This policy is for RadHR workers outlines the practices and processes through which we manage our work, in line with our values. Our practices come under three main categories: 1) How we approach our work, 2) How we manage our time, and 3) How we look after one another.

In line with a commitment to disability justice, this policy provides guidance to prevent the spread of COVID-19 and other airborne diseases in office and co-working spaces, as well as for public events.

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 socially-just pay policy, including adjustments for: time worked; dependents; no recourse to public funds; experience of marginalisation; city living; and disability. It also includes adjustments for freelance pay; a process for implementation; an emergency pay system; and an emergency fund for workers.

Our rest policy acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way. It offers up to three additional days of paid rest per year for staff members who experience inequality.

A comprehensive collection of policies designed to support staff with parental or caring responsibilities, including wider political framing for the importance of this set of policies.