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

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 policy that establishes monthly sessions for team members with external mentors. The sessions aim to provide support, facilitate realistic workplanning, and offer an external perspective on team dynamics. Annual appraisals and anti-oppression meetings are also conducted by mentors. Confidentiality is maintained with three clear exceptions.

A staff review process aiming to: 1) review progress and priorities, 2) explore and resolve any problems in these areas, 3) discuss the employee’s potential and future training needs, 4) set targets for future work and training if relevant. Staff take it in turns to review each other.

This policy includes: how decisions are made in a small team, the principles that underpin them, which decisions can be made by whom, and what steps will be taken to support more equitable involvement in decisions. It is based on consensus and mandate decision-making mechanisms.

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.

Maternity, paternity, adoption and shared parental leave are areas that are covered by legislation. This policy offers terms that are additional to the statutory allowance and tries to make the language more gender neutral.