Governance

This section exists to build organised power, not perform representation. Our governance is designed to keep decision-making democratic, leadership accountable, and participation safe—especially for members who are targeted by the border regime, employers, or hostile actors.

Membership and leadership

• The section is member-led and accountable to its membership.
• Leadership and agenda-setting should reflect those most affected: immigrants, racialised minorities, refugees and asylum seekers.
• Allies are welcome on the basis of accountable solidarity: follow the leadership of those directly targeted and take on practical work.

All-Member Meetings (AMMs)

• The AMM is the highest decision-making body of the section.
• Meetings are held regularly, with an agenda circulated in advance and minutes shared afterwards.
• Any member can propose agenda items.
• Decisions are taken by simple majority unless the AMM agrees a higher threshold for specific matters.

Coordinating Committee

• A small, elected Coordinating Committee (e.g., 5–7 members) handles administration and implements AMM decisions between meetings.
• The Committee is recallable by the AMM and cannot override AMM decisions.
• Roles rotate (chairing, minutes, comms, membership/admin) to avoid informal gatekeeping and burnout.
• Before each AMM, the Committee publishes a short report: actions taken, outstanding tasks, and any request for mandates.

Working groups

• Working groups are formed by the AMM to do the work: campaigning, policy, comms, political education, workplace organising, member defence.
• Each working group has a clear remit and reports back to the AMM on a regular schedule.
• Working groups do not set section policy without an AMM mandate.

Elections and mandates

• Committee elections are held at fixed intervals (e.g., every 6 months), with open nominations and accessible voting.
• Representatives speak for the section only when mandated by an AMM decision, and must report back.

Safety, confidentiality, and accessibility

• We recognise unequal risk: some members are more exposed to enforcement, doxxing, workplace retaliation, or harassment.
• For sensitive organising (e.g., member defence), we use need-to-know confidentiality with clear boundaries agreed by the AMM.
• We minimise data collection and avoid storing unnecessary personal information.
• We aim to make participation practical: accessible meeting times; and support for childcare/travel when resources allow.

Conduct and safeguarding

• Racism, xenophobia, Islamophobia, casteism, misogyny, homophobia, transphobia, ableism, and harassment are incompatible with membership.
• We use a clear process for addressing harm: report → assessment → interim measures if needed → resolution, with timelines and an appeal route.
• Where a dispute concerns oppression dynamics, safety and dignity for those targeted takes priority over reputational management.

Review

This governance is interim. After an initial period (e.g., three months), we review it and move towards adopting a full constitution.