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

A support and accountability system for a small non-hierarchical organisation, designed to avoid the pitfalls of annual reviews and strengthen a disability justice approach.

This process provides a space for reflection and feedback: how is everyone doing, and how are we doing as a collective? It includes written self reflection and written feedback from others and an hour-long feedback meeting.

A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability, illness and other wider life circumstances may affect someone’s ability to do their job.

A policy to address the ethics of a range of organisational spending decisions, such as travel, food, service provision, banking, insurance, and more. Aims to apply environmental and social justice principles to all organisational expenditure.

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 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.