Equity and Inclusion Director

Full Time
£65,000- £74,999
22 / 10

Job Title: Equity and Inclusion Director

Department: People and Compliance

Reporting: Legal Counsel

Salary: £70,000 - £75,000

Closing Date: 5th October 2022


Brentford FC is a bit different to other Premier League football clubs. We put our fans first, we are a true community club and while we are financially sustainable, we are not afraid to take calculated risks. We take huge pride in our environment and culture within the Club which focuses on development, inclusion and not being afraid to think differently.


Being progressive, humble and respectful while sticking together as one team across the Club guides how we work and the decisions we make each day.


We also firmly believe that a diverse workforce is a better workforce which will help us develop ideas, solve problems and ultimately grow Brentford FC.

At Brentford FC we work better together, and because of this, we ask people to work in the Office 4 days a week.


We play in a brand-new stadium, 15 minutes from Heathrow in vibrant west London.

We will never forget where we have come from, but we are excited about the future that lies ahead.


Come join us.

Full description

Inclusion Statement

Brentford FC is an organisation which values and is passionate about diversity and inclusivity. Whilst our recruitment decisions are always based on merit and suitability, we welcome and encourage applications from qualified candidates, including those from underrepresented groups – such as those from ethnically diverse backgrounds, women, those from the LGBTQ+ community and those with disabilities.

Safeguarding Statement

Brentford FC is dedicated to equality, the safeguarding and welfare of all children and adults at risk. This responsibility is shared by all staff and volunteers at the club. Safeguarding is everyone’s responsibility. Staff will be required to undertake regular safeguarding training to enable and reinforce a proactive approach to safeguarding. This role requires the post holder to apply all relevant policies and uphold the club’s commitment to safeguarding vulnerable people to ensure a safe environment for all. This includes the timely reporting of any safeguarding concern to the safeguarding team.

The Role of the Equity and Inclusion Director

This newly created role will provide strategic leadership and create impact across the organisation to continue to centre inclusion at the heart of everything we do. The Equity and Inclusion Director will work closely with the Board’s lead on EDI and the Board’s EDI & Wellbeing sub-committee, chaired by the Board’s EDI lead.

Main Accountabilities

Strategic Leadership

  • Lead and implement the delivery of our EDI Strategy.
  • Develop a person-centred working culture where equity and inclusion are visible and lived values that firmly remain priorities in everything we do.
  • Provide and interpret insight, data, and the latest best practice to inform the development of our plans, commissioning additional research where necessary.
  • Become established as a trusted subject matter expert to inspire leaders at all levels to drive prioritisation of and commitment to EDI goals.
  • Influence and engage a variety of audiences from senior stakeholders to external partners to secure their commitment in delivering our plan.
  • Be the organisation’s strategic advisor for all EDI elements ensuring our influence and reach is increased and our impact shown through embedding change both internally and externally.
  • Have corporate accountability for the operational, day-to-day success of the organisation and its continued growth and development through innovation and collaboration at every level. This includes compliance with governing body codes such as Premier League Equality, Diversity and Inclusion Standard (PLEDIS) and FA Leadership Diversity Code (FALDC).
  • Act as a role model to drive forward an inclusive and high-performance culture making sure that our values and expected standards of behaviour are embedded across the entire organisation.
  • Manage budgets and prepare them for approval from the CEO.
  • Stay on top of trends, laws, and regulations, and other factors influencing EDI best practice.
  • Advise executive team on matters related to equality, diversity and inclusion.

Strategic Impact:

  • Use existing organisational data as a basis to develop meaningful EDI metrics that can be used to plot and measure the organisation's progress in this area.
  • Provide specialist knowledge and expertise related to legislation governing EDI and shape organisational policy, process and practice.
  • Continuously identify and deliver improvements in quality, efficiency, and effectiveness with a sharp focus on our strategic purpose, in all areas relating to equity and inclusion.
  • Recommend a range of appropriate metrics to track organisational progress, informed by external good practice and organisational need.
  • Lead the management of risk and compliance in our EDI function ensuring that the organisation meets internal and external requirements and compliance measures
  • Organise EDI & Wellbeing sub-committee meetings and ensure actions are delivered from sub-committee meetings

Our People

  • Providing leadership and direction on all EDI activities, including leading and delivering an ambitious plan but also translating insights into actions and opportunities, embedding those deliverables/changes in all that we do
  • Developing and deliver plans and initiatives that improve organisation capability, capacity, and impact for all our people
  • Work with colleagues to identify changes, challenge racism and discrimination, promote best practices and improve understanding across the organisation.
  • Ensure an equitable work environment for all employees.
  • Role-modelling the organisation’s values and leadership competencies

Relationship Management

  • Represent the organisation externally to protect and enhance our reputation, profile, and networks and further our influencing work
  • Build networks with partners who also champion inclusivity, particularly for people of colour, women, people who are trans and non-binary and people living with disabilities.
  • Create the relationships, governance, and networks necessary to secure commitment to delivery of the EDI plan
  • Develop positive, lasting partnerships that drive growth, innovation, performance, and impact
  • Actively removing siloed working and connect people, project, insight and trusted expertise to help us ‘Bee Together’

General Club Accountabilities

  • To comply with all Club policies, including health and safety, data regulations and other legal, ethical and social requirements
  • To build and maintain good working relationships while maintaining a professional image
  • To keep confidential any information gained regarding the Club and its personnel
  • To maintain a flexible approach to work at all times

Key External Relationships

  • Professional industry organisations (i.e Kick it Out, Women in Football, Sporting Equals etc)
  • Governing and membership organisations (The FA, The Premier League)

Key Internal Relationships

  • Executive Committee
  • People and Compliance team
  • All staff
  • Board EDI lead
  • Board EDI & Wellbeing sub-committee
  • Brentford FC Community Sports Trust

Person Specification

  • Forward-thinking and passionate inclusion professional with a background in delivery of EDI strategy and best practice within an organisation
  • A strategic leader who delivers significant impact and buy-in from all stakeholder groups
  • Demonstrable history of using data and insight to influence and develop delivery plans and game-changing impact internally and externally
  • Humble, empathetic and people-focussed approach
  • Ability and desire to connect authentically with people at all levels

The Executives in Sport Group (EISG) are retained on behalf of Brentford Football Club to appoint an E&I Director. All direct applications will be forwarded to The Executives in Sport Group.

Brentford FC is committed to an inclusive workplace by attracting the most talented people, and they welcome and encourage all candidates to apply for this role.

We ask that applicants complete our diversity monitoring form. You are not obliged to answer any of these questions but the more information you supply, the more effective our monitoring will be. All information supplied is anonymous and will not be viewed by recruiting managers.

https://forms.office.com/r/JNLtCk0mzg (Please copy and paste into your browser)

Please note that due to the volume of applications received, we are unable to provide specific feedback on unsuccessful applications.

The closing date for applications is 5th October 2022.


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