Code of Ethics

Legal Notice

© 2026 Institute of Administrative Management. All rights reserved. This Code is made by the Board of Directors of the Institute of Administrative Management under Article 55(1) of the Articles of Association. It may be cited, quoted, and reproduced in whole or in part for non-commercial professional, educational, and research purposes, provided that the Institute is clearly acknowledged as the source and the document reference (IAM-COE-2026-001) is given. Reproduction or distribution for commercial purposes, or any modification of the text, requires the prior written permission of the Institute.

This Code establishes the ethical principles binding on Professional Members, Affiliates, Student Members, candidates, and Honorary Fellows of the Institute of Administrative Management. It does not constitute legal, financial, or professional advice. The Institute, its officers, employees, and agents accept no liability for any loss, damage, or claim arising from the use of or reliance upon the content of this Code. Where matters of employment law, data protection, regulatory compliance, or criminal conduct arise in the application of this Code, members are advised to seek independent legal or professional counsel.

This Code is principle-based and jurisdiction-neutral. Where it refers to legal, regulatory, or compliance obligations, it does so in general terms. Members are responsible for identifying the specific laws, regulations, and standards that apply to their own role and jurisdiction. Jurisdiction-specific information is provided through the Institute’s separate guidance notes.

Consultation notice. This document is an Exposure Draft published for consultation. It is complete and approved for consultation by the IAM Professional Standards Committee, but it has not yet been made by the Board of Directors, is not yet in effect, and may change before the First Edition is confirmed. Comments are invited by 16 October 2026 (17:00 UK time) through the online response form at www.instam.org/standards/respond, or by email to enquiry@instam.org with the subject line “IAM-COE-2026-001 Exposure Draft response”. The First Edition is due to be published on 30 November 2026 and to take effect on 1 January 2027.

Comment is welcome on any part of the Code. The Committee particularly invites views on: the nine Principles and whether any obligation is missing or overstated; the differentiated obligations by Career Stage in Section 3; the provisions on the ethical use of artificial intelligence in Section 5; and the raising-concerns provisions in Section 4.

Accessibility: The Institute is committed to publishing this Code accessibly. The electronic edition is prepared to meet internationally recognised digital accessibility standards, and the document is available in alternative formats on request to enquiry@instam.org.

Language: This Code is made in English. The English text is the authoritative text. Where the Institute issues a translation, it is provided for convenience only and the English text prevails in the event of any difference of meaning.

Recommended citation: Institute of Administrative Management (2026), IAM Code of Ethics, Edition 1.0, IAM-COE-2026-001, available at www.instam.org.

Document Control

Edition History

1. Introduction

1.1 This Code of Ethics establishes nine ethical principles that apply to all Professional Members and candidates (applicants for Professional Membership and individuals enrolled in an IAM Certified Programme) of the Institute of Administrative Management (“the Institute” or “the IAM”). Compliance with this Code is a condition of Professional Membership at all assessed grades (Associate, Member, Fellow, and Senior Fellow) and of the Retired variants available at Member grade and above, which carry the (Rtd) suffix. It is also a condition of Affiliate and Student Membership, of Honorary Fellowship (HonFInstAM) conferred under Regulation 4 of the IAM Membership Regulation, and of enrolment in any IAM Certified Programme.

1.2 Subscribers (individuals registered with the Institute for access to its content, events, and public-facing resources, without seeking Professional Membership) are not bound by this Code in the disciplinary sense. Subscribers are subject to the terms of service applicable to Subscriber registration, which incorporate the general standards of lawful and respectful conduct expected of users of any IAM service. Conduct by a Subscriber that would constitute professional misconduct under this Code if undertaken by a member may result in termination of Subscriber registration.

1.3 This Code is made by the Board of Directors under Article 55(1) of the Articles of Association, which empowers the Board to make such reasonable and proper rules as it may deem necessary or expedient for the proper conduct and management of the Company. In accordance with Article 55(5), no provision of this Code shall be inconsistent with the Articles of Association. Where any conflict arises between this Code and the Articles, the Articles take precedence.

1.4 Professional Membership is a subscription-based professional relationship established by the Board under the IAM Membership Regulation (IAM-MEM-REG-2026-001). It is distinct from statutory membership of the Company under Article 7 of the Articles of Association. This Code governs the conduct of Professional Members, Affiliates, Student Members, candidates, and Honorary Fellows in their capacity as such.

1.5 Administrative management professionals hold positions of trust, managing information, resources, systems, and communications on behalf of their organisations and those they serve. This responsibility demands the highest standards of ethical conduct.

1.6 The nine Principles in this Code give binding expression to the nine Professional Values defined in Section 3.2 of the IAM Professional Standards for Administrative Management (IAM-PS-2026-001). Each Principle is separately binding and separately enforceable; together the Principles form the basis of the IAM’s disciplinary framework. They are binding obligations, not aspirational ideals. Breaches may constitute professional misconduct and lead to disciplinary proceedings under Regulation 9 of the IAM Membership Regulation. Where a breach is committed by an Honorary Fellow, the procedure for rescission of Honorary Fellow status under Regulation 4.9 of the IAM Membership Regulation shall apply in place of the disciplinary procedure applicable to assessed members.

1.7 This Code applies to professional conduct in all settings, including the workplace, professional interactions, online and digital communications, the use of technology and artificial intelligence (AI), and any context where an individual acts as an administrative management professional or represents the IAM.

1.8 The nine Principles are summarised in Table 1 and set out in full in Section 2, each with its operational clauses and a scenario in practice.

Table 1. The nine ethical Principles at a glance

1.9 In administrative management practice, the ethical challenges encountered most often concern confidentiality, conflicts of interest, and the responsible use of artificial intelligence. Members shall address ethical dilemmas by applying the nine Principles with discipline and by exercising professional judgement. Section 8.1 of the IAM Professional Standards recommends a five-step approach for working through a dilemma. The steps are to identify and define the issue; to analyse the position and consult; to evaluate the options; to act on the ethical option and keep a record; and to reflect on the outcome and improve the controls that allowed the dilemma to arise. Where a member faces an ethical dilemma that cannot be resolved through these means, they should seek advice from the IAM at conduct@instam.org or from an appropriate professional adviser.

Non Sibi Sed Toti: Not for Oneself but for All

2. The Nine Principles

2.1 Principle 1: Integrity

Act honestly and transparently in all professional dealings.

2.1.1 Integrity is the foundation of professional trust. Members shall act with honesty, openness, and transparency in all professional activities. They shall not engage in dishonest, fraudulent, or deceptive conduct, nor in any behaviour that undermines trust in the profession or brings the Institute into disrepute.

2.1.2 Members shall not misrepresent their qualifications, experience, competence, or professional status. This includes misuse of post-nominals, fabricating credentials, or using generative artificial intelligence to produce fraudulent work or misrepresent professional standing.

2.1.3 Members shall not conceal errors. The ethical response to a mistake is to acknowledge it, take responsibility, and correct it. Concealing an error is itself a breach of integrity.

2.1.4 Members shall promptly declare any potential conflicts of interest and take steps to manage them. A conflict of interest arises whenever a personal, financial, or other interest could reasonably be perceived as influencing professional judgement. The duty to declare conflicts of interest is fundamental to professional integrity and reflects the wider principle, recognised in corporate governance and professional practice internationally, that those who hold positions of trust must be transparent about competing interests.

2.1.5 Members shall not offer, promise, give, solicit, or accept bribes, facilitation payments, or any other improper inducement, whether directly or through third parties. Gifts and hospitality may be offered or accepted only where they are reasonable, proportionate, and transparent, are permitted by the law applicable in the practitioner’s jurisdiction and by the policies of the member’s organisation, and could not reasonably be perceived as influencing professional judgement. Where the member’s organisation maintains a register of gifts and hospitality, they shall be declared in it.

Scenario in practice

Situation. You discover a colleague has submitted a project report with data you know to be inaccurate. The report is being used to inform a budget decision and your colleague asks you not to raise the issue.

Ethical response. Integrity requires you to raise the concern, even if it is uncomfortable. First, address your colleague directly and give them the chance to correct it. If they do not, escalate to an appropriate manager. Remaining silent would make you complicit in the misrepresentation.

2.2 Principle 2: Professional Competence

Maintain and develop professional knowledge, skills, and competence.

2.2.1 Professional competence is an ongoing obligation. Members at all assessed grades (Associate, Member, Fellow, and Senior Fellow) shall maintain and develop their knowledge, skills, and competence through 30 hours of Continuing Professional Development (CPD) per year, uniform across all assessed grades. Each annual total shall include a minimum of 15 hours (50 per cent) of Structured CPD, a minimum of 3 hours of Ethics CPD, and a minimum of 2 hours of Sustainability CPD (rising to 3 hours from 1 January 2028), as set out in the IAM CPD Regulation (IAM-CPD-REG-2026-001) and the IAM CPD Guidance for Individuals (IAM-CPD-IND-2026-001). The annual requirement is deliberately uniform: seniority is reflected not in additional hours but in the nature, complexity, and mandatory composition of the CPD undertaken, which are expected to deepen with Career Stage. Student Members are exempt; Affiliates, Retired grades, and Honorary Fellows undertake CPD on a voluntary basis. Subscribers are not members of the profession and are not subject to CPD obligations.

2.2.2 Members shall not undertake work beyond their competence without proper supervision, support, or training. Recognising one’s limits is a mark of competence, not a sign of weakness.

2.2.3 Reflective practice records and competence statements shall be the member’s own work and shall evidence the member’s own judgement and learning. Producing such records wholly or substantially through generative artificial intelligence, or presenting AI-generated reflection as one’s own, is a breach of this principle (see Section 5.1.2). The same obligation applies to an application for admission or upgrade under Regulation 3 of the IAM Membership Regulation: the curriculum vitae and any statement the applicant gives shall be the applicant’s own work and true, the evidence supplied shall be genuine, and the declaration made at application binds the applicant under this Code as if they were already a member.

2.2.4 Members shall stay informed about developments in their field, including legislative, technological, sustainability, and practice changes, and share relevant knowledge with colleagues.

Scenario in practice

Situation. You are asked to lead the rollout of a new AI-powered document management system but have limited knowledge of AI governance or data protection.

Ethical response. Acknowledge your limitations and seek support, such as training, consulting specialists, or involving the IT team. Leading a rollout without understanding the risks would breach this principle.

2.3 Principle 3: Professional Behaviour

Uphold the reputation of the Institute and the profession.

2.3.1 Members shall conduct themselves in a manner that upholds the reputation of the Institute and the administrative management profession. Professional behaviour extends to all interactions with colleagues, clients, employers, service users, and the public.

2.3.2 Members shall comply with the laws and regulations applicable to their professional practice in the jurisdiction in which they work, including employment legislation, data protection law, workplace health and safety obligations, and any sector-specific regulatory requirements that apply to their organisation.

2.3.3 Members shall treat all professional interactions with courtesy and professionalism. This includes timely responses to communications, meeting commitments and deadlines, and maintaining appropriate standards of presentation in all professional outputs.

2.3.4 Members shall not engage in conduct that could bring the profession or the Institute into disrepute, whether in the workplace, in public, or in digital and social media environments. Professional behaviour applies at all times when acting in a professional capacity or when identifiable as an IAM member.

2.3.5 Members shall not claim or imply that they speak or act on behalf of the Institute, or commit the Institute to any position, unless expressly authorised to do so. When expressing personal or professional views in public, members who identify themselves by an IAM grade or post-nominal shall make clear that the views expressed are their own.

2.3.6 Members who practise independently, including as virtual assistants or contractors, shall set out their terms of engagement in writing, represent their services, availability, and experience honestly, keep the affairs of different clients separate and confidential, and hold any insurance that the law of their jurisdiction or the terms agreed with the client require.

Scenario in practice

Situation. You are frustrated with a decision made by senior management and consider posting a critical comment about your employer on social media, identifying yourself as an IAM member.

Ethical response. Professional behaviour requires you to raise concerns through appropriate internal channels rather than public forums. Expressing frustration on social media while identifiable as a professional could damage both your own reputation and that of the profession. Use internal feedback mechanisms or raise the matter with your manager.

2.4 Principle 4: Confidentiality

Protect sensitive information entrusted through professional duties.

2.4.1 Administrative management professionals routinely handle sensitive, confidential, and personal information, such as personnel records, financial data, board minutes, and commercially sensitive material. Confidentiality applies regardless of format or medium.

2.4.2 Members shall not disclose confidential information without proper authority, nor use it for personal gain. Discretion, especially in roles with access to sensitive information, is essential.

2.4.3 The obligation of confidentiality continues after the end of employment or engagement. Members shall not take or retain confidential information belonging to a former employer or client.

2.4.4 Members shall take reasonable steps to protect sensitive data against unauthorised access, loss, or inadvertent disclosure, including the inadvertent disclosure of confidential information through generative AI tools and other unsanctioned services. Exercise caution when using generative artificial intelligence, cloud storage, email, and other digital tools to ensure confidential information is not entered into systems that may retain or share it. Further guidance is provided in the IAM AI Governance Guidance.

2.4.5 The duty of confidentiality is not absolute. It does not prevent disclosure that is required by the law applicable in the practitioner’s jurisdiction or by an order of a court, tribunal, or regulator of competent authority. Nor does it prevent disclosure that is properly authorised by the person to whom the duty is owed, or a disclosure made in good faith under Section 4 of this Code or under the whistleblower-protection legislation applicable in the practitioner’s jurisdiction. Where disclosure is compelled, members shall disclose no more than is required and, where lawful and practicable, notify the affected party.

2.4.6 Members who become aware of an actual or suspected loss, theft, or unauthorised disclosure of personal or confidential information shall report it promptly through their organisation’s procedures, so that any duty to notify affected people or authorities can be met in time.

Scenario in practice

Situation. You are an executive assistant with access to a list of roles to be made redundant. A close colleague asks whether their role is safe.

Ethical response. You must decline to share this confidential information, even with a trusted colleague. Explain that you cannot discuss matters confidential to the executive team and suggest they speak to their line manager. Disclosure, even informally or with good intentions, would be a serious breach of confidentiality.

2.5 Principle 5: Objectivity

Exercise professional judgement without bias, conflict of interest, or undue influence.

2.5.1 Members shall exercise professional judgement impartially, basing decisions on evidence, relevant facts, and professional standards rather than on personal preferences, prejudices, or external pressures.

2.5.2 Members shall identify situations in which their objectivity may be compromised and act, for example by declaring the interest, withdrawing from the decision, or seeking independent oversight.

2.5.3 Members shall not allow personal relationships, financial interests, or organisational pressures to override their professional judgement. Where a member is directed to act in a manner that conflicts with this principle, they shall raise the concern in accordance with Section 4 of this Code.

2.5.4 Objectivity does not require the absence of personal views. It requires that professional decisions are made fairly, transparently, and on the basis of relevant evidence, with personal interests appropriately managed.

Scenario in practice

Situation. You are responsible for shortlisting suppliers for a new office services contract. One of the bidders is a company owned by a close family member. Their bid is competitive.

Ethical response. Objectivity requires you to declare the personal connection to your manager before the evaluation begins. You should either withdraw from the evaluation process or ensure that an independent colleague leads the assessment. Proceeding without disclosure would compromise the integrity of the procurement process.

2.6 Principle 6: Equality, Diversity and Inclusion

Promote Equality, Diversity and Inclusion (EDI) in all professional activities.

2.6.1 Members shall treat all individuals with dignity, courtesy, and respect, regardless of age, disability, sex, gender identity, sexual orientation, race, colour, ethnic or national origin, religion or belief, political opinion, marital or family status, pregnancy or parenthood, socio-economic background, or any other characteristic protected by the law applicable in the practitioner’s jurisdiction. Professional Members are expected to be familiar with the protected characteristics, the prohibitions on discrimination, and the reasonable adjustment duties recognised by the equality and anti-discrimination law that applies to their workplace.

2.6.2 Members shall actively promote inclusive environments where everyone can contribute and thrive. This includes challenging discriminatory behaviour, removing barriers to participation, and supporting colleagues from under-represented groups. Members shall not engage in or tolerate bullying, harassment, victimisation, or discrimination.

2.6.3 Equality, diversity, and inclusion extend to professional decision-making, including recruitment, team management, service delivery, and policy development. Members shall consider the impact of their decisions on different groups and seek to advance equity in all aspects of their professional practice.

2.6.4 The duty of inclusion applies in all professional contexts, including digital communications and social media. Further guidance is provided in the IAM Prevention of Harassment Policy (IAM-PHP-2026-001) and the IAM EDI Practice Guidance.

Scenario in practice

Situation. During a meeting, a junior colleague proposes an idea, and a senior team member dismisses it publicly. The junior colleague does not contribute again in the meeting.

Ethical response. Inclusion requires all contributions to be considered fairly. As chair, thank the junior colleague and invite further discussion. As a participant, revisit the idea or address the senior member privately. An environment where people are afraid to contribute fails this principle.

2.7 Principle 7: Accountability

Take responsibility for your professional decisions and actions.

2.7.1 Members shall accept personal responsibility for the quality and outcomes of their work. When errors occur, acknowledge, understand, and rectify them rather than deflecting blame or concealing the issue.

2.7.2 Accountability includes maintaining accurate records, meeting deadlines, following through on commitments, and reporting honestly on progress and outcomes. Members shall be able to explain and justify their professional decisions when required.

2.7.3 Members shall report concerns about unethical, illegal, or unsafe behaviour through appropriate channels, covering conduct of colleagues, managers, and organisations. Section 4 sets out how to raise concerns and the protection the Institute gives to those who do so in good faith.

2.7.4 Members shall not participate in, condone, or ignore unethical, illegal, or contrary-to-public-interest activities. If directed to act in conflict with this Code, they shall raise the concern in accordance with Section 4.

2.7.5 Members shall notify the Institute at conduct@instam.org promptly, and in any event within 28 days, of any matter that bears materially on their fitness to practise or on the reputation of the profession. Notifiable matters include: conviction of a criminal offence relevant to professional practice, excluding minor road-traffic offences not resulting in disqualification; an adverse finding or sanction by another professional body or regulator; disqualification from acting as a company director or equivalent office in the practitioner’s jurisdiction; personal bankruptcy or an equivalent insolvency arrangement that remains in force, where the member holds financial responsibilities in their role; and dismissal from employment for gross misconduct. Failure to notify is itself a breach of this Code.

Scenario in practice

Situation. You discover a payroll error that underpaid 12 employees. Correcting it will take hours and may delay the next pay run.

Ethical response. Report the error to your manager, correct it promptly, and communicate transparently with affected employees. Concealing the error would breach both accountability and integrity.

2.8 Principle 8: Sustainability

Consider environmental and social impact in professional practice.

2.8.1 Members make decisions affecting resources, waste, energy, procurement, and supply chains. As stewards of organisational resources, they shall consider the environmental and social impact of those decisions, seek to minimise harm, embed sustainability in procurement, operations, and decision-making, and promote positive environmental and social outcomes within the limits of their authority. Sustainability is closely connected to environmental, social, and governance (ESG) considerations in professional practice. Further guidance is provided in the IAM Sustainability and ESG Guidance.

2.8.2 Sustainability includes choosing sustainable procurement where feasible, reducing unnecessary resource use, supporting digital and remote work practices, considering the carbon footprint of technology, and incorporating sustainability into policy and planning.

2.8.3 Members are not required to override legitimate business decisions or exceed their authority but shall advocate for sustainability within their role. Members at Associate grade and above are required to undertake a minimum of 2 hours of Sustainability CPD annually (rising to 3 hours from 1 January 2028), as set out in the IAM CPD Regulation (IAM-CPD-REG-2026-001), demonstrating ongoing commitment to this principle.

2.8.4 Professional Members engaged in procurement, supplier management, or supply chain oversight have a particular responsibility to identify, prevent, and report risks of modern slavery, human trafficking, and exploitative labour practices in the supply chains within their area of responsibility. This obligation applies in line with the modern slavery and human rights due diligence requirements applicable in the practitioner’s jurisdiction, and Professional Members shall treat ethical sourcing as a matter of professional standard regardless of the strict legal requirement that applies to their organisation.

Scenario in practice

Situation. You are organising a staff conference traditionally held at a distant hotel. A colleague suggests a hybrid event to reduce travel.

Ethical response. Consider the environmental impact alongside professional objectives. Present both options to decision-makers, including honest assessments of costs, benefits, and environmental implications.

2.9 Principle 9: Service

Serve the profession and the public interest.

2.9.1 The IAM’s motto, Non Sibi Sed Toti: Not for Oneself but for All, expresses the profession’s responsibility to serve organisations, communities, and the public, and not solely individual interests. This commitment is set out more fully in the IAM Public Interest Statement and is anchored in the Institute’s constitutional Objects under Article 4 of the Articles of Association.

2.9.2 Service may include mentoring colleagues under the IAM Mentoring and Professional Supervision Framework (IAM-MEN-2026-001), contributing to IAM activities, sharing knowledge, volunteering professional skills, and advocating for the recognition and development of the profession. Fellows and Senior Fellows are expected to contribute beyond their own organisation through such service.

2.9.3 In essence, service means members performing their roles with care and diligence, recognising that their work affects others.

2.9.4 Members whose roles bring them into contact with children or vulnerable adults shall follow the safeguarding requirements that apply in their jurisdiction and organisation, and shall report concerns through the proper channels.

Scenario in practice

Situation. A new administrator struggles to adapt to the workplace.

Ethical response. Offer support through mentoring, sharing tips, introducing them to networks, or recommending IAM resources. Supporting newcomers strengthens the profession.

3. Ethical Obligations by Career Stage

All nine Principles apply to all assessed members in full. The Career Stage framework recognises that ethical responsibility deepens with seniority: those with greater authority bear greater accountability for the ethical culture of their organisation and the wider profession. The table below sets out the differentiated ethical obligations at each tier of the framework. Workforce-level practitioners at Affiliate tier carry the same Principles in their conduct without the leadership obligations attaching to assessed grades.

Table 2. Ethical obligations across the IAM grade architecture

Where a member’s role spans more than one Career Stage in practice (for example, a Member acting in a Fellow-level capacity during a leadership transition), the higher applicable obligation applies.

4. Raising Concerns and Whistleblowing

4.1 Members who become aware of conduct that may breach this Code, or of unlawful, unethical, or unsafe activity in the course of their professional practice, have a duty to raise the concern. The duty is positive: silence in the face of serious wrongdoing is itself a breach of the Principles of Integrity and Accountability.

4.2 Concerns may be raised through the internal channels of the member’s own organisation, such as line management, designated officers, internal audit, or board committees. They may also be raised through the IAM (conduct@instam.org), through the relevant regulatory or statutory authority in the practitioner’s jurisdiction, or, where appropriate and proportionate, through other lawful disclosure routes recognised by the applicable whistleblower-protection legislation.

4.3 Anonymous concerns may be raised but the Institute’s ability to investigate fully may be limited where the source cannot be contacted. Members are encouraged to provide their identity in confidence to enable proper investigation, with the protections set out below applying in full.

4.4 No member shall be subjected to detriment, disadvantage, or disciplinary action by the Institute for making a disclosure in good faith, regardless of whether the concern proves to be substantiated. The Institute will not penalise members who act as whistleblowers in the public interest, and any attempt by a member to subject any person to detriment for making a good-faith disclosure shall itself constitute professional misconduct.

4.5 Members who give evidence in investigations or disciplinary proceedings, whether as complainants, witnesses, or as members invited to provide professional context, are bound by the same duty to cooperate truthfully and in good faith. Refusing without reasonable cause to cooperate with a properly constituted investigation may itself constitute professional misconduct.

4.6 Disclosures made vexatiously, in bad faith, or for personal advantage are not protected by this Code and may themselves constitute breaches of the Principles of Integrity and Professional Behaviour.

4.7 The Institute commits to acknowledging concerns received at conduct@instam.org within five working days and to providing a substantive response, or an update on investigation progress, within the timeframes set out in Regulation 9 of the IAM Membership Regulation.

4.8 Further guidance on raising concerns, including the support available to whistleblowers and the protections available under the whistleblower-protection legislation applicable in the practitioner’s jurisdiction, is set out in the IAM Appeals and Complaints Policy (IAM-APP-2026-001).

5. Ethical Use of Artificial Intelligence

Artificial intelligence is now embedded in administrative management practice, from drafting and summarising correspondence, scheduling and meeting transcription, and document classification, to procurement analytics and automated decision-making. This section sets out the ethical obligations applicable to the use of artificial intelligence in professional practice. It supplements rather than replaces the nine Principles.

5.1 General principles of responsible AI use

5.1.1 Members shall use artificial intelligence tools responsibly and in accordance with the law applicable in the practitioner’s jurisdiction, the policies of their employer or client, and this Code. Where the law or organisational policy is silent on a matter, members shall apply the Principles of this Code, particularly Integrity, Professional Competence, Confidentiality, Accountability, and Sustainability.

5.1.2 Members shall not use generative artificial intelligence to fabricate evidence, draft fraudulent or misleading work, misrepresent professional competence, or produce reflective practice records or CPD evidence that purport to reflect the member’s own learning. Submissions produced wholly or substantially by generative AI constitute breaches of Integrity (Principle 1) and Professional Competence (Principle 2).

5.1.3 Members shall not enter confidential, personal, or commercially sensitive information into public or unauthorised AI tools. Many generative AI services retain inputs for training or analytic purposes, and information once disclosed may be irrecoverable. Confidentiality (Principle 4) requires affirmative steps to ensure that AI tools used in professional practice are subject to appropriate data protection, retention, and information security controls.

5.1.4 Members shall not use artificial intelligence to impersonate any person, or to create or circulate synthetic images, audio, video, or documents that misrepresent a person, an event, or an organisation’s position.

5.1.5 Members shall respect intellectual property rights and licence terms in the material they provide to AI tools and in the outputs they use, and shall not present AI-generated material as the original work of a named person.

5.2 Transparency, accountability, and human oversight

5.2.1 Members shall be transparent about the use of AI in their professional outputs where transparency is reasonably expected, including in regulatory submissions, governance documents, board papers, and assessments. They shall ensure that the use of AI is consistent with the legitimate expectations of those who will rely on the output.

5.2.2 Accountability (Principle 7) requires that the member, not the tool, remains responsible for the quality, accuracy, and ethical character of professional outputs. AI is a tool that supports professional judgement; it does not substitute for it. Where AI is used in any decision affecting individuals (including recruitment, performance management, access to services, or escalation of concerns), the member shall ensure appropriate human oversight, the right of the affected individual to a human review, and clear documentation of the AI’s role in the decision.

5.2.3 Members shall be alert to bias, error, and hallucination (output that is stated confidently but is false) in AI outputs. AI tools can produce plausible-sounding but incorrect information, can reflect bias in their training data, and can fail in ways that are not immediately visible. Verification of AI outputs against authoritative sources is a professional obligation.

5.3 AI governance, procurement, and shadow AI

5.3.1 Members at Fellow grade and above who have authority over the procurement or governance of AI tools within their organisation shall apply due diligence to ensure that those tools meet the data protection, information security, equality, and accountability standards expected by this Code and by the applicable law. Members at Senior Fellow grade have a particular obligation to ensure that AI governance is treated as a board-level matter and is integrated into organisational risk management.

5.3.2 Shadow AI (the use of AI tools by employees without the knowledge, approval, or governance oversight of the organisation) creates significant risks to confidentiality, integrity, and accountability. Members shall not contribute to shadow AI use in their own practice, shall raise concerns where they identify shadow AI use in their organisation, and shall, where they have managerial or governance authority, take reasonable steps to bring AI use within the appropriate governance framework.

5.3.3 Members shall consider the sustainability impact of AI use. This includes the energy consumed when AI models are run, the procurement of AI services in line with sustainable procurement principles, and the carbon footprint of digital infrastructure decisions, consistent with the Sustainability Principle (Principle 8) and the IAM Sustainability and ESG Guidance.

5.4 Further guidance

Further practical guidance on the responsible use of artificial intelligence in administrative management practice (including model selection, data handling, organisational policy design, and AI literacy CPD) is provided in the IAM AI Governance Guidance (IAM-AIG-2026-001). The Guidance supplements but does not displace this Section, and members are expected to apply the Principles set out here to AI use cases that the Guidance does not yet address.

6. Consequences of Ethical Breaches

6.1 Breaches of this Code may constitute professional misconduct and may lead to disciplinary proceedings under Regulation 9 of the IAM Membership Regulation (IAM-MEM-REG-2026-001). The Institute distinguishes between minor breaches, which may be addressed through corrective action and additional CPD, and serious breaches, which may attract more substantial sanctions up to and including expulsion. The seriousness of a breach is assessed against the nature of the conduct, its consequences, the member’s seniority and area of authority, and any pattern of prior conduct.

6.2 The sanctions available to the Disciplinary Panel are set out in Regulation 9.6 of the IAM Membership Regulation. They include written warning, mandatory CPD, suspension of rights, grade reduction, and expulsion. Grade reduction explicitly includes downgrading from Senior Fellow to Fellow, or from Fellow to Member, where appropriate to the seriousness of the breach and the member’s authority at the time of the breach.

6.3 Where the member subject to disciplinary proceedings is an Honorary Fellow, the procedure for rescission of Honorary Fellow status under Regulation 4.9 of the IAM Membership Regulation applies in place of the disciplinary procedure applicable to assessed members. Rescission requires not less than 21 calendar days’ written notice and the opportunity to make representations. Rescission shall be recorded in the public register of Honorary Fellows and may be made public where the Board considers it necessary in the public interest.

6.4 Where a breach is committed by a Subscriber, the Institute may terminate Subscriber registration in accordance with the applicable terms of service. Subscribers are not subject to the disciplinary procedure applicable to members.

6.5 The Institute is committed to handling complaints fairly, transparently, and in a timely manner, with full procedural protections, including notice, the right of representation, and rights of appeal, as set out in Regulation 9 of the IAM Membership Regulation. The Institute shall acknowledge complaints received at conduct@instam.org within five working days, and shall provide a substantive response or an update on investigation progress within the timeframes specified in that Regulation.

6.6 Members who believe they have been the subject of disciplinary action made in error, on procedurally flawed grounds, or on disproportionate sanction, may appeal within 30 calendar days by writing to appeals@instam.org, in accordance with the appeals procedure in Regulation 9.9 of the IAM Membership Regulation. Honorary Fellows whose status has been rescinded may make written representations within the 21-day notice period and, where rescission proceeds, may petition the Board for reconsideration on the same grounds available in an appeal.

6.7 The Institute shall maintain records of disciplinary outcomes in accordance with Regulation 10 of the IAM Membership Regulation. Records of disciplinary findings, sanctions, and rescissions of Honorary Fellow status shall be retained in line with the data retention periods set out in that Regulation, and may be used to inform future disciplinary proceedings, applications for reinstatement, or nominations for honours and recognition.

6.8 Compliance with this Code and with the IAM Prevention of Harassment Policy (IAM-PHP-2026-001) is a component of Good Standing as defined in the IAM Membership Regulation. A member subject to a disciplinary sanction in effect is not in Good Standing, and post-nominals may be used only while Professional Membership is current and in Good Standing.

6.9 Resignation, lapse, or termination of membership does not extinguish the Institute’s ability to investigate and determine a complaint concerning conduct that occurred while the individual was bound by this Code. Where an individual resigns while an investigation or disciplinary proceeding is pending, the Institute may complete the proceeding, record its outcome, and take that outcome into account in any future application for membership, readmission, or Honorary Fellowship.

7. General Provisions

7.1 Application of this Code

7.1.1 This Code applies to all Professional Members at every assessed grade (Associate, Member, Fellow, and Senior Fellow). It applies also to Affiliates, Student Members, candidates, Retired members in respect of any continuing professional activity, and Honorary Fellows conferred under Regulation 4 of the IAM Membership Regulation. Subscribers are not bound by this Code in the disciplinary sense but are subject to the applicable terms of service.

7.1.2 This Code applies in all professional contexts, including the workplace, professional interactions, online and digital communications, the use of artificial intelligence and other technology, and any context in which a member or Honorary Fellow acts in a professional capacity or is identifiable as such.

7.1.3 This Code is designed for international application. Its obligations are principle-based and contain no requirement that is specific to any single country, legal system, or regulator. Where the Code refers to legal, regulatory, or compliance obligations, it does so in general terms, and members are responsible for identifying the laws, regulations, and standards that apply to their own role and jurisdiction. Clause 7.3.1 concerns the interpretation of this Code as an instrument of the Institute and does not limit the international application of members’ obligations under it.

7.2 Relationship with the Articles of Association

7.2.1 This Code is made by the Board of Directors under Article 55(1) of the Articles of Association. It does not affect, alter, or repeal anything contained in the Articles. Where any conflict arises between this Code and the Articles, the Articles take precedence.

7.2.2 In accordance with Article 55(3) of the Articles of Association, the Company in general meeting has the power to alter, add to, or repeal the rules made under Article 55, including this Code.

7.3 Interpretation and Disputes

7.3.1 This Code shall be interpreted in accordance with the laws of England and Wales. Any dispute arising from or in connection with the application of this Code which cannot be resolved by the appeals procedure set out in Regulation 9 of the IAM Membership Regulation shall be subject to the exclusive jurisdiction of the courts of England and Wales.

7.3.2 In this Code, references to “Members” or “members” are references to Professional Members as defined by the IAM Membership Regulation and, where the context requires, to the other categories bound under clause 1.1. They are not references to statutory company members under Article 7 of the Articles of Association.

7.3.3 If any provision of this Code is held to be invalid or unenforceable, that provision shall apply with the minimum modification necessary to make it valid and enforceable, and the remaining provisions continue in full force and effect.

7.4 Commencement, Supersession, and Review

7.4.1 This Code comes into effect on 1 January 2027. It supersedes all previous codes of ethics, codes of conduct, and ethical guidelines published by the Institute. Where any conflict arises between this Code and earlier subsidiary documents, this Code takes precedence.

7.4.2 This Code is subject to a two-year formal review cycle. The next scheduled review shall conclude by 1 December 2028, aligning the review cycle of this Code with that of the IAM Professional Standards for Administrative Management (IAM-PS-2026-001), so that any revised edition can take effect on 1 January 2029, aligned with the CPD Year. Between formal reviews, minor corrections may be issued as errata. Substantive changes require approval by the Board of Directors.

7.4.3 Members are responsible for keeping up to date with the current edition of this Code, which is published on the IAM website (www.instam.org). The current edition is binding from the Effective Date stated on the cover and in the Document Control table.

Schedule: Related Documents

The following documents give effect to, or provide guidance on, the provisions of this Code:

Issued for consultation by the IAM Professional Standards Committee

Exposure Draft for consultation · Institute of Administrative Management, 11 September 2026 · Proposed to take effect from 1 January 2027

Non Sibi Sed Toti: Not for Oneself but for All

www.instam.org

© 2026 Institute of Administrative Management. All rights reserved.

INSTITUTE OF ADMINISTRATIVE MANAGEMENT

Inspiring professionals since 1915

IAM Code of Ethics

IAM-COE-2026-001 • Edition 1.0 • Exposure Draft • 11 September 2026

Non Sibi Sed Toti

Not for Oneself but for All

www.instam.org • enquiry@instam.org

© 2026 Institute of Administrative Management. All rights reserved.

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