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

We aim to ensure anyone who becomes responsible for a child has paid time off devoted to this huge new responsibility.

A waging system that aims to be socially just, in recognising different needs and backgrounds, and fair to all of its workers. It aims to provide for maximum financial security, and also reflect the organisation’s ethics and principles. It’s trying to address the fact that pay tends to ignore people’s pre-existing circumstances and treats people’s time as worthy of different amounts.

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 policy supporting us to make decisions of what grants and donations to accept and which to return or not accept.

A radical approach to safeguarding that questions the definition of “vulnerable” and instead places all people we work with at the heart of the policy holistically. We propose a shared opportunity to use non-punitive procedures, ask for consent, offer a matrix to attempt to diffuse conflict or avoid involving external agencies and supporting both victim and perpetuator.

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.