Code of Ethical Conduct

2018 version, updated in October 2026.

1. Introduction

In a constantly changing world, a company’s success can no longer be measured by its financial results alone. It is increasingly imperative for companies to have a sustainable vision and to become key players in social development.

Through this Code, Taqtile aims to do its part and go beyond the “simple” creation of something innovative.

2. What this Code of Ethical Conduct is and what it is for

This code sets out the rules and standards of behavior that Taqtile expects from all its employees, as well as from partners and suppliers. It illustrates the essential ethical values to be practiced, in order to consolidate and expand the reputation the company has already earned and to provide a healthy work environment.

The ethical values set out in this code are:

• Fighting corruption.
• Commitment to the quality of the services and products developed.
• Efficiency and objectivity.
• Ethics and respect in internal and external relationships.
• Respect for the laws in force in Brazil and in the countries where the company operates.
• Teamwork.
• Transparency.

We know how hard it is to foresee every possible ethical dilemma. In these situations of uncertainty, we suggest you ask yourself whether, if the conduct became known to third parties (clients, the press and others), it would reflect well on the company and on you.

If the answer is “no”, the conduct should not be adopted. When in doubt, ask the Taqtile Culture Committee for guidance.

3. Relationships within Taqtile

We must behave in such a way that our attitudes, stances and actions cannot be questioned from an ethical point of view. To do so, we must always show professionalism, respect, honesty and impartiality in our relationships with clients, competitors, colleagues and the general public.

3.1. Compliance with laws

All Taqtile employees must carry out their corporate activities in full compliance with the applicable laws and regulations whenever they represent the company or negotiate on its behalf.

3.2. Discrimination

No form of discrimination is accepted, whether based on any personal attribute, such as religion, age, sex, sexual orientation, gender identity, race, marital status, origin, social class, political orientation, position or disability.

3.3. Sexual or moral harassment

Harassment, threats or defamatory comments of any kind are not tolerated. Physical or abusive disciplinary punishment, verbal aggression or other forms of intimidation must not be applied either.

3.4. Child or forced labor

Taqtile respects Human Rights and the Fundamental Principles and Rights at Work, and incorporates them into its principles. It does not accept any kind of forced labor, child labor or any other form of exploitation.

3.5. Equal access to opportunities

Individual merit is always recognized, to ensure equal access to opportunities for professional development. No decision that may affect someone’s professional career may be based solely on personal relationships.

3.6. Conflicts of interest

We recommend that employees do not engage in activities, or let themselves be influenced by external factors, that may conflict with or impair the performance of their responsibilities at Taqtile, or that may cause direct or indirect damage or loss to the company.

3.7. Confidential information

All information about Taqtile’s clients must be kept in strict confidence. In addition, it is unacceptable for an employee to use for personal purposes, or pass on to third parties, methodologies, technologies or any other information that belongs to the company or to partners, even if the employee obtained or developed it.

Use of the standard email signature, which protects confidential or legally protected information, is mandatory.

3.8. Intellectual property

Protecting intellectual property rights is vital for any company. For this reason, employees must protect the projects developed by Taqtile, as well as the ideas and plans developed internally, indefinitely.

3.9. Use of the internet, email and messaging apps

The internet, corporate email and messaging apps, whether personal or business, must be used with good judgment. They may not be used to send aggressive, sexually offensive or defamatory messages, nor to access, transmit or store inappropriate or illegal content.

3.10. Health and safety

The company has a duty to provide a safe and healthy work environment and to comply with all health and safety laws, regulations and practices, including those on occupational safety and health, emergency preparedness, occupational illness or injury, and hygiene.

Appropriate measures must be taken and maintained to reduce the causes of hazards inherent to the work environment.

The use, possession, distribution or sale of illegal drugs is prohibited on premises rented or owned by Taqtile, as well as at the offices of any client or partner.

Carrying weapons, where applicable, is allowed exclusively for security professionals duly trained for that purpose. Other employees may not carry any kind of weapon on the premises or in activities related to the company.

3.11. Labor obligations

Taqtile is committed to paying wages in accordance with the law and under fair conditions. Information about working conditions and pay is always provided clearly and in writing before the position is accepted.

Deductions from pay on the grounds of a disciplinary measure are not allowed without the express authorization of the employee involved. All disciplinary measures must be recorded.

The company never requires its employees to exceed the maximum daily working hours set by local laws and regulations.

Employee records are always kept up to date in accordance with the law and are available for consultation at any time.

3.12. Romantic relationships between employees

In the workplace and at corporate events, professional relationships may coexist with romantic ones. However, personal matters must not interfere with the work routine.

4. Relationships outside Taqtile

Taqtile and its employees are committed, as far as they are able, to leaving no contact unanswered, however simple it may seem, such as replies to candidates who were not approved or to clients with seemingly unlikely requests for proposals.

4.1. Clients

Clients must always be served with respect, transparency, honesty, professionalism, efficiency and privacy.

Clients’ needs must be identified, with efforts focused on their full satisfaction, on solutions and answers suited to their requests, and on meeting the agreed deadlines.

Accepting or granting benefits is not advisable, because even a gift given with good intentions may constitute a bribe in certain circumstances or create a conflict of interest. Do not offer any item of value to obtain an improper benefit or advantage, nor anything that may influence, compel or compromise the judgment of the client’s employee.

When offering a gift, lunch, dinner or entertainment to employees of a client company, always use good judgment, discretion and moderation, because the client’s commercial and regional policies may completely prohibit the giving of gifts.

4.2. Media

Taqtile always protects the confidential information it has committed to in contracts. In view of its legitimate business interests, it maintains a respectful attitude toward the media and is willing to disclose the information it is authorized to disclose.

All employees have a duty to look after the company’s image and reputation. For this reason, any information or professional contact with press outlets must be reviewed and coordinated by the Executive Board.

4.3. Partners

In view of the commitments agreed and the interests they share, Taqtile and its employees also look after the image of their partners and expect this care to be mutual.

Under no circumstances will Taqtile have its image associated with projects that engage in illegal or unethical activities, or that may negatively affect society.

4.4. Public authorities

Under no circumstances does Taqtile accept any kind of payment in exchange for advantages or benefits. Employees are also not authorized to take part in shady deals or bribes of any kind when negotiating with public bodies or with the private sector.

The company does not support or contribute to the financing of political parties.

Taqtile employees are prohibited from directly or indirectly offering or paying any item of value to representatives or employees of any organization, whether governmental or public, a political party or a candidate for political office, that may improperly influence any act or decision in order to advance Taqtile’s business interests.

4.5. Environment

Taqtile recognizes its social responsibility in protecting the environment and expects its employees to accept and apply this commitment. For this reason, everyone has a duty to:

• Eliminate or reduce waste, especially of water and energy, paying special attention to lights and air conditioners left on after use or running with the windows open.
• Dispose of or recycle waste responsibly, especially electronic waste.

In addition, whenever possible, the company implements measures or processes for recycling, reusing and replacing materials.

The standard email signature, which is mandatory, alerts recipients to the commitment to the environment, to avoid unnecessary printing.

4.6. Competition

Taqtile does not accept defamatory comments about competitors, because it believes all companies should be treated with the same respect with which it expects to be treated.

Employees must behave in a civil manner in their relationships with competitors. Under no circumstances is it allowed to provide information to competitors, or discuss with them, the company’s plans for the sale, promotion and marketing of its products and services.

5. Conclusion

The management of this Code of Ethical Conduct is the responsibility of the Taqtile Culture Committee, with the support of the company’s administrative area for updating it, applying it and maintaining the standards of ethical conduct. The Code is reviewed and updated as the company grows and as items essential to the development of its projects and actions need to be added or changed. The Culture Committee is also responsible for answering questions when necessary.

This code has sought to cover as many situations as possible, but something not mentioned is likely to happen. In such cases, ask the Committee for clarification and, if you notice it, report any unethical, illegal or questionable activity.

6. Taqtile Culture Committee

The Culture Committee can be reached by email at cultura@taqtile.com.br. The confidentiality of the information provided or received in these contacts is guaranteed. Every situation is reviewed and receives the necessary action from the Committee.