As our Amnesty entities undergo leadership changes through General Meetings, or other procedures defined in the pertinent Statute, the process of recruitment of Board members is key to enable the human rights work pursued by the entity and the movement.
Board recruitment might occur when Amnesty entity Boards identify specific skills gap, the need to address diversity in their composition or other motives that trigger changes in leadership. In any of these cases, developing a formal and structured recruitment process for Board members enables stability in the entity and foresight in preparing candidates as well as planning Board elections.
However, developing a process to identify, nurture and prepare leaders to take on Board roles within our entity is equally important to guarantee continuous leadership and organisational learning. You can read more about this in the module Prepare.
The Resources tab in this article offer guidelines developed by Amnesty International as well as practical tools to think through Board member’s recruitment process.
However, through the Movement Building Programme, your Regional Capacity Building Coordinator can also provide support on:
Advising on all steps of the recruitment process, good practice and Amnesty guidelines.
Advising on identifying gaps within the Board’s composition and skills.
Advising on different ways to ensure a rigorous and fair process for Board elections.
Connecting you to other entities who may be able to provide advice or support.
Reviewing and advising on key documents such as Role Descriptions, Person Specifications and advertisements.
How to successfully run elections.
See Resources for tools about Board Recruitment.
