Code of Conduct

1. Purpose

Ergomazing Pty Ltd trading as Trust Culture is committed to maintaining the highest standards of professionalism, integrity and ethical conduct in all business activities.

This Code of Conduct establishes the behavioural and professional standards expected of all individuals representing Trust Culture. It supports a respectful, inclusive and legally compliant working environment and safeguards the organisation’s reputation, relationships and service quality.

2. Scope

This Code applies to:

• The Director
• Workers (as defined below)

The Code applies in all environments where individuals represent Trust Culture, including client premises, public settings, travel and virtual delivery platforms.

For the purpose of this Code, worker includes employees, independent contractors, consultants, subcontractors and volunteers engaged by Trust Culture, regardless of the jurisdiction in which services are delivered.

3. Professional and ethical standards

All individuals representing Trust Culture are expected to:

• Act with honesty, integrity and professionalism
• Treat clients, participants and colleagues with dignity and respect
• Comply with applicable legislation, including anti-discrimination, sex discrimination, workplace relations and work health and safety laws
• Maintain appropriate professional boundaries
• Avoid conduct that may reasonably damage Trust Culture’s reputation
• Declare and appropriately manage actual or perceived conflicts of interest

Trust Culture is committed to fostering a safe, respectful and inclusive environment consistent with positive duty obligations under applicable anti-discrimination and sex discrimination legislation. This includes taking reasonable and proportionate steps to prevent bullying, sexual harassment, discrimination, victimisation and other unlawful conduct.

Workers are expected to actively support this preventative approach in their conduct and professional interactions.

Trust Culture promotes a trauma-informed and inclusive approach to professional engagement. Workers are expected to demonstrate cultural awareness and seek understanding before forming conclusions about behaviour or intent.

4. Rights and responsibilities

4.1 Worker rights

Workers have the right to:

• Be treated with courtesy and respect
• Work in an environment free from bullying, harassment, discrimination or intimidation
• Raise concerns without victimisation
• Have complaints addressed in a timely and fair manner, taking into account the complexity of the matter
• Request reasonable adjustments consistent with applicable legislation

4.2 Worker responsibilities

Workers must:

• Take responsibility for their conduct and behaviour
• Communicate respectfully and constructively
• Resolve disagreements professionally
• Report improper conduct, including harassment or discrimination
• Comply with all Trust Culture policies and procedures
• Ensure their behaviour and presentation reflect professional standards

5. Positive professional behaviours

Trust Culture encourages behaviours that support safe, respectful and productive working relationships, including:

• Professional preparation and punctuality
• Clear and respectful communication
• Cultural awareness and inclusivity
• Constructive problem-solving
• Proactive identification and management of emerging risks
• Empathy and professionalism when facilitating sensitive discussions

6. Social media and digital conduct

When using digital platforms or social media in connection with Trust Culture, workers must:

• Maintain professionalism in all communications
• Protect confidential and sensitive information
• Use approved platforms for service delivery
• Avoid posting content that could reasonably damage Trust Culture’s reputation
• Not present personal views as those of Trust Culture unless authorised
• Report inappropriate online behaviour observed during virtual sessions

7. Reporting and handling breaches

Trust Culture maintains confidential and accessible reporting pathways.

Workers

Workers may report concerns directly to the Director via phone, in person, by email or through the Employment Hero platform.

Clients and third parties

Clients and third parties may report concerns via the Trust Culture website reporting form or by emailing the Director directly.

Reports are handled confidentially to the extent reasonably practicable. Information is disclosed only where necessary to ensure procedural fairness, comply with legal obligations or facilitate appropriate resolution.

8. Managing breaches

Breaches of this Code are addressed using a proportionate and structured approach.

Where concerns are raised, Trust Culture will:

• Assess the nature and seriousness of the allegation
• Take appropriate steps to protect the safety and wellbeing of affected persons
• Ensure the respondent is informed of the allegations
• Provide a reasonable opportunity to respond

Where necessary to protect individuals, preserve evidence or maintain the integrity of the process, a worker may be suspended on a precautionary basis pending investigation.

Investigations are conducted using evidence-based methods and principles of procedural fairness. Decisions are made only after relevant information has been considered.

Outcomes may include:

• Informal guidance or coaching
• Corrective action
• Formal warning
• Termination of employment in accordance with applicable legislation
• Termination of contractor arrangements in accordance with contractual terms
• No further action where allegations are not substantiated

Serious misconduct, including violence, fraud, theft, sexual harassment or serious breaches of health and safety requirements, may result in disciplinary action up to and including termination following completion of a fair and lawful process.

9. Accountability and prevention

Trust Culture adopts a trauma-informed approach that recognises the impact of individual circumstances on behaviour.

Trust Culture has zero tolerance for failure to respond to reported misconduct. Concerns are assessed and addressed in accordance with this Code and applicable legislation.

Preventative measures, including training, supervision and clear behavioural expectations, are implemented to reduce the likelihood of breaches.

10. Acknowledgment

All employees and contractors must acknowledge and agree to comply with this Code upon engagement.

Compliance with this Code forms part of the contractual and professional obligations of all individuals representing Trust Culture.