I’m looking for an organisational relationships policy/ process which incorporates an anti-capitalist and anti-oppressive lens.
This will aim to support any leaving staff and the organisation to have conversations about how relationships with other organisations or groups we have been working with, will work after they leave. Does anyone have something similar?
This is a really good question, @LykkeTripod - and not one I’ve seen a policy around before. I guess there’s a balance to be struck in not treating relationships as ‘intellectual property’ that the organisation ‘owns’ or that fully-exist outside of the individuals involved, but still recognises when those relationships have been exclusively related to an organisation, that they don’t get lost in worker transitions… And then the extra complexity in many of our spaces, of relationships that people brought with them before their job, or that have come to have a social element to them over time…
Not that I’ve thought this thru in detail, but wonder about something simple in a exit or handover policy around: ‘Do you hold any organisational relationships that aren’t connected to us, beyond your relationship with the person or group? If so, who would you suggest being in touch with (including contact details)? Or does it make sense to do a handover so a colleague can take that relationship on after you leave?’
Keen to hear how others handle this dynamic…