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.

A plain english privacy policy that outlines data collection, uses and protection of data, data rights and retention, cookies and limited non-commercial third party access, and how to complain.

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.

Our rest policy acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way. It offers up to three additional days of paid rest per year for staff members who experience inequality.

This policy aims to clarify what types of bespoke work we will do (workshops or consultancy); how it will be decided (based on capacity and equity questions); and what we will charge for the work (sliding scales based on org income).

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.