Inclusify Code of Ethics

Date of Last Revision: September 30, 2021

Effective Date: September 27, 2021

Being a member of the team comes with many good things and responsibility is one of them. Our culture, our reputation and the vibe of our work environment are made up of how each and every one of us acts, talks and behaves, every day. We believe in being kind, leading with empathy, leaving room to generously disagree, innovating, and having fun.

Mission, Vision and Values

Our Mission

To ignite a movement that uses data driven strategies and shared accountability to create a sense of belonging for all in the workplace.

Our Vision

To empower organizations to realize the value of building diverse, inclusive teams by democratizing data, technology, and HR solutions.

Our Values

The mission critical priorities that form the pillars of success for the Inclusify mission. These are the things Inclusifyers value, and the things about the status quo we are trying to change.

  1. RESEARCH + DATA—over highly paid opinions
  2. UNIQUENESS + BELONGING—over meritocracy
  3. MEANINGFUL CERTIFICATION—over checked boxes
  4. OUTCOMES—over accolades
  5. TRANSPARENCY—over obscurity
  6. ACCESSIBILITY—over gatekeeping

Living Our Values

Why Does the Code of Ethics Exist?

  • As a knowledge tech company focused on creating a more inclusive and diverse workplace—we hold ourselves to the highest standards of ethical conduct and behavior
  • The Code helps us make decisions in our daily work
  • The Code demonstrates that we take our legal and ethical responsibilities seriously

Who is Expected to Follow the Standards?

  • The Code applies to all employees, officers, board members (board of directors and advisory board), champions, and partners, as well as temporary service workers and independent contractors
  • We also expect that third parties working on our behalf will follow similarly high ethical standards

How We Treat One Another promotes equal opportunity in its hiring practices, makes recruiting decisions based solely on job-related criteria and does not use forced labor. When employing Inclusifyers under the age of 18, managers must comply with all Inclusify-established or legally required limitations on minimum hiring age, and on hours and tasks performed by these Inclusifyers to ensure any work performed does not hamper the Inclusifyer’s education, health, safety, and mental or physical development.

All Inclusifyers are entitled to work in an environment that is free of harassment, bullying and discrimination. Harassment, bullying and discrimination take many forms, including:

  • Unwelcome remarks, gestures or physical contact
  • The display or circulation of offensive, derogatory or sexually explicit pictures or other materials, including by email and on the Internet
  • Offensive or derogatory jokes or comments (explicit or by innuendo)
  • Verbal or physical abuse or threats

Anti-Retaliation Policy does not tolerate retaliation against or the victimization of any partner who raises concerns or questions regarding a potential violation of the Code of Ethics or any policy that she/he/they reasonably believes to have occurred.

As Inclusifyers, We Need To —

  • Know and follow the Code and company policies that apply to our role(s)
  • Ask questions when we are unsure of the right course of action
  • Speak up when we see or suspect misconduct

Leaders Set the Tone —

  • Set high expectations for Inclusifyers and lead by example
  • Foster an open door culture where Inclusifyers feel comfortable
  • Be alert to possible misconduct in the workplace
  • Promote ethics and compliance through continued learning opportunities

Inclusifyers —

  • Are empowered—you are supported in doing the right thing and conducting business with integrity
  • Have responsibility—you play a critical role in protecting Inclusify’s culture, reputation, and brand
  • Have a voice—when you think something isn’t right, speak up and share your concerns, knowing that wants to hear them and does not tolerate retaliation

Compliance with Laws, Rules and Regulations

It’s very simple: We respect and obey the law, in letter and in spirit. Always. This goes for all laws of the cities, states and countries where we operate.

Full, Fair, Accurate, Timely and Understandable Disclosure

The information in Inclusify’s public communications must be full, fair, accurate, timely and understandable. This includes all reports and documents that we file with or submit to regulatory bodies. You should be familiar with Inclusify’s disclosure obligations related to your position. You cannot knowingly misrepresent or omit (or cause others to do the same) material facts about Inclusify to others, especially auditors, government regulators and self-regulatory organizations.

Conflicts of Interest

We’re all humans here, which means at times you may face conflicting loyalties between personal or professional benefits for you, your friends or family, and Inclusify. This is where a conflict of interest may pop up, where your private interests compete or even appear to compete with Inclusify’s interests. This can make it tricky to make objective business decisions. Situations like this can turn up at any time and you may not even recognize them at first.

In general, you must avoid situations that create a real or perceived conflict of interest between you and Inclusify at all times. Create and maintain an inclusive work environment in which all of our employees are treated with dignity, decency and respect. Everyone has the right to feel included and valued here, and allowed to bring their very best to the mix. The vibe of our work environment is made up of how each and every one of us acts and speaks every day. We are all responsible for it. In short, we make each other feel welcome and included.