An outline of how we request staff, clients and visitors to behave in our space. The purpose is to support everyone to feel comfortable and respected, especially those from marginalised communities who regularly face prejudice in broader society.

A policy and process for addressing conflict in a small team, which integrates non-punitive accountability measures and nuanced understandings of conflict and accountability for harm, with the legal requirements of an organisational grievance process.

An induction policy to provide a framework for identifying and sorting out any initial difficulties which can occur in the early stages of starting a job. The aim is to provide a supporting structure for the new employee and alleviate some of the initial pressures that can arise when starting a new post. For existing members, it also helps clarify how to support new members effectively.

A template agenda for a regular group meeting which aims to offer: a deeper check-in on the experience of being in the group / space to raise issues and “have awkward chats”/ space to reflect together on our work, and our direction. This template is structured to help manage tensions and differences and to surface areas for improvement, but not to address significant conflict.

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 policy aims to clarify who is involved in day-to-day decision making and the structures that support the team to be involved, as well as for others to get more involved.