Code of Conduct

Condé Nast Code of Conduct: No Harassment or Discrimination

Everyone working on projects for Condé Nast should be treated with dignity and respect. All work done for Condé Nast must be performed in a professional manner, free of any form of discrimination or harassment. Any inappropriate conduct toward others, including but not limited to that based on an individual’s sex, race, colour, weight, body shape, size, religion, national origin, ancestry, age, marital or domestic-partnership status, disability, sexual orientation, or gender identity or expression, will not be tolerated. 


We expect that all companies and vendors working with Condé Nast have clearly communicated equal employment opportunity and anti-harassment policies. Condé Nast may request a copy of these policies.


Shoot Guidelines


Photo and video shoots must be professional environments. Any disrespectful or inappropriate conduct toward others, including but not limited to that based on an individual’s sex, race, colour, weight, body shape, size, religion, national origin, ancestry, age, marital or domestic-partnership status, disability, sexual orientation, or gender identity or expression, will not be tolerated. 


Every shoot performed for Condé Nast must adhere to the following guidelines:

  • All models must be at least 18 years old. Exceptions will be made for subjects appearing as themselves as part of a profile or news report. In the event a shoot calls for subjects younger than 18, a chaperone must be provided by the agency, and the agency must ensure compliance with any applicable labour laws, including child-labour laws.
  • All work performed during a photo or video shoot must be in compliance with applicable laws and regulations, including but not limited to labour, wage and hour, and immigration laws.
  • Photo shoot participants may not be under the influence of alcohol or illegal drugs (including unauthorised prescription drugs), and the consumption or use of alcohol and illegal drugs (including the misuse of prescription drugs) on the premises of a shoot is strictly prohibited.
  • A brief describing any nudity, sheer clothing, lingerie, swimwear, animals, simulated drug or alcohol use or sexually suggestive poses planned to be incorporated in a shoot will be distributed to all concerned parties and must be agreed to in advance by the subject of the images.  All attendees at the shoot will be notified of any planned nudity.
  • A private dressing space must be available to everyone appearing in a shoot.
  • If sheer clothing is to be included, appropriate undergarments must be provided unless otherwise agreed to in advance by the subject of the images.
  • Any concerns a subject has regarding the amount of skin exposure of wardrobe must be considered, and no subject should be pressured to expose themselves more than they feel comfortable.
  • While Condé Nast maintains control over creative and aesthetic decisions, any concerns of a subject, their agent or other representative should be given respectful consideration.
  • We recommend that a model should not be alone with a photographer, makeup artist or other contributor participating in a Condé Nast shoot.
  • Throughout the shoot, including any related travel, photographers and videographers may not shoot anyone engaged by or through Condé Nast other than as requested by Condé Nast.

All participants in a photo or video shoot must act professionally and refrain from harassment of any kind. Unacceptable conduct includes but is not limited to the following:

  • Sexual advances or propositions.
  • Any type of sexual activity or contact.
  • Any suggestion, direct or implied, that submission to or rejection of sexual advances will affect an individual’s ability to perform services for the shoot or any other Condé Nast project.
  • Display of pornographic or obscene material.
  • Offensive comments regarding a person’s sex, race, colour, weight, body shape, size, religion, national origin, ancestry, age, disability, sexual orientation, or gender identity or expression, including epithets and slurs.
  • Physical threats or assaults.

Anyone who has concerns about conduct occurring on a photo shoot may contact the Condé Nast contact listed on the call sheet for the shoot that has been provided and/or posted on-set.


January 2018


Code of Ethical Responsibility

"Ethics are a set of moral principles. Well-meaning people sometimes disagree on specific moral questions, but there is a universal understanding as to basic ethical principles: honesty, fairness and treating others with respect, among them. It is not enough to do business; we strive to do business in an ethical way. Everything we do should be able to stand the light of day. Working in an ethical way is better for the individual, for the organisation and for the external world which is impacted by the organisation's products and activities."


Jonathan Newhouse

Chairman and Chief Executive Condé Nast International


The Code of Ethical Responsibility is divided into two parts. The Code of Ethical Responsibility for the Company, outlining Condé Nast International's responsibilities and commitments as an organisation, and The Code of Ethical Responsibility for the Employees, setting forth their responsibilities. These are statements of principle. For additional details about how the principles are applied or if you want to discuss a possible breach of the Code, you should consult with your supervisor, the Human Resources department in your company or your company President.


You may also communicate by sending a message to where any issues will be treated with sensitivity and discretion.


Ethical Responsibilities of the Company


1. Respect for the Law

The company will respect the law in the countries and in the legal jurisdictions where it operates.


2. Honest and Ethical Business Conduct

The company will conduct its business in an honest, fair and ethical manner. This applies to its interaction with all those affected directly and indirectly by the company's activities, including: employees, customers, readers, users, advertisers, business partners, suppliers and external organisations and agencies.


3. Fairness to Employees

The company will treat its employees honestly, fairly and with respect and courtesy.


4. No Tolerance for Harassment

The company is committed to providing a workplace free of bullying and harassment, whether sexual harassment or any other type of abuse. Bullying and harassment will not be tolerated. Harassment may involve conduct of a sexual nature (sexual harassment). This can include any unwanted physical (e.g. touching), verbal (e.g. sexual remarks or propositions, suggesting the submission to or rejection of sexual advances will influence employment related decisions) or non-verbal conduct (e.g. unwelcome sexual advances or the display of pornographic or obscene material). The company will investigate any claims of harassment or abuse and will take remedial measures if necessary.


5. Equal Opportunities

The company will provide equal employment opportunities to employees and applicants without regard to race, colour, religion, age, gender, sexual orientation, disability national origin, marital status or any other characteristic which is protected by the laws and regulations to which Condé Nast International is subject.


6. A Safe Workplace

The company will maintain a safe workplace. All relevant health, safety, environmental and labour laws will be observed.


7. Employee Privacy

The company will respect the privacy and confidentiality of employees' personal information, acquiring and retaining only the data which is necessary for the effective operation of the company or for legal purposes.


8. Customer Data

Customer data will be employed correctly. The company will treat and use customer data in accordance with applicable laws and regulations and with accepted business practices. 


9 .No Tolerance for Corruption

Bribery, kickbacks and corrupt practices will not be tolerated on any level. Guidelines relating to the giving of gifts are set forth in the Anti-Bribery Compliance Policy, which is available on the Condé Nast International's intranet


10. Contribution to the Community

Condé Nast International will strive to make a positive contribution to the markets and communities which are served by its products and services.


11. Intern Policy

The policy of treating employees honestly and fairly, and in a respectful and courteous manner, applies also to interns. Working conditions and compensation for interns must conform to the laws and regulations of the country or community where they are interning.


Ethical Responsibilities of the Employee


1. Professional Responsibility

Employees shall carry out their professional responsibilities to the best of their abilities and making their best efforts.


2. Conflict of Interest

Employees should avoid situations where their personal interests could come into conflict with the interests of Condé Nast International. If a conflict of interest arises, then it should be discussed with management and an effort made to eliminate the conflict.


3. Improper Benefit

Employees should not use company property, information or their position in the organisation for personal gain.


4. Working a Second Job

 Working at a second job or for an external organisation -- including other media, advertisers or suppliers -- is not permitted without the permission of management, unless the country or local regulations prevent Condé Nast International from requiring such permission. In the latter case, the employee is expected to disclose the external job to company management.


5. Risk to Reputation

Employees should not take any action or behave in a way which brings harm to the reputation of Condé Nast International.


6. Gift Policy

A gift which comes to an employee of Condé Nast International is considered a gift to the company, not to the individual, with the exception of perishable goods like flowers and artisanal foods. Employees are forbidden from soliciting gifts. The management of the company shall decide upon the disposition of any gifts. Giving the gifts to charity or selling them in order to raise money for charitable cause is encouraged.


7. Professional Discounts

Some designers and retailers offer a discount to their professional associates, commonly called a "trade discount". Employees are permitted to accept a normal professional discount if it is offered, provided that it is not offered in order to obtain a business advantage or in exchange for favours or benefits. The discount must be offered openly, not secretly. An employee may not purchase an item using a trade discount with the intention of reselling it at a profit.


8. Journalistic Accuracy

Employees, especially journalists and editors, should make all reasonable efforts to ensure that information and content is reported honestly, accurately and fairly.


9. Respect for Property

Employees should protect company assets against theft, damage, carelessness, waste and misuse, and should respect the property of others.


10. Confidentiality

Employees should only share confidential information with other employees or authorised persons who have a legitimate need to receive it. "Confidential information" includes not only information which has been explicitly designated as confidential but also information which one can reasonably expect should be regarded as confidential. Company management can decide and direct an employee to share information when it is appropriate to do so. The instruction not to share confidential information applies to sharing information even with one's family and friends.


11. Electronic Communication

Employees must adhere to their company’s policy regarding electronic communication and online activity on company-controlled systems.


These codes are a guide to ethical behaviour by the company and by its employees. They should be regarded with seriousness and followed. These codes may not address every business, personal or ethical question which arises. When there is a question or doubt, the principles of honesty, fairness and respect for others can be considered a general underlying foundation for ethical policy.


January 2018 



A Statement from Condé Nast International and Condé Nast


Condé Nast is deeply concerned by the recently surfaced allegations of sexual harassment in our industry. There are no excuses for this type of behaviour; it is completely unacceptable. The company expects all employees, freelance contributors and others that Condé Nast retains to act appropriately and with the utmost personal and professional respect for each other, when working on behalf of the company and its brands, advertisers, and clients.


All employees, freelancers and independent contractors must understand the company’s expectations of appropriate behaviour and treatment of others. Condé Nast also expects the agencies that represent hired talent to develop, circulate and reinforce with their clients what is and is not acceptable behaviour in interacting with others, with particular emphasis on protecting people who are in vulnerable positions in their professional relationships. 


Condé Nast is committed to working with our colleagues and partners to help find solutions to the problem of all types of harassment in our industry. The company calls upon other like-minded publishers, relevant trade organisations and talent representatives to join us in this effort. To that end, we will be reaching out to the major agencies with whom the company does business to put such a program in motion.


Jonathan Newhouse, Chairman and CEO of Condé Nast International, and Bob Sauerberg, CEO of Condé Nast


October 2017


Condé Nast International Policy on Interns and Internships


1. The purpose of internships is to provide work experience and training to young people as part of their education.


2. Working conditions and compensation for interns must conform to the laws and regulations of the countries in which they are interning. Where applicable laws don’t specifically regulate internships, interns should be paid and treated fairly. All interns are recognised as part of Condé Nast staff during their internships.


3. The length of internship should not exceed six months except when part of a specific school programme.


4. Interns should work reasonable hours. They should not be asked or expected to work excessive overtime.


5. Interns can expect to do some routine office work. However, a significant portion of their work must consist of activity which contributes to their learning and development, and to their understanding of the media business. Where possible, a mentor will be assigned to coach an intern during the intern's placement at Condé Nast International.


6. Interns must always be treated with respect and courtesy.


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