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 policy challenging the ways in which discrimination against parents and carers is still the norm in most workplaces. Includes: maternity leave and pay; paternity / second parent leave & pay; shared parental leave & pay; and adoption leave & pay.

A sickness policy to support workers who experience illness, designed to find solutions that suit all, and for financial worries not to be an added burden to staff off sick. The policy outlines how the organisation will deal with prolonged absence, repeated short-term absences and/or poor or partial performance of duties due to illness, injury or other medical condition, and aims to ensure they feel supported and fairly treated throughout.

A decision making and prioritisation processes that enables us to work efficiently in a high-trust culture within our flat structure.

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.

This peer review policy and procedure aims to support all employees to achieve and maintain their maximum (reasonable) contribution to their role at the project. It’s an opportunity for all employee members to have time to reflect on their role, to think about how their work is going and what the issues are. It’s a chance to have someone else engage with their job, listen to them and support them with anything they need help with, and to grow and develop within the role.