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

A recruitment process for paid staff (permanent or temporary), aiming to overcome the problem of processes that are more likely to recruit people from privileged backgrounds.

A policy to address the medium-to-long term impacts of Long COVID (and other types of chronic illness and disability) and outlines organisational processes for supporting staff affected, in a way which is aligned with disability justice and the needs of a small staff team to continue to work in a sustainable way.

A plain-English youth work cooperative equality and diversity policy, which makes explicit the range of types of oppression that can play out amongst young people and the cooperative, as well as the ways in which those experiences are often reflections of wider social power dynamics. Outlines the responsibilities of both the organisation and of individual youth workers.

This is a sick leave policy for a small collective with limited funds. On average, for each 10 days of work, you have the right to one paid sick day. However, we have decided to pool our sick days. Pooling addresses the fact that we do not all have the same health and to alleviate the stress of having “enough sick days”.

A policy that provides two ways into a role for employees, acknowledging that not all hierarchical work relationships are equitable. It also involves staff members in the process and allows current workers to have a first go at a role.

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.