Code of Conduct (Members)

Introduction

The Institute of Managers and Leaders ANZ (IML) established the highest professional standards of management and leadership in Australia and New Zealand in 1939 and have upheld and promoted those standards ever since.

IML undertakes the roles of:

• a professional association of members who work in the field of leadership and management;

• an accreditor of Chartered Managers and Certified Practising Managers; and

• a provider of education and continuing professional development in leadership and management for aspiring leaders and practising leaders at all levels of management.

IML is an Institute for aspiring and practicing managers and leaders. It encourages the involvement and membership of its Members in their primary professional fields, and invites younger professionals, whose end objective is a career in management and leadership, to develop their skills and leadership capabilities.

Purpose

This Code of Conduct is a statement of the high standard of conduct that is expected of all Members of the Institute, standards which are consistent with the standards expected of managers and leaders by the community and are intended to:

• ensure the profession of management and leadership continues to play a vital and ethical role in contemporary business; and

• foster safe and productive work environments throughout the business community.

By joining IML as a Member, including obtaining accreditation as a Chartered Manager and/or a Certified Practising Manager, you agree to conduct yourself in accordance with the standards set out in this Code of Conduct in your daily working conduct within your organization, with clients, colleagues and the community.

Scope

This policy applies to all Members of IML, including accredited Chartered Managers and Certified Practising Managers (referred to as “Members” in this document).

Application

This policy is effective from 22 March 2024 and replaces all previous IML Codes of Conduct, so far as they relate to IML Members, from this date.

Code of Conduct Standards

1. Ethical Standards

Members are required to conduct themselves in accordance with the ethical standards set out in this Code of Conduct. Members will:

(a) ensure their decision making and business operations are ethical;

(b) when their positions require it, provide advice that is objective, independent, apolitical and impartial;

(c) engage with each other, stakeholders, external organisations and the public in a manner that is respectful and ethical; and

(d) meet their ethical obligations by calling out and reporting suspected wrongdoing, including conduct deemed inconsistent with this Code.

2. Manage Conflicts of Interest

Members are committed to demonstrating their impartiality and integrity in fulfilling their responsibilities, and as such they will:

(a) always disclose a personal interest that could, now or in the future, be seen as being in conflict (perceived or actual) with the performance and execution of their duties; and

(b) not allow a conflict of interest to compromise their professional or business judgement.

3. Demonstrate a High Standard of Behaviour and Personal Conduct

Members are required to demonstrate a high standard of behaviour and personal conduct and will always:

(a) treat co-workers, other Members, IML staff and members of the public with courtesy and respect, be appropriate in their relationships with them, and recognise that others have the right to hold views which may differ from their own;

(b) ensure their conduct reflects their commitment to a workplace environment that is inclusive and free from bullying; and

(c) take all reasonable steps to ensure fitness for duty and the safety, health and welfare for themselves and others in the workplace.

4. Professional Development

Members will engage in continued learning to:

(a) improve their own managerial competence and leadership capabilities;

(b) innovate and pursue new ideas and advances in technology and leadership; and

(c) ensure that a client or employer receives competent professional activities based on current technical and professional standards and relevant legislation.

Members will pursue and encourage the training and development of their direct and indirect reports to ensure that aspiring young leaders are developed as intentional leaders, with the appropriate skills and learnings to support them.

In addition to the above, Certified Practising Managers must complete the continuing professional development requirements set by IML, from time to time, in order to maintain their accreditation as a Certified Practising Manager.

5. Honesty and Integrity

Members will discharge their responsibilities with honesty and integrity and observe the standards prescribed in the attached Guide to Good Management Practice, as amended from time to time by the Institute of Managers and Leaders.

Members will, at all times, act with integrity and trustworthiness and will:

(a) be straightforward and honest in all of their professional and business relationships;

(b) not compromise professional or business judgements because of bias, conflict of interest or undue influence on others; and

6. Lawfulness

Members will, at all times, comply with the laws in force in Australia and New Zealand and each relevant State and Territory of Australia and operate within the spirit of those laws. Members will not act unlawfully or provide advice that in any way would knowingly countenance, encourage or assist unlawful conduct by their employer, employees or clients.

7. Confidentiality and intellectual property

Members will respect the private or proprietary nature of information received in the course of their work and their relationship with the Institute. Members will not disclose confidential information or use other’s intellectual property without the express consent of those concerned or as provided for by law nor will you use the information for personal advantage or gain.

8. Inclusion and Diversity

Members will uphold the principles of equity, inclusivity and diversity in all activities undertaken by them.

Members 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.

9. Support of IML’s Objectives and Standards

Members will uphold and not injure the standing and reputation of the Institute of Managers and Leaders.

Breaches of this Code

Non-compliance with this Code by a Member may result in disciplinary action up to and including the cancellation of Membership and/or accreditation.

Breaches of this code will be addressed using the Complaints and Disciplinary Procedures set out in Annexure B.

Mandatory Standards for Certification as a Practising Manager

The standards set out in this Code of Conduct are:

• a guide for Members; and

• mandatory for managers and leaders who wish to attain and maintain certification as a Certified Practising Manager.

The accompanying Guide to Good Management Practice provides further guidance to managers and leaders with respect to their obligations and responsibilities.

Where an IML Member, Chartered Manager or Certified Practising Manager does not maintain the standards set out in this Code of Conduct, the Complaints and Disciplinary Procedures set out in Annexure B to this Code of Conduct may apply.

Related Guidelines & Procedures

1. Constitution of the Institute of Managers and Leaders Limited

2. Guide to Good Management Practice – Annexure A

3. Complaints and Disciplinary Procedures – Annexure B

AND for Chartered Managers Only

4. CMI Code of Conduct

Annexure A

Guide to Good Management Practice

1. The Manager – the Person

Managers have personal responsibilities, and should:

(a) avoid all discriminatory practices including those relating to race, sex, religion and politics;

(b) not injure, or attempt to injure, maliciously or recklessly, directly or indirectly, the professional reputation, prospects or business of others;

(d) balance the interests of their employer with their personal responsibilities and commitments;

(e) engage in continued learning to maintain and improve managerial and leadership skills and competence and pursue new ideas and advances in technology;

(f) accept only such work as they believe they are competent to perform and, as necessary, obtain expert advice;

(g) through positive action and allyship, ensure an environment where there is no place for bullying and harassment or sexual harassment and assault.

(h) comply with the codes of conduct and/or ethics of other institutes and associations relevant to their qualifications; and

(i) when called upon to give an opinion, to the best of their ability, do so objectively.

2. The Manager and the Organisation

Managers should take appropriate actions to achieve the objectives of the organisation. These actions should include:

(a) the effective and economic management of all available resources;

(b) the training and development of employees, to encourage and facilitate their leadership skills and capabilities and progress their careers;

(d) the creation of a safe, healthy and satisfying working environment, having regard to the physical and mental health, safety and wellbeing of colleagues, recognizing their special needs and the pressures and problems they face;

(e) the development of effective communication, understanding and co-operation between all employees;

(f) the practice of delegation of authority wherever possible and the acceptance of responsibility for the work of subordinates;

(g) the fair and equitable treatment and remuneration of employees;

(h) supporting colleagues to understand fully their responsibilities, areas of authority and accountability;

(i) promoting, enhancing, sharing and encouraging best management practice;

(j) acting consistently and fairly when addressing personal performance or standards of behaviour;

(k) engaging in respectful interactions with all persons whether face-to-face or virtually;

(l) immediate full disclosure of any personal interest, refraining from activities which conflict with the interests of the organisation;

(m) supporting their organisation’s overall objectives and reputation;

(n) servicing customers and clients to the highest possible standards at all times;

(o) establishing, maintaining and developing business relationships based on mutual confidence, trust and respect; and

(p) safeguarding and not seeking personal advantage from confidential, proprietary, commercially sensitive and personal information that comes into your possession through your organization and only disclosing that information to those who are entitled to receive it.

3. The Manager and the Community

Managers should recognise the interests of the community and act accordingly. These actions include:

(a) promoting the development of further understanding in society of the role and place of the business community;

(b) ensuring that all contracts and terms of business are clear, concise, and honoured in full, unless terminated or modified by mutual consent;

(d) ensuring that all communications are informative, true and not misleading, respecting cultural and moral standards and the dignity of the individual;

(e) treating others fairly and with respect, promoting equality of opportunity, diversity and inclusion, and supporting human rights and dignity; and

(f) exhibiting personal leadership as a role model for maintaining the highest standards.

4. The Manager and the Institute

Managers should be active members of the Institute so far as their time permits and should:

(a) promote the Institute’s mission, vision, values and standing as Australia and New Zealand’s leading professional body for management and leadership;

(b) observe the standards of professional conduct and behaviour as set out in this Code and other relevant professional standards; and

Annexure B

Complaints & Disciplinary Procedures

1. Any person whether or not a member, may complain to the Institute that an IML Member, Chartered Manager or Certified Practising Manager (collectively referred to as an “IML Member”) has engaged in conduct which is not in accordance with the provisions of the IML Code of Conduct or Guide to Good Management Practice and/or where that conduct has or may bring discredit to the Institute or the profession. Such conduct will be evaluated in accordance with the terms below.

Procedure for Complaints Against a Member

2. Complaints may be made against any Member by the Institute, a Member of the Institute, or a third party.

3. Any complaint made against a Member must be made in writing under confidential cover and addressed to the General Manager, Membership (the GM) and sent to:

Attention: General Manager – Membership

Institute of Managers and Leaders

GPO Box 2229

BRISBANE QLD 4001

or by email to marked in the heading as “PRIVATE & CONFIDENTIAL – Attention: GM – Membership”:

membership@managersandleaders.com.au

4. Complainants must set out the circumstances forming the basis of the complaint, including the relationship if any between the complainant and the IML Member concerned, as well as any additional information or written evidence to support their complaint.

5. The GM will consult with the complainant and, where appropriate, bring the matter to the attention of the Institute’s Chief Executive Officer.

6. If it is determined by the GM that a prima facie case has NOT been made, then the GM will advise the complainant and, at his/her discretion, the member concerned, in writing within 15 business days of that decision. The complainant, in this case, will have no further recourse and may take no further action with respect to their complaint.

7. If the GM decides in the first instance that a prima facie case has been made, the GM shall then:

a. notify in writing the IML Member concerned of the complaint and shall request the IML Member’s response within 28 days of the date of sending out of the notification; and

b. upon receipt of the response or at the end of the period, whichever is earlier, the GM shall review the complaint and the response (if any) and shall issue a written decision to the Member the subject of the complaint advising whether IML have decided to:

i. maintain the Member’s membership with IML; or

ii. suspend the Member’s membership with IML, specifying the period of time which the membership has been suspended for; or

iii. cancel the Member’s membership with IML.

8. The GM’s decision is final and no further correspondence will be entered into with respect to the GM’s decision.

Procedure for Complaints Against a Certified Practising Manager

9. Complaints may be made against a Certified Practising Manager by the Institute, a member of the Institute, or a third party.

10. Any complaint made against a Certified Practising Manager must be made in writing under confidential cover and addressed to the General Manager, Membership (the GM).

11. Complainants must set out the circumstances forming the basis of the complaint, including the relationship if any between the complainant and the Certified Practising Manager concerned, as well as any additional information or written evidence to support their complaint.

12. The GM will consult with the complainant and, where appropriate, bring the matter to the attention of the Institute’s Chief Executive Officer.

13. If it is determined by the GM that a prima facie case has NOT been made, then the GM will advise the complainant and, at his/her discretion, the member concerned, in writing within 15 business days of that decision. The complainant, in this case, will have no further recourse and may take no further action through IML with respect to their complaint.

14. If the GM decides in the first instance that a prima facie case has been made, the GM shall then notify in writing the IML Member concerned of the complaint and shall request the Certified Practising Manager’s response within 28 days of the date of sending out of the notification. Upon receipt of the response or at the end of the period, whichever is earlier, the GM shall refer the complaint and the Certified Practising Manager’s response, if any, to the Chair of the IML Board. The Chair will convene, as soon as reasonably practicable, a meeting of the Disciplinary Panel.

Disciplinary Panel

16. The Disciplinary Panel shall consist of the Chair and Deputy Chair of the IML Board, the CEO and the GM. The panel may, from time to time, invite additional specialist advisers to the Disciplinary Panel to advise, but those additional specialist advisers will not have a vote.

17. The Disciplinary Panel will have the power to make disciplinary decisions.

18. Within twenty one days of receiving a response or after the lapse of 28 days from sending notification to the Certified Practising Manager concerned, whichever is the less, the GM will fix a date and place for the complaint to be heard by the Disciplinary Panel, giving at least 28 days’ notice to the IML Member and complainant concerned or such other period as may be determined (unless otherwise agreed between all the parties). The complaint may, at the sole discretion of the Disciplinary Panel, be heard on the papers, in person or via video-conference.

19. At least 14 days before the disciplinary hearing, the Disciplinary Panel must present in writing to the Certified Practising Manager concerned and all other parties the document supporting the complaint. The Certified Practising Manager concerned shall also have proper opportunity to introduce any relevant evidence they consider fit at the hearing. The person making the complaint may be required to appear before the hearing.

20. The hearing can at the sole discretion of the Disciplinary Panel:

a. take place entirely on the papers; or

b. where the Disciplinary Panel elects to hold an in person or virtual hearing, with the agreement of the parties, take place in the absence of one of the parties if, in the opinion of the Disciplinary Panel, there is no alternative to proceeding in this way.

21. The Disciplinary Panel may make such further enquiries by correspondence or call witnesses or otherwise as it may think fit. This may involve an adjournment of the panel hearing for a reasonable period.

22. The Disciplinary Panel, after considering all available submissions, will determine their decision. If the Panel decides that the case has not been substantiated, the complaint will be dismissed. The GM will inform the person making the complaint and the Certified Practising Manager concerned.

23. Decisions of the Disciplinary Panel shall be by simple majority and can, at the sole discretion of the Disciplinary Panel, be made on the papers.

24. Decisions by the Disciplinary Panel are final.

25. Decisions by the Disciplinary Panel shall be reported to the IML Board.

26. Decisions of the Disciplinary Panel will be notified to the Certified Practising Manager against whom the complaint has been made and the complainant and will be effective immediately.

27. The extent of the publication of the decision of the Disciplinary Panel (if any) will be at the discretion of the Chief Executive Officer of IML, based on a recommendation from the Disciplinary Panel. Individuals in cases which have been dismissed will not be identified, but details of such cases may nevertheless be published. Certified Practising Managers who have been the subject of disciplinary proceedings may request the Chief Executive Officer of IML, at his or her discretion, to publish decisions on their behalf.

Powers of the Disciplinary Panel

28. The Disciplinary Panel shall have the following powers –

(a) to dismiss the complaint; or

(b) exercise one or more of the following disciplinary decisions, in combination or as alternative:

(i) warn, admonish or reprimand any Certified Practising Manager;

(ii) call for a written undertaking from the Certified Practising Manager as to future conduct and performance, to provide guidance from a senior colleague and specific training, and/or arrange for regular reporting;

(iii) direct that a statement recording the complaint should be entered on the Institute’s personal record of the respondent for a defined time;

(iv) review the Certified Practising Manager’s accreditation with the Institute and suspend or cancel that accreditation; or

(v) re-designate a Certified Practising Manager’s membership grades;

(vi) withdraw the benefits of membership of the Institute, the use of designatory letters for a defined time and the use of the Certified Practising Manager’s accreditation designation;

(vii) call for the resignation of the Certified Practising Manager as a member of the Institute; or

(viii) expel a Certified Practising Manager as a member from the Institute.

Re-Admittance of Member

29. Before a member is re-admitted following expulsion, the matter will be discussed with the Chief Executive Officer of IML and referred to the IML Board.

Code of Conduct