Expressing Concerns

All stakeholders in the company and the general public are welcome to express concerns or grievances based on the grievance procedure below. For employees the procedure is also included in the Employee Handbook. 

Grievance Reporting

This procedure outlines a method to conduct fair and equitable complaint, misunderstanding, and grievance resolution for Maia Growth Partners stakeholders, including employees, customers, suppliers, and the general public. 

Although Maia Growth Partners aims to create a conflict-free work environment, stakeholders may at times have work- or project-related situations that they consider unfair, or may have disagreements with others, or may feel that the company’s policies are being inequitably applied to them. 

The goal of the grievance reporting and resolution policy is to fairly and equitably apply the policies of Maia Growth Partners, and to expediently find a mutually satisfactory resolution of any problems as they arise. The following process may be used to resolve a dispute or grievance:

1. Direct Resolution: The affected parties shall attempt to address the problem directly with the respondent and find a mutually acceptable solution. For employees, if you have a complaint or problem relating to your employment you should approach your manager and discuss the matter. If one party is not comfortable dealing directly with the respondent, or if this approach fails to resolve the situation, the affected parties shall escalate to the next stage.

2. Escalated Resolution: The affected party or employee may ask that arrangements be made for him or her to discuss the matter with the next level of management. The grievance should be submitted in writing, and this report will form the basis of further discussions. The manager may conduct an informal investigation as appropriate and may serve as facilitator or use a third-party facilitator to talk the issue out between the parties, offering all parties equal opportunity to share concerns and issues. All such meetings shall be non-adversarial, and all parties shall seriously consider the viewpoints of the others involved and actively seek to reach a fair and mutually acceptable resolution. The resolution shall be in written form and shall be maintained in a confidential file for a period of no less than three (3) years. 

3. Executive Resolution: If a complaint cannot be resolved in the prior stages, you have the right to appeal to the Managing Director of Maia Growth Partners. For the grievance to reach this stage, you must submit a written statement containing the arguments of both sides and the progress made in stages 1 and 2. The Managing Director or their designee shall inform the parties of the decision in writing, a copy of which shall be maintained as described above. Any such decision shall be final.

Maia Growth Partners prohibits retaliation against any employee or other stakeholder who has filed a complaint or has participated in a grievance resolution process. If you need to seek advice on any grievance matter, then you should speak to a Director of Maia Growth Partners.

File a Grievance

If you would like to file a grievance about your experience with Maia Growth Partners, please email your contact including the word “Grievance” in the subject with a brief description of your concern or grievance and we will be in touch.

Review

This policy is reviewed by the Maia Growth Partners team at least once per year for consistency and to audit whether edits or additions should be made. 

Last review: 27 July 2026                                         Next review by: 27 July 2027