Mission Statement



To offer an innovative children’s program that harnesses the latest technology to teach science, mathematics, reading, and social skills through entertainment and fun.


To elevate one’s pride by inspiring each child with a greater sense of oneself while teaching mutual respect and equality.


To inspire each child to go out into the world as an ethical member of society and be a productive and kind role model for future generations.

Statement of values and code of ethics



As a matter of fundamental principle, Wobworld Nonprofit Corporation will adhere to the highest ethical standards because it is the right thing to do. As a matter of pragmatic self-interest, the community should do so because public trust in our performance is the bedrock of our legitimacy. Donors and volunteers support charitable organizations because they trust Wobworld to carry out their missions, to be good stewards of their resources, and to uphold rigorous standards of conduct.

Wobworld must earn this trust every day and in every possible way. But organizations are, at the base, people, and it is up to the people of the independent sector―board members, executive leaders, staff, and volunteers―to demonstrate their ongoing commitment to the core values of integrity, honesty, fairness, openness, respect, and responsibility.

The independent sector comprises a diverse array of organizations large and small, those that make grants and those that raise funds from the public, those that operate at the community and national level and those that work outside the United States. That diversity is one of the abiding strengths of our sector. Undergirding this diversity, however, must be a common set of ethical standards.

Wobworld has formally adopted a code of ethics with which all of its trustees, staff, and volunteers are familiar and to which they adhere. This Statement of Values and Code of Ethics provides a starting point for Wobworld to use in developing our constituencies.

Adherence to the law is the minimum standard of expected behavior. Wobworld Nonprofit must do more, however, than simply obey the law. We must embrace the spirit of the law, often going beyond legal requirements and making sure that what we do is matched by what the public understands about what we do. Transparency, openness, and responsiveness to public concerns must be integral to our behavior.

Statement of Values

 Wobworld’s code of ethics is built on a foundation of widely shared values. These values are:

  • Commitment to the public good;
  • Accountability to the public;
  • Commitment beyond the law;
  • Respect for the worth and dignity of individuals;
  • Inclusiveness and social justice;
  • Respect for pluralism and diversity
  • Transparency, integrity, and honesty;
  • Responsible stewardship of resources; and,
  • Commitment to excellence and to maintaining the public trust.


These values inform and guide the actions that Wobworld takes in developing our policies and informing their practices.

Wobworld's Code of Business Conduct, Ethics, and Conflict of Interest Policy 2020

I. General Principles. 

This Code of Business Conduct and Ethics and Conflict of Interest Policy and its underlying principles (this “Policy”) applies to you as an employee, director, contractor or another agent of Wobworld Nonprofit Corporation or any of its affiliates. Collectively, “we,” “us,” “our” or “Company” refers to Wobworld Nonprofit Corporation and its domestic and foreign subsidiaries and affiliates. Periodically, we may adopt additional guidelines to assist you in complying with this Policy. Generally, we expect you to:

  • Follow all applicable laws;
  • Be truthful, fair and ethical;
  • Pursue the best interests of the Company;
  • Handle conflicts of interest appropriately, avoiding conflicts when possible;
  • Never discriminate against anyone;
  • Cooperate with all audits and investigations;
  • Maintain Company obligations of confidentiality and trust;
  • Protect Company assets and resources;
  • Seek assistance if you have questions about this Policy or face ethical dilemmas; and
  • Report violations or suspected violations of this Policy.

Personal and Professional Integrity is of utmost importance. All staff, board members and volunteers of the organization act with honesty, integrity, and openness in all their dealings as representatives of the organization. The organization promotes a working environment that values respect, fairness, and integrity.

II. Objective

The organization has a clearly stated mission and purpose, approved by the board of directors, in pursuit of the public good. All of our programs support this mission and all who work for or on behalf of the organization understand and are loyal to our objective and purpose. The mission is responsive to the constituency and communities served by the organization and of value to our society at large.

III. Governance

The organization has an active governing body that is responsible for setting the mission and strategic direction of the organization and oversight of the finances, operations, and policies of the organization. The governing body:

  • Ensures that its board members or trustees have the requisite skills and experience to carry out their duties and that all members understand and fulfill their governance duties acting for the benefit of the organization and its public purpose;
  • Has a conflict of interest policy that ensures that any conflicts of interest or the appearance thereof are avoided or appropriately managed through disclosure, recusal or other means; and
  • Is responsible for the hiring, firing, and regular review of the performance of the chief executive officer, and ensures that the compensation of the chief executive officer is reasonable and appropriate;
  • Ensures that the CEO and appropriate staff provide the governing body with timely and comprehensive information so that the governing body can effectively carry out its duties;
  • Ensures that the organization conducts all transactions and dealings with integrity and honesty;
  • Ensures that the organization promotes working relationships with board members, staff, volunteers, and program beneficiaries that are based on mutual respect, fairness, and openness;
  • Ensures that the organization is fair and inclusive in its hiring and promotion policies and practices for all board, staff and volunteer positions;
  • Ensures that policies of the organization are in writing, clearly articulated and officially adopted;
  • Ensures that the resources of the organization are responsibly and prudently managed; and,
  • Ensures that the organization has the capacity to carry out its programs effectively.

IV. Legal Compliance

Wobworld is knowledgeable of and complies with all laws, regulations and applicable international conventions.

V. Responsible Stewardship

Wobworld and its subsidiaries manage their funds responsibly and prudently. This should include the following considerations:

  • Wobworld spends a reasonable percentage of its annual budget on programs in pursuance of its mission;
  • Wobworld spends an adequate amount on administrative expenses to ensure effective accounting systems, internal controls, competent staff, and other expenditures critical to professional management;
  • Wobworld compensates staff, and any others who may receive compensation, reasonably and appropriately;
  • Wobworld will solicit funds and have reasonable fundraising costs, recognizing the variety of factors that affect fundraising costs;
  • Wobworld does not accumulate operating funds excessively;
  • Organizations with endowments (both foundations and public charities) prudently draw from endowment funds consistent with donor intent and to support the public purpose of the organization;
  • Organizations ensure that all spending practices and policies are fair, reasonable and appropriate to fulfill the mission of the organization; and,
  • All financial reports are factually accurate and complete in all material respects.

VI. Openness and Disclosure

Wobworld provides comprehensive and timely information to the public, the media, and all stakeholders and is responsive in a timely manner to reasonable requests for information. All information about the organization will fully and honestly reflect the policies and practices of the organization. Basic informational data about the organization, such as the Form 990, reviews and compilations, and audited financial statements will be posted on the organization’s website or otherwise available to the public. All solicitation materials accurately represent the organization’s policies and practices and will reflect the dignity of program beneficiaries. All financial, organizational, and program reports will be complete and accurate in all material respects.

VII. Program Evaluation

Wobworld regularly reviews program effectiveness and has mechanisms to incorporate lessons learned into future programs. Wobworld is committed to improving the program and organizational effectiveness and develops mechanisms to promote learning from its activities and the field. Wobworld is responsive to changes in its field of activity and is responsive to the needs of its constituencies.

VIII. Inclusiveness and Diversity

Wobworld has a policy of promoting inclusiveness and its staff, board and volunteers reflect diversity in order to enrich its programmatic effectiveness. The organization takes meaningful steps to promote inclusiveness in its hiring, retention, promotion, board recruitment and constituencies served.

IX. Fundraising

Wobworld raises funds from the public or from donor institutions are truthful in their solicitation materials. Organizations respect the privacy concerns of individual donors and expend funds consistent with donor intent. Organizations disclose important and relevant information to potential donors.

In raising funds from the public, organizations will respect the rights of donors, as follows:

  • To be informed of the mission of the organization, the way the resources will be used and their capacity to use donations effectively for their intended purposes;
  • To be informed of the identity of those serving on the organization’s governing board and to expect the board to exercise prudent judgment in its stewardship responsibilities;
  • To have access to the organization’s most recent financial reports;
  • To be assured their gifts will be used for the purposes for which they were given;
  • To receive appropriate acknowledgment and recognition;
  • To be assured that information about their donations is handled with respect and with confidentiality to the extent provided by the law;
  • To expect that all relationships with individuals representing organizations of interest to the donor will be professional in nature;
  • To be informed whether those seeking donations are volunteers, employees of the organizations or hired solicitors;
  • To have the opportunity for their names to be deleted from mailing lists that an organization may intend to share; and,
  • To feel free to ask questions when making a donation and to receive prompt, truthful and forthright answers

Running a holiday sale or weekly special? Definitely promote it here to get customers excited about getting a sweet deal.

X. Conflict of Interest.

Potential, Actual and Appearance of Conflicts. You must be guided by the Company’s interests in your decisions and actions on behalf of the Company, and this requires that you identify and disclose any interest, influence or relationship that gives rise to an actual or potential or the appearance of a conflict with the Company’s best interests. You should avoid conflicts when possible and if a conflict arises, you must disclose it to your immediate supervisor. You must discharge all your duties with undivided loyalty as measured by the highest standards of law and ethics. This Policy applies to your direct and indirect interests, which include interests related to any of your immediate family members. This extends to any transactions made on your behalf or on behalf of your immediate family members. In general, we regard our personnel as having a beneficial interest in any property owned, or any transactions entered into, by their spouse, minor children or other dependents.

An “immediate family member” includes your spouse, parents, stepparents, children, stepchildren, siblings, mothers- and fathers-in-law, sons- and daughters-in-law, brothers- and sisters-in-law and any person (other than a tenant or employee) sharing your household.

The existence of an actual or potential conflict of interest depends on specific facts. The principles discussed here are intended to alert you to actual or potential problems and to furnish general guidance. In any potential situation, we expect you to immediately disclose any matters of conflict fully and frankly to us. You must immediately provide full disclosure of any interest that you or your immediate family members have or may acquire at the time of hire and during the course of employment, which creates an actual or an appearance of conflict with our interests. When in doubt, we advise you to disclose any facts of actual or potential conflict to Wobworld’s Human Resources. 

You are under a continuous duty to avoid any conflict of interest. If we determine that you are in a situation with an actual or potential conflict of interest or that has an appearance of conflict, we will require you to take satisfactory corrective action. We expect you to disclose the circumstances under which such conflict of interest arose. We will also require you to provide updates regarding any resolutions and actions taken to avoid future incidents. We require continuing disclosure to inform and protect us and you from the harmful effects of any conflict of interest.

XI. Relationships with Our Vendors, Purchasers and Competitors. 

We require you to report and disclose any interest or relationship with any entities (including with their employees or agents) that supply or purchase products or services to or from us or compete with us. We require you to disclose interests and relationships that involve employment, compensation, credit or loans, beneficial interest in or rights to profits or income. You are not permitted to receive compensation in connection with services performed relating to any transaction entered into by the Company, other than the compensation received in the ordinary course of your employment by the Company. We consider it a potential conflict of interest for you to be in a position of influence with respect to Company decisions that involve parties with whom you have a direct or indirect interest or relationship. For that reason, you are required to report and disclose such facts to us.

XII. Gifts or Favors. 

You may not solicit or accept money, gifts or favors from any entity which you believe may transact business, or may seek to transact business with us. Any act to the contrary constitutes a violation of this Policy. Please note that each of the Company’s divisions or departments has the authority to establish additional procedures or more restrictive standards related to gifts or favors. You are required to know your department’s or division’s policies and procedures.

XIII. Protection and Proper Use of Company Assets and Resources. 

You are required to safeguard our assets and to use our assets efficiently and properly in our best interest. We expect you to follow proper policy and procedures to prevent the loss, theft or unauthorized use of our funds and other property. Examples of our assets include personnel time; cash, checks, drafts and charge cards; land and buildings; records; vehicles; equipment, including fax machines, copiers, and telephones; computer hardware, software, networks, e-mail, and Internet access; scrap and obsolete equipment. You are prohibited from engaging in personal activities while on Company time or using or causing to be used, our funds, facilities, assets, equipment, materials or supplies for your personal profit or benefit. With the exception of using accumulated frequent flier miles for personal travel, this Policy prohibits the use of any Company resources for personal gain or benefit. For example, extending complimentary for personal gain rather than for Company purpose is prohibited. You have a duty to protect our assets and to ensure their efficient use. Theft, carelessness, and waste have a direct impact on our profitability. Our assets should only be used for legitimate business purposes.

XIV. Corporate Opportunities

You have a duty to advance our legitimate business interests as a first priority. This Policy prohibits you from using your Company position or our resources, including our information: to take opportunities away from us, for personal gain or to compete against us. For example, acquiring, directly or indirectly, real estate, leaseholds, patents or other property interests or rights that the Company would also likely have an interest in acquiring could give rise to a conflict of interest. You are expected to comply with the Conflict of Interest Guidelines before acquiring any such opportunities.

XV. Personal Business Transactions. 

You should generally avoid making personal investments, acquiring any financial interest or entering into any association that interferes (or may interfere) with the exercise of your independent judgment on behalf of the Company and in its best interests. 

XVI. Accounting and Use of Company Funds. 

We prohibit any unlawful use of our funds or assets. This Policy prohibits you from establishing accounts which are not authorized by the Company’s controller, holding or controlling funds or assets without due authorization, making false, artificial or unlawful entries in our books and records, recording transactions in a manner which is not accurate or which does not comply with our policies and Generally Accepted Accounting Principles or engaging in any arrangements that result in such prohibited acts. If you have any questions regarding the recording of an accounting transaction, you should direct them to our accounting personnel or the Company’s Executive Vice President and Chief Accounting Officer. 

XVII. Outside Employment. 

The Company’s employees and officers are expected to devote their full time and attention to the Company’s business during regular working hours and for whatever additional time may be required. Outside business activities can easily create conflicts of interest or diminish productivity and effectiveness. For these reasons, employees and officers should avoid outside business activities that divert their time and talents from the Company’s business. Though the Company encourages professional activities and community involvement, special care must be taken not to compromise duties owed to the Company. Employees and officers are expected to disclose the nature of any non-Company activity for which compensation is received.

XVIII. Confidentiality. 

Confidentiality is an essential requirement of our business. We require you to treat all information received as a result of your employment appropriately, which may include confidential treatment. Confidential information must be kept in strict confidence and includes all non-public information learned as an employee, officer or director of the Company. It includes, but is not limited to, non-public information that might be of use to competitors, suppliers, vendors, joint venture partners or others, of interest to the press or harmful to the Company or its customers, if disclosed, such as non-public information.

XIX. Outside Associations. 

We are a highly visible company operating in a business which is the subject of continuing scrutiny. Therefore, you are required to avoid outside associations with individuals who, because of past or continuing activities or reputation, might reflect negatively on the Company or adversely affect the Company’s reputation. You should not associate with a person who you know has been charged or convicted of a felony.  If we determine that the association might reflect negatively on the Company or adversely affect the Company’s reputation, we will require you to take satisfactory corrective action.

XX. Equal Opportunity Policy. 

We are committed to equal opportunity in employment for all applicants and employees. The law and our policy prohibit discrimination in any aspect of employment based on race, color, national origin, sex, age, religion, disability, perceived disability, veteran status, sexual orientation or any other basis protected by law. The Americans with Disabilities Act of 1990 prohibits discrimination against an individual with a disability who meets the qualifications of the position and can perform the essential functions of the job with or without reasonable accommodation. Under certain circumstances, the law imposes upon us a duty of reasonable accommodation to a qualified individual with a disability as defined by law. All Company actions affecting our employees, including hiring, compensation, training, promotion, discipline, termination and the terms, conditions or privileges of employment, must be administered fairly in accordance with applicable laws. If you believe you have been discriminated against, you should report or make a complaint about the matter immediately to Human Resources. If you are uncomfortable reporting the conduct to the Human Resources Department, you may report the matter to a member of your Management, your senior management or through the Hotline. Moreover, our policy is that any request for accommodation of an asserted disability is to be reviewed by the appropriate Human Resources Department.

XXI. Zero Tolerance for Harassment or Retaliation. 

Our commitment to equal treatment in employment includes maintaining a workplace free from harassment based on race, color, national origin, sex, age, religion, disability, perceived disability, veteran status, sexual orientation or any other basis protected by law. We have a “zero-tolerance” policy for any form of harassment or discrimination in the workplace, retaliation against or harassment of an employee for having exercised the legal right to complain about prohibited harassment or discrimination or retaliation against or harassment on account of reporting a violation of this Policy. Harassment based on any of the above factors is a form of discrimination and includes any unwelcome behavior (verbal or physical) that disparages or degrades you based on the above factors and that unreasonably interferes with your job performance or causes an offensive or intimidating work environment. If you believe that you have been harassed or are the recipient of retaliation while on the job, you should immediately report such conduct to Human Resources. 

XXII. Network Use, Integrity & Security; E-mail. 

The Company reserves the right to monitor or review any and all data and information contained on any employee’s or officer’s computer or other electronic device issued by the Company. In addition, the Company reserves the right to monitor or review an employee’s or officer’s use of the Internet, Company Intranet and Company e-mail or any other electronic communications without prior notice. Access to Company systems will be revoked and disciplinary action may be taken in the event that such systems are used to commit illegal acts or to violate the nondiscrimination, harassment, pornography, solicitation or proprietary information terms of this Code, or any other terms of this Code. In order to maintain systems integrity and protect the Company network, no employee or officer should divulge any passwords used to access any Company computer or database. Any suspected breach of the Company’s network security systems should be reported to a responsible supervisor or appropriate internal authority immediately. All employees and officers should refrain from using or distributing software that may damage or disrupt the Company’s work environment by transmitting a virus or conflicting with Company systems. No employee or officer should engage in the unauthorized use, copying, distribution or alteration of computer software whether obtained from outside sources or developed internally. All software, including “shareware,” contains terms of use that must be adhered to. We provide e-mail for business use, including uses related to sending work-related correspondence, approved announcements and meeting schedules. The e-mail system, including its contents and passwords, are our property. The E-mail that uses our system or our equipment may be viewed or retrieved by us. E-mail is not private, and you should not expect it to be. E-mail should only be used for legitimate Company purposes and should not be used in any way to transmit, receive or store:

  • Sexually explicit or pornographic images, messages, videos or cartoons;
  • Ethnic slurs, racial epithets, or anything that may be construed as harassment or disparagement of others based on their race, color, national origin, sex, sexual orientation, age, disability, perceived disability, veteran status or religious or political beliefs;
  • Trade secrets or other confidential Company information except as necessary in the ordinary course of business;
  • Personnel information (e.g., discussion of performance reviews, disciplinary actions, employee relations inquiries) except as necessary in the normal course of business;
  • Unauthorized financial documents or records;
  • Chain letters, jokes, offers to buy or sell goods or other non-business material of a trivial or frivolous nature;
  • Any materials or communication in violation of any local, state or federal law;
  • Any solicitation for commercial ventures, religious or political causes;
  • Privileged communications with legal counsel except as necessary in the normal course of business;
  • Copyrighted software or documents without permission from the author;
  • Disruptive materials or materials considered unreasonably offensive to others or harmful to morale; or
  • Information or content used by you for your personal business or gain, or that of a competitor.

XXIII. Copyrights. 

You should never infringe copyrights. Copyright laws protect the exclusive use of original content such as books, articles, photos, scripts, video, software, music, Web sites, artistic works and the like. You should not make digital or physical copies of such content without first obtaining the written permission of the content’s creator or seeking proper authorization from the applicable licensor. You may not infringe on any computer software copyright licenses. All software used on our computers must be registered or licensed by us rather than to you individually. You may only copy and distribute third-party copyrighted materials (such as software, database files, documentation, articles and graphic files) only if you or we have obtained the proper rights and licenses to do so.

XXIV. Trademarks. 

Trademark laws protect brand names, logos and other identifiers of the source of goods and services. All our logos, property and venue names are trademarked. Our trademarks should not be used by you for personal or other non-Company purposes. Our logos may not be altered in any way. Rather, they should be represented using approved artwork and accompanied by the appropriate trademark symbol, ® for registered trademarks and TM for unregistered marks. You may not infringe on the trademark rights of third parties and should seek the guidance of your Property GC in adopting new trademarks or using the trademarks of other companies.

XXV. Business Cards. 

You may not use Company business cards that do not accurately reflect your title and position at the Company, nor may you print Company business cards without proper authorization and through authorized means.

XXVI. Remote Computer Use and Access. 

Except with specific prior authorization from the Wobworld Information Systems Department, you may not remotely access our computer network, including our e-mail accounts. Any such approved remote access will be in accordance with the guidelines and procedures, including any security procedures implemented by the Wobworld Information Systems Department. Except with specific prior authorization, you may not use your own or other computer systems for our business.

XXVII. Representation of Company on Internet Web Sites. 

Without specific prior authorization, you may not conduct our business, speak on our behalf or about us or our employees, advertise or promote us, or otherwise purport to represent us through any Internet Web site, chat room, Usenet, e-mail address or other electronic means other than those owned and operated by us.

XXVIII. Internet Domain Names. 

You may not register any domain name for yourself or any third party if the domain name is the same or confusingly similar to any of our registered or common law trademarks.

XXIX. Photo Identification Badge. 

You have been issued a photo Identification Badge. This must be worn in a clearly visible spot on your person at all times. This badge can not be transferred or used by anyone except the employee it was issued to. If the badge is being worn by anyone other than the employee on the Wobworld Property then the employee who owns the badge will be considered for immediate termination. 

XXX. Violations. 

Violations of this Policy may require us to discipline the offending employee, which may include termination and/or the initiation of legal action. You have a responsibility to submit a report of any known or suspected material violations of this Policy by others to your supervisor or through other appropriate means, and failure to do so may also result in discipline against you, up to and including termination of employment. Any such supervisor shall, in turn, report any known or suspected violations of this Policy by others to Human Resources. To encourage you to report such violations by others, any form of retaliation against you for reporting such a violation or suspected violation of this Policy is strictly prohibited. It should be noted that anonymous reporting does not serve to satisfy a duty to disclose your potential involvement in a conflict of interest or in unethical or illegal conduct.