Code of Conduct: Principles, Rules, and Examples

Few workplace documents carry as much weight—or as much mystery—as the code of conduct. It’s the rulebook every employee signs but rarely reads until a problem surfaces.

Institute of Directors Code: 5 areas (integrity, objectivity, confidentiality, professional behavior, competence) ·
ASSP Code: Highest standards of integrity + compliance with laws ·
NACE Principles: 5 principles including transparency and equitable access

Four key dimensions, one consistent story: codes of conduct are moving from vague aspirational documents to enforceable frameworks. The table below pulls together the origin, adoption rate, principle range, and regulatory context.

What is a code of conduct?

Definition and purpose

• A code of conduct is a written standard that sets expected behavior and helps distinguish acceptable from unacceptable conduct (Institute of Directors).
• It conveys an organization’s commitment to responsible practice and serves as a benchmark for professional behavior in the workplace.
• The American Society of Safety Professionals (ASSP) requires members to treat others with respect, civility, and without discrimination or harassment.

What this means: a code of conduct is not a suggestion – it is a behavioral floor. When an organization publishes one, it declares that certain actions are not just discouraged, but formally prohibited.

Code of conduct vs. code of ethics

• A code of ethics frames overarching values and principles (e.g., honesty, fairness).
• A code of conduct translates those values into specific, enforceable rules – e.g., “do not accept gifts from vendors.”
• Many organizations maintain both: one document for aspirational values, another for day-to-day rules (Institute of Directors).

The trade-off: a values-only ethics code inspires but leaves gray areas. A conduct code closes those gaps but risks becoming a tick-box exercise if not enforced.

The implication: separating ethics from conduct creates clarity, but the real test is enforcement.

What are the 5 principles of a code of conduct?

Common principles across codes

• Five common principles: integrity, honesty, respect, accountability, transparency.
• The Institute of Directors (IoD) code of conduct outlines principles such as honesty, integrity, and compliance with laws.
• The National Association of Colleges and Employers (NACE) centers its five principles on reasonable and transparent behavior, acting without bias, ensuring equitable access, complying with laws, and protecting confidentiality.

The pattern: whether you count 5 or 7, the core always includes integrity, transparency, and respect. The differences come in how each organization operationalizes these abstractions.

Examples from the Institute of Directors factsheet

• The IoD’s code expects directors to demonstrate integrity, objectivity, confidentiality, professional behavior, and professional competence (Institute of Directors).
• These five pillars form the basis of the IoD’s disciplinary framework for members.

Why this matters: the IoD code is enforced against real directors. It’s not window dressing – it can lead to expulsion from the institute.

What are the 6 codes of conduct?

Six key areas typically covered

• Compliance with laws.
• Conflict of interest (ASSP).
• Confidentiality (Town of Eastham).
• Equal opportunity (NACE).
• Health and safety (ASSP).
• Use of company resources.

These six areas are not universal – industry and jurisdiction will shift emphasis. For example, healthcare codes emphasize patient confidentiality; construction codes focus on safety.

Example from Case IQ

• Case IQ’s article on six things to include in a code of conduct highlights these same six categories, along with whistleblower protections (Case IQ).
• The six codes may vary by industry and jurisdiction.

The pattern: the number of sections is flexible; the key is consistent enforcement.

What are the 4 unprofessional behaviors in the workplace?

Categories of unprofessional behavior

• Harassment: including verbal abuse, threats, and unwanted physical contact (MAPE).
• Dishonesty: lying, falsifying records, stealing.
• Insubordination: refusing to follow reasonable instructions (Town of Eastham).
• Lack of accountability: failing to own mistakes or meet responsibilities.

The MAPE toolkit also lists shouting, abusive language, and deliberate destruction of work product as specific examples.

Prevention and management strategies

• Clearly define each behavior in the code of conduct, with concrete examples.
• Establish a reporting system where employees can raise concerns without fear of retaliation (University of Montana).
• Enforce consistently: failure to act on a known violation undermines the entire code.

The implication: unprofessional behavior is rarely a single incident. A code that only prohibits “harassment” without naming shouting, threats, or sabotage leaves employees and managers guessing.

What are the 7 principles of a code of conduct?

Extended set of principles

• Seven principles often include: fairness, integrity, transparency, accountability, confidentiality, respect, and compliance.
• These seven combine the 5-principle set with confidentiality and fairness.
• An example is the RICS Rules of Conduct which covers honesty, integrity, competence, objectivity, respect, and accountability – a total of five rules but with multiple sub-principles that map to seven.

The pattern: organizations rarely lock into a fixed number. The IoD uses five, RICS uses five but with detailed sub-clauses, while the NACE framework enumerates five principles. The “7 principles” trend emerges from synthesizing common elements across sectors.

Relation to the 5 and 6 principle sets

• The 7-principle set is the most comprehensive, covering both values (integrity, fairness) and operational rules (confidentiality, compliance).
• It aligns most closely with global standards such as the Ethisphere code of conduct toolkit.

What this means for a manager writing a code: start with 5 core principles and expand to 7 if your organization spans multiple jurisdictions or regulated professions. More principles means more clarity but also more pages – trade-offs are real.

Confirmed facts vs. what’s unclear

The implication: the gap between policy and practice remains the biggest challenge.

Expert perspectives on codes of conduct

“A code of conduct expresses leadership expectations across integrity, objectivity, confidentiality, professional behavior, and professional competence.”

Institute of Directors (UK governance body)

“Members shall maintain the highest standards of integrity and professional conduct and comply with applicable laws, regulations, policies, and ethical standards.”

American Society of Safety Professionals (safety profession regulator)

“The principles support a fair and equitable recruitment process and informed, responsible decision-making by candidates.”

National Association of Colleges and Employers (career services authority)

The pattern: enforcement and reporting mechanisms are the critical link between policy and behavior.

For any organization that employs more than a handful of people, the decision to implement a code of conduct is no longer optional – it’s a fiduciary and cultural necessity. The Foreign Corrupt Practices Act made bribery illegal, but it didn’t mandate a code. Today, over 90% of Fortune 500 companies have one anyway, and regulators from Ireland’s Data Protection Commission to the RICS use codes as compliance benchmarks. For the small business owner, the takeaway is straightforward: start with five core principles, spell out the behaviors that violate them, and create a system where employees can speak up. The alternative – relying on vague cultural norms – leaves everyone guessing until something breaks.

Related reading: Elliot Rodger: Verified Facts, Sources, and Unanswered Questions · Harry Styles: Olivia Wilde Breakup & Queerbaiting Controversy

For a more in-depth look at workplace ethics, see this detailed code of conduct guide from Oz Insight Lab.

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