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

A plain-English pay policy for a small youth work cooperative, in which pay is variable, depending on current organisational income levels. Aims to offer the flexibility of freelance work, while offering additional forms of support (like sick pay).

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

This is a youth work cooperative safeguarding policy, accessible for a range of members, which avoids resorting to calling state authorities, unless the group’s safeguarding contacts are not available. Designed by an organisation with a mix of paid and voluntary youth workers, some of whom are adults and some are young people, too. Safety is supported via collective dialogue between youth workers.

A policy that provides two ways into a role for employees, acknowledging that not all hierarchical work relationships are equitable. It also involves staff members in the process and allows current workers to have a first go at a role.

This policy includes: how decisions are made in a small team, the principles that underpin them, which decisions can be made by whom, and what steps will be taken to support more equitable involvement in decisions. It is based on consensus and mandate decision-making mechanisms.

A policy that aims to improve on the amount of time off and pay linked to statutory parental leave, which can be shared equally between parents.