Code of Conduct

Speaking Up

We communicate in an open and honest manner and believe that every teammate has the ability- and the obligation- to speak up.

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.  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.
  • 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.
See how this shows up

When you’re in a meeting, ask the group if this decision is aligned with the Convercent values.

How to speak up:

  • Your Leader: In many cases, the best place to start is with your supervisor, as they are best equipped to understand and address your issue.
  • Employee Experience This team is your partner in navigating HR/work-related concerns.
  • Ethics and Compliance: If you have any questions or concerns, you have several options to reach out for a confidential conversation:
  • Email the ethics and compliance mailbox at
  • Text anonymously to 720-573-0378
  • Ask a question or report a concern via the web portal using the Convercent Open and Honest Helpline (can remain anonymous)

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 a collaborative approach with the Employee Experience 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.


A: Ask yourself the following questions and if your response is “no” to any of them, seek out additional guidance from Employee Experience, Ethics & Compliance or your leader.

  1. Is it legal?
  2. Is it aligned with our values and policies?
  3. Does it feel like it’s the right thing to do?
  4. Would I feel comfortable if my family and friends knew about it?
  5. Would I feel comfortable allowing the situation to continue?

6. Is it how I would want to be treated?

A: Each of us has a responsibility to speak up if we see something unsafe, unethical or potentially harmful. If you have a question, need help or want to raise a concern you have several options. Talk to your leader, Employee Experience, Ethics & Compliance or report through the Open and Honest Helpline.

A: Explain your concerns to your manager. If you don’t feel comfortable or are pressured to perform the task despite your concerns, talk to another leader, Employee Experience, Ethics & Compliance or report through the Open and Honest Helpline.

A: You may report through our secure web portal at Open and Honest Helpline or SMS anonymously to 720-573-0378.

A: Convercent does not tolerate retaliation. Retaliation can take many forms, for example: threats, intimidation, exclusion, humiliation and raising issues maliciously or in bad faith.

A: Report your concern to Employee Experience, Ethics & Compliance, or through the Open and Honest Helpline.

A: Convercent investigates all matters brought to the Ethics & Compliance Office fairly and objectively, with the highest degree of confidentiality possible. If you are the subject of an investigation and the allegation is determined to be unsubstantiated, Convercent will not use the investigation findings against you. Convercent does not assume that someone who has been named as a subject in an investigation has done anything wrong.

A: Since you reported an allegation and have now experienced a change in the way your manager is treating or behaving toward you this could be a form of retaliation. However, it is possible there are legitimate reasons for the changes. This is something you should discuss with your manager, Employee Experience, or the Ethics & Compliance Office.