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.
