Cultured Employee Editorial Policies

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Cultured Employee aims to help its readers navigate uncertain climates with poise, concerning their employment and professional endeavors.

In this blog, we work to share our experiences, ideas, and perspectives in the workforce as they apply to organizational culture and behavior, and individual professional journeys. 

• Corrections and updates will be marked per article where applicable.
• Articles are reviewed for accuracy, and mistakes are promptly corrected.
• An updated timestamp is added to articles when changes are made as articles on this site are considered 'dynamic' or 'growing' and not 'static' works.
• Significant corrections include explanatory notes to maintain transparency.
• This process is subject to change as we mature how we update our articles.

Your feedback is appreciated! If you have a correction or update suggestion for an article, it can be submitted via TheCe@CulturedEmployee.com.

• Accuracy in Reporting: Cultured Employee works diligently to ensure accurate and up-to-date content. Reporting, fact, or other such errors are promptly corrected when discovered.
• Sourcing: We work to surface all displayed or stated data and facts to their source, which we will be linked accordingly.
• Imagery: The source and/or artist/owner, or use of AI, in any imagery used on our site and articles will be made apparent for accuracy and transparency.
• Quotation: The source of direct or paraphrased quotes used on our site and articles will be annotated as such and made apparent for accuracy and transparency. 

 The team follows strict ethics policies, ensuring accuracy, fairness, and transparency in our articles and works.

1. Our works are our own opinions, expressions and views: All writings, opinions, perspectives, and views expressed and shared by Cultured Employee writers, editors, and contributors are their personal views. They are not those of any company or entity, aside from contributors via the Cultured Employee entity, and are solely owned by Cultured Employee writers, editors, and contributors. All articles with editorial opinions are identified as such. 
2. Balance and Context: Articles consider the broader context of the world and are focused on balancing the content within a given article which includes a focus on different perspectives for additional context where necessary.
3. Diversity and Inclusion: Cultured Employee promotes diversity, equity, and inclusion!
4. Conflicts of Interest: We strive to avoid conflicts, we will disclose any free products, interviews, or access received in their respective articles. Any articles containing affiliate links or sponsorships will be noted with a disclosure statement.
5. Public Figures: We make a concerted effort to avoid including public figures in our writings due to the nature of the heart of Cultured Employee's mission. This is subject to change if we find a need to include public figures to improve a given article.

• Ownership and Funding: Cultured Employee is owned and operated by CulturedEmployee.com. Editorial decisions are independent of investor influence.
• Revenue and Advertising: Revenue primarily comes from programmatic advertising (none, 2024). The editorial staff is not involved in ad sales, ensuring unbiased content.
• Ownership and Funding: Cultured Employee is owned by CulturedEmployee.com, a Kentucky corporation.
• Revenue and Advertising: Cultured Employee generates revenue mainly through (none yet, 2024). The team remains independent of direct sales opportunities with brands or advertisers, maintaining unbiased articles.