Social responsibility

Responsible operations at Corpshore are not a corporate social responsibility page bolted onto the business. They are part of how the work is delivered. A client buying a regulated process is also buying the working conditions behind it, because those conditions affect quality, retention and reputational risk. We treat the two as inseparable.

The commitment is stated in general, defensible terms. We do not publish figures we cannot stand behind or claim certifications we do not hold. Where a client needs specific documentation of employment terms, security posture or certification scope, it is provided on request rather than asserted in marketing.

The AI annotation industry has a well documented problem. Much of the world's data labelling and model evaluation work is delivered through opaque subcontracting chains, on piece rates, without stable employment or clear pay. The people who make AI systems accurate are often the least protected part of the supply chain. Any buyer of AI data work should ask how the people doing it are employed and paid.

Corpshore's answer is direct. The people doing the work are employed, not engaged through anonymous piece-rate platforms, and they are employed lawfully under the law of the country the work is performed in. Rate tiers for annotation work are published rather than hidden, so a client can see the basis on which the people doing their work are paid. This is a deliberate contrast with the industry norm, and it is a defensible one because it rests on employment contracts and published rates rather than a voluntary pledge.

Where work for an Australian or New Zealand client is performed by people employed in Australia or New Zealand, it is delivered under local employment law. In Australia that means the National Employment Standards and any applicable Modern Award under the Fair Work Act, together with the payroll and superannuation obligations that go with lawful employment in the relevant state or territory. In New Zealand it means the Holidays Act 2003, which the Employment Leave Act replaces from August 2028. For a client, this is not an abstract point. It is the reason the working conditions behind their programme can be documented rather than taken on trust.

Most delivery for Australian and New Zealand clients runs from the group's offshore hubs, and the same principle governs it. The work is performed under lawful local employment in the country concerned, and the client is told where it sits before go-live. The group's standards for safe working conditions and transparent pay travel with the work rather than stopping at a border.

Some of the work the group does, particularly trust and safety, content moderation and certain kinds of model evaluation, exposes people to difficult material. Responsible operation of this work means designing for the wellbeing of the people who do it, not only for the throughput of the queue. We treat wellbeing safeguards for review work as part of the delivery design rather than an optional extra, and the specific measures in place for a given programme are confirmed with the client during scoping.

Delivering onshore keeps skilled work, and the tax and employment that come with it, in the local economy. A programme staffed in Australia or New Zealand supports local employment rather than exporting it. That is a straightforward economic contribution, and it is one we state plainly rather than dress up. We describe our community role in terms of what the operation actually does, keeping skilled service, technology and AI work in the local economy, rather than in terms of initiatives we cannot yet evidence.