Judicial Appointments Commission - Diversity Policy Manager (Ref: 6553)

This position is based at 102 Petty France, London, SW1H 9AJ Job Summary Please refer to Job Description Job Description Judicial Appointments Commission – Diversity Policy Manager (HEO) We’re looking for a Diversity Policy Manager (HEO) to implement and develop our diversity policy activities and ensure every appointment is made solely on merit, without bias and free from discrimination. The Judicial Appointments Commission (JAC) is an independent Arm’s Length Body, responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members. The JAC has a statutory duty to select candidates of good character for judicial office on merit, whilst having due regard to diversity in the range of people available for judicial selection. Working collaboratively with Government, the judiciary and the legal profession, we are committed to promoting diversity within the judiciary, ensuring that it better reflects the diversity of society. The successful candidate will work with internal and external stakeholders to help develop a strong and diverse candidate pool. They will also work with colleagues across the JAC to ensure that our selection processes are fair and free from bias. With a new recruitment campaign launched every couple of weeks, it is essential that our processes are robust, inclusive and accessible. You can read more about our work on our website. Main Responsibilities Reporting to the Senior Stakeholder Engagement and Diversity Manager (SEO), your main responsibilities will be to: Under the direction of the Senior Stakeholder Engagement and Diversity Manager, provide diversity policy advice to the organisation, including diversity reviews of JAC selection materials and responding to diversity-related enquiries. Provide insight on target groups through analysis of data; manage diversity monitoring processes at key points during the judicial selection process; liaising with selection exercise teams to record and draw conclusions on the data. Work with the Stakeholder Engagement and Outreach Manager and Communications Managers to ensure insights from data are considered when designing and implementing outreach and engagement campaigns. There may also be a requirement to support the delivery of outreach and engagement campaigns for selection exercises, particularly those that have historically seen limited underrepresentation of the JAC’s target group candidates. Work with the Stakeholder Engagement and Outreach Manager, and wider colleagues, to regularly engage with external stakeholder organisations and networks, including within the Judicial Diversity Forum (JDF), to ensure the JAC understand the needs of our target groups. Work with colleagues to assess, and, where appropriate, develop and enhance JAC diversity policy to ensure our processes are free from bias and remove potential barriers to specific demographic groups. Develop and deliver training for internal audiences (JAC staff and panel members) on relevant topics e.g. the JAC’s statutory duties relating to diversity, and fair selection. Lead and deliver projects to support the delivery of the JAC diversity strategy Lead on the publication of the JAC’s biannual Diversity Update to showcase the range of diversity work the organisation is undertaking. Other tasks as required can include: assisting with briefings, managing team returns such as the Management Information Pack (MIP) for the Commission Board, and any ad-hoc diversity work. The duties/responsibilities listed above is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Essential Criteria Experience of researching, analysing, and implementing diversity-related policies using best practice and insights to create evidence based-recommendations. Excellent wrtten and verbal communication skills with the ability to target communications to a diverse range of audiences. An in-depth knowledge of UK equality legislation and experience implementing this in a workplace context. Ability to prioritise a busy workload and manage multiple priorities to agreed timelines whilst ensuring a high quality service. Good analytical skills and confidence in reviewing and analysing data. Desirable criteria Knowledge of the diversity issues affecting the judiciary and legal professions. Knowledge and understanding of recruitment and selection processes. What We Can Offer You We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things. Recruitment process We’ll assess you against these behaviours during the recruitment process: Communicating and Influencing Seeing the Big Picture Working Together Application process You Need To Provide: Your CV A statement of suitability detailing the relevant skills and experience you have (500 words max). Written evidence of the 2 core behaviours for this role: Communicating and Influencing (250 words max) and Seeing the Big Picture (250 words max) Sift Applications will be sifted based on the CV, Statement of Suitability and the 2 behaviours: Communicating and Influencing and Seeing the Big Picture. Interview At interview you we will assess you against 3 behaviours: Communicating and Influencing, Seeing the Big Picture, and Working Together. We will also ask you about your experience. You can find out more about Civil Service behaviours here: https://www.gov.uk/government/publications/success-profiles Applicants invited for interview may be required to undertake a brief work exercise either before or on the day as part of the selection process. More details will be provided if you are invited to interview. Interviews are expected to take place in mid-July (expected week of interviews w/c 14 July). Interviews may be conducted remotely via Microsoft Teams or face-to-face. More details on the arrangements will be provided to candidates invited to interview. Reserve List As well as appointing to the vacancy listed above, we may place other candidates on a 12-month reserve list for future vacancies. Office Attendance JAC staff are currently working in a hybrid way with a minimum of 2 days per week in the office. Applicants for this role should note that they may be required to attend the office more than 2 days per week in line with business need. Further Information If After Reading This Job Description You Require Any Further Information, Please Contact Rachael Worthington, Senior Stakeholder Engagement And Diversity Manager: Rachael.Worthington@judicialappointments.gov.uk If You Have Any Questions About The Recruitment Campaign, Or Any Terms And Conditions Relating To The Role, Please Contact The JAC Recruitment Team: Recruitment@judicialappointments.gov.uk Judicial Appointments Commission – Diversity Policy Manager (HEO) We’re looking for a Diversity Policy Manager (HEO) to implement and develop our diversity policy activities and ensure every appointment is made solely on merit, without bias and free from discrimination. The Judicial Appointments Commission (JAC) is an independent Arm’s Length Body, responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members. The JAC has a statutory duty to select candidates of good character for judicial office on merit, whilst having due regard to diversity in the range of people available for judicial selection. Working collaboratively with Government, the judiciary and the legal profession, we are committed to promoting diversity within the judiciary, ensuring that it better reflects the diversity of society. The successful candidate will work with internal and external stakeholders to help develop a strong and diverse candidate pool. They will also work with colleagues across the JAC to ensure that our selection processes are fair and free from bias. With a new recruitment campaign launched every couple of weeks, it is essential that our processes are robust, inclusive and accessible. You can read more about our work on our website. If You Have Any Questions About The Recruitment Campaign, Or Any Terms And Conditions Relating To The Role, Please Contact The JAC Recruitment Team: Recruitment@judicialappointments.gov.uk Person specification Please Refer To Job Description Behaviours We\’ll assess you against these behaviours during the selection process: Communicating and Influencing Seeing the Big Picture Working Together Alongside your salary of £38,661, Ministry of Justice contributes £11,200 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Access to learning and development A working environment that supports a range of flexible working options to enhance your work life balance A working culture which encourages inclusion and diversity A Civil Service pension with an employer contribution of 28.97% Annual Leave Public Holidays Season Ticket Advance For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page. Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ Feedback will only be provided if you attend an interview or assessment. This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. Security Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Nationality requirements This Job Is Broadly Open To The Following Groups: UK nationals nationals of the Republic of Ireland nationals of Commonwealth countries who have the right to work in the UK nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS) individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020 Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service Further information on nationality requirements (opens in a new window) Working for the Civil Service The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission\’s recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission\’s recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window). This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative. The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window). Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records. Contact point for applicants Job Contact : Name : SSCL Recruitment Enquiries Team Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk Telephone : 0345 241 5359 Recruitment team Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk Further information Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/ https://jobs.justice.gov.uk/careers/JobDetail/6553?entityId=6553 #J-18808-Ljbffr