Stalking of Journalists

Utilize a tech-team or consultant to inventory or rotate passwords, include or add two-factor authentication. Remove old posts that may garner harassment. Remove public information regarding family members. Assist journalists with security measures & ask about vulnerabilities & safety concerns (Glaser, 2022). Posetti & Shabbir (2022) found that victims of known on/offline stalking and doxxing had been required to continue to utilize their personal devices, increasing their exposure and risks. Employers must provide employees with separate devices including phones and computers. Glaser (2022) also recommends building email filters.

Remove journalists information from password brokers, including home address, phone, and families from phonebook-type websites like White Pages and Spokeo. This should be done through a private service since information can repopulate after it is removed (Glaser, 2022).

News organizations should employ or consult with someone who has expert knowledge regarding online and offline harassment. Experts can help monitor if a journalists personal information is leaked or if a credible threat occurs. A gender-disaggregated database should be created for staff and freelancers where reports of violence (i.e. harassment/stalking) are collected and analyzed (Posetti & Shabbir, 2022). Additionally, they can support documenting threats and work with journalists directly when they are subject to harassment or stalking online. This will provide the journalists with a sense of safety and support (Glaser, 2022).

Journalists should know that harassment (and stalking) is a concern for their bosses and coworkers. There should be a dedicated intake process and point person who can review material, and escalate the situation as legally necessary (Glaser, 2022; Posetti & Shabbir, 2022). Tobit (2023) found that 10% of victims (including stalking) went to the police. Of those, 55% reported no action was taken, while 17% reported they did not know the outcome. One victim who reported their harassment to police continued to receive harassment/stalking via Facebook (Tobit, 2023). Another victim found her news organization was more effective than the police, "[M]y company's lawyer who reached out to the main poster and informed them they were in legal danger and would be sued," articulates the power of news organizations to mitigate harassment on behalf of journalists (p.12).

Employers and organizations must recognize on and offline violence, including cyberstalking and (real world) stalking as a workplace safety issue. This should be the case whether it is directed at the individual journalist, or a third-party (Posetti & Shabbir, 2022). Employers must be aware of correlations between on and offline violence and respond according. Posetti & Shabbir (2022) and Saady (2017) recommend news organizations work with other media organizations, professional associations, and civil societies to create initiative models of risk assessment that meet industry guidelines. This should be supported by appropriate systems and trainings for employees.

When journalists undergo a "course of conduct" on or offline, they should know who to contact (Glaser, 2022). Editors should know who is next in line to notify. Tobitt (2023) found that line managers were the most common person journalist sought for support, with 65% articulating confidence in them. However, this dropped dramatically with freelancers 23%, and temporary contractors. When the newsroom does not have an internal digital security support person, an outside firm or consultant should be retained. Additionally, mental health considerations should be made, offering the victim counseling, time off, relocation (or temporary housing) or other support should be offered at the employers expense (Glaser, 2022; Posetti & Shabbir, 2022). The aforementioned should be considered in annual budgets. No journalist should have to, of their own accord and initiative, report their stalking to police without the support of their organization, as discussed by an anonymous contributor in Posetti & Shabbir's (2022) study. The organization's responsibility is to escalate the case on the victim's behalf or in concert with them.

Employers should encourage journalists to support each other by telling their stories, create resource groups, and having regular formal and informal meetings. Tobitt (2023) highlight that remote work has made employee relations difficult, therefore journalists report being "less comfortable seeking help from them" (p. 11). Sharing and validating their experiences collectively, privately, and publicly can be empowering for victims (Glaser, 2022). Goldstein (2017); Posetti & Shabbir (2022); Miller & Lewis (2022); and Tobit (2023) all found themes of victim blaming and/or minimizing including comments such as "if you want to make it in this industry, you're going to have to toughen up," (p. 7) and "what did you do [to provoke the attack]" (n.p.). Posetti & Shabbir (2022) identify victim blaming as an area of concern, that should be recognized in all its forms and avoided.

The reputation of a reporter and their editor is central to their ability to effectively do their job. Many large news rooms have social media managers who have relationships with liaisons from major social media platforms. It is recommended that staff schedule meetings to discuss ways to mitigate search engine gaming by downlinking search results (Glaser, 2022).

Glaser (2022) recommends for editors, fellow journalists, social media managers or consultants to be assigned to help monitor the social media of individual journalists who are experiencing harassment (stalking). These individuals can also aid in the process of cataloging and reporting threats to social media platforms. Sharing the responsibility helps lessen the burden of responsibility on the individual journalist-victim (Glaser, 2022).

Miller & Lewis (2022) found that Multi-Media Journalists (MMJs) are at particular risk for harassment (and stalking) while working solo. Younger journalists who work in small TV markets fill the majority of these positions. Their findings included that all in-person harassment occurred while journalists were alone. Therefore, they recommend that executives and managers support employees in order to minimize emotional exhaustion, deal with trauma, minimize burnout, and compensate employees adequately. 

Tobit (2023) suggests there is a significant support gap between journalists who have permanent contracts and those who are freelancers or who are considered temporary workers. While more than 60% of journalists reported having confidence if they experienced job related harm (stalking) only one third of freelancers reported the same confidence. Posetti & Shabbir (2022) recommend  policies, procedures, and systems should cover freelancers and temporary workers (generally) but most specifically as it applies to on and offline harassment and stalking specifically. Additionally, targeted education should be provided to freelancers to inform them of risks, as well as how to address such instances.

Stalking victims often blame themselves, this is even more common among helping professions, who feel they should have a high tolerance for such behaviors (Mullen, et al., 2009). Some stalkers focus their complaints where they see vulnerability, this can amplify self-doubt.

It is vital that professionals protect their privacy, particularly online. Additionally, avoid disclosing information. Office security is essential, those practicing in isolation should arrange for ways to communicate and document thoroughly.

Stalking can emerge gradually, or there can be a sudden onset, routine behaviors on the part of the professional can induce stalking, such as suggesting to meet more frequently, or discontinue treatment (Mullen, et al., 2009). When stalking-behavior is first recognized it is important to be clear, setting immediate unequivocal boundaries: "This relationship will only ever be a professional one." It is important to preserve dignity, as to not provoke resentment, (Mullen, et al., 2009).

If the behavior persists beyond two weeks, it is advised to terminate the relationship, (Mullen, et al., 2009). If the intrusions are of a dangerous nature, or there is a potential litigious issue to consider, it may be advised to have a colleague present, ideally one who would take over care. Actions include:

1. Inform the client that their intrusions have created concern;
2. Inform them as a result, they will be transferred to the aforementioned colleague;
3. Clearly state they will no longer be under your care, as such, there should be no further contact, if they continue to contact you, you will pursue legal action;
4. If appropriate, express disappointment in the way the relationship is being terminated (consider this step, and the wording carefully, as to not incite further action on their part). 

Do not discuss or debate, do not apologize. Be sure to maintain careful documentation of all of these incidents and interactions, as well as the transfer, for clinical as well as legal purposes. In transferring, be sure to clearly inform, without violating any ethical boundaries, exactly the situation, for their safety. Additionally, potential secondary victims within and outside the workplace should also be informed.

When stalking involved threats, violence, and/or when there are known histories of sexual and/or physical aggression, law-enforcement contact should not be delayed (Mullen, et al., 2009). While morbidly infatuated stalkers have a low incidence of threats or violence, resentful stalkers "often" make threats, but are less likely to actually follow-through with violence, however, threats should never, be disregarded for everyone's safety (Mullen, et al., 2009). 

Not all stalkers will re-offend. Intimacy seeking stalkers usually make commitments to one victim, and even if/when they discontinue stalking they are "nostalgic" over their lost-love; these types are unlikely to move on, unless this pathology is secondary to schizophrenia (Mullen, et al., 2009). However, resentful stalkers can be less predictable, some use each professional as a surrogate, as their resentment lies with the industry as a whole (Mullen, et al., 2009) Recommendations include involving multiple therapists throughout the  treatment, thus not allowing the stalker to become too focused on one target (victim).