At Frontline – England’s largest social work charity – everything we do aims to make life better for children who need a social worker.
Who we are
Each year, our nation’s social workers support hundreds of thousands of children who do not have a safe and stable home. They make a real difference to the lives of these children and their families. Frontline's mission is to create social change for children and families, by developing excellent social work practice, leadership and innovation.
Our Frontline programme offers three years of intensive, paid training and a fully funded master’s degree with Lancaster University to develop the skills you’ll need for a career in social work. Upon completing our programme you’ll be part of a new, diverse generation of social workers who help create positive, sustainable change for children and families.
We also offer insight events and paid internships, to help you build the knowledge and skills to thrive in a social change career.
Equality, Diversity & Inclusion
Frontline is committed to diversity and inclusion in all our work. We know we cannot achieve our mission without including a wide variety of voices, experiences and backgrounds.
The Frontline programme, including elements like our practice hub model, draws its strength from diversity and difference. We are looking for people who can bring different perspectives and experiences to the programme and are committed to advocating for the diverse communities that social workers serve.
Almost a third of the children who social workers support identify as being from a racialised ethnic minority group and over half identify as male. Despite this, only 22% of children’s social workers identify as from racialised ethnic minority groups and a mere 14% identify as male.
To achieve the greatest possible impact for disadvantaged children, we need to address this imbalance and bring more people into the profession from underrepresented groups.
Our aim is to increase the percentage of Frontline programme participants from underrepresented groups, with a focus on racialised ethnic minority groups, lower socio-economic groups and men.
Over the past five years, we have increased the percentage of racialised ethnic minority participants on the cohort from 15% to 26%. We will continue to implement a clear diversity strategy and set targets for the percentage of offers made to people from underrepresented backgrounds.
To achieve our objectives, we have embraced diversity and inclusion in all of our recruitment efforts.
We work with focus groups of professionals to ensure that our application process adequately supports applicants from disadvantaged backgrounds, including racialised minority groups.
We have expanded our eligibility criteria for the 2024 cohort to widen participation among underrepresented and disadvantaged groups.
We offer contextual recruitment for applicants in underrepresented groups to allow equitable opportunities in the selection process.
We offer additional support to applicants from underrepresented groups during each stage of the application process, including 1:1 coaching and exclusive online webinars.
We employ a diverse team of assessors to ensure different voices and perspectives are considered when assessing an applicant.