Conduct | Ethics | Rules | DEI

This Code is not intended to be a comprehensive statement but rather an introduction to the principles to which IRPM members are expected to adhere. It is a condition of membership that all members undertake to be bound by the Code and the standard of conduct implicit in the Rules of the Institute.

Those involved in the management of residential property have both legal and ethical obligations. The legal responsibilities are governed by the rules established in legislation and the rights and liabilities arising out of relationships with individuals are set out in civil law.

Professional ethics are the standards of performance and service the public can expect from a person holding themselves out to be a professional. A duty of care and skill applies to every aspect of your work.

Diversity, Equality and Inclusion

We’re On a Journey

Diversity, Equality and Inclusion are important, interdependent components of everyday life for IRPM. They are critical to our pursuit of achieving high standards of practice and professionalism for our employees, membership and beyond.

Our aim at IRPM is to foster a culture where every member, person and organisation that interacts and associates with IRPM feels valued, supported and inspired to achieve their individual and common goals.

We work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging unfair practices.

We believe that in creating inclusive environments where everyone, from any circumstances, can do their best work, drive innovation and improve the lives of residents and communities we serve.


As a professional body for residential property management professionals we are committed to ensuring that our different levels of membership are representative of everyone regardless of age, disability, gender reassignment, marriage, and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, caring responsibilities and socio-economic background.

Central to the code of professional conduct (code) is our diversity, equality, and inclusion (DEI) policy statement. The aim of the DEI is to build an inclusive culture that encourages, supports and celebrates the diverse voices which fuel our innovation and connect us to our customers, communities, and the membership we serve.

As a part of the code, and in raising our own professional standards, we are introducing diversity monitoring in all our processes. We want everyone to be able to access and benefit from what we offer.

The purpose of collecting, analysing and using diversity information is to help us to understand the effectiveness of what we do, creating inclusivity at all the different levels of membership and have accessibility to all our services. This information will also enable us to ensure that our processes are fair and transparent, and do not have any adverse impact on any particular group or members.

The diversity monitoring information provided by you will be held in the strictest confidence and for statistical purposes only. This information will be fully anonymised and will not be accessible by any IRPM personnel.

We recognise that some people may regard this information as private and we have therefore included the option of ‘prefer not to say’ in all categories. You do not have to complete the form, but it will help us improve our services and processes. The data received will be securely and confidentially stored and managed by key personnel within IRPM in line with IRPM privacy policy and data protection.

At IRPM, we appreciate your co-operation in providing the information requested in this section as it is vital for ensuring that we are continually challenging our own standards and at the same time are providing a fair service for all.

  1. It will help us to understand the composition of our memberships and highlight the differences between groups in terms of satisfaction, engagement and representation;
  2. It will help us to identify how inclusive, we are or not and understand which barriers might undermine engagement with current and potential members;
  3. It will help us to make sure that these policies and practices do not have discriminatory and inequalities provisions, criterias or practices. This is particularly important with regard to access to IRPM courses and examinations;
  4. It will help us to have data on why certain groups are not being represented in our membership;
  5. It will help us to improve productivity:valuing and supporting the diversity of people’s backgrounds is important in making the most of the contribution of the management of residential property;
  6. It will help us to embrace differences, and allow our members and potential members to be authentically who they are;
  7. It will help us to review the progress we are making going forward on DEI.
  8. It will help us to build IRPM’s reputation as a professional body that invests in promoting diversity, equity and inclusion in their different levels of membership.

All information provided will be treated as strictly confidential in accordance with the IRPM Privacy Notice in line with the General Data Protection Regulations (GDPR) 2018. Under the General Data Protection Regulation (GDPR), it is possible to gather and analyse information about membership for diversity monitoring purposes. The information will be used for statistical purposes only with access restricted to key personnel involved in processing and monitoring of the data. It will not be seen by anyone else. No information will be published or used in any way that allows individuals to be identified. Individual data should be protected and securely stored in line with data protection rules.

In line with the Equality Act 2010 which sets out nine protected characteristics, IRPM are collecting data on the following: disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. We have also included the categories of caring responsibilities but have excluded working pattern, geographic location and socioeconomic background.

  • From members at the point of joining would be the opportunity to ask for diversity data
  • From registrants, after they have successfully registered
  • At IRPM Foundation Exams, Associate Exams and member Exams
  • At events such as training and workshops

Information can be requested via an on-line form.The information Will Not being used to make any decisions about suitability for membership and that it will be kept separately from any other information.

The data will be analysed by a staff member who has access to the information. Only CRM super users will have access to this data. 

Key personnel involved in processing and monitoring of the data will report on the collected data to Exec, Board of Directors, CEO and Senior staff members.

Data collected will be used by Exec, Board of Directors, CEO and Senior staff members by integrating findings with IRPM strategy.