Brooke, UK

Brooke is an international charity that protects and improves the lives of horses, donkeys and mules which give people in the developing world the opportunity to work their way out of poverty.

Our Strategy

Creating a world where working animals have a life worth living.

We’re delighted to present to you Brooke’s new 2025 strategy – ‘A Life Worth Living’. 

This strategy builds on the tradition, heritage and outstanding work that Brooke has achieved since 1934. But it also marks a bold, new level of ambition for the future of working horses, donkeys and mules and those who depend on them. 

All too often these animals are forgotten – their suffering neither seen nor heard. This must change. We must recognise the immense and critical part they play in the sustainable development of some  of the world’s poorest countries. 

Beyond freedom from suffering

We have evolved our vision as we want more for working equids than just the eradication of suffering. 

This will be extremely difficult, but we owe it to all working horses, donkeys and mules.

We can’t do it without our amazing supporters. We will be the home for anyone who cares about animals and people.

Three goals

Over the next few years, we want to reach and improve the lives of more animals and their communities than ever before – and we’re focused on three goals that we believe can get us there. 

1. Transforming equine welfare in communities: 
   Supporting equine-owning communities to thrive and become more resilient.
2. Increasing the visibility and inclusion of working equids:
   Making sure the needs of equids are covered in policy and practices at all levels.
3. Strengthening sustainable animal health systems
   Meeting both the immediate and future needs of working horses, donkeys and mules.

We are proud to be Brooke. 

We are resourceful, share new ideas and help each other succeed. 

Together we make change happen.

The people! 

Everyone at Brooke is hardworking, committed and passionate about our work and are willing to share their knowledge with their colleagues.

We have a Working Parents and Carers support group who meet quarterly to support each other and where possible, make suggestions for more inclusive working practices.

Flexible working opportunities from Day 1, if requesting via a Flexible working request, 1 day a week in the office/4 days a month in the office with remaining days homebased.

• Paid dependency leave - 3 paid dependency days in a rolling 12 month period
• Carers leave – 1 week unpaid every 12 months
• Parental leave – up to 18 weeks (if you have a child up to the age of 18). Cannot exceed more then 4 weeks in a 12 month period
• Wellbeing sessions – Monthly 121 support sessions.
• Employee Assistance Programme (EAP)
• Members of Fertility Network UK – Brooke have a silver package where managers and employees get 121 support. We also have 2 fertility champions
• Mental Health First Aiders – the list of MHFA’s is on the back of the door at the Brooke offices
• Enhanced Maternity and Adoption Leave (based on length of service) and Statutory Shared Parental and Paternity leave.

Hybrid working - 1 day a week or 4 days a month in the London office. Flexible working patterns can be requested from day 1 e.g compressed hours, part time working, changes to start/end times. All requests are considered in line with the needs of the individual and the needs of the team.

At Brooke, we celebrate diversity and the creative new ideas it brings. We actively encourage applications from all backgrounds, in particular global majority candidates, candidates from a social mobility background, disabled and neuro-diverse candidates, and candidates under 25 as these groups are currently under-represented at Brooke.

We have a Global DEI strategy and action plan, have Employee Resource Groups (ERGs) to support specific groups such as Working Parents and carers and are actively encouraging the formation of more ERGs for underrepresented groups.

We empower women at Brooke, in particular in our countries of operation, through courses run in house such as Brave Leadership which is a leadership programme, specifically for women to support professional development.

We have numerous training opportunities from e-learning courses, blended learning and face to face learning. We also offer apprenticeships for a variety of disciplines.

BROOKE ANIMAL WELFARE POLICY

Overview

Brooke’s mission is to make immediate and lasting positive change to the lives of working horses, donkeys and mules and the communities that depend on them. Our commitment to animal welfare is paramount and guides every aspect of our work. 

This policy outlines the expected behaviour and standards for Brooke representatives - trustees, consultants, interns, volunteers, agency workers, partner staff, and permanent and temporary employees in affiliates, branches or sister organisations when interacting with animals to ensure their well-being and safety, both during and outside of work.

Respect and Compassion

• All staff must treat animals with respect and compassion at all times.
• Recognizing and responding to animal emotions and behaviour is vital for their well-being. Staff should receive relevant training to ensure understanding and comfort interacting with animals in their roles.

Humane Handling and Care

• Animals should be handled in a gentle and calm manner to minimize stress and fear.
• Proper handling techniques must be used to prevent injuries to both animals and handlers.
• Staff must ensure that animals have access to sufficient food, water, shelter, and any necessary medical care when animals are present alongside Brooke.

Ethical Standards

• Staff must adhere to all relevant local, national, and international  animal welfare laws and regulations.
• Any form of animal cruelty or neglect is strictly prohibited and will result in disciplinary action
• Staff should report any unethical behaviour or mistreatment of animals immediately

Community Meeting

• Staff should work collaboratively with local communities to promote and improve animal welfare laws and regulations.
• Encouraging and supporting community-led initiatives for animal care is essential.
• Staff must respect cultural practices while advocating for humane treatment of animals.

Healthcare and Veterinary Treatment

• Any signs of illness or injury in an animal must be reported immediately to a veterinarian or a responsible authority to take action to provide immediate relief.
• Staff involved in delivering or supervising healthcare treatments (including farriery) should hold relevant recognised qualifications and have local legal authorisation to provide treatment.
• Veterinary staff must abide by the Brooke’s Veterinary Care Policy, Euthanasia Policy, Brooke Veterinary Response Guidelines and Brooke Antimicrobial Use guidelines.

Training and Education

• All staff should receive training on animal welfare, compassionate handling, equine emotions and behaviour commensurate with their roles, with a strong emphasis on the principle of "do no harm.“
• Continuous professional development on the latest animal welfare practices and standards is encouraged
• All staff involved in training with animals should read and follow the Guidelines on the Use of Animals in Training

Professional Conduct Outside of Work

• Staff are representatives of Brooke at all times, even outside of working hours
• Personal behaviour, including interactions with animals, should align with Brooke’s values and standards.
• Staff should refrain from any actions that could harm the reputation of Brooke
• Staff should lead by example always demonstrating compassionate and ethical treatment of animals

Emergency Protocols

• In the event of an emergency (e.g. natural disaster) staff should prioritise the safety and well-being of animals where safe to do so.
• Emergency plans should be in place to ensure the swift and effective response to animal needs.

Implementation and Compliance

• All staff members are responsible for understanding and complying with this policy.
• Regular audits will be conducted to ensure adherence to animal welfare standards.
• Non-compliance with this policy will result in staff being supported with behaviour change, including through further training. If these steps are not successful, then disciplinary measures will be applied.

Conclusion

Brooke is dedicated to maintaining the highest standards of animal welfare. This policy is a testament to our commitment to treating all animals with the respect and care they deserve. By adhering to these guidelines, we can continue to improve the lives of working horses, donkeys, and mules around the world while protecting the reputation and integrity of Brooke.

We encourage applications from global candidates who are based in our countries of operation (Kenya, Senegal, Ethiopia, India, Pakistan and Nicaragua). Please note we are unable to offer sponsorship for visas.

• Annual review of salary in line with cost of living allowance
• Four percent employer pension contribution, rising to eight percent after one year
• Market testing UK salaries every two years
• Health and wellbeing benefits
• BUPA health cash plan
• Employee Assistance Programme and up to six free counselling sessions
• Cycle to Work scheme
• Life assurance/death in service benefit
• Income protection up to two years for long term sickness
• Personal Accident cover
• Eye care vouchers
• Mental Health First Aiders
• Enhanced maternity and adoption leave
• Shared parental leave
• Paternity leave
• Season ticket loan
• Travel insurance (for work-related travel)
• Vaccinations and security training (for work-related travel)
• 25 days' annual leave and all eight bank holidays (pro rata for part time staff)
• Option to buy/sell up to five days of annual leave a year pro rata for part time staff
• Flexible working
• Time off in lieu
• Reimbursement of relevant professional membership
• Blended learning opportunities with a combination of e-learning, face-to-face and virtual classroom delivery
• Learning Pathways
• Overseas travel (if required as part of your role)
• Secondments, coaching and mentoring opportunities
• We also run workshops such as Share and Learns, Learning Circles and Focus Groups to support peer learning
• Performance Management Process includes 1-to-1s, mid year and annual reviews

We have a staff consultation group which meets every quarter. Representatives from each directorate are nominated within their own area. They meet with senior management on a quarterly basis with agenda items being raised to discuss and consider further on behalf of staff and each member. 

In addition, the senior leadership team will take the opportunity to update and consult with the staff consultation group on any organisational or policy changes being considered to get their views.