Our organisational culture; which essentially represents how we behave, our working relationships and our ability to collaborate as a movement, underpins everything we do and is pivotal to the success of our impact. Being at the heart of a movement for dignity and working together to grow the amnesty we all believe in unifies our inspiring values framework.
Our five behaviours form the basis of the type of culture we want to have in Amnesty:
Accountable – consistently striving to reach your goals in a thorough, timely way that you can be proud of, and re-empowering others to do the same.
Considerate – supporting your colleagues and trying to find out what motivates them to do their best, and what pressures they are under, so that you can consider this when you work together.
Creative – continuously looking for new and creative solutions and encourage others’ ideas so that we can adapt and succeed in an ever-changing and uncertain global environment.
Decisive – making sound judgements within your work so that a project or activity can progress with pace and confidence.
Respectful – treating your colleagues with equality and dignity, and assume they have integrity. Valuing the different perspectives of your colleagues as well as your own and show them that their contributions and expertise matter.
Additional core value themes
Equality & diversity
Equality and diversity is at the core of our values. All of our employees work collectively and individually to promote a constructive and sensitive approach to others from a variety of backgrounds, where the work of all is valued and respected.
Conflict of interest
The credibility and effectiveness of Amnesty International and its International Secretariat depends, in large part, on the competency, credibility, independence, impartiality and effectiveness of its staff and volunteers and on public perceptions of the same. As such we ask all candidates and staff to consider, answer and adhere to a conflict of interest standard, defined by the International Secretariat as:
Public or other activity, affiliation to or support for any group or organization, personal association or other factor which may generate a real or perceived conflict of interest with AI”s principles (specifically independence and impartiality), or raise a security concern, or otherwise prevent the individual from carrying out key functions of the specific post and which must therefore disqualify the individual from being appointed or continuing in post
As such the International Secretariat asks that all candidates and existing staff and volunteers declare and disclose any activity or association or other factor which may generate real or perceived conflicts of interest or duties or which would otherwise affect their ability to perform the functions, role or responsibilities which they hold or for which they are a candidate. In regards to candidates for new appointments questions are included in the application form and the International Secretariat expects to discuss such matters at the interview stage of the recruitment process.