Life at IPRO

Empowering People. Inspiring Innovation. Building Excellence.

At IPRO SL, we believe that our greatest strength is our people. Our success is driven by talented professionals who share a passion for technology, innovation, teamwork, and customer satisfaction.

We are committed to creating a workplace where employees feel valued, empowered, and inspired to reach their full potential.

Through continuous learning, professional development, mentorship, and a culture of excellence, we encourage every member of our team to grow personally and professionally while contributing to our collective success.

1. Our Culture – Driven by Results

Excellence is not just what we achieve; it is how we work.

At IPRO, we foster a results-oriented culture built on accountability, integrity, collaboration, and continuous improvement.

Our guiding principles shape how we serve our customers, work with colleagues, and approach new challenges.

Our Eight Guiding Principles

1. Customer First

We put our customers at the heart of everything we do, delivering innovative, reliable, and effective solutions that create lasting value.

2. Excellence Through Expertise

We believe in doing things exceptionally well. We continuously develop our technical capabilities to deliver high-quality products and services.

3. Agility and Responsiveness

In a rapidly evolving technological environment, speed and adaptability matter. We respond proactively to challenges and opportunities while maintaining high standards.

4. Work Beyond Boundaries

Technology enables us to collaborate, communicate, and deliver results from anywhere. We embrace flexibility, mobility, and digital collaboration.

5. Integrity in Everything We Do

We believe that sustainable business success is built on honesty, transparency, fairness, and ethical conduct. We never compromise our values for short-term gains.

6. Continuous Learning and Innovation

There is always something new to discover. We encourage curiosity, knowledge sharing, creativity, and the exploration of emerging technologies.

7. Professionalism Beyond Appearances

Professionalism is defined by competence, respect, responsibility, and results—not simply by appearance. We value authenticity and individual contributions.

8. Never Settle for Good Enough

We constantly challenge ourselves to improve. Innovation, excellence, and continuous improvement are essential to our long-term success.

2. Mentorship & Professional Growth

Learning From Experience. Growing Together.

At IPRO, we believe that professional development thrives through collaboration, guidance, and knowledge sharing.

Our mentorship approach connects employees with experienced professionals who provide practical advice, constructive feedback, and career development support.

Mentorship at IPRO focuses on:

• Knowledge Transfer: Sharing technical expertise, industry experience, and best practices.
• Career Development: Helping employees identify professional goals and opportunities for advancement.
• Constructive Feedback: Providing honest, respectful, and actionable guidance.
• Leadership Development: Encouraging responsibility, decision-making, and leadership skills.
• Team Collaboration: Building stronger professional relationships and promoting teamwork.

Our goal is to develop confident, capable, and motivated professionals who can take on new challenges and responsibilities.

3. Employee Feedback & Engagement

Every Voice Matters.

We believe that open communication and constructive feedback are essential to building a healthy, productive, and innovative workplace.

At IPRO, we encourage employees to share their ideas, experiences, concerns, and suggestions.

Employee feedback helps us identify opportunities to improve our working environment, strengthen internal processes, and enhance employee satisfaction.

Our approach promotes:

Open Communication

Creating an environment where employees feel comfortable expressing their opinions and sharing ideas.

Continuous Improvement

Using constructive feedback to identify challenges, improve processes, and strengthen organisational performance.

Recognition and Appreciation

Acknowledging individual achievements, teamwork, and contributions to the company's success.

Respect and Inclusion

Promoting a professional environment where employees are treated fairly, respectfully, and with dignity.

Employee Well-being

Encouraging a safe, supportive, and positive workplace that promotes professional and personal development.

At IPRO, we believe that listening to our people is essential to building a stronger organisation.

4. Training & Continuous Development

Investing in Knowledge. Building the Future.

Technology evolves rapidly, and so do the skills required to remain competitive.

At IPRO, we consider employee training and professional development essential investments in our long-term success.

We encourage continuous learning to help our teams maintain technical expertise, adapt to emerging technologies, and deliver exceptional services to our customers.

Our Training Objectives

Technical Excellence

Developing the expertise required to design, implement, maintain, and support modern IT infrastructure and enterprise technology solutions.

Professional Certifications

Encouraging employees to pursue industry-recognised certifications in networking, cybersecurity, cloud computing, enterprise software, and other relevant technologies.

Leadership and Management

Strengthening communication, decision-making, project management, customer service, and leadership capabilities.

Innovation and Adaptability

Preparing employees to embrace emerging technologies, industry changes, and new business opportunities.

Health, Safety and Compliance

Promoting safe working practices, responsible business conduct, regulatory compliance, and workplace risk awareness.

5. Our Learning & Development Methods

Flexible Learning for Every Professional.

We recognise that employees have different learning styles, professional backgrounds, and development needs.

IPRO supports a variety of learning approaches to encourage practical knowledge acquisition and professional growth.

6. Health, Safety & Employee Well-being

Safety Is Everyone's Responsibility.

At IPRO, protecting the health, safety, and well-being of our employees, customers, and partners is a fundamental priority.

We promote a proactive safety culture based on risk prevention, employee awareness, and responsible working practices.

Our Health, Safety, and Environment (HSE) framework supports safe operations across our technical activities, including IT infrastructure installations, telecommunications, electrical systems, maintenance, and field services.

Key Areas of Safety Training

Working at Heights

Training employees to identify and manage risks associated with elevated work environments, including ladder safety, fall prevention, and appropriate protective equipment.

Emergency Response & First Aid

Developing awareness of emergency procedures, incident reporting, first aid, and appropriate responses to potentially life-threatening situations.

Electrical Safety

Promoting safe practices when working with electrical installations, UPS systems, power distribution equipment, and other electrical infrastructure.

Fire Prevention & Emergency Preparedness

Raising awareness of fire hazards, emergency evacuation procedures, and appropriate responses to workplace emergencies.

Personal Protective Equipment (PPE)

Ensuring employees understand the correct selection, use, and maintenance of protective equipment appropriate to their work.

Workplace Risk Assessment

Encouraging employees to identify hazards, assess risks, and take preventive measures before performing technical activities.

We believe that every employee deserves a safe working environment and that every workplace incident is an opportunity to strengthen prevention and awareness.

7. Career Development & Opportunities

Grow Your Career With IPRO.

We believe that professional growth should be an ongoing journey.

At IPRO, we encourage employees to take ownership of their careers, explore new responsibilities, and develop the skills needed to succeed in an increasingly connected world.

Our professional development philosophy focuses on building expertise, recognising potential, and encouraging internal career progression.

We strive to create opportunities for employees to expand their knowledge across different technologies, business functions, and projects.

Whether you are a technical specialist, engineer, project manager, sales professional, or business support specialist, IPRO offers an environment where your contributions matter.

Join Our Team

Are you passionate about technology, innovation, and solving complex challenges?

We are always interested in connecting with talented, motivated professionals who share our commitment to excellence and customer satisfaction.

Build your skills. Expand your opportunities. Shape the future with IPRO.

Explore Career Opportunities

Corporate Governance & Code of Business Conduct

We are committed to lawful, honest, safe and responsible business practices across our operations, people and business relationships.

Policy reference GOV-CODE-001  ·  Version 1.0

Our commitment

At IPRO SL, integrity, accountability, human rights and responsible business practices guide our work. Our Corporate Governance & Code of Business Conduct sets standards for employees, management, representatives and business partners across our technology services and operations.

Executive statement

IPRO SL is committed to lawful, honest, safe and responsible business practices. The company does not tolerate bribery, corruption, facilitation payments, forced labour, human trafficking, child labour, harassment, retaliation, fraud or deliberate misuse of confidential information. This Code sets out the minimum standards expected in our operations, procurement, sales, service delivery and relationships with public and private-sector customers.

This Code sets out the mandatory standards of conduct for persons acting for IPRO SL. Its adoption is confirmed by the signature and effective date on the approval page. Implementation evidence, training records and supplier assessments must be maintained separately and may not be represented as completed unless verified.

1. Governance, accountability and legal compliance

IPRO SL management is accountable for approving this Code, allocating resources, reviewing compliance risks and addressing serious breaches. A designated Compliance Officer or other named manager administers the programme and maintains records; the role must be assigned in writing.

All covered persons must comply with the applicable laws of Equatorial Guinea and other relevant jurisdictions, contract requirements and this Code. If requirements differ, seek management or legal advice and apply the stricter lawful requirement. No commercial target justifies misconduct.

2. Zero tolerance for bribery and corruption

IPRO SL prohibits offering, promising, giving, requesting, accepting or authorising any bribe, kickback, secret commission or improper advantage, directly or through intermediaries. The prohibition applies to public officials, private customers, tender processes, purchasing, customs, inspections and all other transactions.

Employees must not disguise improper payments as consulting fees, commissions, travel, reimbursements, discounts, charitable contributions or marketing expenses. All payments require a legitimate business purpose, proper approval, accurate supporting records and appropriate accounting.

3. Facilitation payments and payments under duress

Facilitation payments—including unofficial payments intended to speed up routine government or administrative actions—are prohibited, even when customary locally. Official published fees supported by legitimate receipts are not facilitation payments.

If an employee faces an immediate and credible threat to life, health, safety or physical welfare, personal safety takes priority. A payment made solely under duress must be reported as soon as safely possible, documented accurately and reviewed by management. This is a narrow safety exception, not permission to pay for convenience.

4. Gifts, hospitality, travel and charitable contributions

Business gifts and hospitality must be modest, infrequent, lawful, transparent and unrelated to an award, inspection or purchasing decision. Cash or cash-equivalent gifts, concealed benefits and benefits intended to influence decisions are prohibited.

Where the risk is heightened—including public officials and active tenders—employees must obtain advance written approval. Management will establish monetary limits and a gifts-and-hospitality register before this control is treated as operational. Charitable or political contributions must never be used as a conduit for improper influence.

5. Conflicts of interest and fair competition

Personnel must disclose actual, potential or perceived conflicts, including family relationships, outside employment, ownership interests in suppliers or customers, and personal benefits. Conflicted personnel must not participate in related decisions until management approves an appropriate mitigation.

IPRO SL competes fairly, provides truthful technical and commercial information, and prohibits collusion, bid-rigging, price-fixing, market allocation, and improper access to competitors’ confidential information.

6. Human rights, labour standards and modern slavery

IPRO SL prohibits slavery, servitude, human trafficking, forced or bonded labour, debt bondage and unlawful child labour in its operations and expects equivalent standards from suppliers and subcontractors. Employment must be voluntary, with lawful compensation, working hours, freedom to leave subject to lawful notice, and no retention of identity documents or coercive recruitment fees.

Employees are entitled to respectful treatment, non-discrimination, a safe workplace and accessible channels to report concerns. Suspected labour exploitation shall be escalated promptly and addressed without retaliation.

7. Procurement, suppliers and third parties

Suppliers, contractors, distributors, customs agents and other intermediaries must be selected using objective criteria, appropriate approval and risk-based due diligence. Higher-risk relationships should be reviewed for ownership, reputation, labour practices, geographic exposure, sanctions and corruption risks.

IPRO SL will progressively map its supply chain, classify supplier risk and insert appropriate anti-bribery, human-rights, modern-slavery, audit/cooperation and termination clauses into supplier agreements. These are programme commitments until implementation evidence exists.

8. Health, safety, environment and employee wellbeing

IPRO SL commits to a safe and healthy workplace and responsible environmental practices, aligned with its existing Written HSE Management System (MAN-HSE-001). Risk assessment, competent supervision, training, incident reporting, protective equipment and stop-work authority are required as applicable.

Workers and subcontractors should report unsafe conditions and may stop unsafe work without retaliation, in accordance with applicable procedures.

9. Financial integrity, assets and records

Accounting entries, expense claims, invoices, procurement approvals, gifts, donations and reimbursements must be complete, accurate and traceable. No undisclosed account, false invoice, misleading supporting document or unauthorised payment is permitted.

Company property, software, information, equipment and business opportunities must be used for legitimate purposes and safeguarded against theft, misuse and unauthorised disclosure.

10. Confidentiality, privacy and information security

Personnel must protect confidential client, employee, commercial and technical information and access only data necessary for authorised duties. Security measures should include role-based access, appropriate authentication, secure handling of records, timely incident escalation and lawful retention and deletion.

As an IT integrator and managed-services provider, IPRO SL must respect customer confidentiality, intellectual property, licence conditions and applicable privacy and cybersecurity requirements.

11. Speak-up, grievances and non-retaliation

Employees and third parties may report suspected bribery, modern slavery, fraud, harassment, unsafe conduct or any breach of this Code to their manager, a designated Compliance Officer, or another channel formally designated by management. An alternative escalation route must exist when a manager is implicated.

Concerns should be handled promptly, discreetly and fairly, with confidentiality protected as far as practicable. Retaliation against anyone raising a genuine concern or cooperating with a review is prohibited. Anonymous reporting may be permitted where practicable and lawful; no channel should be advertised until it actually exists.

12. Investigations, disciplinary action and remediation

Management must assess reported concerns, preserve relevant records, assign impartial investigators, protect affected persons and document findings and corrective action. Serious cases may be referred to competent authorities where required.

Breaches may result in coaching, corrective action, discipline, contract termination or other lawful consequences, proportionate to the circumstances. Senior-management allegations should be escalated to a non-conflicted owner or independent adviser.

13. Awareness, monitoring and continuous improvement

IPRO SL shall communicate this Code to personnel, obtain documented acknowledgement and provide role-appropriate training. Procurement, sales, finance, HR and project teams should receive targeted modules covering bribery, facilitation payments, third parties, human rights and reporting.

Management shall review periodic indicators such as training completion, supplier screening, contracts with compliance clauses, grievances investigated, remediation completion and policy exceptions. Targets should be formally approved and results reported truthfully; proposed KPIs are not historical performance.

14. Implementation, approval and publication

This Code enters into force on the effective date recorded in the approval section below, following signature by the Chief Executive Officer. Management shall communicate the approved Code to relevant personnel and make it available to appropriate business partners. Publication on the company website and incorporation into relevant contracts will be coordinated by management.

The company will review the Code at least annually, maintain version control and update it when legal requirements, client expectations or operational risks materially change.

Policy information

Document: GOV-CODE-001 | Version: 1.0 | Status: Effective only upon formal approval | Policy owner: CEO / designated Compliance Officer | Review: At least annually

Contact and reporting

Employees and business partners may raise concerns through their manager or a management-designated reporting route. The official channel will be published here after it has been established and communicated.