A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability, illness and other wider life circumstances may affect someone’s ability to do their job.

We have high expectations of how we behave towards one another, and we hold each other accountable to those expectations. This policy has two sides: the culture of care that we are proactively building, and the culture of accountability that is reactively implemented. Includes: definitions of accountability and care, 3-step process for addressing harm and intro to transformative justice principles.

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.

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 is a safeguarding policy of a small organisation that facilitates, convenes, and runs trainings. It’s aim is to prevent harm and to empower the person who has experienced harm, avoiding punitive ways of addressing harm and limiting contact with state institutions, where possible, due to the harm these institutions themselves often cause, particularly in marginalised communities.

Our approach to learning and development for team members, as a flat structured organisation.