  • CEO and COO – if the concern involves a staff member, contractor, or volunteer.
  • Board Chair and Designated Ethics Officer (Shaheen Pasha) – if the concern involves the CEO.
  • Designated Ethics Officer and CEO – if the concern involves a board member or board chair.

Step 3: Review and Response

The appropriate recipient(s) will:

  • Acknowledge receipt within 10 business days, unless more time is required.
  • Share the concern with the Executive Leadership Team (for staff, contractor, or volunteer matters) or the Board Executive Committee (for CEO or board matters).
  • Make a recommendation for resolution to the appropriate leadership body.

A final response will be provided once the review is complete.

This procedure will be reviewed annually by the Executive Committee and updated as needed.

Responsibility for Implementation

  • Employees, Contractors, and Volunteers: Uphold these standards and report concerns promptly.
  • Supervisors and Managers: Model respectful conduct and take action when concerns are raised.
  • Board of Directors and Executive Leadership: Ensure accountability and enforce this policy consistently.

Policies