Community Education & Prevention Manager; Female

Community Education & Prevention Manager (Female Applicants Only)

The Community Education and Prevention Manager provides strategic and operational leadership for Women and Girls Network's (WGN) Community Education and Prevention work, shaping how we deliver prevention, engagement and survivor participation across London in response to Violence Against Women and Girls (VAWG).

As Community Education and Prevention Manager, you will lead a multidisciplinary team working across community outreach, prevention education and survivor involvement. You will ensure all work is grounded in Black feminist, intersectional, trauma-informed and anti-racist practice, and that survivor experience is central to how programmes are designed, delivered and developed.

You will oversee a portfolio of work delivered across key partnerships, including initiatives focused on Black and Global Majority young women, pan-London sexual violence prevention collaboration, and WGN's wider survivor participation and engagement activity.

This role brings together strategic leadership, team management, service development and external collaboration to strengthen WGN’s impact, reach and influence within the sector.

This role is offered on a part-time basis (3 days / 21 hours per week).

As the Community Education and Prevention Manager, you will:

Provide strategic leadership for community education and prevention work, ensuring programmes are high-quality, coherent and grounded in WGN’s feminist, trauma-informed, anti-racist and intersectional values.

Lead and develop a multidisciplinary team, fostering reflective practice, collective care, accountability and a supportive, learning-focused working culture.

Hold responsibility for safeguarding across community education and prevention activity, ensuring safe, consistent and survivor-centred practice across all delivery.

Drive programme development and improvement using survivor voice, community insight, data and sector learning to strengthen impact and innovation.

Build and sustain strong partnerships and external relationships across community organisations, statutory services, education settings and VAWG sector networks, while representing WGN externally and contributing to income generation and sustainability.

For key responsibilities please see the attached job profile document.

We'll assess you against these competencies during the selection process:

• Leadership & Management
• Intersectional Feminist and Anti-Racist Practice
• Community Engagement and Prevention

When responding to competency questions, if you do not have direct experience, please state this clearly. Then explain what you would do if you were in that scenario, so we can understand your thought process and approach.

Closing date and interviews

This vacancy will close at 9am on Monday 14 September 2026. Interviews will take place shortly thereafter, and shortlisted candidates will be notified of the arrangements.

We encourage early applications, as we reserve the right to close the vacancy before the advertised closing date should we receive a high volume of applications or identify a suitable candidate.

The selection process will consist of two interview stages and a role-related assessment task. Interviews may be conducted either in person or remotely, depending on panel availability and logistical requirements, and may involve a combination of both formats throughout the process. Candidates invited to participate will receive full details of each stage, including the assessment task and interview arrangements, in advance.

Important Note on Use of AI in Your Application

We understand that AI tools can be helpful in organising thoughts and reflecting on experiences. However, the competencies and presentation you submit should be a genuine and accurate reflection of your own skills, knowledge, and lived experience. We encourage you to ensure your application is written in your own voice, drawing directly from your experiences and motivations.

Please note that applications or submissions that appear overly reliant on AI-generated content, or do not clearly reflect your own voice and experience, may affect your overall interview scoring.

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