On this page you can learn about Amnesty's Conflict Resolution Process, the support available to help you in handling conflicts, and how you can create a conflict competent organisation.
The term 'conflict' encompasses everything from interpersonal disputes and personality clashes to differences over strategy, decision-making, identity, and values. Conflict will be constructive or destructive depending on how people engage in disagreement, rather than the content of that disagreement. In 2015, a report by Intermediation International (IMI) conducted with support from Amnesty International identified four key areas that leaders in International Civil Society Organisations should work on to achieve a conflict competent culture. These are:
Amnesty’s Conflict Resolution Process and resources, are designed to address these areas.
Amnesty’s Conflict Resolution Process aims to help address conflict in a fair, timely, and constructive way, from initial communication through to resolution and closure. It can be used for any internal conflicts between individuals or groups including:
The key features of the Conflict Resolution Process include:
The aim of the Conflict Resolution Process is to provide support and guidance at all stages of conflict.
In October and November 2025, the Movement Building Programme at the International Secretariat offered a series of webinars on skills and principles for good conflict management. The five webinars each covered a separate topic and were led by members of the roster of External Third-Party Conflict Resolution Practitioners. Please click on the links below to view the recordings, noting that some sessions are only available monolingually. A written summary of the key points of each webinar is provided in English, French and Spanish.
In today’s polarising climate, human rights organisations are carrying extraordinary weight. Even in values-aligned Movements, conflict around power, identity, and priorities can erode trust and effectiveness if left unresolved. This session offers practical and restorative strategies for naming tension, repairing harm, and rebuilding trust so mission-driven teams can stay resilient and impactful.
A conflict is never what it seems to be about. Uncovering the often-hidden issues of a conflict can be a critical first step in addressing it and changing the dynamics. Participants will gain some initial insights into what to look for and how to become comfortable talking about the conflict.
In this practical and values-driven session, Amnesty leaders will explore five essential tools for addressing conflict early, giving feedback with care, and restoring working relationships while staying anchored in dignity, courage, and collaboration.
Trauma and stress can affect a person's actions and interactions, including how they respond to new or ongoing conflict within a team. This webinar will provide an introduction into how to recognise its effects and tools for addressing them.
Participants will use the Johari Window model to identify ways to better understand how differing perceptions and experiences can impact relationships. We will look at ways to encourage open communication, thereby enhancing mutual understanding and building greater solidarity and effectiveness in teams.
If you would like to discuss additional training or conflict support for your entity, please contact conflictresolution@amnesty.org .
