About the Role
Step into a role where your work truly changes lives. As a Rough Sleeping and Multiple Disadvantage Social Worker, you’ll be at the heart of transformational, frontline practice, supporting people facing homelessness, trauma, mental ill health, substance use, and exclusion, to rebuild stability and hope.
This is a chance to work creatively and assertively, building trusted relationships with people often failed by systems and removing barriers to support individuals access the support they need.
Every day brings challenge, purpose, and the opportunity to create a lasting impact. If you thrive in complex environments, this role offers meaning and professional growth. This role will be based within the Complex Needs Team but co‑located in the Housing Needs Service.
This post requires someone who is flexible and creative, with the ability to manage complex situations and work positively with a wide range of organisations spanning the domains of health, housing and social care sectors.
If you are interested in making a real difference and have the required skills needed for this role, we would love to hear from you!
Responsibilities
- Provide frontline practice supporting people facing homelessness, trauma, mental ill health, substance use, and exclusion to rebuild stability and hope.
- Build trusted relationships with people often failed by systems and remove barriers to support individuals access the support they need.
- Carry out assertive street outreach with the homeless outreach team on occasion.
- Outreach to homeless day centres and supported accommodation schemes.
- Manage complex situations and work positively with a wide range of organisations spanning health, housing and social care sectors.
Benefits
- Up to 31 days leave per year, increasing to 36 days after five years of local government service
- A range of flexible working arrangements to maintain a healthy work-life balance, as well as 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!
Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.
Pre‑Employment Checks
- Proof of address
- Evidence of any name changes (if applicable)
- Right to work in the UK
- Overseas criminal record check (if applicable)
- Satisfactory references
- Occupational Health clearance
- Evidence of professional qualifications or registrations
- DBS check at the appropriate level (if applicable)
Safeguarding
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects 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.
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.
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