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A Code of Conduct that is not read is not a Code of Conduct. This document is written in plain, direct language — with real scenarios and behaviour tables that employees can apply to everyday situations.
Eight principles, each with a Do/Don't behaviour table, a practical scenario card, and the rationale for why it matters. Covers: reporting channels with a five-route escalation table, consequences of breach, a related policies table linking to the full suite, and a versioned annual acknowledgement form. Written specifically for startups and growing businesses where cultural foundation matters most.
FAQS
Q Why does a startup need a Code of Conduct?
Culture is set in the first 20 people. What is tolerated in the early days becomes what is normal as the company grows — and by the time it is a problem, it is expensive and painful to change. A Code also has direct commercial value: investors expect to see one at due diligence, enterprise customers increasingly require it as a contracting condition, and it provides the documented basis for disciplinary action when conduct standards are breached.
Q How is this Code different from a generic template?
Most Codes are written in abstract principles that require translation into real decisions. This one is built around practical scenario cards — a situation, the right approach, and the wrong approach — and Do/Don't behaviour tables for each of the eight principles. The scenarios are specific: the Responsibility scenario addresses a health tech regulatory context; Fairness addresses a hiring bias situation; Excellence addresses quality compromise under deadline pressure. Real decisions, not aspirations.
Q Does the Code cover speaking up and whistleblowing?
Yes. Part 9 covers five reporting channels with a clear escalation table and a prominent 'No retaliation. Ever.' commitment. The Code states explicitly that anyone who raises a concern in good faith will not be subject to retaliation regardless of whether the concern is substantiated. It also links to the Whistleblowing & Protected Disclosure Policy for the formal process.
Q How does the annual acknowledgement work?
The Code includes a versioned annual acknowledgement form signed on joining and annually thereafter. It confirms the person has read and understood the Code and commits to comply. The version history table shows which version each person acknowledged and when — important for any subsequent disciplinary or legal proceedings.
A Code of Conduct that is not read is not a Code of Conduct. This document is written in plain, direct language — with real scenarios and behaviour tables that employees can apply to everyday situations.
Eight principles, each with a Do/Don't behaviour table, a practical scenario card, and the rationale for why it matters. Covers: reporting channels with a five-route escalation table, consequences of breach, a related policies table linking to the full suite, and a versioned annual acknowledgement form. Written specifically for startups and growing businesses where cultural foundation matters most.
FAQS
Q Why does a startup need a Code of Conduct?
Culture is set in the first 20 people. What is tolerated in the early days becomes what is normal as the company grows — and by the time it is a problem, it is expensive and painful to change. A Code also has direct commercial value: investors expect to see one at due diligence, enterprise customers increasingly require it as a contracting condition, and it provides the documented basis for disciplinary action when conduct standards are breached.
Q How is this Code different from a generic template?
Most Codes are written in abstract principles that require translation into real decisions. This one is built around practical scenario cards — a situation, the right approach, and the wrong approach — and Do/Don't behaviour tables for each of the eight principles. The scenarios are specific: the Responsibility scenario addresses a health tech regulatory context; Fairness addresses a hiring bias situation; Excellence addresses quality compromise under deadline pressure. Real decisions, not aspirations.
Q Does the Code cover speaking up and whistleblowing?
Yes. Part 9 covers five reporting channels with a clear escalation table and a prominent 'No retaliation. Ever.' commitment. The Code states explicitly that anyone who raises a concern in good faith will not be subject to retaliation regardless of whether the concern is substantiated. It also links to the Whistleblowing & Protected Disclosure Policy for the formal process.
Q How does the annual acknowledgement work?
The Code includes a versioned annual acknowledgement form signed on joining and annually thereafter. It confirms the person has read and understood the Code and commits to comply. The version history table shows which version each person acknowledged and when — important for any subsequent disciplinary or legal proceedings.
