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

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.

A comprehensive digital rights-based website privacy policy with detailed information about what and how site users details will be used, including by partners. Includes: user rights, text on organisational refusal to share personal data with authorities and how to have your data deleted.

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

This policy lines out how we want to build equity into our recruitment processes as we realise that making recruitment a more equitable working method will allow more people from racialised backgrounds and people with disabilities to work in our organisation.

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 decision making policy for a migrant-led voluntary group with over 100 active members. Includes: principles, outline of consensus process, which decisions can be made by which groups or individuals, what to about decisions where it is unclear who should make them, and a decision record keeping template.