The South London Press is a member of IPSO, the Independent Press Standards Organisation – the independent regulator for the newspaper and magazine industry in the UK. It holds newspapers and magazines to account for their actions, protects individual rights, upholds high standards of journalism and helps to maintain freedom of expression for the press.
IPSO upholds the Editors’ Code of Conduct: https://www.ipso.co.uk/editors-code-of-practice/
We also have our own code of conduct, which is outlined below:
SOUTH LONDON PRESS CODE OF CONDUCT
If readers have any queries or complaints, they should contact the news editor firstname.lastname@example.org
The reputation of our brands is based on the editorial independence, integrity and high journalistic standards of our output.
In addition to our code of conduct, staff must adhere to the general law and any other external regulations as required by the Editors’ Code of Practice and including official social media channels (Twitter, Facebook etc).
Breaking rules can sometimes be justified to detect or expose crime or impropriety, protecting the security of the general public and preventing people and communities from being misled. Reporters must discuss what is appropriate with their manager. Undercover investigations should always seek prior approval from the head of content.
Reporters must also keep up-to-date on the law and raise all possible legal issues with managers.
Reporters should always identify who they work for when asked, unless there are public interest reasons for not doing so. They must not intimidate or harass individuals nor engage in persistent physical pursuit. If asked to stop questioning, contacting, emailing, tweeting, filming or photographing someone they must do so. They must not approach children under 16 or at school without the consent of parents and the school authorities.
Any potentially critical or damaging reference must be put to the subject before publication. This ensures that the subject is given the opportunity to point out any errors in a story as well as to comment on it.
Reporters should where possible make detailed notes or other contemporaneous records of conversations in case they have to be produced as evidence in court.
Anyone engaging in any form of deception for journalistic purposes should discuss this with their manager.
Embargoes and confidentiality agreements should be complied with.
All substantial material and quotes should be attributed correctly (ie. by author and/or the publication). Reporters should exercise caution if quoting someone anonymously.
Reporting suicide should avoid excessive detail about the method used. The utmost care should be taken to avoid identifying the victim of rape or sex abuse.
Care should be taken over all addresses; medical information; and private emails. Industry guidelines do not permit any public interest justification for intruding into a person’s grief. Images of dead bodies should be avoided.
Individuals must not be photographed or filmed in places where they have a ‘reasonable expectation of privacy’ If material is in the public domain, that may over-ride the usual privacy protections. A person’s right to privacy is not automatically lost simply because material about them has circulated online.
After a complaint, reporters should not make any response on their own initiative, without the express approval of the head of content, who is responsible to ensure inaccuracies are corrected.
Equality & Diversity
The South London Press is committed to equality and diversity and monitors its performance in recruitment, promotion and termination of employment, bearing all groups in mind [disability, gender, sexuality, ethnicity, age, religious belief/faith, sexual orientation].
In its coverage and recruitment, the company opposes stereotyping, prejudice, marginalisation, unjust discrimination, racism, exploitation and oppression.
The company values difference and inclusiveness. All staff and readers are important contributors. This means providing a voice for under-represented groups; championing social justice; and ensuring all staff work to their fullest potential for the company.