25835 - Senior Manager – MoJ D&I Networks and Engagement

Purpose of the role

Underpinned by the MoJ values: Purpose, Humanity, Openness and Together, our diversity and inclusion (D&I) agenda is core to delivering ‘a world class justice system that works for everyone. The Diversity and Inclusion Team oversees and co-ordinates D&I activity MoJ wide, supporting the business to deliver local action plans, and working with key stakeholders including SCS Champions and D&I Staff Networks to drive actions that contribute to delivery of the MoJ’s D&I Strategy objectives to:

• Develop an Inclusive Workplace for all staff;
• Build a diverse workforce at every level; and
  
• Deliver fair and accessible services to all

This is alongside contributing to the wider Civil Service D&I Strategy ‘A Brilliant Civil Service – becoming the UK’s most inclusive employer’.

The role of Senior Manager - MoJ D&I Staff Networks and Engagement provides a unique opportunity to be involved in the delivery of the above. In particular, you will take the lead on delivering strategic as well as tactical activity aimed at supporting and energising the MoJ’s staff networks as well as supporting wider D&I communications planning and delivery. The work is creative, varied and rewarding.

Responsibilities

You will work collaboratively with Network Chairs, SCS champions and others to help set the strategic direction for the MoJ’s Staff Networks, ensuring they run effectively, efficiently, and with the support of HR. This is supported by a strategy for Network success, with Networks reporting performance to you as the lead. You will need to be effective at communicating our D&I priorities (both in writing and verbally) across the networks and beyond, and in facilitating cross network collaboration and activity.

Strong leadership, engagement, and organisational skills are important in this role along with a good understanding of and commitment to equality, diversity and inclusion and experience of project management, building and managing stakeholder relationships and effective communications planning and delivery.

The key accountabilities of the role are outlined below. However, this is an overview of the role and is not exhaustive.

Key Responsibilities

• Improving the visibility of the Networks by creating a communications plan and brand, liaising with the communications lead in the team and contributing to wider written communications briefs;
• Supporting Network chairs to develop compelling membership propositions and strong committees;
• Developing, introducing or leading training and learning interventions to develop Network Chairs’ capability and capacity to deliver;
• Encouraging cross Network collaboration on events, interventions and activities;
• Improving the experience of staff who have joined Networks, including stepping in and having difficult conversations with Network chairs if the Network is not performing as well as it could;
• Collaborating with wider MoJ networks to ensure collegiate working and sharing of best practice;
• Acting as key point of contact for all D&I Staff Networks;
• Monitoring a Network’s budget, ensuring appropriate spend within financial guidelines; and
• Building relationships with wider Civil Service colleagues / networks to drive forward the MoJ and Civil Service D&I priorities

Knowledge, Skills and Behaviours

To be successful in your application, you must be able to evidence the following criteria:

• Working knowledge of equality, diversity and inclusion (ED&I) related issues / agendas;
• Practical experience of project management including monitoring performance and demonstrating impact;
• Strong communications planning and engagement skills with ability to write clear, engaging briefs and manage a range of stakeholders;
• Excellent interpersonal skills with ability to inspire confidence, build enthusiasm for change
• Good influencing and negotiating skills - ability to challenge constructively to achieve outcomes;
• Strong organisation skills with the ability to manage own workload and help team members meet stretching targets and strict deadlines;
• Cultural and political awareness particularly with regard to ED&I issues and sensitivities; and
• Ability to monitor a budget.

Previous experience of working in Diversity & Inclusion is desirable but not essential. However, you must be comfortable familiarising yourself swiftly with basic Equalities legislation, and Diversity and Inclusion issues, trends and best practice.

About you:

• You’re enthusiastic, interested to work on the D&I agenda and have experience of effective stakeholder relationship management;
• You work well under pressure to meet tight deadlines;
• You’re a proactive individual with a high degree of organisational ability, attention to detail and manages time effectively.
• You have excellent written and oral communication skills showing precision, tact and a keen use of language suitable for the target audience.

Civil Service Competencies

We'll assess you against these competencies during the selection process, if we receive a large number of applicants we will sift using the top two competencies:

Leading and communicating

• Continually communicate with staff, helping to clarify goals and activities and the links between these and Departmental strategy
• Recognise, respect and reward the contribution and achievements of others, valuing difference
• Communicate in a straightforward, honest and engaging manner with all stakeholders and stand ground when needed
• Communicate using appropriate styles, methods and timing, including digital channels, to maximise understanding and impact
• Promote the work of the Department and play an active part in supporting the Civil Service values and culture
• Role model enthusiasm and energy about their work and encourage others to do the same

Collaborating and partnering

• Establish relationships with a range of stakeholders to support delivery of business outcomes
• Act as a team player, investing time to generate a common focus and genuine team spirit
• Actively seek input from a diverse range of people
• Readily share resources to support higher priority work, showing pragmatism and support for the shared goals of the organisation
• Deal with conflict in a prompt, calm and constructive manner
• Encourage collaborative team working within own team and across the Department

Building capability for all

• Identify and address team or individual capability requirements and gaps to deliver current and future work
• Identify and develop all talented team members to support succession planning, devoting time to coach, mentor and develop others
• Value and respond to different personal needs in the team using these to develop others and promote inclusiveness
• Proactively manage own career and identify own learning needs with line manager, plan and carry out work-place learning opportunities
• Continually seek and act on feedback to evaluate and improve their own and team’s performance

Delivering at pace

• Successfully manage, support and stretch self and team to deliver agreed goals and objectives
• Show a positive approach in keeping their own and the team’s efforts focused on the goals that really matter
• Take responsibility for delivering expected outcomes on time and to standard, yet allowing the teams space and authority to deliver objectives
• Plan ahead but reassess workloads and priorities if situations change or people are facing conflicting demands
• Regularly monitor own and team’s work against milestones or targets and act promptly to keep work on track and maintain performance
• Coach and support others to set and achieve challenging goals for themselves

Please note:

• Feedback is not available for candidates not invited to interview.
• Those invited to interview will be required to undertake a short written exercise