This policy is our framework when deciding to accept funding from a certain source. It lays out who we want and do not want as funders, and the due diligence process for new funders.

This policy aims to provide a flexible framework within which staff can make informed decisions about the use of AI tools and software and that any such use is accountable, transparent and responsible whilst ensuring workers are treated and paid decently, preventing bias and discrimination, and minimising impacts on the climate and environment. It is not intended to provide a blanket “yes” or “no” answer to whether we use AI.

The structure of a flat management system, including core groups (for internal work), delivery roles (for programme work), meeting cycles and related support systems.

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.

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.

A policy for a mid-sized organisation to identify individual and collective responsibilities for staff taking time off, in a way that both enables staff to take time away, and for it to avoid negatively impacting on staff who are still working. Includes link to a template for work handover planning.