A policy that aims to improve on the amount of time off and pay linked to statutory parental leave, which can be shared equally between parents.

This is a safeguarding policy of a small organisation that facilitates, convenes, and runs trainings. It’s aim is to prevent harm and to empower the person who has experienced harm, avoiding punitive ways of addressing harm and limiting contact with state institutions, where possible, due to the harm these institutions themselves often cause, particularly in marginalised communities.

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.

This document sets out our values, as well as what each of these means for behaviour and practice, with examples of the habits team members can adopt which would mean they are living the values.

A needs-based/equitable pay policy for a small organisation that focuses on: dependents, disability, time worked and the need for some unforeseen uplifts, as well as inheritance/unearned wealth.

This peer review policy and procedure aims to support all employees to achieve and maintain their maximum (reasonable) contribution to their role at the project. It’s an opportunity for all employee members to have time to reflect on their role, to think about how their work is going and what the issues are. It’s a chance to have someone else engage with their job, listen to them and support them with anything they need help with, and to grow and develop within the role.