Code of Conduct

For the purposes of this Code:

1. ‘Code’ means this Members’ Code of Conduct.
2. ‘Employer’ means the employer of a Member of the Institute and/or any third party to whom a Member provides professional services.
3. ‘Members’ mean members and student members of the Institute as defined in the Articles of Association.
4. ‘Board’ means the Board of The Institute of Leadership as defined in the Articles of Association.

In accordance with the Interpretation Act 1978 (s30), words imparting the singular include the plural and vice versa; words imparting one gender, include all genders, unless the context requires otherwise.

Members shall never misuse the authority vested in them as leaders or managers for personal gain or prestige. Members are expected to act in a professional manner at all times, guided by the Institute’s values:

• Authenticity – honesty, integrity and transparency in all professional relationships.
• Vision – acting with purpose, flexibility and responsibility for positive impact.
• Ownership – accountability, commitment and humility.
• Collaboration – respect, inclusion, support and constructive feedback.
• Achievement – professionalism, optimism, continuous improvement and recognition of others.

In practice, this includes:

1. Accepting responsibility for their own conduct and for those they manage or influence;
2. Maintaining high standards of integrity in all business and professional relationships, whether inside the organisation in which they are employed or externally;
3. Applying their skills and expertise diligently, efficiently and responsibly;
4. Seeking appropriate advice where matters fall outside their area of expertise and knowledge;
5. Complying with applicable laws, contractual obligations and professional guidance, which may be issued by the Institute;
6. Rejecting any business practices that could be reasonably regarded as improper or unethical.

Members agree to:

Act as role models

• Demonstrate leadership behaviours aligned to the Institute’s values;
• Be mindful that their conduct may influence or set an example for others.

Promote a respectful and inclusive environment

• Treat others with dignity, courtesy and fairness;
• Listen actively and engage constructively, including where views differ;
• Respect diversity of background, experience, opinion and leadership style.

Professional boundaries and integrity

• Separate personal, political, commercial or religious agendas from Institute activities;
• Avoid exploiting Institute relationships for inappropriate personal or commercial advantage;
• Declare any actual or perceived conflict of interest promptly and transparently.

Confidentiality and data protection

• Respect the confidentiality of information obtained through Institute activities;
• Ensure information shared is accurate and not misleading;
• Comply with applicable data protection and privacy information.

Guidance

When applying these principles, Members should seek to use the following guidelines:

1. To ensure, as far as they are capable, that efficient and effective training is available for their team members and to encourage them to undertake such training so that their competence and safety are enhanced
2. To ensure that due recognition is given to the ideas of others and that every effort, compatible with efficiency, is made to help team members, colleagues and employers obtain optimum satisfaction and motivation
3. To declare any personal interest which may impinge, or may be deemed by others to impinge, on a Member’s impartiality in any matter relevant to their role
4. To respect the confidentiality of information received in the course of duty and never misuse it for personal gain; information given in the course of duty should be accurate and not misleading
5. In line with best practice, to continually develop their personal skills, knowledge and expertise
6. To uphold the principle that equal consideration should be given to all, regardless of gender, marital status, sexual orientation, creed, colour, race or ethnic origin, religion, disability or nationality
7. To be aware of the impact that their actions may have on the environment and the people around them

‘We define integrity as those shared values, attitudes and behaviours that help us to act correctly in our lives and at home, at work and in society’.

- Roger Steare and Christopher Jamieson, authors of Integrity in Practice

The following behaviours are unacceptable and may result in further action such as informal information or guidance, formal warning, temporary suspension of membership, or termination of membership.

Harassment, bullying and victimisation

Any form of harassment, including sexual harassment, intimidation, bullying or victimisation. This includes, but is not limited to;

• Unwelcome or offensive comments, conduct, or ‘jokes’ related to protected or personal characteristics (including sex, gender, race, disability, age, sexual orientation, religion or belief);
• Persistent unwanted contact, whether in person, digitally or online;
• Behaviour that creates an intimidating, hostile, degrading, humiliating or offensive environment.

Zero tolerance: Important: The Institute would like to take this opportunity to set out a zero tolerance in regard to any kind of harassment against our own employees, including sexual harassment and third-party harassment. Breach of this policy will lead to appropriate steps being taken.

Discrimination

• Unjust or prejudicial treatment of individuals or groups;
• Exclusionary practices with institute-related activities or opportunities.

Abuse of power or position

• Exploiting professional status or influence over others;
• Coercion, manipulation or undue pressure.

Dishonesty or unethical conduct

• Misrepresentation of experience, qualifications or credentials;
• Fraud, plagiarism or misuse of Institute resources;
• Breaches of confidentiality or data protection obligations.

Disruptive or unsafe behaviour

• Aggressive, threatening or violent behaviour;
• Conduct that significantly disrupt Institute events or activities;
• Substance misuse that impairs judgement or endangers others in an Institute context.

This Code does not replace or supersede any Employers’ policies, in particular the duty of care. Members are, however, expected to understand and diligently apply their duty of care towards those they supervise, manage or influence.

This duty is particularly important where individuals may be vulnerable, at risk of harm, or exposed to mistreatment, abuse, stress or injury.

Members are expected to act responsibly and with due care towards others in all activities connected with the Institute.

The Institute recognises its safeguarding responsibilities, particularly in relation to children (anyone under 18) and adults at risk of harm, even where contact is limited or occurs online. While most Institute activity involves adult professionals, safeguarding remains a shared responsibility.

Members who act on behalf of the Institute (for example as mentors, volunteers, committee members or leaders of Institute-supported activities) must:

• Conduct themselves in a way that protects others from harm, abuse, neglect or exploitation;
• Maintain appropriate professional boundaries at all times;
• Be alert to safeguarding concerns and take them seriously.

All Members, regardless of role, are expected to:

• Avoid behaviour that could place others at risk or be perceived as inappropriate;
• Promptly raise any safeguarding concerns they become aware of through Institute activities.

Safeguarding concerns connected to the Institute must be reported in line with the Institute’s Safeguarding Policy. Members are not expected to investigate concerns themselves.

Further information is available in the Institute’s Safeguarding Policy. 

When using digital platforms or social media in connection with the Institute, Members must:

• Communicate respectfully and professionally;
• Make clear when views expressed are personal and not those of the Institute;
• Refrain from online harassment, cyber‑bullying, doxxing or defamatory commentary;
• Avoid sharing confidential or internal Institute information without permission.

Concerns about suspected breaches of this Code may be raised by Members or by other individuals or organisations, whether experienced personally or observed.

Reports should be made in writing to the Membership Department providing the full detail, providing, where appropriate, any evidence or non-compliance or prejudicial behaviour.

Concerns will be treated seriously and handled in a fair, proportionate and confidential manner, so far as possible.

Individuals who raise concerns in good faith will not be subjected to retaliation or victimisation. Malicious or knowingly false allegations may themselves be treated as a breach of this Code.

Reported breaches of this Code will be considered in accordance with the Institutes procedures. Where a breach is considered sufficiently serious that termination of membership may be appropriate, the matter will be investigated and determined in accordance with Article 22 of the Articles of Association of the Institute.

Any action taken will be proportionate, fair and consistent with the Articles of Association and Bye-Laws of the Institute.

Not all breaches of this code will warrant formal action or termination of membership.

Depending on the nature and seriousness of the matter, the Institute may take one or more of the following actions:

• No further action;
• Informal guidance or advice;
• Formal warning;
• Temporary suspension of membership or access to Institute activities

This code operates alongside applicable laws and relevant Institute policies, including safeguarding, equality, diversity and inclusion, data protection and complaints procedures. Where there is conflict, law takes precedence.

‘We believe that good leadership and management hold the key to organisational effectiveness and social and economic prosperity. We partner globally with individuals and organisations to enable them to reach their full potential and achieve success.’

The Institute of Leadership is the leading professional body for management and leadership development.

While every care is taken to ensure that what we print is accurate, we cannot accept liability for any errors or omissions and The Institute of Leadership cannot accept liability for loss or damage arising from use of information in this publication.

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By becoming and remaining a Member of The Institute of Leadership, individuals confirm that they have read, understood and agree to comply with this Code of Conduct, as amended from time to time.

The Institute reserves the right to review and update this Code periodically. The current version of the Code will be published on the Institutes website.

Continued membership of the Institute following publication of an updated code constitutes acceptance of the revised Code.