Pay and Benefits for roles based outside the United Kingdom

Market competitive salary

Gross salaries are set to take into account market competitiveness and internal equity and also designed to reward your skills and competences. They are reviewed annually.

Benefits

• Annual Leave
  Generally 33 days per year. This includes public holidays in the country of work.
• Pension
  As part of our Total Reward package, Oxfam will make a retirement provision for our staff that will either be contributions to a pension scheme or an end of employment payment related to years of service.
• Medical cover
  Oxfam provides basic and essential medical treatment where there is inadequate provision under the state system in the country of work.  This is provided for the employee up to a local annual limit.
• Insurances
  A variety of insurances may be provided to cover various scenarios including business travel and life insurance.

Family friendly working environment

• Flexible Working
  Where the nature of the work allows, flexible working options in certain circumstances can be considered, to help you to achieve a good balance between your work and home life. Options could include term-time working, job sharing, and part time hours.
• Other leave entitlements
  • Dependency Leave
    You may apply for leave for the urgent care of a dependant. The amount of leave will depend on the circumstances, and will only be granted at the discretion of your manager.
  • Compassionate Leave
    If you need to take more time off for reasons of serious family illness or bereavement, Oxfam GB will normally pay up to two weeks absence. However, your manager will consider each case on its merits. Any extension to this period would normally be taken as holiday or unpaid leave.
  • Partner Leave (also known as paternity leave)
    If your recognised partner is pregnant you may be entitled to up to two weeks' paid partner leave.
  • In Vitro Fertilisation(IVF) Leave
    Employees with more than 26 weeks continuous service can apply for two days per IVF cycle up to a maximum of three cycles. This also applies to employees whose partner is receiving treatment.
  • Maternity Leave and Pay
    Entitilment is linked to length of service and varies between countries, according to local legislation.

Trade unions

Oxfam has a recognition agreement with the Oxfam Joint Trade Union and Shop (OJTUS) which is made up of members of TUC unions and is affiliated to the Transport and General Workers Union Section of UNITE.All Oxfam GB employees are offered the opportunity to take up membership in the Union. Oxfam's Trustees and Management encourage all staff to join.

Equality and diverisity

Oxfam GB values diversity and recognises the enormous benefits of making the most of the different skills, talents and perspectives to achieve our organisational goal of overcoming poverty and suffering.

Oxfam believes diversity comes from the visible and invisible differences that exist between people – for example, those based on gender, race, ethnic origin, physical and mental ability, sexual orientation, age, economic class, language, religion, nationality, education and family/marital status.  All of these differences contribute to different experiences of life, values, attitudes, ways of thinking, and communicating.

Oxfam recognises it is vital to create an inclusive working environment where people from diverse backgrounds can contribute and achieve.

Success in overcoming poverty and suffering depends on the people who work for Oxfam. Therefore it is crucial we are able to attract the best candidates from a wide range of backgrounds and all our employees are included and able to reach their full potential.

Oxfam recognises that some groups are currently under-represented within its workforce. We are taking positive action measures to address under-representation as it exists in different countries where Oxfam GB works. Oxfam particularly encourages applications from people from all communities and backgrounds.

Disability

Oxfam aims to ensure that our recruitment process is fair and accessible for everyone.  If you have a disability and need an adjustment made to any part of the recruitment process please do let us know. Oxfam makes adjustments on an individual basis to help ensure that individuals can demonstrate their best for Oxfam.

Oxfam welcomes applications from people with disabilities and will offer guaranteed interviews to disabled candidates who meet the minimum criteria for the role they applied for.
If you have any questions or concerned about how will we use any information regarding a disability please contact us.

Vulnerable people

Oxfam GB’s values make explicit the requirement for ensuring that staff, volunteers, consultants and partner organisations in all cases support our commitment to the protection of vulnerable groups. These include children and young people, elderly people, beneficiary groups in humanitarian situations, and people with serious mental and physical illnesses or disabilities.

• Child protection
  Oxfam works in a world where, regrettably, children and young people continue to be neglected and abused. Oxfam therefore takes very seriously its responsibilities to protect as well as to uphold the rights of children and young people in all its work and as an employer.
• Code of Conduct
  Oxfam's Code of Conduct outlines the standards of behaviour and practice expected of Oxfam GB staff across the world. It covers all areas of conduct including the protection of vulnerable people. The Code forms part of the Terms and Conditions of Employment. A similar Code of Conduct/Policy applies to volunteers, consultants and contractors and forms part of their 'contract' with Oxfam GB.
• Recruitment
  All applicants may be subject to extensive background checking during the recruitment process, particularly when the role for which the application is being submitted involves unsupervised access to children and vulnerable groups. This primarily encompasses nursery staff and programme and project staff directly managing programmes with access to vulnerable groups or individuals in their homes. This could involve the use of official registers (e.g. Criminal Records Bureau), reference taking, checking of qualifications, checking of employment gaps and appropriate interview questioning.
• Reporting
  Oxfam has established policies and procedures to help ensure that any concerns related to the protection of vulnerable people, whether as beneficiaries or as employees, can be rapidly, sensitively and effectively dealt with.

Learning and Development

Oxfam offers a range of learning opportunities – some structured such as formal learning programmes, and others less formal. You will find great support through one to one coaches and mentors as well as having access to plenty of useful resources including a growing array of online possibilities.

There will be opportunities to learn from working alongside highly professional fundraisers, campaigners, logisticians, administrators, project officers, humanitarian workers, policy analysts, and other staff. And just as you will learn from colleagues, they will learn from you by sharing the knowledge and skills that you bring to Oxfam from previous experiences.

You will have the opportunity to plan your learning and development objectives as part of your performance development plan. Wherever you work within Oxfam, you will have great scope to make use of Oxfam’s learning resources and find ways to meet your professional goals.