Possible

<p><strong>Who we are looking for - our commitment to diversity</strong><br></p>

<p>We believe that our team and our projects should reflect the diversity of the communities they seek to serve. Despite the crucial link between halting climate change and achieving a fairer, more just and equal world, the environmental sector is dominated by people from white, middle class backgrounds with a limited set of shared experiences, needs and cultural reference points. We are keen to correct this.</p>

<p>We particularly welcome applications from marginalised groups, especially people of colour and other ethnic minorities, people who identify as LGBTQIA, disabled people, those who are neurodivergent, people who have experienced mental health challenges and those who identify as working class or have done so in the past.</p>

<p>We are aware that sometimes people rule themselves out of applying for roles because they're worried they don't quite fit all the requirements, or because they've gained their experience in an unconventional setting (eg. through voluntary work or in a completely different sector). </p>

<p>So if you’re not sure if you're quite right for the role or if you have any questions about the job or how we do things at Possible before you apply, email juliet.michaelson@wearepossible.org and we can arrange a phone call.</p>

<h1>About Us</h1>

<p>Here at Possible, we have a vision for a zero carbon Britain that has been built by and belongs to everybody. </p>

<p>To get there, we dream up projects, build tools and spread success stories to make sure everyone has the help and inspiration they need to play a role in tackling the climate crisis. Our work cuts carbon, but because we work on cultural as well as technical levels, we get people talking about climate change action too. We want our projects to take on the world, so it is always about more than just a solar panel here, or an LED there - it’s about groups of people working together to drive wider change.</p>

<p>As a national charity which works across the UK we’re proud to have team members based in cities across the country and in rural areas too. </p>

<p>We have a set of values that guide our actions and our organisational culture:</p>

<h2><strong>Daring</strong></h2>

<p>We believe we can make the world a better place by finding bold, practical and creative solutions to big problems. We’re not afraid to try things, fail, learn, and try again.</p>

<h2><strong>Joy</strong></h2>

<p>We’re stubbornly optimistic and try to find joy in everything we do - even when it’s not easy. We value everyone's contributions, celebrate our wins and take the time to brighten each other’s day.</p>

<h2><strong>Community </strong></h2>

<p>We’re doing the work to undo inequalities and oppressive systems reflected in wider society. We are an inclusive and welcoming group that wants our team mates and the communities we work with to be able to thrive.</p>

<p>Away-days help to keep these values alive and we work together to keep our team as supported, empowered and cared for as possible.</p>

<h1><strong>Anti-oppression</strong></h1>

<p>At Possible we take active steps towards being an anti-oppressive organisation. This means we actively work to cultivate a working environment that does not reproduce the structural injustices of wider society, for example sexism, racism, ableism and classism (by all means, this list is not exhaustive). We want Possible to be accessible, safe and fulfilling for anyone to work at.</p>

<p>How this shows up at Possible:</p>

<ul>

<li>We have a clear pay progression process, transparent salary structure and a maximum 3:1 pay ratio where no member of staff can be paid three times more than the lowest paid member of staff. We are also an accredited London Living Wage Employer.</li>

<li>We offer 20 days FTE paid sick leave, mental health days and an additional 10 days FTE paid time off for absence relating to gender transitioning, periods, menopause, fertility treatment and disability. </li>

<li>We have a generous compassionate and dependent leave policy that includes time off for emergencies and bereavement and paid carer days.</li>

<li>We have lots of formal and informal flexible working options to suit staff, depending on their needs. This can be especially helpful for those with caring responsibilities, disabilities or other needs.</li>

<li>There is a recognised staff union, where relevant decisions are made in collaboration or consultation between members of the union and the co-directors.</li>

<li>Rather than one CEO we have three co-directors operating as a flat executive team. While we do not have a flat organisational structure, we minimise hierarchy wherever practical in the running of the organisation.</li>

</ul>

<ul>

<li>We acknowledge that those from marginalised communities historically may not have had the same access to development and support before joining Possible, so we have created an additional training and development budget to help close the development gap.</li>

<li>We’ve taken part in various anti-oppression training and reflection sessions to improve our external work and how we operate internally. Sessions include awareness sessions on disability, race, gender, mental health, LGBTQ+, allyship and inclusive language. </li>

<li>The team created and upholds our anti-oppression strategy. This ensures we’re always working towards being an anti-oppressive organisation.</li>

</ul>

<ul>

<li>We have a culture where people can openly talk about their mental and physical health (if they wish) and the team is understanding and supportive. </li>

<li>We have a feedback framework with clear processes for giving feedback, so we are all on the same page.</li>

<li>We believe organisational culture is a living project that needs continual action, care and reflection to maintain. As part of this, we have an annual team away day where we purely focus on our culture.</li>

</ul>

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