6553 - Judicial Appointments Commission - Diversity Policy Manager

General Information

Descriptions & requirements

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:

[email protected]

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC Recruitment Team:

[email protected]

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

• A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]);
• To Ministry of Justice Resourcing team ([email protected]);
• To the Civil Service Commission (details available here)

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & 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 and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) https://www.gov.uk/settled-status-eu-citizens-families
• 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) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 6553

HMPPS:

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 6553

If after reading this job description you require any further information, please contact Rachael Worthington, Senior Stakeholder Engagement and Diversity Manager:

[email protected]

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC Recruitment Team:

[email protected]

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