This process provides a space for reflection and feedback: how is everyone doing, and how are we doing as a collective? It includes written self reflection and written feedback from others and an hour-long feedback meeting.

A meeting template and policy description for a small workers’ cooperative to improve communication, surface and address tensions or conflicts that exist amongst the group. It’s about making space for the kinds of conversations around group needs and dynamics that are easily side-lined.

This employment contract aims to enshrine a more equitable relationship between employee and employer and is designed to make it easy and accessible to understand the key elements of employment with us.

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.

A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability, illness and other wider life circumstances may affect someone’s ability to do their job.

The accountability agreement is a code of behaviour that all club members agree to adhere to and embrace on joining the club… we outline suggested consequences for members who have caused harm, based on current working practices. You can use these as guidance in how to engage with a person who has caused harm, depending on what has happened. You should work to these regardless of whether this person is a member, a working volunteer, or guest.