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

This policy outlines our wish to be an equitable employer by addressing how we can support team members to bring their whole selves in and calculating wages in a caring way.

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

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.

This policy has guidance on: travelling to a work meeting/workshop, travelling to an external training (for staff development) and commuting.

A handy adaptable exit process including items around support & organisational learning as well as practical, legal and technical concerns.

How do we avoid replicating corporate doctrines of efficiency and productivity at all costs? This guide explores practical alternatives to individualised performance management processes.

How can we create systems of accountability without hierarchy? This guide considers options for processes that assess how we are each managing in our roles and take into account wider factors when considering why work may not be being done.

How can progressive employers meet the legal requirements of a disciplinary policy, without embedding punitive values? This guide covers how ‘disciplinary’ situations can be treated as opportunities for learning and collective improvement.

From flat pay structures to needs based pay systems – how do we live our progressive values, meet everyone’s needs and avoid replicating the systemic inequalities of the corporate world? This guide explores the tricky topic of pay.

We all need breaks from work to rest and recharge, but how do we design a holiday system with flexibility and accountability? This guide covers what you need to know about holiday policies.

What does it mean to raise a grievance? This guide covers ways to create grievance procedures that hear different perspectives while avoiding shame and blame, so that we can strengthen rather than corrode the bonds between us.

If you’ve decided that one highly-paid HR consultant probably shouldn’t be writing all of your radical policies for you, what are some of the options for doing things more collectively?

If you’re wanting to establish a more collective policy making process for your team or organisation, what are the steps involved?

What kinds of group policies and processes can support our comrades and communities impacted by the current wave of British fascism?

A conversation with Jo Verrent of Unlimited.

A (republished) blog by Jo Verrent of Unlimited, a disability arts organisation, about their collective policy-making process and goals.

The members of GRIPP reflect on their November 2023 residential, and the “We Will Not” process they used to spark conversation.