51507 - Equality and Inclusion Officers

£30,208 - £37,174
3
12 Months
London
London
NATIONAL
Other
NPS Pay Band 4 London
Fixed Term
Up to March 2022 (with a possibility for extension)
Full Time
Other

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The role is responsible for delivering business change partner support to NPS Divisional Deputy Directors as directed by the System Integration team.

Summary

The system change team will be part of the central DDC team but with a matrix line into the Divisional DD. They will deliver against an agreed national change programme. An initial priority will be ensuring integration between NPS and CRC. In Wales these will include integration with Probation / Prisons and therefore solid line into HMPPS Wales.

Responsibilities, Activities and Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

Business change partner support responsibilities

  • Support the delivery of change in the Division, working to the Head of Business Strategy and Change
  • Contribute to National Probation Service change plans
  • Assist in the development of Divisional change plans
  • Mobilise change teams – even where these are virtual project teams, and ensure that they are effectively managed
  • Support key workstreams within each change project as required
  • Work alongside Divisional colleagues to plan the implementation of change plans and mitigate risks, and engaging frontline staff in continuous improvement exercises
  • Translate change plans into clear action plans
  • Develop stakeholder management plans
  • Identify key stakeholders and implement stakeholder interventions to ensure successful delivery

Use communication effectively

  • Providing information, feedback and advice
  • Influencing and persuading
  • Chair and participate in meeting using appropriate skills, styles and approaches

Enhance your own performance

  • Manage own resources and professional development

Use information to take critical decisions

  • Liaise with staff to receive, collate and analyse information, developing systems and compiling reports as necessary
  • Develop and utilise data to identify trends and take appropriate action to maintain and enhance performance
  • Implement and manage systems for the exchange of sensitive information, data and intelligence

Manage Diversity and Quality

  • Contribute to creating a culture that promotes equality and values diversity

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alternations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation scheme and shall be discussed in the first instance with the Job Holder.

Behaviours

  • Making Effective Decisions
  • Changing and Improving
  • Working Together
  • Delivering at Pace
  • Managing a Quality Service

Essential Experience

  • Experience of implementing change projects
  • Operational experience of working in a Probation setting

Technical requirements

NVQ Level 4 or equivalent in a relevant subject (or appropriate practical experience)

Microsoft: Word, Excel, Outlook, and PowerPoint (or equivalent i.e. Lotus Notes)

This post attracts a London Weighting Allowance

Over 50% of the London Probation workforce come from Black, Asian and Minority Groups with White British being a minority amongst 2,500 staff.
The multi-racial and multi-cultural offices bring lots of innovations, but we also experience an exceptionally high level of allegations about racism and bullying across racial divides. It is not a ‘Black’ and ‘White’ issue. The caseload is also one that highlights complexities of working with different groups defined as ‘BME’. We have experience of staff from different backgrounds treating people on probation in disrespectful ways due to cultural differences.

We have secured permission from CSL and Cabinet Office to carry on our work with Equality Works who have been supporting us to develop a culturally intelligent and competent workforce. This work started pre-unification and we will now provide inclusive leadership training for the London OLG. Importantly, there is evidence that former Black CRC managers were singled out during performance improvement exercises with many of them being managed out. We have to invest in developing an inclusive organisation.

This Diversity and Inclusion Strategy sets out how the Probation Service (London Region) will prioritise and embed diversity, inclusion and belonging throughout our organisation. The main source for this strategy is the HMPPS Diversity, Inclusion and Belonging Plan.
The new regional team will drive action plans and inspections as well as regional data such as the NPS London’s Campaign to Identify Vulnerable Individuals (Golden Thread Campaign) which has identified seven further groups requiring tailored services:- 1. Transgender. 2.- Ex-Armed Services personnel..3. - Care Leavers. 4. - Gypsy, Roma and Traveller. 5. Young (18-25-year olds) Black, Asian and Other Ethnic Minority Service Users. 6.- Women. 7 - . Risk of Suicide and Risk of Self-Harm. 

The E&I regional team will outline London Probation Region’s commitment to diversity and inclusion as a business imperative and that its work will be underpinned with integrity, honesty, objectivity and impartiality. This approach will be driven by regional data and involve engagement with our staff and stakeholders as well as being subject to review and accountability. 
In the short-term, the implementation of this structure will support the Roadmap to Recovery, the mobilisation of the  Probation Service, as well as the new operating model to assess, change and protect in our community and custody sentence management. The longer-term goals will be to undertake courageous strides to reimagining and redesigning our organisation by offering more bespoke offender management options for all and to offer a true sense of belonging to all its employees within the Service where it attracts and retains talented staff, increasing diversity and inclusion throughout all levels of our organisation. 
The new structure will provide value for money, as it will align E&I activity across the three districts in the region, reducing duplication. Data will be improved, thus improving our understanding of demographics and informing our commissioning cycle. Each district will be accountable of E&I outputs reporting into corporate governance and the E&I committee.

Additional Information Roles and Responsibilities

  • Attend district meetings and briefings
  • Plan and facilitate workshops and briefings
  • Communicate and promote race relation activity
  • Ensure that the E&I plan is delivered in each district
  • Provide data and demographic information to inform commissioning
  • Improve recording performance

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 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 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). 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 roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Standard working hours are 37 hours per week excluding breaks which are unpaid. 

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after ten 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 National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF).  Please visit www.gmpf.org.uk for further information.

Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.

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.

Eligibility

All candidates are subject to security and identity checks prior to taking up post

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 UKor 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

The Civil Service embraces diversity and promotes equal opportunities. 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.

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 SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

To be confirmed

25/01/2022, 23:55 hours.

If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com. Please quote the job reference - 51507.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.


Application form stage assessments

Behaviours
Making Effective Decisions - 250 word limit
Changing and Improving - 250 word limit
Working Together - 250 word limit
Delivering at Pace - 250 word limit
Managing a Quality Service - 250 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Behaviours
Making Effective Decisions
Changing and Improving
Working Together
Delivering at Pace
Managing a Quality Service

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 are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

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

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

This Vacancy is closed to applications.