World Jewish Relief promotes equality, diversity and inclusion in our workplace. We welcome applicants from diverse backgrounds. We encourage applications from candidates of different ethnicities, race, socio-economic backgrounds, gender, age, disability, sexual orientation and of faith or none that meet the criteria set out in our roles.
Senior Support Worker – Employment
Closing Date: 22nd Mar 2023
Salary: £31,099- £34,723 p.a.
Location: Hybrid role based at Bristol City Council.
Contract: Full time, fixed-term contract to 31st December 2023
Our people are our greatest asset – without them we couldn’t do any of our fantastic work.
In return, we offer a range of benefits to support our employees in delivering their crucial role. The benefits package we offer includes:
- 20 days holiday plus bank holidays and Jewish holidays
- Holiday entitlement increases up to 25 days with 5 years’ service
- Option to buy/sell up to 5 days additional leave (pro rata)
- Workplace pension scheme, with 9% salary contributions – 5% from World Jewish Relief and 4% from employee
- Free life insurance paying 3 times annual salary to nominated beneficiaries
Health Cash Plan
- Gives cash back to cover the costs of dental care, optical care, specialist consultations, flu jabs and a range of complementary treatments and therapies
- Discounts given on shopping, travel, cinema tickets and gym membership
Employee Assistance Programme
- Free confidential advice or support with any personal or work related concerns or free counselling if needed
Mental Health Days
- We offer up to 3 paid mental health days a year
Sick pay scheme
- We have a discretionary sick pay scheme with full pay for a period depending on length of service
Enhanced maternity and paternity pay
- To support employees when having a family, we offer enhanced maternity and paternity pay when on leave
Season ticket/travel to work loan
- An interest-free loan to cover the cost of a public transport season ticket
Cycle to Work Scheme
- Hire a bicycle to travel to and from work, through salary sacrifice
- We encourage flexible working including home-working, reduced hours and compressed hours.
Training and Development
- We provide a range of training and development opportunities and encourage employees’ personal and professional development
Early finish on Fridays
- We finish work at 3pm on Fridays.
World Jewish Relief is committed to being a diverse and inclusive organisation as we are guided by the Jewish values of Tzedekah (Justice), Hesed (Kindness), Repairing the World and Welcoming the Stranger. Our Jewish identity reaffirms the importance of being inclusive and respectful of all. We are an anti-racist organisation. It is important that World Jewish Relief is a place where people of all ethnicities feel welcomed to work or volunteer with us.
We are committed to delivering all our services to vulnerable people through locally led partner organisations whose voice, opinion, judgement and expertise is a critical driver in how our resources are allocated. This means that local partners make decisions and our funding gets to where it is needed most. We place significant trust in our local partners to so that they can lead their own work and guide ours.
We are committed to providing equal opportunities for all staff and volunteers regardless of age, disability, gender, gender reassignment, sexual orientation, ethnicity, marriage or civil partnership, religion or belief which are “protected characteristics” under the Equality Act 2010. In addition, we will go beyond this and avoid discrimination on the basis of refugee/asylum status, in recognition of the work we do to support refugees in the UK.
As we work towards building a society based on equality and fairness, we recognise that we may not get everything right all the time but commit to a process of listening, learning and improving our approach.
Putting inclusion and diversity into practice
Over the last 2 years we have been proactively seeking to ensure we can be a more inclusive and diverse organisation. We’ve established a DE&I working group of staff, have brought in external experts to assist us understand unconscious bias and have had facilitated discussions with the team to assess and analyse our culture with a set of recommendations produced. We have amended our HR practices and our Code of Conduct, conducted a diversity audit, assessed our gender pay gap and are looking to further diversify our Board. Change will not take place over night but we are committed to improving our way of working to be more inclusive and diverse.