Principles of the Code of Conduct

Principles of the IHM Management Code

In developing the Code members stressed importance of ensuring that the key principles were founded upon relevant existing standards, such as the ‘Seven Principles of Public Life’ (the Nolan Principles).

Based on the above and using examples suggested by members, the key themes of the IHM Code became:

• Integrity
• Honesty and Openness
• Probity
• Accountability
• Respect

Each member has a responsibility to 

• The Environment
• Society

And will lead by example

Integrity

Members should act in such a way as to generate and maintain the trust and confidence of the patients and clients at all times. This includes the rejection of any gifts and hospitality which might be interpreted as seeking to extend influence.The excellent manager

• Is helpful, cooperative and constructive in all dealings with patients, staff and colleagues

The unacceptable manager

• Is obstructive and impatient to his/her own advantage

Honesty and Openness

Members should be open and honest about the decisions and actions they take.The excellent manager

• Will hold all personal information in confidence

The unacceptable manager 

• Uses information as a power tool

Probity

Implies using resources responsibly and showing loyalty at all times to the employing or contracting organisation but embraces the right to challenge decisions and actions that are believed to be against the patient’s or client’s interests.The excellent manager

• Seeks to avoid waste of resources by careful planning and effective operation

The unacceptable manager

• Acts without a conscience

Accountability

Ensuring that members are able to justify their actions, or lack of action, under political or public scrutiny. The excellent manager

• Complies with statutory requirements but utilises discretion

The unacceptable manager

• Dismisses the effect of decisions on others

Respect

Respecting others by giving one’s best at all times and keeping up to date with best practice. The excellent manager

• In all dealings with patients, staff, colleagues and the public, treats others with respect and equality.

The unacceptable manager

• Is discriminatory

In addition every member has a responsibility towards:

The Environment

To have awareness of energy and environment conservation and that decisions for eliminating waste and recycling are made in partnership with the community as a whole, and beyond the minimum requirements of the law.The excellent manager

• Always has safety in mind when planning change and patient services

The unacceptable manager

• Avoids or delays necessary action which has a cost without seeking viable alternatives

Society

Respecting and understanding the impact of one’s actions, not only on the immediately surrounding society in which they live and work, but also within the community with whom they may negotiate and purchase.The excellent manager

• Considers public opinion as a valuable asset

The unacceptable manager

• Ignores environmental and community concerns

Lead by example

IHM members will set a good example by making sure their behaviour is in accordance with the principles of the IHM Code. IHM members should, where possible, take action against inappropriate behaviour that is not in accordance with the principles by asking the person to stop. Unacceptable behaviour can include racial or sexual harassment, bullying or misuse of power or seniority. What to do:If you are the subject of inappropriate behaviour:

• You can ask the person to stop
  
• You can seek help from the IHM Employment Support Helpline