This Code of Conduct represents a relevant and useful set of guidelines:
To ensure the profession of management and leadership continues to play a vital and ethical role in contemporary business; and To foster a safe and productive work environment for all employees and associates of IML
Scope This policy applies to:
IML Members; IML Employees; Temporary staff, consultants, contractors and other business partners providing services to or on behalf of IML; Board and Committee Members.
These categories will collectively be referred to as “IML Associates” in this document.
Application This policy is effective from June 2018 and replaces all previous AIM, IML or related Codes of Conduct from this date.
Document Control and Policy Owner: Susan Del Favero – Head of People and Culture Created: June 2018 Version: 1.0
Code of Conduct and IML Culture
The Institute’s entire cultural approach is neatly captured in our Culture Statement:
“At IML we are committed to providing a unique Membership experience. We continually encourage our people to be the best that they can be, professionally and personally. We are always respectful, we enjoy a challenge and we celebrate each other’s achievements. At IML we are a team.”
Our Culture is called IML LIFE.
IML LIFE is seamlessly entwined with our business strategy, Leadership Matters. It represents who we are and how we behave each and every day. We take great pride in championing exceptional leadership across Australia, and this should equally apply to IML’s Members, employees and other IML associates.
The Institute’s cultural approach is founded on the three principles of 1. Member and Customer Centricity, 2. Member and Customer Engagement, and 3. Innovation. It is this core commitment to IML Associates which drives our central belief that IML Associates expect and deserve excellence. This, in turn, drives our guiding principles of leadership, innovation, focus and excellence – or L.I.F.E.
If an idea or an activity does not align to the four pillars it does not get implemented. The four pillars are:
- Leadership: We take responsibility for Member experience.
- Innovation: We identify solutions to meet customer need.
- Focus: We target our effort on the highest priorities.
- Excellence: We challenge mediocrity.
These four guiding principles should guide all Member and Employee’s conduct, as outlined in the fundamental principles below.
- Ethical Standards
As IML Associates, we are required to ensure that our conduct meets the highest ethical standards when we are fulfilling our responsibilities.
We will: ensure our decision making and business operations are ethical; when our positions require it, provide advice that is objective, independent, apolitical and impartial; engage with each other, our stakeholders, external organisations and the public in a manner that is respectful; and meet our ethical obligations by calling out and reporting suspected wrongdoing, including conduct deemed inconsistent with this Code and our Culture.
- Manage Conflicts of Interest
A conflict of interest involves a conflict between our duty and obligations as an IML Associate, and our personal interests.
Having a conflict of interest is not unusual and is not a wrongdoing in itself. However, failing to disclose and manage the conflict appropriately is likely to be wrongdoing. As an IML Associate, we are committed to demonstrating our impartiality and integrity in fulfilling our responsibilities, and as such we will: always disclose a personal interest that could, now or in the future, be seen as being in conflict with the performance and execution of our duties; and actively participate with IML in developing and implementing resolution strategies for any conflict of interest.
- Demonstrate a High Standard of Behaviour and Personal Conduct
IML associates have a responsibility to always conduct and present ourselves in a professional manner, and demonstrate respect for all other associates, whether fellow employees, Members or other contacts.
- Treat co-workers, other Members, IML staff and members of the public with courtesy and respect, be appropriate in our relationships with them, and recognise that others have the right to hold views which may differ from our own;
- Ensure our conduct reflects our commitment to our environment that is inclusive and free from harassment;
- Take all reasonable steps to ensure fitness for duty and the safety, health and welfare for ourselves and others in the workplace and other IML related venues; and
- Abide by this code of conduct, particularly on all occasions where alcohol is consumed.
- Advancing Leadership IML Associates will, to the extent of their ability and opportunity, lead others, by modelling competent and ethical behaviour, by fostering an ethical environment, and by fulfilling their leadership role selflessly.
IML Associates will be honest, objective and truthful in their words, actions and representations and will not knowingly mislead others.
Integrity IML Associates will act with integrity and trustworthiness and will not promote their own selfinterest or allow personal interest to undermine their objectivity, accuracy, independence and behaviour.
IML Associates will not act unlawfully or advise in any way that would knowingly countenance, encourage or assist unlawful conduct by their employer, employees or clients.
- Confidentiality and intellectual property,
IML Associates will respect the private or proprietary nature of information received in the course of their work and their relationship with the Institute. IML Associates will not disclose confidential information or use other’s intellectual property without the express consent of those concerned or as provided for by law.
Inclusion and Diversity IML Associates will, to the extent of their ability and opportunity, seek to constructively engage with Members, potential Members, business partners, and the broader community irrespective of gender identity and sexual orientation, age, disability, ethnicity and cultural background or similar.
Breaches of this code IML expects all IML Associates to observe the standards set out in this Code. Compliance with this Code is expected and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services and/or cancellation of Membership.
Breaches of this code will be addressed using the Grievance Resolution Policy. Grievance Procedure