A 5-Step Roadmap to Crafting Human-Centered Policies
So you're ready to tackle a policy or policies, huh? You may be asking yourself (or your Board!), where do I begin? At The Teaching Well, we follow a 5 part process when it comes to cultivation and codification of human-centered policies. In our journey to build workplaces that prioritize human experience, policy creation becomes a critical lever for meaningful change. Here's a strategic approach to developing policies that truly serve your team.
Step 1: Vision and Identify the Need
Start by listening deeply to your organization's heartbeat. What challenges are your teammates experiencing? What aspirational goals could transform your workplace? This might look like:
Addressing specific pain points (e.g., parental support, bereavement leave)
Developing liberatory practices (like sabbatical programs)
Expanding benefits to honor diverse family structures
Pro Tip: Create a "later list" where you continuously capture policy ideas throughout the year.
Step 2: Draft with Collaboration
This isn't a solo mission. Engage your team in conversation and draft collaboratively. Consider:
Who would qualify for this policy?
What does implementation look like?
How might this impact different team members?
Critically, balance your vision with operational feasibility. Dream big, but consider practical implementation.
Step 3: Comprehensive Vetting
Before finalizing, get multiple perspectives:
Consult with other directors
Review with board members
Seek input from peers in similar organizations
Most importantly, have an employment attorney review your draft. They'll provide crucial insights on legal risks and standard practices.
Step 4: Broker the Middle Path
When your attorney provides feedback, approach it strategically:
Absolutely adhere to recommendations that mitigate legal risk
For feedback about "standard practice," challenge the status quo
Be prepared to find creative solutions that align with your organizational values
Remember: Strong leaders welcome accountability and are willing to take calculated risks.
Step 5: Socialize and Implement
This is where change management becomes crucial:
Communicate the policy thoroughly with your team
Be open to further feedback and potential revisions
Train your supervisory teams on policy implementation
Create consistent check-ins to ensure equitable application
Bonus Recommendation: Time your policy updates strategically, ideally before hiring or onboarding cycles.
Policies are more than administrative documents—they're living expressions of your organizational values. By approaching policy creation as a human-centered, collaborative process, you're not just managing risk; you're building a workplace where people can truly thrive. Your policies can outlive your current leadership, setting the stage for future generations of employees to experience dignity, respect, and meaningful support. This isn't THE only way, it's our way and it has worked for us to create a culture of feedback, one where our staff is certain that the org works for them just as much as they work for the org.