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Trustees | Anne Frank Trust

This is an opportunity to join the board of a leading anti-prejudice charity at an exciting stage of development.

  • Location: Central London
  • Salary: Unremunerated


Founded 30 years ago, we are a leading education and anti-prejudice charity, who are educating young people in some of the most deprived and divided communities in the UK to encourage and empower young people to challenge all forms of prejudice.

We want to see a world free of prejudice and discrimination. Through Anne Frank’s life, her powerful story, and inspirational diary; we work with schools, local authorities, and others to impart knowledge about the damage prejudice and hateful attitudes cause and empower each young person to take a stand against prejudice.

Anne Frank’s diary is a role model of how a teenager can use creativity to tell their story and build empathy. Our workshops cover such topics as sexism, Islamophobia, homophobia, online hatred, extremism, and bullying. We train 10- to 15-year-olds as peer educators to share their learning with others in their schools, and as Anne Frank Ambassadors to disseminate their anti-prejudice message more widely through creative projects, public events, and online campaigns. In spite of the pandemic and school closures, last year we delivered our workshops to 14,000 young people in 169 schools across England and Scotland.

This year we have launched a new education strategy which will create a Youth Empowerment strand of work to extend and deepen our support for our Anne Frank Ambassadors, targeted especially at young people with lived experience of prejudice. With mentoring support for each ambassador and a range of new participation opportunities, including a youth board to work alongside our trustees, our goal is that by the end of 2023 the Anne Frank Trust will embody youth empowerment as a force for ending prejudice.

In tandem with our new education strategy, we have commissioned a full equalities audit and strategy, to be completed by the end of 2021 for implementation over the next three years. As an anti-prejudice charity, we are deeply committed to equality and diversity and we want to be outstanding in equalities practice in every aspect of our work. We recognise that we need to work hard to fulfil this aspiration and part of our plan is to help increase the diversity and expertise of our board.

Who we are looking for

We are looking specifically for trustees who have lived experience of prejudice and the ability to apply this experience to any aspect of our work as a charity, especially our education programme and external communications. This lived experience can be of any form of prejudice, including disablism, homophobia, anti-Black racism and transphobia – all of which are currently unrepresented on our board. Anti-Black racism is a particular priority for us, because of the needs rightly highlighted by the Black Lives Matter movement, and because Black and Mixed Ethnicity young people make up 21% of the young people we reach in schools.

We are looking for trustees who are as passionate as we are about anti-prejudice education, and who will challenge and support us as we embark on our new strategy. We would also benefit from expertise in strategic planning, governance, communications, education, evaluation or direct experience as a user of charity services.

We expressly encourage applications from a diverse range of applicants. This includes the characteristics protected by the Equality Act 2010 (age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation), as well as socio-economic background and ways of thinking.

We actively encourage applications from people who have not held a trustee role before. As well as a thorough induction, buddying by an existing trustee and ongoing training, we can provide independent confidential coaching for trustees who would like support in how to express or apply their lived experience on the board.

We expect the time commitment to be up to circa half a day per month. The board meets four times a year with a strategy away day and all trustees are part of one sub-committee which meets two to four times a year.

For a confidential conversation about the role, please contact our consultant at Peridot Partners:

Jennifer Horan | Jennifer@peridotpartners.co.uk | 07519 070 497

Closing date: Monday 14th June 2021

Trustee and board recruitment in the charity sector with Jennifer Horan

If you would like to know more about this role please contact Jennifer Horan

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Welcome from Daniel Mendoza, Chair of Trustees

Welcome to the Anne Frank Trust. Thank you very much for your interest in joining our board as a trustee with lived experience of prejudice.

Lived experience of prejudice underpins everything we do here – because the starting point for our education programmes is Anne Frank’s experience of extreme antisemitism under the Nazis. Moved by Anne’s cruel death at the age of 15, and inspired by her courage and creativity, we are determined to build a world free from bigotry and hatred. We know from rigorous independent evaluation – as well as the enthusiasm of our partner schools and their students – that Anne Frank’s story is uniquely effective in engaging a hugely diverse range of young people, and in empowering them to challenge prejudice of every kind.

In leading and supporting this fantastic work, many of us on the board I have the honour to chair are quietly motivated by our own lived experiences, but we have been recruited for, and mostly speak from, our professional backgrounds, for example in education, finance, fundraising or law. Hence we are looking for two new board colleagues who – while bringing a range of skills and fulfilling the same overall duties as every trustee – will specifically bring insights from lived experience of prejudice. We are open to experience of prejudice in any form, but especially welcome experience of anti-Black racism, disablism, homophobia or transphobia, which are currently unrepresented in the board.  Input from this experience is vital to our development as an anti-prejudice charity, especially as we launch our Youth Empowerment Programme targeted at young people who themselves have lived experience of prejudice.

These new trustee roles are also part of our commitment to equality, diversity and inclusion. One of our biggest priorities in 2021, supported by equalities specialist Lexie Sims, is to audit our current equalities practice and generate a strategy for the future. We know we have work to do in this area and we are determined to achieve excellence. On this equalities journey I am sure we will have much to learn from our new trustees with lived experience, who will be supported by induction, coaching or whatever support they need. But I assure you this will not over-burden or limit the new role holders. Equality is the collective responsibility of the whole board and of every individual in the organisation.

I very much look forward to seeing your application, and to working together for this uniquely effective charity, so that all forms of prejudice become a thing of the past.

Daniel Mendoza
Chair of Trustees

Welcome from Tim Robertson, Chief Executive

To explain how the Anne Frank Trust works, and why it matters, the best thing I can do is to tell you about Hana.

Hana was a 14-year-old Anne Frank Ambassador who spoke at the opening event for one of our public exhibitions, in a library in inner London in 2019. Hana’s teacher said she’d been a quiet student until she found her voice through Anne Frank. At our event, Hana upstaged the mayor, held everyone spellbound, and got quoted by the press. She spoke beautifully and strongly about how as a young black Muslim she could relate to Anne Frank, even though Anne was white, Jewish and lived 80 years ago, because both of them had experienced discrimination, and both of them had learnt to speak out against prejudice – Anne in her diary, Hana here and now.

This is the kind of creativity, leadership and impact that the Anne Frank Trust generates and that we want to take even further through our new Youth Empowerment Programme. Covid has left young people feeling more disempowered than ever. We want to empower students like Hana, not just through our well-established workshops in schools and occasional public events, but by mentoring them through a journey of sustained personal growth right up to their 16th birthday and beyond. We want to create opportunities for genuine empowerment that will have a life-changing impact on individual 10- to 15-year-olds, on prejudice across society, and on the Anne Frank Trust itself, for example through a media team where young people run our comms and a youth board to work alongside the trustees.

If these innovations are going to work, it’s crucial that they are informed and enriched by lived experience of the prejudice we are educating to prevent. So I am truly excited to see our board recruiting trustees who will explicitly bring this lived experience into the governance of the charity. As we build the Youth Empowerment Programme, especially the youth board, it will be more important than ever for young Anne Frank Ambassadors to see their diversity reflected in the leadership of the organisation. And all of us in the staff team look forward greatly to supporting and benefiting from the insights and expertise of our new trustees.

Tim Robertson
Chief Executive

About the Anne Frank Trust

This is an exciting and challenging time for the Anne Frank Trust UK.

Founded in 1991, we are an education charity that empowers 10- to 15-year-olds with the knowledge, skills and commitment to challenge all forms of prejudice and discrimination.  In the last year, despite school closures for coronavirus, we delivered our workshops to 14,000 young people in 169 schools.

The starting point for our programmes is the story of Anne Frank. Frank’s death is a warning of the tragedy that result from unchecked prejudice; her Diary is a role model of how a teenager can use creativity to tell their story and build empathy. Our workshops cover such topics as sexism, Islamophobia, homophobia, online hatred, extremism and bullying. We train young people as peer educators to share their learning with others in their schools, and as Anne Frank Ambassadors to disseminate their anti-prejudice message more widely through creative projects, public events and online campaigns.

We have robust research evidence of our impact on young people’s attitudes towards other social groups. Our annual turnover of around £1.4m is supported by a range of philanthropic and Government funding. Our head office of 10 staff is based in Kentish Town, north London, and our education staff live and work in Scotland and five regions of England.

During lockdown we have restructured our staff team and governance, created new workshops and online formats for our work in schools, and made plans to enhance our educational offer with a new youth empowerment programming, focused on young people with lived experience of prejudice. Our aim is for the Trust to embody youth empowerment and leadership by 2023.

    To access a full job description and application details,
    please fill out the form below.


    If you would like an informal conversation about the role you can contact our advising consultant at Peridot Partners:

    Jennifer Horan | 07519 070497 | jennifer@peridotpartners.co.uk

    Please submit a CV and supporting statement (maximum 2 sides of A4) that clearly outlines your suitability for the role against the criteria provided in the person specification. Please include your interest and motivation in applying for this position. Please also complete the Equality Monitoring Survey.

    Please ensure that your application is emailed to response@peridotpartners.co.uk inserting “Trustee, Anne Frank Trust into the subject field.

    We will send an acknowledgement email within three working days from receipt. If you have not received a response, please contact Oliver Gardner on oliver@peridotpartners.co.uk | 07807 014772 or Kerry-Ann Charles on kerryann@peridotpartners.co.uk | 07399 398905.

    We wish to encourage applications regardless of race, colour, nationality, ethnic or national origins, sex, disability, sexual orientation, gender reassignment, marital or civil partner status, pregnancy or maternity, age or religion or belief. All applications will be considered solely on merit.

    Disabled applicants are invited to contact us in confidence at any point during the recruitment process to discuss steps that could be taken to overcome operational difficulties presented by the job, or if any adjustments or support are required regarding the recruitment process.


    Closing date: Monday 14 June 2021
    Candidates informed of outcome: Friday 18th June 2021
    Interviews: Thursday 24th June 2021

    Equal Opportunities Monitoring

    Peridot and the Anne Frank Trust are committed to promoting equality, diversity and inclusion. To help us raise awareness and support a culture that is diverse, inclusive, and recognises and develops the potential of all, we need to appreciate the profile of candidates who apply for positions. We would therefore be most grateful if you would complete this equality monitoring survey.

    The information will be treated confidentially and anonymously and will help us to support our commitment to fair recruitment practice. All information provided will be held in the strictest confidence and will not be shared with anyone, in line with the Data Protection Act 2018. The information provided does not form part of the decision-making process and will not affect your application.

    We treat all job applicants equally and fairly and do not unlawfully discriminate against them. We do this by ensuring that we operate an open and fair recruitment process, and making decisions using selection criteria which do not discriminate. We will take every possible step to ensure that employees and volunteers are treated fairly, with the aim of creating a culture that respects and values each others’ differences, that is free of discrimination and promotes dignity, equality, diversity and inclusion.

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