We expect teammates to speak up with innovative ideas, process improvements, and suggestions for how we improve who we are and how we do business. However, there may be times when you see something that doesn’t align with who we are as a company and our values, and in those situations, you must let your voice be heard.

The bottom line is you have a voice. We are listening. We will act.

When should you speak up?

  • Share your ideas on how to improve things. If a requirement or process seems too complicated, say something. Rules and processes should make sense and help you do your job. You should also speak up if you perceive that actions have not been taken to protect the company from a potential business, legal or regulatory risk.

    How this shows up

  • Ask questions when things aren’t clear. Talk to your leader. Seek clarification. Challenge the status quo.
  • Speak up when it doesn’t feel right. Mistakes happen. When they do, it’s part of your job to help make it right. If something seems off, you have an obligation to speak up. Ignoring a potential compliance issue can turn a small issue into a bigger one that could impact the Convercent team.

What is an HR-type concern?

Questions / concerns about:

  • benefits
  • conflicts with teammates or leader
  • workplace conduct
  • discrimination
  • performance
  • compensation
  • theft
  • harassment

How to speak up

  • Your Leader: In most cases, the best place to start is with your supervisor, as they are best equipped to understand and address your issue.
  • People & Culture: This team is your partner in navigating HR/work-related concerns.
  • Ethics & Compliance: If you have any questions or concerns, you have several options to reach out for a confidential conversation:

What happens when you bring an issue to Ethics & Compliance?

  • We listen.
  • Your concern is kept confidential.
  • We will take the appropriate action to address your concern, then we’ll follow up with you.

Some issues, like process or HR concerns, will be addressed with a collaborative approach by the People & Culture team and/or other internal partners, while other issues may result in a confidential investigation conducted by Ethics & Compliance. Rest assured, retaliation has no place at Convercent.

Leader responsibilities

Leaders have a fundamental impact on culture through their words and actions. Our leaders are responsible for being living examples of the Code of Ethics and our values. We expect leaders to earn the trust of their teams, respect the voices that speak up, apply fairness and consistency across their teams, and lead with integrity and transparency.

Make good choices

If you are faced with an ethical dilemma, try our Ethics Chatbot to help decide the best action.

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