Code of Conduct

  • Revision: 1.0
  • Approved: 27th of August 2019 by Thaum Board of Directors
Intro

This document contains Thaum's Code of Conduct and explains the conduct and behaviour expected of Thaum Personnel and everyone working with Thaum.

Thaum is dedicated to providing an empowering, equitable, and excellent experience for everyone. Thaum takes violations of our policy seriously and will respond appropriately. If you witness or personally experience a breach of any of these codes please contact Thaum’s Representative via email: conduct@thaum.io.

Conduct

When working in or with Thaum, Personnel will:

  • create and maintain a safe and equitable professional environment;
  • behave in a way that upholds the integrity and good reputation of Thaum;
  • act ethically and with integrity, honesty, and authenticity;
  • act empathetically and recognise social, cultural, and personal differences;
  • treat everyone fairly, equitably, with respect and courtesy, and with due consideration;
  • perform duties competently and with professionalism, rigour, care and diligence;
  • act in good faith and for a proper purpose;
  • be familiar with, and comply with, all applicable laws and regulations and Thaum policies, principles and procedures;
  • report all potential breaches of the Code of Conduct, including illegal activities and professional misconduct;
  • speak up when they see or hear a breach of the Code of Conduct. Personnel are empowered to politely engage, if safe to do so;
  • foster allyship in each other by engaging with and supporting Personnel who are experiencing distress or discomfort;
  • support each other in achieving Conduct at Thaum.

Personnel must not:

  • make improper use of their position in Thaum to gain, or seek to gain, a benefit or advantage for themselves or any other person or organisation;
  • provide false or misleading information;
  • behave in a way that bullies, intimidates, offends, degrades, insults, harrasses, minimizes, humiliates, or discriminates against another person, present or otherwise. Examples include, but are not limited to:
    • inappropriate physical contact and unwanted sexual attention both verbally and non-verbally;
    • any action that reinforces social structures of domination related to gender, gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, social status, or any other personal conditions or identities;
    • any dismissal, denial, misdirection, contradiction, or mistruth that destabilise’s an individual or delegitimise’s their work, memory, perception or experience;
    • small subtle actions or comments that marginalise people of oppressed groups;
    • interruption and talking over a person.