Working together to create radical, anti-oppressive approaches to HR & operations.

A decision making and prioritisation processes that enables us to work efficiently in a high-trust culture within our flat structure.

This is a youth work cooperative safeguarding policy, accessible for a range of members, which avoids resorting to calling state authorities, unless the group’s safeguarding contacts are not available. Designed by an organisation with a mix of paid and voluntary youth workers, some of whom are adults and some are young people, too. Safety is supported via collective dialogue between youth workers.

This is a non-punitive version of a disciplinary procedure, designed to encourage dialogue through structured opportunities to discuss and learn from mistakes. It has been written to follow the guidelines set out in the Acas Code of Practice on Disciplinary and Grievance Procedures, without the punishment-based approach of issuing warnings.

A policy and process for addressing conflict in a small team, which integrates non-punitive accountability measures and nuanced understandings of conflict and accountability for harm, with the legal requirements of an organisational grievance process.

A waging system that aims to be socially just, in recognising different needs and backgrounds, and fair to all of its workers. It aims to provide for maximum financial security, and also reflect the organisation’s ethics and principles. It’s trying to address the fact that pay tends to ignore people’s pre-existing circumstances and treats people’s time as worthy of different amounts.

A socially-just pay policy, including adjustments for: time worked; dependents; no recourse to public funds; experience of marginalisation; city living; and disability. It also includes adjustments for freelance pay; a process for implementation; an emergency pay system; and an emergency fund for workers.