Assistant Director of Inclusive Growth in London

Islington Council envisions a more equal future and is committed to creating a sustainable, inclusive and locally rooted economy. We are seeking to recruit an Assistant Director of Inclusive Growth to lead the Community Wealth Building Team. Reporting to the Director of Inclusive Economy, this dynamic role will provide strategic leadership for the development and delivery of the Council’s Community Wealth Building Strategy, ensuring long‑term prosperity, sustainability and fairness for all residents.

About Islington

Islington is a thriving inner London borough, rich in diversity and culture. Too many residents live in poverty or experience inequalities and poorer outcomes. The Islington Together 2030 Plan sets out a bold vision to work with diverse communities to create a more equal future, underpinned by five key missions. Siting alongside the 2030 Plan, we promise to:

• Invest in Islington by shopping and spending locally to support small businesses.
• Encourage Council spend through local businesses to lock wealth into our local economy and deliver benefits for residents and communities through social value commitments.

The Successful Applicant

We are looking for someone with a proven track record in leading large cross‑sector partnerships to deliver innovative and impactful solutions, particularly in the context of inclusive growth. The successful candidate will be educated to postgraduate level in a relevant discipline or have an equivalent level of work experience.

Working for us

In addition to a generous salary, you will have access to a generous annual leave allowance, starting at 31 days and increasing to 36 days leave per year after five years of local government service. Islington Council adopts a hybrid approach to working to promote and sustain a good work‑life balance. For this leadership post, you would be expected to work three days a week in the office and two days home working.

• Up to 31 days leave per year, increasing to 36 days after five years of local government service.
• A range of flexible working arrangements, including a 35‑hour working week.
• Learning and development opportunities to maximise your potential.
• Competitive pay and a commitment to paying all staff the London Living Wage at minimum.
• Excellent local government pension scheme.
• Cycle to Work scheme and discounted gym memberships.
• Local discounts from restaurants, shops, health and beauty therapists and more.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas and challenges, without fear of judgement or discrimination.

We maintain a zero‑tolerance approach to any unlawful discrimination, harassment or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.

We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.

We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers and empower colleagues to promote equality and inclusion in the workplace.

Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful and empowering) values every day and embedding the principles of equality, equity, diversity and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expect all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.