Home Careers at David Shepherd Wildlife Foundation

Careers at David Shepherd Wildlife Foundation

David Shepherd Wildlife Foundation DSWF is a highly effective wildlife conservation charity which supports ground-based conservation projects across Africa and Asia.

Elephant feet, herd
Andrew White
David Shepherd Wildlife Foundation

DSWF offers employees an opportunity to those looking to work within the conservation sector, but who practically are unable to work abroad or in the field, a chance to utilise their professional and educational skills for the protection of endangered species.

DSWF is currently operating a hybrid working policy, requiring employees to work from the office in Shalford, near Guildford, UK two days each week, with three days a week working from home.

Unless otherwise stipulated, all full time roles are as follows:

  • Monday to Friday
  • Working hours are 9am to 5pm
  • 25 days annual leave per annum, as well as all bank holidays. The office closes on a discretionary basis each year between Christmas and New Year which is on top of the standard annual leave allowance


Current vacancies are show below. We will update this page when vacancies become available, but please also sign up to our newsletter and follow us on Facebook, Instagram, LinkedIn or Twitter for the latest job opportunities.


For more information about volunteering for DSWF, please look at our Volunteer for DSWF page.

Current Vacancies

Sorry, there are currently no vacancies to show here as our team is at full strength. If you would like to keep up to date with with DSWF job opportunities, please follow our LinkedIn page where we post all upcoming vacancies.

How to apply

To apply for one of our roles, please email dswf@davidshepherd.org with your CV and a Covering Letter (no more than 2x A4 pages) explaining why you wish to work for DSWF and why you believe you are suitable for the role.



DSWFs Commitment to Equality, Diversity and Inclusion and Safer Recruitment

Equality, Diversity & Inclusion

DSWF operates an equal opportunities employment policy.

The Foundation strives to be an equal opportunities employer in all respects and in compliance with the Equality Act 2010. No job applicant, employee or worker will receive less favourable treatment in terms of direct or indirect discrimination, harassment or victimisation on the grounds of the nine protected characteristics as defined by the Equality Act 2010. The Protected Characteristics are age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity. The policy of non-discrimination will also apply to membership or non-membership of a trade union and “spent convictions” of ex-offenders.

The Foundation will follow the recommendations and Codes of Practice of the Equality and Human Rights Commission, embracing those previously provided by the Commission for Racial Equality, the Equal Opportunities Commission and the Disability Rights Commission. Assessment and consideration of job applicants, employees and workers will be based on objective and relevant criteria. Selection criteria and procedures will be reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.

The Foundation will ensure that it applies its Equal Opportunities Policy in a fair and consistent manner to its recruitment practices. This will include open recruitment methods, which provide the opportunity for all potential candidates to apply without discrimination or restriction from sources such as press advertising, recruitment agencies, job centres, the careers’ service, etc. All recruitment advertisements will be vetted prior to issue to ensure that they do not include anything which may be considered discriminatory in either words or images.

Safer Recruitment

As a minimum, DSWF will undertake the following actions to carry out due diligence on potential employees:

  • Actively seek a minimum of two independent professional references for a new member of staff
  • Perform appropriate checks to confirm any new staff member’s identity and right to work in the UK
  • DSWF will ensure that job descriptions include any safeguarding responsibilities and requirements if relevant to a specific role
  • Ensure new staff members, where appropriate, are DBS checked at the appropriate level if delivering session to young people and reject applicants who are unsuitable to work regularly in unsupervised roles with children and young people by checking the Children’s Barred list
  • Respond promptly to concerns about the suitability of any new staff member once they have commenced their role
  • Ensure all new staff participate in a safeguarding induction training session
Wildlife Trust of India
Smiling ranger on patrol
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