All posts we recruit require a female applicant and exempt under Schedule 9, Part 1 of the Equality Act 2010, Schedule 9, and Part 1. Section 7(2) e of the Sex Discrimination Act 1975.

To oversee delivery of specialist therapeutic support, information, and advocacy services to survivors aged 12+ affected by sexual violence and to oversee and develop the delivery of sexual violence prevention work. The post holder will work closely with our Service Manager (Support Services) and other staff as appropriate to coordinate the day-to-day activity within the Justice Advocacy and Prevention services. To raise awareness about the prevalence and impact of abuse on individuals and our communities, building resilience and increasing access to support service. This position will involve effective monitoring and evaluation of projects and supporting the Centre Director with development work, funding reports and applications.

A PVG check will be undertaken as part of the selection process. Under Schedule 9, Part 1 of the Equality Act 2010, only women need to apply.

This is a key role in Glasgow and Clyde Rape Crisis, where your expertise as a supervisory practitioner gained from the provision of therapeutic support services will be utilised to directly assist the Service Management Team with their duties and responsibilities for our Emotional and Therapeutic Support and Triage Service (ETST).

Working under the supervision of a Service Manager, you will provide a first point of contact to ETST workers across our delivery areas, offering direct leadership, advice, support, caseload management, and guidance. This will include undertaking responsibilities in the areas of safeguarding, continuous improvement, and fulfilment and enhancement of practitioner standards in line with professional standards and service objectives.

It is expected that the Team Leader will have a strong commitment to anti-discriminatory work and feminist principles and will be responsible to the overall Director for maintaining the values, principles, objectives, positions and policies of Glasgow and Clyde Rape Crisis.

MAIN TASKS AND RESPONSIBILITIES

1. To provide effective daily leadership to workers, ensuring high standards of trauma-informed practice and service are delivered and always evidenced to survivors.
2. Actively review and manage workers' caseloads, ensuring delivery expectations are fulfilled and monitored to achieve service performance outcomes within Head Office facilities and outreach hubs across GCRC’s six local authority delivery areas.
3. Monitor and assess the service's waiting lists, ensuring that initial triage assessments and the subsequent allocation to workers are timely and in line with service performance objectives.
4. To ensure that safeguarding expectations are followed by all workers under the GCRC policy relating to child and adult protection.
5. Monitor workers' practices and compliance with GDPR, as well as the tone of voice and organisational employment policies and protocols.
6. To provide reflective practice sessions between and with workers to assess practice standards and areas of improvement.
7. To recommend to the Service Manager a schedule and focus for service-specific practice development sessions for workers, setting clear expectations of such sessions and how these developments positively impact practice.
8. To support the robust information gathering for reports for funders, Directors, and the GCRC Board, as determined by the Service Manager.
9. To ensure that Head Office Survivor Support Suites are covered following working protocols and that survivors are welcomed safely by experienced staff.
10. Participate in regular support and supervision sessions with the Service Manager.
11. Always uphold and positively represent GCRC's vision, mission and values.
12. Attend internal meetings as appropriate to the post and represent the organisation in external meetings where applicable.
13. Participate in an ongoing programme of training and continuing personal development to ensure that skills, knowledge, and working practices and skills are up to date.
14. To participate in internal and external training as required.
15. Any other duties that are relevant to the post of and agreed with the line manager or Director/s.

South Ayrshire Women’s Aid provides information, support, advocacy and refuge for women, children and young people with experience of domestic abuse. We are a registered charity and a company limited by guarantee.

We are currently seeking new members for our Board of Directors who have a commitment to a feminist analysis of abuse. We are particularly interested in applicants who have skills in legal issues. If you have the desire to assist the organisation in the provision of vital services and have skills in the following areas, we would like to hear from you:

• Personnel issues
• Legal issues
• Finance
• Business Planning
• Fundraising

The Board of Directors meets every two months, generally at the offices of SAWA. The Directors may meet on other occasions to discuss specific items of business or to attend training. All new directors will receive training on the causes and impacts of domestic abuse on women, children and young people.

Zero Tolerance is a Scottish charity working to end men’s violence against women by promoting gender equality and challenging attitudes which normalise violence and abuse. We are a values-led organisation and seek to improve the way we integrate feminism, equality, and diversity into our work. We ensure our HR policies and practices reflect our values (including enhanced parental leave, miscarriage and menopause policies and flexible working) and our salary framework is fair and competitive. We are committed to staff learning and development and have a paid reading week for all staff.

Zero Tolerance has a commitment to diversity and challenging all forms of inequality alongside gender inequality. We are open to as many different voices as there are experiences, and to all genders, and particularly welcome applications from Minority Ethnic, LGBT+, disabled, migrant, and other backgrounds currently underrepresented within the women’s sector.

We achieve change in the following ways:

1. Raise public and political awareness of the root cause of VAWG (gender inequality) and call for action.
2. Challenge and support key institutions to embed primary prevention of VAWG in their work.
3. Advance and share the evidence base on preventing VAWG.

What you’ll do

We are looking for an experienced Engagement Officer to join our team and lead our work to engage key groups – including men and boys organisations, and marginalised women – in preventing violence against women and girls. You will support the organisation’s aims by building strong relationships with stakeholders, developing effective networks, and identifying effective strategies to promote positive attitudes and behaviours.

You will represent Zero Tolerance in public forums as required and work with ZT colleagues to identify areas of influence and priority. Incorporating the views and needs of marginalised women is essential in the role.

What we need

The successful candidate will have previous experience in a similar role, in a paid or voluntary capacity, with knowledge and understanding of violence against women and gender equality. You’ll be an engaging communicator with the ability to influence a wide variety of audiences, have a creative mindset, and enjoy a challenge. You will be someone who learns quickly and can work strategically to promote ZTs aims.

You will also have:

• A shared understanding of our vision, values, aims and positions
• Proven experience of building networks
• Excellent written communication skills with experience producing engaging and accessible resources
• Organisational skills with the ability to see projects and events through from inception to completion

What do we offer?

• Competitive salary with annual pay progression. We operate a grading structure based on five salary grades. New employees start on point 1 of each salary grade and receive annual increments until the top of the grade is reached. This role is Grade 3, pro rata of £33,537.08 - £ 37,018.66.
• Staff pension scheme (6% employers’ contribution).
• 28 days annual leave plus 10 public holidays (pro-rata) and a flexible working hours policy.
• We actively encourage continuous professional development for all our employees and have implemented a paid reading week and continuous training opportunities for individual learning and whole team development.