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.

A decision making policy for a migrant-led voluntary group with over 100 active members. Includes: principles, outline of consensus process, which decisions can be made by which groups or individuals, what to about decisions where it is unclear who should make them, and a decision record keeping template.

This policy aims to provide fair and financially secure wages for all workers. It is based on a flat rate plus uplifts, including: length of service, support for dependents, experience of marginalisation, and city weighting. It also contains an emergency waging system and fund, as well as a process for administering the policy.

A socially-just pay policy, including adjustments for: time worked; dependents; no recourse to public funds; experience of marginalisation; city living; and disability. It also includes adjustments for freelance pay; a process for implementation; an emergency pay system; and an emergency fund for workers.

Our approach to learning and development for team members, as a flat structured organisation.

A policy that aims to address the lack of support for staff who have caring responsibilities, and the lack of recognition of the different dimensions of what that support might look like. The policy lays out guidelines that aim to help relieve some of this stress and enable both employer and employee to be clear about where they stand regarding support and time off work.