Role title:

Diversity and Events Officer

Team/Directorate:

Judicial Office HR Diversity and Inclusion Team

Overview of the Judicial Office

This is standardised wording and cannot be amended.

The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005.

In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

We are an Arm’s Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.

See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlv

Overview of the team

The Judicial Office HR Diversity & Inclusion Team is responsible for supporting the delivery of diversity and inclusion within the judiciary, through the delivery of the Judicial Diversity and Inclusion Strategy. The team works collaboratively across Judicial Office HR and with external stakeholders to promote equal opportunities and foster an inclusive culture in the Judiciary. The team works closely with the lead judge for diversity and inclusion as well as a number of volunteer roles across the judiciary.

Key areas of focus include:

Supporting initiatives that meet the objectives of the Judicial Diversity and Inclusion Strategy and the Judicial HR Business Plan.

Managing the administration of the Judicial Outreach Mentoring Scheme (JOMS), Judicial Reverse Mentoring Scheme (JRM) and administrative support for judicial office holders who volunteer as Diversity and Community Relations Magistrates and Judges (DCRM/Js) etc.

Building relationships with judicial office holders, legal professionals, and partner organisations to encourage participation and feedback.

Collecting and analysing data to monitor progress, identify trends, and inform continuous improvement.

Hybrid Working Requirement

This is standardised wording and cannot be amended.

This position is eligible for hybrid working (current minimum requirement for time spent at base location is 60%, which is subject to business requirements).

The role is London based (Royal Courts of Justice)

Summary of the role

The Executive Officer (EO) role provides essential administrative and operational support to the Judicial Office HR Diversity & Inclusion (D&I) Team.

The role delivers efficient processes, accurate record-keeping, and timely stakeholder communication, contributing to the delivery of the Judicial Diversity and Inclusion Strategy. The role will work across the team to deliver the work of the strategy. This will include some out of hours work and travel to events inside and outside of London.

Responsibilities,

Activities & Duties:

Mailbox & Correspondence Management: Manage shared mailboxes, respond to routine queries, and draft professional responses for example for JOMS-related correspondence.

Administration of schemes managed by the team: for example, conduct eligibility checks for JOMS, prevent duplicate applications, match mentors and mentees within deadlines, and maintain accurate records for reporting.

In-person events support: Supporting the delivery of in-person engagement events and conferences. Some of these will be outside of usual office hours and may involve overnight stays away from London (though the latter is rare).

Database & Website Maintenance: Update and maintain published web content, ensuring accuracy and usability, for example for the Judicial Careers Portal.

Stakeholder Engagement: Follow up with mentors and mentees and others as appropriate to meet deadlines and maintain clear records on SharePoint.

Data & Reporting: Produce monthly progress reports, analyse feedback data, and escalate anomalies promptly.

Knowledge Development: Build understanding of D&I legislation and policy; identify relevant training opportunities.

Team Contribution: Support ad hoc tasks and contribute to wider Judicial HR and D&I initiatives.

Time Management: Maintain accurate work records and calendars; plan core hours effectively.

Essential Knowledge, Experience and Skills

Strong organisational and administrative skills with attention to detail.

Ability to manage multiple priorities and meet deadlines.

Excellent written and verbal communication skills.

Proficiency in Microsoft Office and SharePoint.

Experience in data handling and reporting.

Ability to work collaboratively and escalate issues appropriately.

Ability to identify process improvements and contribute to service development.

Desirable Knowledge, Experience and Skills

Understanding of diversity and inclusion principles and legislation, and best practice.

Experience in managing mentoring or outreach programmes.

Familiarity with judicial processes or public sector HR.

Behaviours (for Recruitment/Success Profiles):

Managing a Quality Service

Seeing the Big Picture

Assessment process at application

A 750 word personal statement outlining evidence of the essential criteria and the two behaviours being assessed which are Seeing the Big Picture and Managing a Quality Service. The two behaviours should be covered in separate examples within the statement and incorporate the essential criteria

Assessment process at interview

Three behaviours:

Managing a Quality Service

Seeing the Big Picture

Leadership

Security clearance required:

Select one of the below.

(this will be determined by the location)

• DBS

• CTC

• SC

• DV

Please note:

Central Government policy dictates that applicants for National Security Clearance must be a resident in the UK for these minimum periods:

• CTC - 3 years

• SC - 5 years

• DV - 10 years