Good governance
Trustee and manager conflicts policy
This policy sets out the procedures and expectations for identifying, managing and resolving disputes between trustees and managers within the charity, so that disagreements never impede the effective operation of EYAI.
Why this matters
Purpose
The aim of this policy is to promote constructive dialogue, uphold good governance, and ensure that disagreements between trustees, managers, or both do not impede the effective operation of the charity.
Identifying conflict
Disputes may arise from differences in opinion, approach, individual behaviours, personality clashes, fixed beliefs, personal issues, favouritism, existing relationships, disagreements on values or goals, uncertainty about roles, or lack of clarity around expectations. Trustees and managers should be alert to signs of conflict and seek to understand its underlying causes.
Principles
- Constructive challenge and healthy disagreement are encouraged as part of collective decision-making for both trustees and managers.
- All trustees and managers are expected to act professionally, respecting differences in opinion, approach and behaviour.
- Disputes should be addressed early to prevent escalation and disruption to board and management activities.
- Good governance, underpinned by clear roles, policies and processes, is essential for preventing and resolving disputes.
The full policy
Download the full trustee and manager conflicts policy (PDF)
Includes the sign-off sheet to print, sign and return.
Preventative measures
- The board and management team agree and adhere to a code of conduct for meetings, setting out expected behaviours, mutual needs and expectations, and processes for handling differences.
- All trustees and managers should be familiar with the code of conduct and participate in regular reviews to address any differences in its interpretation.
- Roles and responsibilities are clearly defined and communicated to avoid uncertainty and confusion between trustees and managers.
Responsibilities
- The Chair is responsible for managing board and management dynamics and addressing disputes promptly and impartially.
- Trustees and managers share responsibility for maintaining a respectful, collaborative atmosphere, and are encouraged to raise concerns in a timely and constructive manner.
If a dispute arises
How disputes are addressed
Where a dispute does arise, we follow these steps:
Early intervention
The Chair, or another designated trustee or manager, addresses disputes as soon as they arise, facilitating open discussion and seeking common ground.
Mediation
If initial discussions do not resolve the issue, an impartial mediator may be appointed to assist in finding a resolution.
Code of conduct review
The board and management revisit the code of conduct to clarify expectations and address any ambiguities that may be contributing to the dispute.
Escalation
Where disputes persist, the matter may be referred to an external advisor or governance body for guidance.
Documentation
All actions taken and decisions made during the dispute process are documented for transparency and accountability.
Commitment to resolution
All trustees and managers are expected to act in the best interests of the charity and work towards amicable solutions. Persistent, unresolved disputes may result in further action, up to and including removal from the board or management, in accordance with the charity's governing documents.
Review
This policy is reviewed annually, or following any significant trustee or manager dispute, to ensure its continued relevance and effectiveness. Last updated: October 2025.
Download the full trustee and manager conflicts policy (PDF)
Run properly, governed openly
EYAI is committed to good governance at every level. Questions about how we are run? We are happy to talk.