Non-Executive Director (two roles available) in London

Thank you for your interest in joining the Evenbreak Board of Directors. This pack explains the role, what we are looking for and how to apply. Evenbreak is an international social enterprise run by and for disabled people. We aim to reduce the disability employment gap in three ways:

• We support employers in becoming more inclusive and accessible through training and consultancy, and an online best practice portal.
• We offer inclusive and accessible career support for disabled people seeking new or better work.
• We help each group to find each other through an award-winning global disability job board.

All our services are designed and delivered by people with lived experience of disability, and we are looking to add to this diversity. We are recruiting for two new Non-Executive Directors (NEDs) in this recruitment round.

Evenbreak is a Company Limited by Guarantee, operating as an asset-locked social enterprise. It was incorporated in June 2011 as a specialist job board in the UK for disabled people looking for new or better work, and those employers enlightened enough to see us as a source of valuable talent, rather than a problem to be solved. Since then, the job board has become increasingly international, and we have added other services, including training and consultancy, an online disability inclusion best practice portal for employers, and careers support services for disabled candidates. We only employ disabled people, and currently have a team of thirteen employees, alongside some fractional and consultancy roles. Future growth plans include expanding our reach in the UK and increasing our presence internationally. We are also looking to create an innovative AI-enabled online resource for inclusive employers and disabled candidates to promote and deliver our services.

The current Board of Directors includes the three Executive Directors (CEO, Deputy CEO and COO), and three Non-Executive Directors (NEDs), two of whom have been on the board for ten years, and one for three years. The NEDs have supported Evenbreak very successfully in its start-up and early growth phases, and the board feels it now requires a different range of skills to take us into the next phase. We are specifically looking for expertise and experience in finance, law, governance and international expansion, preferably in a not-for-profit setting.

We need two committed non-executives who bring constructive challenge, help set clear priorities, and support financially sustainable growth strategies which create increased social impact, with an understanding of our double bottom line.

Why join our Board?

• The opportunity to join a leading, innovative, global disability inclusion social enterprise, and support further growth.
• A real opportunity to influence strategies to reduce the global disability employment gap.
• A small, focused Board where your expertise will have a genuine impact.
• Be part of a team that helps disabled people build careers and helps businesses recruit more fairly.
• Collaborative working with the Executive Leadership Team and key partners.
• Remuneration of £6000 per year, for 12 days.

Non-Executive Directors (NEDs) provide independent insight, strategic thinking and constructive challenge. They do not manage day-to-day operations; instead, they help shape priorities, monitor performance and ensure robust governance. You will:

• Take time to understand the culture and ethos of Evenbreak, and the opportunities and risks it faces.
• Attend up to six Board meetings per year, including reading reports sent in advance, plus any additional meetings as required.
• Offer professional expertise to support strategic decision-making and risk management, drawing on your professional experience.
• Get involved in specific projects as required.
• Make warm introductions to relevant contacts where appropriate.
• Ensure the voices of disabled people inform decisions.
• Commitment of 12 days a year, to include board meetings.
• Support and constructively challenge the executive on strategy and delivery.
• Act as an ambassador for Evenbreak.
• Contribute to Board committees if established, such as audit or remuneration.

We recognise that people bring skills and experience in different ways, including through paid work, volunteering, lived experience, governance, and community activity. You do not need to meet every requirement to apply. If you feel you can bring relevant skills, insight, and motivation to this role, we encourage you to apply. We value transferable skills, potential, and different ways of thinking and working, alongside formal experience.

You will:

• Have lived experience of disability (i.e. you have, or could, face barriers in entering, thriving and progressing in the workplace).
• Have a clear understanding of the social model of disability and of the systemic barriers faced by disabled people in the workplace.
• Have experience in driving service improvement that will strengthen Evenbreak's ability to meet its strategic aims, growth, and make more social impact.
• Be confident to ask challenging, constructive questions and use data to drive change.
• Be able to build effective relationships with senior leaders at potential client organisations or organisations that could support Evenbreak’s mission.
• Have a strong grasp of strategy, performance monitoring and governance.
• Have an in-depth understanding of equality, equity and inclusion and the confidence to challenge Evenbreak practice where needed.
• Work with integrity, high ethical standards and a clear, evidence-informed approach.
• Be confident communicating in ways that work for you and for others, and work collaboratively, respecting different styles and needs.
• Be curious, open to learning, and comfortable with change.
• Be passionate about championing disability inclusion.
• Have expertise and experience in at least one of the following areas: legal and governance with experience in social enterprises; strategic growth and scaling, including international expansion; prior experience as a Non-Executive Director or a commitment to undertake a learning programme on the principles and practices of the role.

In addition to lived experience of disability, we would like the board to be as diverse as possible, to reflect our disabled candidate community and wider society. We know that intersecting diversity of thought is essential to our organisation. Applications from people from the global majority and the LGBTQIA+ community are particularly welcomed.

Key terms and conditions:

• Remuneration: £6000 per year (taxable), paid monthly.
• Adjustments: We will work with you to ensure that any adjustments required for you to perform this role at your best are provided.
• Induction: We will provide an induction programme with core documentation and introductions.
• Meetings: Board meetings (held with working hours of 9-5) are usually held online, with occasional in-person meetings (virtual attendance is still possible). Reasonable travel expenses will be paid.
• Term: initial three-year appointment with potential extension, subject to performance or organisational need.

We want candidates to showcase their very best, so we invite you to apply for this role by explaining how you meet each of the skills listed in the person specification. You can choose the application format that works best for you, for example, a Word document, video, audio file or BSL statement. We don’t require a CV, but you are welcome to share a CV with a covering letter if this format is most accessible for you.

After applications close, the executive team will shortlist all submissions based on a skills-based matrix, aligned with the role criteria. The interview will include a set of questions and a task-based activity. Both will be shared in advance. Interviews will be assessed using the same skills-based matrix to ensure a fair and consistent process.

As a Disability Confident Leader, we aim to guarantee an interview to applicants who apply under the Disability Confident Scheme and meet the essential criteria for the role. Where we receive a high number of applications, we will endeavour to offer as many guaranteed interviews as possible, using our skills-based matrix scoring to support fair shortlisting.

If there is anything we can do to make the recruitment process work better for you, or to meet any accessibility, adjustment, or communication needs, please contact us, where one of the executive team will respond. Alternatively, please call and leave a message, and one of the team will call you back. You can contact us before applying, during the process, or at any stage. Requesting adjustments will not affect how your application is assessed. We welcome conversations about what you need and will work with you to put appropriate adjustments in place.

Key dates:

• Application deadline: 13th May at 5pm.
• Shortlisting decision by: 22nd May.
• Interviews will take place on the 1st and 2nd June.
• Notification of outcome by: 5th June.
• We intend for the two roles to begin on 1st July 2026.