EDI Lead

Chelsea Football Club; Greater London; On-site; GBP 65,000 - 90,000; Full time

Job summary

Chelsea Football Club is seeking an EDI Lead to coordinate and implement the EDI strategy across the club and foundation, provide expert guidance, and support a positive culture.

You will lead the development of policies, partnerships, and reporting under the Equality Act 2010, work with the People Director and HR, and drive inclusion initiatives across departments and community programmes.

Job description

Job Purpose:

Chelsea is committed to championing equality, diversity, and inclusion (EDI). The EDI Lead will be responsible for the coordination and implementation of both the club & foundation's Equality, Diversity and Inclusion (EDI) strategy, impact, and reporting. They will provide EDI expertise and support across the club and foundation and ensure the culture continues to progress forward in a positive way.

Key Responsibilities Include:

• Being the spokesperson and expert
• Ensuring that Chelsea FC and Chelsea FC Foundation continuously meets its statutory duties under the Equality Act 2010.
• Taking responsibility for the development and implementation of the club & foundation's EDI strategy, policies, and processes, working closely with the club's People Director & People Partners.
• The ongoing implementation of the Premier League EDI Standard (PLEDIS) / reporting against Rule N and continually striving for further improvements.
• Working with club managers to set EDI objectives and supporting each department to achieve these via a range of programmes and practices.
• Leading/coordinating meetings with the Equality Working Group (Internal) and Equality Advisory Group (Fan-led) and various individual workstreams in conjunction with both the HR Director and Fan Engagement Manager.
• Identifying a programme of events within the club & foundation calendar that will demonstrate the club’s commitment to improving equality, diversity, and inclusion and coordinating the implementation of these events, including Mental Health & Wellbeing in conjunction with the Engagement & Wellbeing Lead.
• Identifying, creating, developing, and strengthening strategic partnerships with other clubs, Club Community Organisations (CCO's), equality organisations, and external stakeholders, sharing knowledge, information, experience, and best practice.
• Maintaining a professional, business-like approach when representing Chelsea and the Foundation with both internal and external stakeholders ensuring the reputation of the club is maintained and enhanced at all times.
• Providing specialist advice in order to ensure that recruitment and career development opportunities are offered and managed fairly, in conjunction with the Recruitment Specialists within the Club and Foundation.
• Preparing and delivering training, presentations, and workshops to staff on equality, diversity, and inclusion and/or engaging with suitable training providers to deliver on the club & foundation's behalf, working with L&D.
• Providing advice, guidance, and support to the BMC on equality, diversity, and inclusion issues and data including updating them in meetings.
• Supporting the Facilities, Safety & Security Director in the delivery of accessibility improvements, in accordance with Accessible Stadia guides and findings of access audits.
• Developing existing and new relationships with key stakeholder groups within football and in the local area, including key representatives from local councils and community groups in conjunction with the Foundation.
• Helping staff to develop confidence and competence by modelling good practice and contributing regularly to the newsletter, intranet, external comms, and good news stories.
• To maintain and develop knowledge and skills relevant for the position through regular training and professional development.
• A high level of knowledge of the contemporary EDI landscape including areas of underrepresentation in football, relevant legislation, regulatory frameworks, and best practices.
• Equality, diversity, inclusion, and anti-discrimination interventions in sport and wider industries/sectors.
• Understanding of how to work safely with children and/or adults at risk and uphold generally accepted practice when working with those participants.
• A balanced understanding of inclusion across all protected characteristics; and a passion for EDI and making a difference.
• Equality training and learning methods.
• In-depth knowledge of UK Equality legislative framework.
• An understanding of community engagement linked to sport and education.
• Understanding of safeguarding.
• The football environment, football pyramid, and key stakeholders.
• EDI football equality initiatives and codes such as the PLEDIS, Football Leadership Diversity Code.
• Existing awareness and/or experience of working with the community.
• Charitable and/or PLCF reporting responsibilities (E.g. CCOP).
• Significant experience of working in a related environment.
• A proven track record of delivering successful EDI work and delivering real change in a comparative sector (sport or non-sport).
• Experience of writing and implementing policies and procedures.
• Experience of managing stakeholder relationships and programmes, with an appreciation of the importance of EDI in corporate and charity organisations.
• Evidence of a person-centred approach with an understanding of the rights, needs, and best interests of groups currently under-represented.
• Experience of completing equality impact assessments.
• The ability to gain senior board-level buy-in and support in a professional, constructive, and non-confrontational manner.
• Ability to present, analyse, and use data in relation to EDI to inform work.
• Ability to adapt communication and negotiation style to suit varied situations and people.
• Experience in dealing with, advising, or supporting on incidents of discrimination.
• Working with children and/or adults at risk.
• Developing and delivering inclusion projects within diverse communities.
• Designing diversity projects with a focus on outcomes to measure success.
• Be well networked across the sporting EDI landscape.

Qualifications: Essential

• GCSE Maths and English C grade / equivalent.
• A positive attitude towards professional development and own learning.
• Post-holder must hold or obtain at the earliest opportunity the relevant safeguarding training (i.e. FA Safeguarding Children Workshop). Post-holder will be subject to a DBS check at the appropriate level.
• Educated to degree level or equivalent.
• To embody the club’s BLUE behaviours (Brave, Lead, Unity, Edge) in the approach to work and interaction with others
• To adhere to the club’s policies and procedures, including Health & Safety, Financial Authorisation, Confidentiality and GDPR.
• To act as an ambassador for diversity, equality, and inclusion, and demonstrate a positive commitment by treating others fairly in line with our Equality, Diversity & Inclusion Policy and reporting any acts of discrimination through appropriate channels
• To create a safe environment and act to protect all young people and vulnerable adults that are either in your care or attending club premises, and report any concerns to the Safeguarding Lead
• To report any misconduct or suspected misconduct to the HR Department.

Our commitment to Equality, Diversity and Inclusion:

At Chelsea we recognise that the diversity of our people is one of our greatest strengths and we are taking positive action to ensure our existing colleagues and job applicants can fully be themselves and bring their own unique experiences and perspectives to Chelsea FC. This means giving full and fair consideration to all applicants regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.

If you need reasonable adjustments made to the recruitment process, please reach out to your recruiter, who will be able to advise and support you.

Chelsea FC is fully committed to ensuring the safety and well-being of all children, young people and adults at risk (vulnerable groups). We therefore require all successful applicants to complete a DBS Check prior to starting employment. Depending on the role, successful applicants may also be required to undergo other child protection screening where appropriate.