The Code of Ethics and Professional Conduct describes the expectations on practitioners in the global project management community. The code applies to the following:
All PMI (Project Management Institute) members;
- Non-members who are PMI certified;
- Non-members registered for PMI certification;
- Non-members who are PMI volunteers.
The Code of Ethics and Professional Conduct is based on the following four values:
Responsibility is being accountable for the decisions and actions we make or fail to make, and the resulting consequence.
Practitioners should aspire to make responsible decisions and take responsible actions.
Practitioners must adhere to regulations and legal requirements by informing ourselves and upholding policies, rules, regulations and laws that govern our work, professional and volunteering activities. Practitioners should report unethical or illegal conduct to the appropriate management and those affected (if necessary), with substantiated facts, and pursue disciplinary actions against individuals or organizations that retaliate against a person.
Respect is showing high regard for ourselves and entrusted resources, by negotiating in good faith and not for personal benefits, and through respecting property rights of others.
Practitioners should aspire to keep informed and respect the norms and customs of others, listen and seek to understand the opinions of others, deal directly with conflict and disagreements and conduct ourselves professionally.
Practitioners must negotiate in good faith, respect the property of others, and refrain from abusing others and the power of our expertise and position for personal gain.
Fairness is making decisions and acting impartially and objectively, free from completing self-interests, prejudice and favouritism. In conflict of interest situations, practitioners should proactively and fully disclose any real or potential conflicts of interests to the appropriate stakeholders, and refrain from engaging in the decision-making process or otherwise influence outcomes, unless or until full disclosure to the affected stakeholders; developed an approved mitigation plan and obtained consent from stakeholders.
With regards to favouritism and discrimination, practitioners should not hire or fire, reward or punish, or award or deny contracts based on personal considerations, including but not limited to favouritism, nepotism or bribery. Practitioners should not discriminate against fellow practitioners based on, but not limited to gender, race, age, religion, disability, nationality, or sexual orientation, and apply the rules of the organization without favouritism or prejudice.
Practitioners should aspire to understand the truth and acting in a truthful manner both in our communications and conduct., timeously provide accurate information and create an environment where it is safe to tell the truth.
Practitioners shouldn’t engage in or condone behaviour that is designed to deceive others, including but not limited to making misleading or false statements, stating half-truths, providing information out of context or withholding information that would render statements as misleading or incomplete. Practitioners shouldn’t engage in dishonest behaviour with the intention of personal gain or at the expense of others.