Policies

PSEAH Policy

Last updated July 17, 2026

BLVD Magazine is committed to maintaining a safe, respectful, and dignified environment across the newsroom, on assignment, and in every collaboration. This Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH) sets out the standards of conduct, responsibilities, reporting channels, and remedial measures that protect everyone connected to BLVD's editorial and business work from sexual violence and misconduct.

Section 1. Policy Objectives

1.1. General Commitment: BLVD Magazine (BLVD) denounces all forms of sexual harassment in any employment, training, or editorial environment. This is in line with the State policy to give highest priority to the enactment of measures that protect and enhance the right of all the people to human dignity. 1.2. Additional Commitment: In line with its mission to produce bold, honest, and inclusive storytelling that reflects the diverse voices and lived experiences of its readers and communities, BLVD is committed to fostering a creative and professional environment — in the newsroom, on assignment, and in every collaboration — that does not tolerate sexual violence, misconduct, abuse of power, and other similar acts. BLVD recognizes that trust between its editorial staff and the people who share their stories, images, and perspectives is central to its editorial integrity, and it holds all its people, collaborators, and interview or profile subjects to the same standard of respect and safety.

Section 2. Scope

BLVD's PSEAH Policy applies to all BLVD employees, editorial staff, directors, investors, and collaborators (entities or individuals who have entered into partnerships or agreements with BLVD), including but not limited to: • Writers and journalists; • Photographers and visual artists; • Interview subjects and profile subjects; and • Freelance contributors. The purpose for this broad coverage is to ensure that all individuals involved in BLVD's editorial and business dealings are afforded the same protection from sexual harassment as BLVD's staff and constituents.

Section 3. Guiding Principles

3.1. Zero-tolerance Policy for sexual exploitation, abuse, and harassment: BLVD's zero tolerance policy for sexual exploitation, sexual abuse, and sexual harassment applies not only to direct actions but also to indirect actions which worsen and/or encourage its commission. Likewise, BLVD also applies zero tolerance for inaction, or non-intervention, which furthers the commission of the sexual acts. 3.2. Gender Equality: With its goal of promoting gender equality, BLVD undertakes to improve its collective ability to recognize sexual harassment issues that may arise from power imbalances and other inequalities that pave the way for sexual violence and discrimination. This gender-sensitive approach allows BLVD to individualize every report and instance to cater to each person's experience and its surrounding factors.

Section 4. Definition

BLVD adopts the legal definitions of sexual exploitation, sexual abuse, and sexual harassment as defined by Philippine law. This allows BLVD to maintain a categorical view that is in line with the legal instruments of the country. 4.1. Sexual Abuse: Modifying the definition of Child Sexual Abuse in Sec. 3(b) of Republic Act 11930 to encompass adult perpetrators and victims, BLVD defines sexual abuse as "any form of communication through any platform or format, or any physical interaction between [two persons] when the [victim] is being used for any act or activity inducing sexual stimulation or for the purpose of sexual gratification or in pursuit of the desire to have carnal knowledge of the [victim], regardless of the gender of the perpetrator or the victim, or the consent of the victim." 4.2. Sexual Exploitation: Modifying the definition of Child Sexual Exploitation in Sec. 3(d) of Republic Act 11930 to encompass adult perpetrators and victims, BLVD defines sexual exploitation as any of the following acts even if consent appears to have been granted: 4.2.1. For Consideration: Sexual abuse with consideration whether monetary or nonmonetary favor or benefit in exchange for the opportunity to perform such abusive or exploitative act; 4.2.2. Fraud: Employing fraud, machination, undue influence, intimidation, threat or deception by any person to commit sexual abuse of or sexual intercourse; 4.2.3. Similar Acts: Any other similar or analogous acts to the foregoing. 4.3. Sexual Harassment: BLVD follows sexual harassment as it is defined in RA 7877. Under RA 7877, sexual harassment in the work, education, or training environment is "committed by an employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor, or any person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted or not by the object of said act."

Section 5. Responsibilities

Every BLVD employee and constituent of BLVD has the responsibility to ensure that no one feels uncomfortable or unsafe because of their behavior, actions, and imputations in order to create a respectful and safe environment. In line with this, BLVD personnel and constituents are mandated to: 5.1. Familiarization: Familiarize themselves with BLVD's PSEAH Policy. 5.2. Reasonable Efforts: Stick to reasonable efforts that foster a safe environment free from any form of sexual abuse, sexual exploitation, and sexual harassment. 5.3. Timely Reporting: Report and timely raise any concern regarding the possibility of sexual violence, whether actual or imminent, in the context of their work, their assignments, or their organization dealings. 5.4. Confidentiality: Hold information regarding any PSEAH violation with utmost confidentiality. 5.5. Cooperation: Coordinate with the investigation of complaints whenever so required. 5.6. Prevention: BLVD is also committed to the prevention of sexual exploitation, sexual abuse, and sexual harassment; hence, BLVD further mandates its personnel and constituents to: 5.6.1. Awareness of Power Dynamics: Maintain self-awareness and acknowledge power dynamics at play within working relationships. 5.6.2. Risk Management: Recognize the risk factors associated with sexual abuse, sexual exploitation, and sexual harassment. 5.6.3. Commitment to Integrity: Actively discourage the underestimation of sexual violence and related acts. 5.6.4. Communication: Keep in touch with each other by creating channels to openly talk about problematic behavior in the workplace.

Section 6. Reporting, Investigation and Data Privacy

The reporting of any suspected case of actions, whether direct or indirect, and inactions that reflect sexual exploitation, sexual abuse, or sexual harassment must be reported directly to the Human Resource (HR) Manager of BLVD. However, if it is the HR Manager who is presumed to be responsible for any act that is imputed to be abusive, harmful, or exploitative, then the report shall instead be made to the Executive Director, who shall appoint an interim HR Manager to investigate the matter with no prejudice to the accused. The interim HR Manager has the power to arbitrate and investigate correlative matters involving the supposed act specifically related to the pending case of the identified HR Manager. 6.1. Survivor-centered Approach: When investigating reports and responding to sexual violence, BLVD will adopt a survivor-centered approach in which we afford the survivor of the sexual assault with control over the decision-making process. However, this may be superseded if it appears that the survivor wishes to let BLVD handle the process, or when so required by relevant Filipino authorities which include, but are not limited to, the Philippine National Police, and Judicial or Quasi-judicial agencies, among others. 6.2. Data Privacy: All written reports and verbal imputations regarding suspected sexual harassment, sexual abuse, or sexual exploitation are strictly confidential and shall be endorsed only to the HR Manager or interim HR Manager, as the case may be. Unless permission of the persons involved is obtained, or for legal purposes when the documents are subject to criminal, civil, and/or administrative proceedings in the Philippines, the records must be circulated only to the HR Manager or interim HR Manager. This confidentiality shall be kept securely away from public access.

Section 7. Remedial Action

As a testament to BLVD's commitment to a zero tolerance approach to sexual harassment, sexual abuse, and sexual exploitation, the person/s reported to have engaged in any of such untoward acts shall be immediately placed in preventive suspension. To comply with the right of employees to security of tenure, BLVD members who, after a result of thorough investigation and proper adjudication/hearing of the parties involved, are found to be in violation of BLVD's PSEAH policy, may be subject to dismissal or termination on the basis of just cause under Art. 282 of the Labor Code, particularly for serious misconduct. If the sexual offender is not BLVD personnel, the remedy is to terminate the engagement with the entity/individual, as the case may be.

Section 8. Training and Awareness

BLVD is committed to regularly monitoring and frequently evaluating all existing employees of BLVD to ensure that their commitment to this PSEAH policy is maintained at the highest level possible. This will include the daily supervision of employees and freelance contributors, all while maintaining open lines of communication between and among employees of BLVD. This also includes the regular training of employees with regard to PSEAH concerns through symposiums, workshops, and meetings.

Legal References

1. Sec. 1, Article XIII of the 1987 Constitution. 2. Republic Act No. 11930, an act punishing online sexual abuse or exploitation of children, penalizing the production, distribution, possession and access of child sexual abuse or exploitation materials. 3. Republic Act No. 7877, the Anti-Sexual Harassment Act of 1995. 4. Labor Code of the Philippines, as amended.

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