Overview
We are making good progress building the evidence of what works within and around youth justice to reduce violence. This year, in conjunction with the Centre for Justice Innovation, we published Diversion Practice Guidance and have recently launched our new self‑evaluation tool for diversion practice (ORPIC). But the big risk is that we publish these resources and nothing changes. That’s where you come in. Your role is to work out the best way to make this change happen by getting youth justice services (YJSs) and police forces to adopt evidence‑based practice through our new change programme: the Whole Area Model (WAM). WAM helps police forces and youth justice services strengthen diversion practices by aligning their work with the 7 C’s: Culture, Contact, Custody, Criteria, Collaboration, Care and Checks.
Responsibilities
Supporting the delivery of the Whole Area Model through activities such as:
Facilitating completions of diversion self‑evaluations with youth justice services and police forces.
Delivering training to youth justice, police and other relevant agencies about the evidence base or specific areas of diversionary practice and governance (e.g., scrutiny panels).
Supporting the ongoing development of a National Diversion Network, which will contribute to a wider repository of diversion resources and evidence.
Identifying and creating practical resources which help youth justice professionals and police officers put evidence into practice.
Developing great relationships with senior leaders, youth justice workers and police officers, generating a strong understanding of key issues and needs in relation to youth justice matters, and building credibility and trust with the sector.
Working out other effective ways to connect people with the evidence, then making those things happen, from virtual learning events to presentations.
Building a culture where it is natural to perform well and support colleagues brilliantly.
Application Questions
What personal and professional experiences shape your understanding of the youth justice sector and its role in preventing youth violence? (max 400 words)
Can you describe a time when you successfully supported youth justice partnership leaders to improve their practice or systems? Please be specific about the scale and context of your involvement. (max 400 words)
Describe your experience improving diversion for children. What actions did you take, what impact did they have, and what did you learn? (max 400 words)
Interview Process
This will likely be a one‑stage interview process. Interviews will take place the week of 26th January 2026. Please note: We do not sponsor work permits and you will be required to provide proof of your eligibility to work in the UK. All appointments will be made on merit, following a fair and transparent process. In line with the Equality Act 2010, however, the organisation may employ positive action where candidates from underrepresented groups can demonstrate their ability to perform the role equally well.
Benefits
£1,000 professional development budget annually
28 days holiday plus
We are making good progress building the evidence of what works within and around youth justice to reduce violence. This year, in conjunction with the Centre for Justice Innovation, we published Diversion Practice Guidance and have recently launched our new self‑evaluation tool for diversion practice (ORPIC). But the big risk is that we publish these resources and nothing changes. That’s where you come in. Your role is to work out the best way to make this change happen by getting youth justice services (YJSs) and police forces to adopt evidence‑based practice through our new change programme: the Whole Area Model (WAM). WAM helps police forces and youth justice services strengthen diversion practices by aligning their work with the 7 C’s: Culture, Contact, Custody, Criteria, Collaboration, Care and Checks.
Responsibilities
Supporting the delivery of the Whole Area Model through activities such as:
Facilitating completions of diversion self‑evaluations with youth justice services and police forces.
Delivering training to youth justice, police and other relevant agencies about the evidence base or specific areas of diversionary practice and governance (e.g., scrutiny panels).
Supporting the ongoing development of a National Diversion Network, which will contribute to a wider repository of diversion resources and evidence.
Identifying and creating practical resources which help youth justice professionals and police officers put evidence into practice.
Developing great relationships with senior leaders, youth justice workers and police officers, generating a strong understanding of key issues and needs in relation to youth justice matters, and building credibility and trust with the sector.
Working out other effective ways to connect people with the evidence, then making those things happen, from virtual learning events to presentations.
Building a culture where it is natural to perform well and support colleagues brilliantly.
Application Questions
What personal and professional experiences shape your understanding of the youth justice sector and its role in preventing youth violence? (max 400 words)
Can you describe a time when you successfully supported youth justice partnership leaders to improve their practice or systems? Please be specific about the scale and context of your involvement. (max 400 words)
Describe your experience improving diversion for children. What actions did you take, what impact did they have, and what did you learn? (max 400 words)
Interview Process
This will likely be a one‑stage interview process. Interviews will take place the week of 26th January 2026. Please note: We do not sponsor work permits and you will be required to provide proof of your eligibility to work in the UK. All appointments will be made on merit, following a fair and transparent process. In line with the Equality Act 2010, however, the organisation may employ positive action where candidates from underrepresented groups can demonstrate their ability to perform the role equally well.
Benefits
£1,000 professional development budget annually
28 days holiday plus
