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.

In Autonomic, we make decisions collectively, while also attempting to empower autonomous action by individual workers. We designed our decision making process using decision making tools we had experienced through participation in various horizontal organisations. We hope this tool is useful to others in the struggle for a better world.

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.

This policy aims to make working at Tripod a viable & sustainable choice for a wider range of workers than would otherwise be possible. It is part of an ongoing inquiry & development process to define how we want to financially support ourselves to do this work in a way that values the work we do & is a reflection of Tripod’s values & purpose.

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.

This policy lines out how we want to build equity into our recruitment processes as we realise that making recruitment a more equitable working method will allow more people from racialised backgrounds and people with disabilities to work in our organisation.