Important information:
Safeguarding:
• The Club is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.
• This role involves the supervision of and working with children and young people and is exempt from the Rehabilitation of Offenders Act 1974 and applicants must disclose all previous convictions including spent convictions.
• Training in safeguarding and EDI, including how and who to contact and our reporting procedures and mechanisms, will be provided.
• It is a requirement that all successful applicants read, work to and keep abreast of the Club’s policies in these areas.
Adjustments:
Please let us know if you require adjustments making to any aspect of the application process or provide us with any information that you feel relevant whilst we consider your application. If you are selected for interview, we will ask if you have any access needs or if you require any reasonable adjustments to be made for the interview. We will be supportive in discussing reasonable adjustments at all stages of the recruitment process.
Entitlement to work in the UK:
Any job offer will be conditional on you demonstrating the right to live and work within the United Kingdom as required by the Immigration Asylum and Nationality Act 2006. You will be asked to provide evidence of your entitlement should an offer of employment be made.
Skills and qualifications:
The skills and qualifications list informs you of minimum requirements for this post. When shortlisting, the panel will only consider information that is written on your application form, assess this information against this list. Note that CVs are not accepted for this role.
References:
Any job offer will be conditional, subject to the receipt of satisfactory references and we reserve the right to withdraw a conditional offer based on the references that we receive.
Criminal convictions:
Anyone who applies to work with us will be asked to disclose details of unspent convictions during the recruitment process. Whilst having a criminal record does not necessarily bar you from working for us this will depend on the job applied for and the nature of the conviction.
Data protection:
The information you provide will be held in the strictest confidence. We process information in line with our Privacy Policy and if you are successful in your application the information will be used to administer your employment with us. By making an application, we assume that you agree to the processing of your data in accordance with our Privacy Policy.
Equality, diversity, and inclusion:
Bradford City Football Club’s commitment to equality, diversity and inclusion is to confront and eliminate discrimination whether by reason of age, gender, gender assignment, sexual orientation, marital status or civil partnership, race, nationality, ethnicity (race), religion, ability or disability, pregnancy or maternity and to encourage equal opportunities.
Employees of Bradford City Football Club must ensure a positive commitment towards equality, diversity and inclusion by treating others fairly and not committing any form of discrimination, victimisation or harassment of any description and to promote working relationships between all internal and external stakeholders.