Welcome to Hulan. We are a creative technology studio where innovation, collaboration, and social impact come together. Our work focuses on developing educational and serious games, interactive experiences, and technological solutions that help people learn, understand, and grow. To make this possible, a working environment is required in which everyone feels safe, respected, and heard. This code of conduct describes the values, norms, and expectations that apply to everyone who works within or on behalf of Hulan.

The code of conduct applies to employees, freelancers, interns, partners, suppliers, and other stakeholders who collaborate with or for Hulan. The code helps us establish clear agreements about professional behavior, communication, collaboration, confidentiality, and responsibility. Its purpose is not to impose rules, but to guide a culture in which trust, creativity, and respect are central.

By working at Hulan or collaborating with our company, everyone is expected to know and follow this code of conduct. When situations arise that are not explicitly described in this document, we expect employees to act in accordance with the spirit of this code: professional, honest, and respectful.

Respect and Inclusion

At Hulan, we believe that diversity is an essential strength for innovation and creativity. People bring different perspectives, experiences, and ideas, and these differences make our work stronger. Therefore, we strive for an inclusive work environment in which everyone feels welcome and valued.

Respect means treating each other with dignity and consideration, regardless of background, nationality, culture, religion, age, gender identity, sexual orientation, or physical abilities. Within our organization there is no place for discrimination, racism, sexism, or other forms of exclusion. When someone brings a different cultural background or a different way of working or communicating, we see this as an enrichment of the team.

Inclusion also means actively making space for different voices. During meetings, brainstorms, or project discussions, we encourage everyone to share ideas. It may happen that someone speaks less quickly in group situations; in such cases it is important that colleagues consciously create space so everyone can contribute. The goal is a work environment where no one feels that their opinion matters less.

Collaboration and Open Communication

Successful projects emerge through collaboration. At Hulan, we therefore work with an open and accessible structure in which ideas can circulate freely. Although roles and responsibilities exist, we do not believe in rigid hierarchies. Everyone should feel free to propose ideas, ask questions, or provide feedback.

Open communication means that information is not unnecessarily withheld and that colleagues keep each other informed about relevant developments. For example, if someone encounters a problem in a project, it is expected that this is shared in time so the team can help search for solutions. Transparency prevents misunderstandings and makes collaboration more efficient.

Sharing knowledge is an important part of this culture. If someone discovers new techniques, tools, or insights, we encourage them to share these with colleagues. This can happen through internal presentations, documentation, or informal conversations. In this way not only the individual grows, but the organization as a whole.

Respectful Communication and Feedback

Professional communication is essential for a healthy work culture. Within Hulan we expect everyone to speak to each other respectfully, both in direct conversations and in digital communication such as chat, email, or project tools.

Respectful communication means listening to one another and being open to different perspectives. Differences of opinion are normal and can even be valuable, as long as they are discussed in a constructive way. For example, if someone has criticism of a design or technical solution, the feedback should focus on the work and not on the person.

Feedback is an important tool for growth. Giving feedback means helping improve work or collaboration. Good feedback is concrete, honest, and constructive. Instead of saying that something is “not good,” it is more effective to explain what could be improved and why. Equally important is the ability to receive feedback without taking it personally. Being open to feedback creates a culture in which people continuously learn and improve.

Behavior such as bullying, intimidation, aggressive communication, or sexual harassment is not accepted within Hulan. When someone feels uncomfortable, unsafe, or hurt by the communication or behavior of a colleague, this must be taken seriously.

Workplace and Collaboration

A positive workplace emerges when people trust each other and take responsibility for their role within the team. At Hulan we expect everyone to collaborate professionally and contribute to a constructive working atmosphere.

Collaboration means supporting each other when needed. For example, when a deadline approaches and a team member needs help, colleagues are expected to be willing to think along or temporarily provide support. At the same time, collaboration also means that everyone takes their own responsibilities seriously and performs their work carefully.

Conflicts can arise in any organization. When disagreements or tensions occur, it is important that they are discussed openly and respectfully. Avoiding a problem often leads to greater frustration. Therefore we encourage employees to discuss conflicts early and work together toward solutions.

An important part of a healthy workplace is respect for personal boundaries. This applies, for example, to working hours, private life, and mental workload. When someone indicates that they need more rest temporarily or are not reachable outside working hours, colleagues are expected to respect this.

Work-Life Balance and Wellbeing

Creativity and productivity can only exist when people feel well. That is why Hulan places great value on a healthy work-life balance. Although projects may sometimes involve intensive periods, we strive to ensure that workload remains manageable in the long term.

It is important that employees take sufficient rest and spend time on their personal lives. Excessive overtime is not seen as a sign of commitment, but as a risk to wellbeing and quality of work. If someone structurally experiences too much workload, it is expected that this will be discussed with colleagues or supervisors.

Wellbeing is not only about physical health, but also about mental safety. A work environment in which people feel free to ask questions, admit mistakes, or share concerns contributes to sustainable collaboration.

Responsibility and Integrity

Integrity means acting honestly, reliably, and responsibly. Everyone within Hulan represents the company, both internally and externally, and thereby contributes to the reputation of the organization.

This means employees take responsibility for their work and communicate transparently when mistakes are made. Mistakes are inevitable in creative and technical processes. Instead of hiding them, we encourage discussing them so the team can learn from them. For example, if a bug is discovered in a project, it is important that it is reported immediately so a solution can be worked on together.

Professional behavior also means that agreements are honored. Deadlines, client agreements, and internal responsibilities must be taken seriously. If circumstances change and a deadline becomes unfeasible, this should be communicated in time.

Confidentiality and Company Information

Within Hulan we work with confidential information, including technical documentation, client data, project plans, and strategic information. This information must be handled carefully.

Sharing confidential information with external parties without permission is not allowed. This applies, for example, to project details, prototypes, or internal documents. The obligation of confidentiality also continues after the collaboration ends.

In practice, this means employees should be careful when sharing screenshots, code, or project information on public platforms, social media, or conferences. If there is uncertainty about what may or may not be shared, this should first be discussed internally.

Conflict of Interest

A conflict of interest occurs when personal interests may conflict with the interests of the company. Transparency is essential in such cases.

An example could be an employee wanting to accept an external assignment similar to work carried out within Hulan. In such situations it is important to discuss this openly so potential conflicts can be avoided.

The goal of this rule is not to restrict personal initiatives, but to ensure that business decisions are always made honestly and in the interest of the company.

Innovation, Experimentation and Professional Development

Innovation lies at the core of Hulan’s work. We develop new ideas, technologies, and creative solutions. Therefore we encourage a culture where experimentation is possible.

Experimentation means employees may explore new tools, techniques, and concepts. Sometimes an experiment leads to a successful result, sometimes it does not. Both outcomes are valuable because they contribute to knowledge and experience.

Professional development plays an important role in this. Employees are encouraged to develop new skills, for example by attending training, conferences, or experimenting with new technologies. By sharing knowledge with colleagues, we strengthen the organization as a whole.

Use of Technology, Data and AI

As a technology company, we regularly work with digital systems, data, and sometimes artificial intelligence. The use of these technologies always takes place in an ethical, careful, and responsible manner.

When working with data, privacy and security are central. Personal data of users, clients, or partners is used only for the purpose for which it was collected. Unnecessary storage, sharing, or distribution of sensitive information is actively prevented.

Within our development process we sometimes use AI tools to accelerate concept phases. This allows us to explore ideas faster and rapidly prototype more game concepts. AI is used solely as a tool in early development and research phases.

For the graphical and creative production of our final products, we do not use generative AI. Our final products are intentionally designed and created by humans. However, software development may be supported by AI tools, for example to make programming work more efficient.

Transparency, respect for copyright, and careful handling of confidential information always remain guiding principles. Human-made final products and creative integrity are central to our work.

Social Media and Public Communication

Employees are free to use social media, but must be aware that public statements may influence the reputation of the company.

When employees speak online about work, projects, or clients, this should be done professionally and respectfully. Confidential information must never be shared without permission. Employees must also be careful with statements that could be interpreted as official company positions.

An example is sharing project visuals or prototypes before a project has been officially announced. In such cases internal approval must always be obtained first.

Reporting Inappropriate Behavior

Everyone within Hulan has the right to feel safe at work. If someone experiences or observes inappropriate behavior, it is important that this is reported.

Reports can be made to a supervisor, a confidential advisor, or a designated contact person within the organization. Reports will be taken seriously and handled as confidentially as possible. The purpose of reporting is not to punish someone, but to resolve problems and prevent recurrence.

Reporting issues must never lead to negative consequences for the person who raises the concern.

Enforcement and Responsibility

Compliance with this code of conduct is a shared responsibility of everyone within the organization. When the code is violated, this may lead, depending on the situation, to discussions, warnings, or other appropriate measures.

In serious cases, violations of the code of conduct may lead to disciplinary action or termination of collaboration. The purpose of enforcement is always to protect a safe, professional, and respectful working environment.

Final Statement

Hulan aims to be a place where people enjoy working, where ideas come to life, and where collaboration leads to innovative results. This code of conduct helps us create a culture where respect, creativity, and responsibility are central.

By putting these principles into practice, we build together an organization in which everyone feels safe to contribute, experiment, and grow.