In a world where power is often misused – with governments, institutions, and individuals either abusing their authority or exploiting identity politics to manipulate the notion of victimhood (such as in cases of gender identity and specific political identities) – we at coculture, the organisation I founded and led, along with my Studio, recognise the critical need for introspection in our personal and professional practices.
We should always aim to ensure a safe and accountable work environment where immunity to misconduct by anyone is non-existent. At the same time, prevent targeting individuals based on lies, personal revenge, and fake claims. Therefore, we developed a new whistleblower in addition to our existing Code of Conduct. This policy offers a cost-free legal avenue for any individual or organisation to confidentially discuss or report any work-related issues or concerns, whether they are past, present, or anticipated in the future.
Enhancing our commitment to safety, particularly for women, we have appointed a highly respected feminist with a Master's in Gender Studies to oversee this policy. Specialising in global gender equity, particularly in conflict zones, her academic work extends into intersectional feminist research. Salma, based in Germany and affiliated with a feminist non-profit NGO, brings a depth of knowledge in gender equity and a strong dedication to social justice, making her an ideal representative for this role.
The coculture organisation encourages reporting suspected unlawful behaviour and conduct that violates organisational policies or accepted ethical standards. Reportable misconduct includes but is not limited to discrimination and harassment, theft and fraud, unauthorised taking of organisation property or fraudulent financial reporting, unethical Behavior, and inappropriate interactions in a workplace setting, such as abuse, bullying, intimidation, etc.
Any concerns or reports about illegal and dishonest activities can be directed to our board member, Salma Karim. If any accusations are levied against a board member, they will be recused from the deliberations on that particular matter. An independent external party will handle the investigation in scenarios where multiple board members or the entire board is implicated. To encourage reporting, the identity of the whistleblower will remain confidential.