Job vacancy: Climate Engagement Lab Lead
Climate Outreach is seeking an organised, collaborative and reflective individual with experience of advocacy oriented organisations to be the strategic lead for the Climate Engagement Lab – a growing project with ambitious aims to transform how UK climate change campaigners communicate with and motivate the public.
The Lab project aims to underpin the next decade’s UK climate campaigns – big and small – with robust evidence on effective climate engagement, working with a wide range of partners to deliver the support, inspiration, insight and community needed to do this.
It will do this by:
- building a community of experts, campaigners, funders and strategists that are trying new approaches to do climate engagement together, based on social science insights and real-world learning;
- providing focused hands-on support to particular partners who can deliver a step-change in delivering a broad based social mandate for climate action;
- taking a systemic view of UK climate advocates’ knowledge and plans and so identifying what support is needed to engage with underserved audiences;
- and providing resources and tools that are tailored to the most important campaigning moments ahead, particularly in the run up to COP26.
Following a successful pilot from October-March 2021, the Lab project has secured funding for an ambitious roll-out over the next 12 months, and is currently seeking further funding for its development in the long-term.
As the lead for the Climate Engagement Lab, you will be responsible for driving and delivering on the Lab’s strategy. This will involve collaborating with other Climate Outreach staff members to build strong plans for the long-term, integrated with the wider work of the organisation. Working with and learning from Climate Outreach expert staff, you will also oversee and ensure the delivery of focused research, advice and support for particular NGO partners. Overall the role and project will take a learning-based approach, so we can use the learnings to improve Climate Outreach’s work with other partners and in other countries, and improve the sector’s approach to monitoring impact on climate engagement.
This stimulating and varied role will involve working closely with the Climate Outreach team, consultants and partners in climate advocacy organisations across the UK, as well as representing the Lab to external stakeholders, including funders.
Salary: starting salary £32,595.00 – £35,310.75 pro rata
Benefits: include 3.5%-5% pension (If eligible), flexible working arrangements, enhanced parental leave pay, cycle scheme and 33 days (FTE) of annual leave.
Hours: 4 days per week (28 hours per week)
Type of Employment: Fixed-term, 12 months contract (with a good chance of extending)
Reporting to: Senior Programme Lead: Advocacy Communications
Location: Preferably Oxford office based. Remote working is available for the right candidate.
Other: This role requires the right to work in the UK
Please send your completed application form to firstname.lastname@example.org, with the subject: “Climate Engagement Lab Lead”. You may also complete and send the optional diversity, equity and inclusion form. Please do not PDF your application or send your CV.
Application deadline: 12pm BST, 17 June 2021.
Interviews: Interviews will take place on w/c 28 June, remotely due to Covid-19. Interviews will include a short exercise to complete just before speaking with the interview panel.
Start date: The role is envisioned to start 1 July but there is some flexibility to start later.
Diversity, equity and inclusion
Climate Outreach is committed to providing equal employment opportunity in all of its employment programs and decisions. We recognise that a diverse and inclusive movement is critical to solving climate change and that we must ensure that those directly impacted – particularly those who have been excluded in the past – are at the centre of the movement for change.
We do our best to make staff positions accessible to all potential team members, regardless of race, colour, national origin, ethnicity, age, disability, assigned gender, gender expression or identity, sexual orientation or identity, religion or creed, veteran status, and marital or parental status. We strive to recruit team members from communities most impacted by climate change or impacted by other kinds of environmental, social, and economic injustice. We therefore strongly encourage applications from people of colour, women, LGBTQ people and members of marginalised communities. Climate Outreach Oxford Office is wheelchair accessible.
If you are invited to interview for the position, do let us know if you would like any carer’s costs that you incurred due to attending this interview to be reimbursed. Interviews will be carried out remotely due to Covid-19. Please contact Noora at email@example.com to discuss anything you might need to access and take part in the interview process, or have other questions about the application process.
● We co-design work with partners and seek to equip others with expertise and knowledge. We act in service to others and the wider movement.
● We empower each other by working closely together in a supportive manner, sharing ideas and knowledge. We actively seek to work without silos and with flexibility.
● We put people at the centre of the climate story, rather than science, technology, finance or policies.
● We treat each other with respect – as equals with concerns, hopes and aspirations.
● We are evidence-based and research-led. Evidence is our starting point, not an add on.
● We seek to live by our values, including by reducing our carbon footprint. We know this isn’t easy but we do our best. Where we struggle, we are open and honest about that.
● We act as a bridge between different sectors, disciplines and communities.
● We recognise that public engagement and the work we do is a part of the puzzle, along with the work by other actors in the climate sector.
● We focus on doing meaningful work that makes a difference to our mission. We seek leverage points in order to create systemic change.
● We recognise the tension between committing to our work and maintaining our wellbeing. We do not sacrifice the wellbeing of staff to this value, because we recognise that happy staff allow an organisation to be dynamic and creative.
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