One of our core priorities in our ‘Together We Power Care' strategy is to accelerate translational research and innovation to save and improve lives. GOSH, together with the UCL Great Ormond Street Institute of Child Health, are world-renowned for translational research activities. As an Intelligent Research Hospital, we want to make sure that research and innovation is fully integrated across all areas and that all of our staff, patients and their families have the opportunity to take part.
Maternity leave in the communications team means we have an 10-month fixed term post where we will continue to build research staff engagement into established, strong track record of communications. If you have experience in authentic communications on the latest research, coupled with engaging staff, we want to hear from you. The post holder would need to be on site a minimum of once-a-week and occasionally at short notice.
We work flexibly in the team, on-site and remotely but for interview, if possible, we’d love to meet you in person.
This post will develop and lead on delivery of communication and engagement strategies for Research, including to our own staff. Working closely with the Head of Research and Innovation Communications, this post holder will develop and lead on dynamic, relevant and engaging Research campaigns and communications activity for staff, the public, stakeholders and colleagues. Building on successful awareness raising activity, engagement interventions will raise participation and staff engagement in research amongst our diverse colleague base. The post holder will support delivery of reputation building work in an important year for securing funding for our NIHR Biomedical Research Cente. The post holder will build measurement into everything they do, testing and adapting as they go.
We are committed to recruiting the best person for the job through a fair, open and consistent process that is free from bias and discrimination.
We are working towards becoming an anti-racist organisation. This means creating a workplace where every colleague feels seen, heard and valued, and where racism in any form has no place. Our anti-racism commitment is backed by action through our Anti-Racism Statement and action plan, developed in collaboration with our REACH staff network.
We actively challenge discrimination, dismantle barriers and embed equity across all aspects of our workforce, including recruitment, progression and development. All applicants will receive equal consideration regardless of race, ethnicity, nationality, religion or belief, sexual orientation, gender identity, age, disability, health condition or employment history.
We particularly welcome applications from ethnically diverse communities, people with disabilities or long-term health conditions, and LGBTQ+ community members. We are proud to be a Disability Confident Employer, a member of the Business Disability Forum, and a Stonewall Diversity Champion.
Our staff networks, including REACH, PRIDE, ENABLED and Women’s Networks, are active and executive supported. These employee-led networks play a vital role in shaping an inclusive culture at GOSH and are open to all colleagues.
Together, we are building a culture where inclusion is not optional - it is essential.
