“Working at OSARCC has been truly life changing. I am so proud to work for an organisation which reflects my values, and enables me to empower other women. Through my time with the organisation I have gained new skills, and increased my own confidence, all whilst supporting others to do the same”
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Benefits we offer
We offer all staff 28 days annual leave plus bank holidays (pro-rata for part time staff) plus long service days once you have been with the organisation for more than 3 years.
Our core office hours are 10am – 4pm Monday to Friday. We have flexible working systems in place and where we can accommodate it, we invite our staff to work flexibly. You can vary your location, working hours and days to help you achieve your best performance and a good work/life balance.
All staff are provided with one-to-one line management support, and independent clinical supervision to help support them in their roles.
Employee assistance programme
Through our independent provider, we offer a free, confidential telephone service for everyone in our team. This service offers guidance on a wide range of topics such as money management, legal queries, stress, domestic matters, bereavement, emotional problems and more.
OSARCC pays 5% pension contributions when an employee pays 3% into the scheme
We also offer
Enhanced maternity, paternity & adoption pay and enhanced sick pay beyond the statutory minimum.
As a member of our team, you’ll be doing everything you can to help us end sexual violence. And we’ll be doing everything we can to support you every step of the way. We’re committed to helping all of our staff develop their skills and ensure that all staff have personalised training plans to help them reach their full potential.
An intersectional approach
OSARCC believes in intersectional feminism, which means we recognise the multiple different oppressions which women may face. This includes oppressions based on aspects of a women’s identity such as age, class, relationship status, employment status, race, physical health, mental health, education, wealth, sexuality, family structure, religion, nationality, immigration status, and many others.
We welcome applications from women who may be under-represented within our sector and have committed to ACEVOs principles to address the diversity deficit in charity leadership: https://www.acevo.org.uk/eight-principles-to-address-the-diversity-deficit-in-charity-leadership/