Guide to completing a CIPD professional behaviours assessment
Info: 2541 words (10 pages) Study Guides
Published: 04 Sep 2025
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Completing a Chartered Institute of Personnel and Development (CIPD) professional behaviours assessment can feel daunting, but it is manageable with the right approach. The CIPD Profession Map and its core behaviours are central to these assessments, so understanding them is crucial.
This guide explains how to excel in your professional behaviours assessment, offering practical advice anchored in CIPD’s specific expectations. We will explore key CIPD competencies: ethical practice, inclusivity, and championing better work and working lives.
We will also illustrate how to demonstrate each one in line with CIPD standards. By aligning your work with the CIPD Profession Map and core values, you ensure it meets the highest standards. This approach allows you to confidently showcase the behaviours that CIPD expects of a people professional.
Understanding the CIPD Profession Map and core behaviours
The CIPD Profession Map is the framework that defines what excellent HR and people practice looks like. It sets out the knowledge and behaviours that CIPD expects of people professionals at all levels. This ranges from newcomers to senior leaders.
The Map places purpose at its centre – specifically, CIPD’s purpose of championing better work and working lives (CIPD, 2018a). Surrounding this purpose are three core values: being principles-led, evidence-based, and outcomes-driven. These values inform how professionals should act. Crucially, the Map identifies core behaviours – the conduct standards that every people professional should exhibit to uphold those values.
The key behaviours include ethical practice, professional courage and influence, valuing people, and working inclusively. They also encompass a passion for learning, being insights-focused, situational decision-making, and having a commercial drive (CIPD, 2018a). CIPD assessments often require you to reflect on and demonstrate some of these behaviours in a workplace context.
It is important to remember that CIPD’s core behaviours are all interrelated. CIPD designed these behaviours as universal principles guiding how you approach people management situations. For example, being evidence-based in decision-making supports ethical practice, and valuing people underpins working inclusively.
The Profession Map emphasises above all that people professionals should act as ambassadors for better work. This means consistently applying ethical principles and putting people at the heart of their approach. In practical terms, this translates to showing integrity, fairness and inclusion in everything you do.
Before tackling any assessment tasks, ensure you have read the CIPD Profession Map or relevant CIPD guidance. By doing this, you can confidently reference these concepts in your answers (CIPD, 2018a). Understanding CIPD’s language and definitions will allow you to link your answers directly to the expected competencies.
Demonstrating ethical practice with integrity and professionalism
Ethical practice is a core CIPD behaviour and a foundation for all the others. CIPD defines ethical practice as “building trust by role-modelling ethical behaviour, and applying principles and values consistently in decision-making” (CIPD, 2018a). This definition underlines that HR professionals must not only talk about ethics but also demonstrate integrity in their actions.
In your assessment, you should therefore convey that you understand what acting ethically means in an HR context. You must also show that you can apply it in real situations.
Write in the active voice about how you personally ensure integrity in your work. For instance, you might describe how you handle confidential employee data responsibly. Another example is explaining how you would address an unfair policy. Use clear examples. For example, discuss a scenario where you noticed a potential conflict of interest or discriminatory practice and took action to resolve it in line with professional ethics. Emphasise honesty, fairness, and accountability in these examples. Those qualities are at the core of CIPD’s Code of Professional Conduct (CIPD, 2023).
When discussing ethical practice, it’s effective to reference CIPD’s values or standards to reinforce your points. For example, you could note that you follow a principles-led approach when facing a tough HR decision. In other words, you do what is right rather than what is easiest.
If your assessment asks how personal values influence your work, identify values like integrity or respect. Explain how each of those values guides your behaviour. Transition words like “for example” and “therefore” help to make your reasoning clear. Use them to show cause and effect in your explanations.
You might write something like:
“I once observed a hiring manager bypassing a fair recruitment process to favour a friend. Therefore, I spoke up and reminded the team of our equal opportunities policy, because ensuring fairness in hiring is essential to ethical practice (CIPD, 2018a).”
This type of response demonstrates courage and integrity. It also shows you understand the consequences of unethical behaviour, such as loss of trust or legal risks. It also explains why HR professionals must sometimes make a stand.
As CIPD research shows, nearly three in ten people professionals have felt pressured to compromise their ethical values at work (CIPD, 2018b). This finding highlights why having the courage to uphold standards is so important for HR practitioners. In your assessment, make it clear that you would not sacrifice ethical principles for short-term convenience. Ground your answers in CIPD’s definition of ethical practice and provide real (or realistic) examples. This approach proves that you can not only discuss ethics but also live them in a professional setting.
Working inclusively – championing diversity and inclusion
The CIPD behaviour of working inclusively is about embracing diversity, collaboration and respect in the workplace. The Profession Map describes working inclusively as “working and collaborating across boundaries, effectively and inclusively, to achieve positive outcomes” (CIPD, 2018a).
In simpler terms, working inclusively means actively including others, valuing different perspectives, and ensuring everyone has a voice. When writing about inclusivity in your assessment, show that you understand this both conceptually and practically. You should use inclusive language yourself. Avoid the passive voice – instead, take ownership by describing what you do to promote inclusion.
Begin by acknowledging why inclusivity matters. A diverse and inclusive workplace leads to better ideas, higher engagement, and a greater sense of fairness. Then provide concrete examples of inclusive behaviour in action. For instance, you could describe how you ensure recruitment and promotion processes are unbiased and accessible to all candidates. Furthermore, you might discuss involving a range of employees in consultations or decision-making. Perhaps you have led a team meeting where you actively encouraged quieter team members to share their input. Or maybe you set up an employee resource group to support underrepresented colleagues. Link these examples to CIPD expectations.
You could say,
“I work inclusively by seeking out diverse perspectives when solving problems, because better solutions emerge when different viewpoints are heard. For example, in a policy review, I invited input from staff across different departments and levels. This collaborative approach aligns with CIPD’s guidance to include others and embrace difference (CIPD, 2018a).”
By citing CIPD’s own terms, you demonstrate that you recognise the official standard.
Also consider mentioning equality, diversity and inclusion (EDI) initiatives, since CIPD places great emphasis on these. Show that you not only understand the principle of inclusivity, but also know how to implement it. This could be through HR policies and everyday actions. Further, you could note that you would regularly review HR policies for unintended bias and provide inclusivity training to managers.
In a scenario question, you might be asked how to handle a case of exclusion or bias. Explain the steps you would take – for example, investigate impartially, address any inappropriate behaviour, and foster a culture where such issues are discussed openly.
Throughout your answer, the tone should reflect empathy and fairness. These are core aspects of valuing people and inclusive working. CIPD stresses that people professionals must put people at the centre of their approach. They should balance compassion with objectivity.
In practice, working inclusively is how you champion that belief. Use your assessment to show that you are a champion for diversity and inclusion. Demonstrate that you take proactive steps to ensure everyone is respected and involved.
Championing better work and working lives
One phrase you will encounter often in CIPD materials is “championing better work and working lives.” It encapsulates the broader purpose behind the HR profession as defined by CIPD. Essentially, CIPD expects people practitioners to strive for improvements that benefit everyone. This means focusing on changes that help not just the organisation, but also employees and even the wider society (CIPD, 2018a). In your professional behaviours assessment, it is wise to explicitly connect your actions to this purpose. This shows the examiner that you grasp the wider impact of the HR role and are aligned with CIPD’s mission.
To champion better work, describe how you would promote positive change in the workplace. For example, you might discuss initiatives to enhance employee well-being, work-life balance, or job quality. If you have experience introducing a mental health support programme or advocating for flexible working arrangements, mention it. Those are excellent illustrations to include. Additionally, tie these actions back to CIPD principles.
You could write something like:
“I aim to improve working lives by proposing policies that benefit both employees and the business. For instance, I championed a flexible working scheme that boosted productivity because it allowed employees to better balance their personal and professional commitments. This approach reflects CIPD’s purpose of championing better work and working lives – making work more enriching and sustainable for individuals”.
This kind of response links a concrete example to the CIPD ethos. It also uses transition words (for instance, because) to make the logic clear.
Furthermore, don’t shy away from mentioning the responsibility of HR to influence senior leaders in this area. Championing better work often requires professional courage and influence (another core behaviour) to convince stakeholders to adopt ethical, people-centric practices.
You might note that you would use data and evidence (an evidence-based approach) to build a business case. This could support an ethical or inclusive initiative. This shows you understand that better work and commercial success are not mutually exclusive. In fact, they go hand in hand. CIPD highlights that truly effective professionals balance outcomes for people with outcomes for the organisation.
In your assessment, emphasise that improving things like employee engagement, development opportunities, and fairness at work benefits both individuals and the business. You are contributing to employee well-being and to organisational performance. That is the essence of championing better work and working lives.
Finally, it can strengthen your answer to reference CIPD’s notion of being an ambassador for the profession. As CIPD puts it, “we are all ambassadors for the people profession, acting with integrity and championing better work and working lives in all we do” (CIPD, 2018a). By quoting or paraphrasing this principle, you affirm your commitment to embodying those values.
Conclude your thoughts on this topic by demonstrating that you see the bigger picture. Every HR intervention or decision – from resolving a conflict to designing a reward scheme – should aim to create positive, meaningful outcomes for employees. This mindset signals to the assessor that you are not just mechanically applying theories. Instead, you are truly internalising CIPD’s purpose.
Practical tips for excelling in the assessment
In addition to covering content on specific behaviours, keep in mind some general best practices for CIPD assessments:
First, use clear, direct language and an active voice. This makes your competence and commitment come across strongly. CIPD examiners look for confident professional judgement. Phrases like “I ensure…”, “I actively do…” and “I will take responsibility for…” are effective. Avoid overly passive constructions such as “policies should be followed.” Instead, say “I follow and enforce relevant policies” to show ownership.
Second, structure your answers logically. If the assessment is written, organise your response in a sensible order. Often the assignment brief will outline sections or specific tasks. Use headings or subheadings if allowed. At a minimum, use guiding phrases to signal when you are discussing one topic (for example, ethical practice) versus another (for example, inclusivity). This guide, for example, uses separate sections for each behaviour. You can emulate that approach to ensure you cover all required areas comprehensively.
Third, link to CIPD frameworks and research. Since this is a CIPD qualification, referencing the CIPD Profession Map or CIPD research will strengthen your credibility. In fact, assessors often expect you to do so. You can mention, for instance, CIPD surveys or reports that underline the importance of these behaviours. As noted earlier, CIPD’s studies show that ethical and inclusive practices lead to better organisational outcomes (CIPD, 2018b). Including a brief citation (in Harvard style, as you would in an academic context) demonstrates that your understanding is informed by authoritative sources. However, ensure any reference is directly relevant to your point – do not add theory for its own sake. The assessors are most interested in how you apply concepts in practice.
Finally, be reflective and self-aware. Many professional behaviour assessments ask you to evaluate your own strengths and development areas. Be honest but positive in discussing these. For example, you might acknowledge that championing inclusion is an ongoing journey. You can then mention how you plan to continue developing this competency (perhaps through CIPD continuing professional development activities). CIPD promotes continuous learning as a core behaviour (“passion for learning”). Showing that you are committed to growth will leave a good impression (CIPD, 2018a).
Wrapping up:
Completing a CIPD professional behaviours assessment is an opportunity to demonstrate your knowledge and skills. It shows that you not only understand the theory behind HR professionalism, but can also put it into action. By focusing on ethical practice, working inclusively, and championing better work, you align yourself with CIPD’s vision of the people profession.
Keep your answers practical and CIPD-specific. For instance, reference the CIPD Profession Map definitions and give examples from work situations that mirror CIPD’s expectations. Use transition words to ensure your explanations flow logically, and maintain an active, confident tone.
Remember: CIPD assessors want to see you acting as the kind of professional who will “champion better work and working lives” in their organisation (CIPD, 2018a). If you communicate your commitment to integrity, inclusivity and positive impact – and back it up with concrete examples – you will impress the examiner. You will produce an assessment that is thorough and well-structured. It will also be genuine and impactful. In doing so, you prove yourself to be a true ambassador of CIPD’s professional values in your everyday practice.
For personalised support from a UK-based, CIPD-qualified expert with your assignments – including essays, case studies, reflective accounts and more – visit our dedicated CIPD Assignment Help page.
References and further reading:
- CIPD (2018a) CIPD Profession Map. CIPD [online]. Available at: CIPD website (Accessed: 4 September 2025).
- CIPD (2018b) The people profession in 2018: UK and Ireland (Research Report). CIPD [online]. Available at: CIPD website (Accessed: 4 September 2025).
- CIPD (2023) Code of Professional Conduct and Ethics. CIPD [online]. Available at: CIPD website (Accessed: 4 September 2025).
- Iqbal, I. (2019) ‘A look at the new CIPD Profession Map’, Iffat Iqbal Blog, 2 January. Available at: https://iffatiqbal.wordpress.com/2019/01/02/a-look-at-the-new-cipd-profession-map/ (Accessed: 4 September 2025).
- Paydata (2019) ‘Three reasons why the CIPD profession map is future-fit’, Paydata Blog, 5 March. Available at: https://www.paydata.co.uk/hr-hub/blogs/research-insights-and-publications/three-reasons-why-the-cipd-profession-map-is-future-fit/ (Accessed: 4 September 2025)
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