Membership of CILG is a voluntary choice. In accepting membership, every member makes a solemn commitment to uphold and be bound by this Code. Compliance with the Code is a condition of membership.
The Chartered Institute of Leadership and Governance (CILG) exists to advance the highest standards of leadership and governance practice across all sectors of society. The reputation of CILG, and the value of CILG designations, depends entirely upon the conduct of its members. Every member of CILG — from Student through to Fellow — is an ambassador for the profession and for the Institute.
This Code of Professional Conduct ('the Code') sets out the ethical standards, professional obligations, and behavioral expectations that govern the conduct of all CILG members in their professional practice and in their interactions with the Institute, their colleagues, their clients, their organizations, and the public.
Membership of CILG is a voluntary choice. In accepting membership, every member makes a solemn commitment to uphold and be bound by this Code. Compliance with the Code is not merely an aspiration — it is a condition of membership. Members who breach the Code are subject to investigation and disciplinary action, up to and including permanent removal from the CILG Register.
This Code applies to all CILG members at every grade, in all professional and public contexts:
The Code is built upon seven foundational principles. These principles form the ethical core of professional conduct for every CILG member.
Integrity is the foundation of every professional relationship and the bedrock of trustworthy governance. A member of CILG with integrity is consistently honest, even when honesty is difficult, costly, or unpopular. Integrity requires the courage to act rightly when it would be easier not to.
Professional competence is the duty to bring appropriate knowledge, skill, and judgment to every professional engagement. It is not a state achieved once and held forever — it requires continuous investment through CPD, reflective practice, and professional learning. Competence also requires the self-awareness to recognize the limits of one's knowledge and the humility to seek support when needed.
Accountability is the willingness to stand behind one's professional work and to accept responsibility for its consequences. In governance and leadership, where decisions can have significant organizational and societal impact, accountability is not merely a professional virtue — it is a foundational governance principle. Members of CILG, who lead and govern others, must exemplify accountability in their own conduct.
Transparency in leadership and governance means making decisions in an open and understandable way, providing stakeholders with the information they need to evaluate conduct and outcomes, and ensuring that no hidden interests distort professional judgment. Transparency and integrity are deeply interconnected — transparency is the outward expression of an honest inner commitment.
Respect is the recognition of the fundamental dignity and worth of every person. Inclusivity is the active commitment to ensuring that professional environments, governance structures, and leadership practices are equitable and accessible to all, regardless of background. CILG believes that effective leadership and governance are enriched by diversity and undermined by discrimination.
Professional independence is the ability to form and express professional opinions based on evidence, knowledge, and sound judgment — free from inappropriate pressure, commercial influence, or personal bias. Independence is especially critical in governance roles, where the purpose of the function depends on objective, impartial oversight.
Membership of a professional body is not merely a personal credential — it is an act of commitment to a community of professionals and to the broader public interest served by that community. Every CILG member is a steward of the profession and of the Institute. Their conduct — both in practice and in public — reflects on all CILG members and on the standing of leadership and governance as recognized professional disciplines.
4.10.1 Definition: A conflict of interest arises when a member's personal interests — financial, relational, reputational, or otherwise — could improperly influence, or be seen to improperly influence, the exercise of their professional judgment or the discharge of their professional duties.
Where a conflict of interest is identified, members should follow this protocol:
CILG operates a confidential Ethics Helpline to support members who face ethical dilemmas in their professional practice, wish to report a concern about a colleague's conduct, or require guidance on the application of the Code.
Members seeking guidance — not reporting a breach — may contact the helpline anonymously. Members making a formal report of a breach must identify themselves, but CILG will not disclose the identity of the reporting member to the subject of the complaint without consent, except where required by law. The Ethics Helpline is staffed by CILG-approved advisors and responds within five (5) working days.
Available via the CILG Members' Portal under 'Ethics and Conduct'
All communications are treated in strict confidence. Anonymous guidance enquiries are accepted.
The Ethics Helpline responds within five (5) working days.
The CILG Professional Standards Committee may open a formal investigation into any member's conduct upon receipt of:
A complaint from another member, employer, client, or member of the public
Information identified by CILG in the course of its normal regulatory functions (e.g., CPD audit, examination monitoring)
A self-referral by the member
Information arising from a criminal prosecution, regulatory investigation, or civil court finding
| Sanction | Description | Applicable To |
|---|---|---|
| Formal Warning | Written warning recorded on the member's file; no impact on designation | Minor or first-time breaches |
| Reprimand | Formal reprimand recorded on member's file; made known to the member's employer where required by public interest | Moderate breaches |
| Conditions of Practice | Member required to undertake specified CPD, training, supervision, or other remedial action as a condition of continued membership | Competence-related breaches |
| Suspension | Membership suspended for a defined period (3–24 months); member may not use CILG designations during suspension | Serious breaches |
| Demotion | Member's grade reduced to a lower grade; original grade may not be reapplied for a minimum of two years | Serious misrepresentation or misconduct |
| Removal | Member permanently removed from the CILG Register; all designations forfeited; cannot reapply | Most serious or repeated breaches |
When a member's membership ends — whether through resignation, lapse, suspension, or removal — the following obligations continue:
The CILG Code of Professional Conduct is reviewed by the CILG Professional Standards Committee at least every three (3) years, or sooner if significant developments in governance law, professional practice, or the operating environment warrant revision. Proposed revisions are published for member consultation before adoption. All members are notified of Code revisions upon implementation.
The version of the Code in force at the time of any alleged breach applies to that investigation, regardless of any subsequent revision.
The version of the Code in force at the time of any alleged breach applies to that investigation, regardless of any subsequent revision to the Code. Members are advised to retain a copy of the Code as it stands at the time of any conduct under review.
By accepting membership of the Chartered Institute of Leadership and Governance (CILG) at any grade, every member makes the following declaration:
"I, [Member Name], hereby declare that:"
Contact the CILG Ethics Helpline for confidential guidance, or apply for membership to commit to our professional standards.