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.

The structure of a flat management system, including core groups (for internal work), delivery roles (for programme work), meeting cycles and related support systems.

This policy aims to provide fair and financially secure wages for all workers. It is based on a flat rate plus uplifts, including: length of service, support for dependents, experience of marginalisation, and city weighting. It also contains an emergency waging system and fund, as well as a process for administering the policy.

An induction policy to provide a framework for identifying and sorting out any initial difficulties which can occur in the early stages of starting a job. The aim is to provide a supporting structure for the new employee and alleviate some of the initial pressures that can arise when starting a new post. For existing members, it also helps clarify how to support new members effectively.

A recruitment process for paid staff (permanent or temporary), aiming to overcome the problem of processes that are more likely to recruit people from privileged backgrounds.

A policy for the situations in which a member of staff can take leave to support the care of another, with broad and detailed definitions of what constitutes care and who the policy can apply to. Also includes legal framework.