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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 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 membership, decision making, group structure, core values and code of conduct policy for a user-led member-ship organisation with roughly 100 members, from a wide range of backgrounds.
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 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 gender-neutral and trans-inclusive policy for new parents—of all kinds—taking time off work.
A policy for the situations in which a member of staff can take leave to support the care of another, with broad and detailed definitions of what constitutes care and who the policy can apply to. Also includes legal framework.
The accountability agreement is a code of behaviour that all club members agree to adhere to and embrace on joining the club... we outline suggested consequences for members who have caused harm, based on current working practices. You can use these as guidance in how to engage with a person who has caused harm, depending on what has happened. You should work to these regardless of whether this person is a member, a working volunteer, or guest.
A policy to address the medium-to-long term impacts of Long COVID (and other types of chronic illness and disability) and outlines organisational processes for supporting staff affected, in a way which is aligned with disability justice and the needs of a small staff team to continue to work in a sustainable way.
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.