Recruitment at Respect

Recruitment at Respect 

Thank you for your interest in joining the team at Respect. We’ve put together some information that we think will be useful for you. Our contact details are at the bottom if you have any more questions. 

Working at Respect

We are passionate about our work and committed to making a difference. We offer a supportive and inclusive working environment where you can make a positive impact on the lives of others.

Join our team and help us create a world free from domestic abuse.

About us

Meet The Respect Team

Our Vision

We want a world where everyone is free from domestic abuse. Where it is never OK to control, harm or cause fear. Where those who perpetrate domestic abuse are stopped, held to account and given the chance to change.

Our Mission 

We work with our members, partners and allies to stop the harms done by those who perpetrate domestic abuse.  With innovative practice, robust research and quality data, we build evidence of what works, promote safe, effective practice and drive high standards.  We use our voice, in collaboration with others, to call for a response to domestic abuse that matches the scale of the problem.  We will not stop, until domestic abuse stops.

Our Focus

Respect was founded to focus on perpetrators of domestic abuse and this, including our vital work with young people who cause harm, will remain our key priority.  Our work with male victims will continue as an important, distinct, project.

Our Values 

Pioneering
We explore innovative ideas and develop new approaches with curiosity and rigour.

Collaborative 
We work in partnership with our members, partners and allies to bring about individual, societal and systems change.

Accountable 
We listen to survivors and centre their needs in our work.  We hold perpetrators to account for their behaviour and hold ourselves and our members accountable for ours.

Respectful
We live up to our name.  We are committed to equity, diversity, and inclusion in all that we do. We are honest, compassionate, and boldly challenge injustice. 

For full details of our strategy, please see here.

If you would like to understand more about what we do, please see here.

Our recruitment priorities

We believe that diversity and inclusion are essential to our success as an organisation. We actively encourage applications from people of all backgrounds, experiences, and perspectives. Whether you're a seasoned professional or just starting out, we're committed to creating a workplace where everyone feels valued and empowered to contribute their unique talents, skills, and expertise.

We actively encourage applications from individuals from a wide range of backgrounds and across all protected characteristics.

We aim to embed the principles of equity, diversity, and inclusion in all our areas of work. 

If you have personal experience of domestic abuse.

Respect is a charity working to end domestic abuse, and we support applications from people who have experienced or been impacted by Domestic Abuse. If your experience is recent or ongoing we would encourage you to contact us to talk through the requirements of the role to ensure that you are comfortable with it and that we can adequately support you.

Our pay scales 

• All advertised pay scales do not include a London Weighting. London Weighting is only applied to staff who live in London.  Currently this is £3,299 on top of the advertised salary. If a staff member moves out of London, then the London Weighting payment will stop. This will be clearly communicated to the employee during this process.
• It is our pay policy to start all applicants at the bottom of the scale unless there are special circumstances.  You can discuss this with us during interview. All decisions will be made in line with our pay policy.

Our recruitment process

When you apply: We’ll confirm that we’ve received your application. All forms are anonymised by an administrator before being forwarded to the shortlisting panel, to reduce unconscious bias. Those who best meet the criteria in the job specification will be invited for interview. Application forms are marked against the job description and person specification. 

Disability Inclusion

If you tell us (on the application form) that you have a disability (please see the Equality Act for a definition) we will guarantee you an interview if you meet the essential criteria for the role as outlined in the person specification.

We ask all applicants to complete an equality monitoring form at application.  This is not shared with the shortlisting panel and is not used in any way as part of the recruitment process. Your application form and equality monitoring form will be saved separately. 

If you’ve previously applied for a role with us but weren’t successful, that won’t be a factor in decision making for future applications. All shortlisting is completed using only the application you submitted for that role, and all applications for roles are sent anonymously to the shortlisting panel.

If you’re unsuccessful at application stage: Due to the number of applications we receive, we are not able to respond individually to every application. If you haven’t heard back from us by the interview date or, where no interview date is given, within 3 weeks of the closing date, you haven’t been successful this time. However, we hope this does not deter you from applying for future roles within Respect.

If you are invited to interview: Typically, interviews are held online on either Zoom or Teams, or in person depending on the location. This will be discussed with the candidate prior to interview. You will be asked a series of questions relevant to the role. 

Depending on the position you’re interviewing for, we may send you a task to complete prior to your interview. Where this requires preparation e.g. a presentation, we will give you advance notice. If you require reasonable adjustments, please highlight this when accepting the interview.

After your interview: if you are unsuccessful at interview, we will always let you know and offer feedback if requested.

Retention of your information: Please see our Privacy Policy for more information about how we manage your data.

How can we make interviews accessible for you

Prior to interview, we’ll check with you to see if you need any adaptations or adjustments to ensure you can engage in the interview process. We always ask this as part of the interview invitation, to ensure requests are separate from the shortlisting process. Adaptations could include:

• a British Sign Language interpreter,
• assistance if the test is on a computer e.g. a larger screen, software or a person to read for you 
• a verbal test rather than a written one, 
• more time to complete assessments
• notification of interview question themes.

If you would like to give us feedback: We are committed to listening, learning, challenging ourselves and improving to bring about genuine change. We want our recruitment processes to be as effective and meaningful as possible. If you have any feedback or questions about our recruitment processes, please let us know here.

Staff Benefits

We have signed up and are committed to The Disability Confident Scheme. Disability Confident is a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain, and develop disabled people.

We have adopted The Halo Code for workplaces. This is a campaign pledge that promises members of the Black community that they have the "freedom and security to wear all afro-hairstyles without restriction or judgment".

 A variety of other staff benefits which include:

• Pension scheme with Aviva. Respect will contribute 6% in addition to your contribution (minimum 2%)
  
• Employee Assistance Program
  
• Clinical supervision where appropriate
  
• Staff discount scheme
  
• Flexible working
  
• Enhanced Family Leave policies
  
• Enhanced sick pay
  
• Working for a Living Wage employer
  
• Long service additional leave days