The NUJ Code of Conduct sets out ethical and professional standards for journalists, emphasizing media freedom, accuracy, fairness, and protection of sources. 

 

We at Leicester Media are proud members of NUJ and agree and work within the following rules:

 

1.  At all times upholds and defends the principle of media freedom, the right of freedom of expression and the right of the public to be informed.

​

2.  Strives to ensure that information disseminated is honestly conveyed, accurate and fair.

​

3.  Does her/his utmost to correct harmful inaccuracies.

​

4.  Differentiates between fact and opinion.

​

5.  Obtains material by honest, straightforward and open means, with the exception of investigations that are both overwhelmingly in the public interest and which involve evidence that cannot be obtained by straightforward means.

​

6.  Does nothing to intrude into anybody’s private life, grief or distress unless justified by overriding consideration of the public interest.

​

7.  Protects the identity of sources who supply information in confidence and material gathered in the course of her/his work.

​

8.  Resists threats or any other inducements to influence, distort or suppress information and takes no unfair personal advantage of information gained in the course of her/his duties before the information is public knowledge.

​

9.  Produces no material likely to lead to hatred or discrimination on the grounds of a person’s age, gender, race, colour, creed, legal status, disability, marital status, or sexual orientation.

​

10. Does not by way of statement, voice or appearance endorse by advertisement any commercial product or service save for the promotion of her/his own work or of the medium by which she/he is employed.

​

11.  A journalist shall normally seek the consent of an appropriate adult when interviewing or photographing a child for a story about her/his welfare.

​

12.  Avoids plagiarism.

​

​

The union will support journalists who act according to the code. The union believes any journalist has the right to refuse an assignment or be identified as the author of editorial that would break the letter or spirit of the code of conduct.

​

​

​

​​​​

Diverse Voices and Teams

​

Inclusiveness is at the heart of thinking and acting as journalists. The complex issues we face as a society require respect for different viewpoints. Race, class, generation, gender, and geography all affect point of view.

 

Reflecting these differences in our reporting leads to better nuanced stories and a better-informed community.

​

Across our output as a whole, we must be inclusive, reflecting a breadth and diversity of opinion.

 

We must be fair and open-minded when examining the evidence and weighting material facts.

 

We must give due weight to the many and diverse areas of an argument.

​

​

1. Purpose And Scope We are committed to providing equal opportunities and promoting a workplace that is inclusive, respectful and free from unlawful discrimination, harassment and victimisation. This policy applies to all employees, workers, contractors, volunteers, agency staff and job applicants.  It covers all aspects of employment, including recruitment, terms and conditions, pay, training, promotion, conduct and dismissal.

 

2. Our Legal Duties We comply with the Equality Act 2010. We do not tolerate discrimination based on protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex and sexual orientation. We also comply with all relevant data protection and health and safety laws.

 

3. Standards Of Behaviour All Staff must treat others with dignity and respect. We do not tolerate: • Direct or indirect discrimination; • Harassment (including unwanted conduct related to a protected characteristic) and sexual harassment; or • Victimisation (treating someone badly because they raised or supported a complaint). Managers have a duty to lead by example, address issues promptly and implement reasonable adjustments where appropriate.

 

4. Recruitment, Pay And Progression We recruit, develop and reward people based on merit. Job adverts and selection criteria will be objective and relevant to the role. We will not ask inappropriate questions about protected characteristics. Pay, training and progression decisions will be made fairly and transparently.

 

5. Reasonable Adjustments We will consider and implement reasonable adjustments for disabled applicants and employees to remove or reduce disadvantages. Staff are encouraged to inform of any needs so we can work together on appropriate solutions.

 

6. Reporting Concerns If you experience or witness conduct that may breach this policy, you are encouraged to raise it. You can: • Speak to your line manager; or • Contact . We aim to address issues promptly, fairly and, as far as possible, confidentially. You will not suffer any disadvantage for raising a genuine concern.

 

7. Investigations And Outcomes Concerns may be handled informally or formally. Formal concerns will be investigated in line with our investigation and disciplinary procedures. Where the policy has been breached, appropriate action will be taken, which may include training, mediation and/or disciplinary action up to dismissal.

 

8. Training And Monitoring We provide periodic equality, diversity and inclusion training to all Staff, with additional guidance for managers. We regularly review this policy and its effectiveness, including feedback, outcomes and relevant data, and make improvements where needed.

 

9. Data Protection And Privacy Any diversity information we collect will be limited to what is necessary and will be handled in line with data protection laws. Where we process special category data, we will rely on a lawful basis and an appropriate condition, ensure safeguards are in place and limit access to authorised personnel only. For details, see our privacy information or contact .

 

10. Review This policy will be reviewed at least annually and updated to reflect legal or organisational changes. Approved by: 05/2026: Next Review Due: 05/2030

​

​

​​No AI-Generated Content

​

While AI tools may be used as research and drafting aids, submissions that are clearly

AI-generated without meaningful human editorial input — commonly known as "AI slop" — will be rejected.

​

All published work must reflect genuine human judgement, analysis, and editorial voice.

​

We at Leicester Media will sometimes use AI-Generated voice overs on our news reports to make the content more accessible.

 

 

​​