1. Human Rights Commitment
MAIA Intelligence Inc. is committed to respecting and upholding internationally recognised human rights across all its operations and business relationships. This commitment is grounded in the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights (UNGPs), the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, the OECD Guidelines for Multinational Enterprises, and the Canadian Charter of Rights and Freedoms.
The Company will not knowingly engage in, or be complicit in, activities that violate human rights. This commitment applies to all employees, contractors, suppliers, partners, and business relationships.
2. Governance and Oversight
The founders of MAIA Intelligence Inc. hold direct accountability for human rights and social responsibility matters, supported by an advisor circle drawn on as needed. The Chief Executive Officer is accountable for the implementation of this Framework, supported by the President. Founder equity and long-term incentive structures are explicitly tied to building a sustainable, ethical, and long-term enterprise. Performance against this Framework is reviewed annually by the founders and advisors.
3. Equal Opportunity and Equal Pay
MAIA Intelligence Inc. is a Canadian, woman-owned and visible-minority-owned business. Equal opportunity is foundational, not aspirational.
- Equal pay for equal work is a non-negotiable commitment. Compensation reviews are conducted annually with explicit gender-pay-gap targets (target gap: 0%).
- Equal opportunity throughout all levels of employment — recruiting, promotion, training, project assignment, and termination decisions are made without regard to gender.
- The 51%+ female ownership of the Company embeds equal opportunity at the cap-table level.
4. Non-Discrimination
The Company prohibits discrimination on the basis of colour, sex, religion, political opinion, national extraction, social origin, age, disability, sexual orientation, gender identity, family status, marital status, or any other ground protected under the Canadian Human Rights Act or applicable provincial legislation. This applies to recruiting, hiring, compensation, promotion, training, discipline, termination, and all workplace interactions.
5. Working Hours, Breaks, and Rest Periods
The Company complies with the Canada Labour Code and applicable provincial employment standards on maximum working hours, minimum daily and weekly breaks, statutory holidays and minimum vacation entitlements, and overtime compensation. When allocating work or setting performance targets, the Company assesses workload to ensure compliance with these limits is achievable.
6. Living Wage Commitment
MAIA Intelligence Inc. publicly commits to paying employees in its own operations a living wage as defined by the Canadian Living Wage Network (or equivalent standard for the location of work). Pre-funding, the Company prioritises equity compensation; post-funding, salary scales will meet or exceed the living wage benchmark.
7. Freedom of Association and Collective Bargaining
The Company respects the right of employees to associate freely, join organisations of their choice, and bargain collectively, in accordance with the Canada Labour Code and applicable provincial legislation. The Company will not retaliate against employees who exercise these rights.
8. Prohibition of Child Labour and Forced Labour
The Company prohibits child labour, forced labour, indentured labour, and human trafficking in its own operations and across its supply chain. As a Canadian software-only company with cloud-hosted operations, the supply chain is limited to standard SaaS providers and major cloud infrastructure firms — all of which are bound by their own published human rights commitments and audited under their own jurisdictions. The Company has filed (or will file) the required attestations under the Canadian Fighting Against Forced Labour and Child Labour in Supply Chains Act (Bill S-211) once threshold conditions apply.
9. Health and Safety
The Company is committed to providing a safe and healthy workplace. Operations are remote-first and cloud-hosted; physical workplace risks are minimal. The Company complies with applicable provincial Occupational Health and Safety legislation, conducts annual review of workplace ergonomics and remote-work safety guidance, and tracks incidents per regulatory requirements.
10. Environmental Responsibility
As a software-only company, MAIA Intelligence Inc. has minimal direct environmental footprint. Cloud infrastructure choices prioritise providers with published net-zero or carbon-neutral commitments. Remote-first operations minimise business-travel emissions. The Company has reviewed its operations against the Stockholm Convention on Persistent Organic Pollutants, the Minamata Convention on Mercury, and the Basel Convention on Hazardous Wastes; none are applicable to the Company's software-only operations or supply chain.
11. Risk Analysis and Monitoring
The Company conducts an annual risk analysis covering internal operations, supply chain, customer relationships, and geographic exposure. Risks are prioritised based on likelihood and severity. Identified risks trigger documented mitigation steps. The risk analysis is reviewed annually by the founders and advisors and updated continuously when material changes occur (new products, customers, geographies, or suppliers). Information sources include internal operations review, supplier sustainability disclosures, customer use-case review, public reporting from authoritative bodies (UN, ILO, OECD, Canadian government regulators), and industry intelligence.
12. Effectiveness Monitoring
The founders, supported by advisors, review the effectiveness of this Framework at least once per year. Reviews include compliance with policy commitments, outcomes of any complaints or grievances, updates to applicable legislation and standards, and material changes to operations, supply chain, or customer base.
13. Grievance Mechanism
The Company maintains a formal grievance mechanism available to all employees, contractors, and supply-chain workers, as well as any third party impacted by the Company's operations.
- Reporting channel: ethics@maiaintelligence.io
- Confidentiality: identity of complainants is protected to the maximum extent legally possible
- Non-retaliation: the Company prohibits retaliation against any person who reports a concern in good faith
- Issues covered: human rights violations, discrimination, harassment, health and safety concerns, ethical concerns (including AI ethical use), environmental concerns, and any other matter relevant to this Framework
- Response: initial acknowledgement within 5 business days; resolution timeline communicated based on severity and complexity
14. Remediation
If the Company identifies that its operations have caused or contributed to actual adverse human rights impacts, it will acknowledge the impact, engage with affected parties, provide or cooperate in providing remedy proportionate to the harm (which may include restitution, rehabilitation, satisfaction, or guarantees of non-repetition), take steps to prevent recurrence including policy or process changes, and report on remediation to the founders and advisors.
15. Procurement Integration
The Company's procurement decisions consider human rights, labour rights, environmental, and ethical performance of suppliers. New supplier onboarding includes a basic ethical-conduct review. Suppliers are expected to comply with applicable human rights and labour law in their jurisdictions. The Company favours suppliers with published commitments to human rights, environmental responsibility, and equitable employment practices.
16. Reporting
The Company commits to annual external reporting on the implementation of this Framework. The first annual report covers the period from incorporation (2026-05-05) to year-end 2026 and is published on this page. Reports cover implementation status, risk analysis findings, complaints received, remediation actions, and effectiveness review.
17. Documentation Retention
The Company retains documentation related to risk analyses, preventive and remedial measures, and complaints received for a minimum of seven (7) years from the date of the last material event, in accordance with Canadian corporate records and federal procurement requirements.
18. Authority and Contact
This Framework has been approved by the founders of MAIA Intelligence Inc. on the effective date stated above. Inquiries: ethics@maiaintelligence.io. Signed copies for procurement files available on request.