We support 17,000 children and young people aged 2 to 19 in a diverse array of settings with around 2,500 employees. Our schools are in Oxfordshire, Berkshire, Hampshire, Surrey, West Sussex and the London Boroughs of Wandsworth and Croydon. 

Each of our 42 schools serves to meet the needs of its own local community yet are united in their core purpose of providing an excellent educational experience. Founded in 2012, our purpose is simple: “We work together sharing experience, sharing resources and sharing support. Our schools are stronger by working together.” Meaningful collaboration within and outside our Trust is at the heart of our culture. Through working together rather than in isolation, GLF schools are best placed to secure and sustain their ongoing improvement, as exemplified over the last 10 years. 

To find out more reasons to 'Join the GLF Schools Community' please click: 42 Schools, 42 Reasons

We are committed to flexible working opportunities across our Trust to ensure we meet the work-life balance requirements of a diverse applicant market. We are open to discussing flexible working at hiring point.

We believe flexible working enables us to attract and retain the best talent, enables wellbeing, supports work-life balance and aligns with our values. Flexible working could include:

• Flexible hours
• Compressed hours
• Agile working
• Remote working
• Hybrid working
• Staggered start and finish times
• Ability to attend meetings virtually
• The above will be determined based on operational needs.

GLF Schools was part of the CIPD flexible working champion pilot and more recently one of three Multi Academy Trusts who took part in the Timewise flexible working pioneer programme.

As a result of the project we are moving to a proactive ‘whole-school approach’. It helps schools to move away from the constraints of responding to a limited number of requests on a need-only basis, to an approach that is reason-neutral and seeks to support the well-being of all staff. In a whole-school approach, there is open discussion around where, when, and how people can do their jobs, and a wide array of working patterns may be considered.

"We recognise that Diversity and Inclusion needs to be at the heart of what we do and embedded in our culture and values, our staff, our CPD, our curriculum and our pedagogy and practice.

There is a shared commitment across the Trust to develop further a culture of respect, where individuals are treated equitably and fairly and feel a sense of belonging.

We strive for an inclusive environment where staff, children and students are comfortable to express their own identity, should they wish, in which diversity and inclusion is of mutual benefit for everyone in our schools."

Jon Chaloner, CEO, GLF Schools

GLF Schools' Commitment

Promoting equality of opportunity will better enable staff, children and students to reach their full potential

That employees, children and students should feel able to express their own identity

To acknowledge and celebrate the breadth of experience and intellectual resources that people from diverse backgrounds bring to the life of GLF Schools

Providing mandatory training that will raise awareness and enable individuals to be equipped to undertake action that will support the trust to be culturally diverse

GLF Schools' Strategy and Aims

GLF Schools’ D&I 5-year strategy has been launched to strengthen, deepen and sustain D&I across our Trust. We want to nurture a culture which values and embraces differences and supports inclusivity and belonging for all, making GLF Schools a great place to work and enabling colleagues to be themselves and perform at their best.

This year our D&I strategy focus is on developing and deepening our inclusive culture by:

• Rolling out unconscious bias/conscious inclusion training to all staff
• Setting up a termly reference group to build effective staff voice
• Setting up employee-led staff network groups to reflect our workforce, enabling colleagues to join these groups as a member or an ally
• Celebrating cultural diversity with key calendar dates throughout the year, such as PRIDE, International Women’s Day, Black History Month and Race Equality week.
• Support and Leadership

Our D&I strategy is supported at every level from the Trust Board, Executive Team and Steering Group through to leaders and all staff taking accountability to support and embed D&I across GLF Schools.

We are working with The Employers Network for Equality and Inclusion (ENEI) to continually measure and evaluate our approach and outcomes across eight different areas of D&I practice.

We particularly welcome applicants from under- represented groups including those based on ethnicity, gender, transgender, age, disability, sexual orientation or religion.