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

This is a non-punitive version of a disciplinary procedure, designed to encourage dialogue through structured opportunities to discuss and learn from mistakes. It has been written to follow the guidelines set out in the Acas Code of Practice on Disciplinary and Grievance Procedures, without the punishment-based approach of issuing warnings.

A policy challenging the ways in which discrimination against parents and carers is still the norm in most workplaces. Includes: maternity leave and pay; paternity / second parent leave & pay; shared parental leave & pay; and adoption leave & pay.

A safeguarding policy for a small charity that works with adults, based on values of liberation, equity and anti-oppression and informed by Maslaha’s Radical Safeguarding workbook.

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 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 gender-neutral and trans-inclusive policy for new parents—of all kinds—taking time off work.

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.