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

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.

A redundancy policy for a collectively-run organisation, which aims to avoid situations of coop member redundancy and offers structures to support staff who may be made redundant, as well as offering alternative employment within the organisation, where possible.

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.

We aim to ensure anyone who becomes responsible for a child has paid time off devoted to this huge new responsibility.

A plain-English youth work cooperative equality and diversity policy, which makes explicit the range of types of oppression that can play out amongst young people and the cooperative, as well as the ways in which those experiences are often reflections of wider social power dynamics. Outlines the responsibilities of both the organisation and of individual youth workers.

A policy that aims to address the lack of support for staff who have caring responsibilities, and the lack of recognition of the different dimensions of what that support might look like. The policy lays out guidelines that aim to help relieve some of this stress and enable both employer and employee to be clear about where they stand regarding support and time off work.