This policy includes: how decisions are made in a small team, the principles that underpin them, which decisions can be made by whom, and what steps will be taken to support more equitable involvement in decisions. It is based on consensus and mandate decision-making mechanisms.

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

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 supports trans inclusion, respect and dignity within the organisation and outlines our commitment to trans, non-binary, gender non-conforming, and gender questioning colleagues and volunteers, in areas such as: transitioning at work, DBS checks, employment references and toilet/changing facilities.

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.

This holiday policy outlines our approach to annual leave. We offer all workers unlimited paid holiday (UPH), regardless of length of service. In doing so, this policy aims to offer a generous, flexible approach to leave that helps everyone to feel empowered and supported.