Code of conduct

Last revised: 25 September 2026.

1. Purpose

We expect people working for or with Mindtro to act lawfully, honestly and respectfully. This code sets conduct expectations; it is not evidence of an audit, a training-completion rate or an anonymous hotline. Employment and supplier obligations depend on applicable law and the relevant agreement.

2. People and working conditions

Respect human dignity, equal opportunity and safe working conditions. Do not tolerate harassment, discrimination, forced labour, child labour or retaliation. Working time, remuneration and employment practices must follow applicable requirements. Raise concerns rather than conceal them.

3. Integrity in business

Do not offer or accept bribes, disguise conflicts of interest or misrepresent capabilities, certifications, financial information or research results. Gifts and hospitality must be lawful, proportionate and transparent. Protect fair competition and observe applicable sanctions and export restrictions.

4. Data, systems and intellectual property

Access only information needed for authorised work. Protect customer data, credentials and confidential material; respect intellectual-property and open-source obligations. Use AI tools only within approved data and access boundaries. Report suspected security or privacy incidents promptly through legal@mindtro.com; sensitive evidence should use an agreed secure channel.

5. Suppliers and communication

Choose suppliers using a risk-based assessment of the work and potential impacts. Requirements must be reflected in the actual agreement and followed up where a concern arises. Make public claims only with an accurate basis and the appropriate authority. Do not imply that a supplier’s certification or one group company’s certificate covers every product or entity.

6. Reporting and response

Send concerns to legal@mindtro.com or an appropriate manager. We prohibit retaliation for good-faith reporting. Handle reports fairly and confidentially to the extent consistent with investigation, legal obligations and the rights of those involved. Email is not an anonymous reporting channel; you may also use competent external authorities and any statutory reporting channels available to you.

Confirmed violations require proportionate corrective action. This can include changes to access, procedures or contractual relationships in accordance with law. Training and review should match actual responsibilities and risk; no historical completion statistics are asserted here.

Questions, notices and requests: legal@mindtro.com. General enquiries: info@mindtro.com, +49 30 166381616.