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

A radical approach to safeguarding that questions the definition of “vulnerable” and instead places all people we work with at the heart of the policy holistically. We propose a shared opportunity to use non-punitive procedures, ask for consent, offer a matrix to attempt to diffuse conflict or avoid involving external agencies and supporting both victim and perpetuator.

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.

This policy aims to clarify who is involved in day-to-day decision making and the structures that support the team to be involved, as well as for others to get more involved.

A policy outlining that we do not have a dress code and employees decide how they dress. They are invited to dress in ways that make them feel comfortable and authentic.

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.

A detailed process and template guide for a mid-sized collectively-managed organisation, to review its current pay policy. It includes steps for identifying the scope of the review and the types of questions it will and won’t ask (including several specific ones which came up in this organisation), as well as projected timelines for gathering information and developing proposals, collectively and democratically.