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Head of Team, Judicial Diversity and Inclusion – 64559
£55,720 – £64,135


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:


This position is based at RCJ, London WC2A 2LL and is eligible for hybrid working (current requirement is at least 40% of working hours each week to be spent at RCJ, and is subject to business requirements)

Overview of organisation

The Judicial Office

The Judicial Office (JO) reports to, and is accountable, to the Lord Chief Justice (LCJ) and was established in 2006 to provide support to him and to the wider judiciary following the Constitutional Reform Act 2005.  In addition, we support, and are accountable to, the Senior President of Tribunals (SPT), 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 HMCTS, the Ministry of Justice (MoJ) and others across Government as well as with the legal professions. 

See JO staff talk about working here

Overview of Judicial HR

Judicial HR

Judicial HR is accountable for delivering the right judicial office holders with the right skills, in the right place, at the right time, and supports the LCJ and SPT in their responsibilities for the welfare and conduct of the judiciary.  We also support and advise the advisory committees that carry out key functions on behalf of the Lord Chancellor in relation to the magistracy.  

We are not a typical HR team in that everything we do needs to meet the, often complex, needs of the judiciary who are office holders and not employees or Civil Servants.  This provides us with an interesting set of HR challenges.   It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets and use our HR and business insights to be curious and creative about doing things differently and continuously learn.   

The Team

The Judicial HR Diversity and Inclusion Team is one of five teams that sits within the Centre of Expertise and is responsible for developing, in consultation with senior judiciary, the strategic direction that will contribute to increased diversity within the judiciary and in supporting the judiciary to implementation of the Judicial Diversity and Inclusion Strategy (D&I Strategy). 

The team comprises the Head of Team, two senior D&I Managers (one working on strategy and evaluation and one working on initiatives, outreach and events), four D&I advisers and two D&I officers, all of whom support on the wide range of D&I initiatives and on engagement with the judicial and legal professions. The ability to be adaptable to changing circumstances or workload and a willingness to support others in the team to deliver on their objectives is important to the way in which the team works. 

The team provides expert advice to the LCJ and SPT to support their statutory duty and commitment to encourage judicial diversity.  It supports the judiciary in increasing judicial diversity in a number of ways including the running of activities, supporting (alongside external partners) judicial outreach events, advising judicial committees and networks and supporting them in their D&I work, fostering a culture of inclusion across all jurisdictions and types of judicial office-holder, and advising on and supporting embedding inclusion into wider HR policies, procedures and interventions.   There is also a key role for the team in evaluating the effectiveness of D&I initiatives to inform decision making about future work.  

The role

This is an exciting opportunity for someone with a passion for D&I and who is looking for a challenging role in a complex environment where they can make a real difference.

You will be working with the judiciary, JO colleagues, external organisations and the legal professions to increase judicial diversity and supporting the judiciary in implementation of the Judicial Diversity and Inclusion Strategy.  
A key responsibility for this role is the provision of expert advice to the LCJ and the SPT to support their statutory duty and commitment to encourage judicial diversity.  

The role supports senior judiciary in implementation of the Judicial Diversity and Inclusion Strategy and will, in due course, be responsible for providing expert advice in respect of strategic aims after 2025. 

You will directly support the senior judicial lead on D&I and the Judicial D&I Committee with subject matter expertise and advice to better understand how current activities help progress towards the diversity and inclusion agenda and in gathering the evidence and best practice that already exists elsewhere to ensure that working practices across the organisation support an inclusive culture which embraces difference.  

An important part of the role will be to ensure there is a robust evaluation framework in place to measure the impact of our interventions.

Through effective engagement with other HR and JO teams and with judicial D&I networks, you will be responsible for ensuring that the strategy is delivered across the judiciary and will work closely with the Ministry of Justice, the Judicial Appointments Commission and legal profession bodies on shared objectives in the D&I space.  

As an inclusive leader, you will inspire team members and will create an environment where everyone feels able to contribute equally.   

Responsibilities, Activities & Duties:

Provision of subject matter expertise to senior judiciary to help steer the direction and delivery of the Judicial Diversity and Inclusion Strategy.  To include:

Determining areas where greater/faster progress might be made and   help shape work by bringing forward ideas for the judiciary to consider.  

Revision of strategy going forwards from 2025

Development of the Judicial D&I strategy annual progress updates for senior judicial approval

JO lead on publication of Judicial diversity statistics, jointly produced with MoJ and legal professions.  

Secretariat for Judicial Diversity Committee, which currently meets three times a year 

Expert advice to senior judiciary and lead judge for D&I, including briefing on D&I issues affecting the judiciary

Support to the Lord Chief Justice and to the Chief Executive Officer of JO on matters relating to the Judicial Diversity Forum (JDF), including provision of briefing, expert advice and representing JO on theory of change and evaluation work being taken forward as a joint venture. 

Work strand lead for D&I initiatives commissioned by the judiciary

Interpret qualitative and quantitative research and evaluations, extracting and applying insights in order to provide support to the Lord Chief Justice and Senior President of Tribunals to meet their statutory duty and commitment to encourage judicial diversity

Advise, influence and liaise with senior judiciary, officials and representatives in MoJ, JAC, the Law Society, Bar Standards Board, Solicitors Regulatory Authority, Legal Services Board and CILEX to shape future actions to meet the aims and duties of the LCJ and SPT

Leading the D&I team through the setting of strategic direction, direct line management of 2 x SEO, including performance management and supporting development

Overall management of the judicial D&I budget

Behaviours (Success Profiles):

  • Seeing The Big Picture
  • Communicating & Influencing 
  • Delivering at pace
  • Working Together

Experience (Success Profiles)

We will assess your knowledge and experience in the following areas:


Extensive D&I expertise:

•    Demonstrable experience in using knowledge and external best      practice to generate ideas & proposals to deliver measurable change. 
•    Impact driven and solution orientated with the ability to shape D&I plans and to drive through high-quality evaluated implementation 
•    Experience of influencing others at all levels of seniority to integrate D&I principles into their own spheres or accountability
•    A deep understanding of the relationship between D&I, achieving business objectives, and retention
•    Evidence of continued professional development
•    An understanding of how developing theories of change and evaluation frameworks can be used to track impact on projects

Experience of – 
•    Interpreting data and using insight to drive decision making 
•    Building trusted relationships with senior leadership, external partners and peers across a range of business areas
•    Using excellent communication (oral and written) to communicate research, ideas, policy and practice to senior levels within organisations.
•    Working effectively across organisations to drive long-term strategic plans and to deliver strategic objectives. 
•    Managing multiple projects and priorities /competing priorities and driving through high-quality work, dealing effectively with challenges and blockages to delivery 

•    Ability to influence a diverse range and level of stakeholders, using a range of methods
•    Ability to think strategically, shape strategy and align activities with strategic aims
•    Experience of developing theories of change and evaluation frameworks to track impact on projects

 Technical (success profiles)

Essential –  CIPD level 5 qualified or equivalent experience as well as a willingness to work towards the qualification
Desirable – certification in DI, comparable to CIPD level 5 or higher

Security clearance required:


Additional Information:

The team is based in the Thomas More Building in the Royal Courts of Justice (RCJ), London.  The successful candidate will be based at the RCJ a minimum of two days a week, with opportunities for working remotely according to the requirements of the role.  There may be a need to attend meetings with the judiciary, with meetings often taking place before or after court (before 9.30am and after 4.30pm) so there will be the need for flexibility. 

This vacancy is using Success Profiles and will assess the Behaviours, Experience and Technical elements. 

Application stage
As part of the application process, you will be asked to provide a Personal Statement / Statement of Suitability in no more than 1250 words.  This statement should outline your skills, experience, and achievements, providing evidence of your suitability for the role, with particular reference to extensive D&I experience and to Technical criteria.
You will also be asked to provide information within the ‘Employer/ Activity history’ section of the application form. This is equivalent to the information you would provide on a CV, setting out your career history. 

If large volumes of applications are received, the lead criteria will be ‘extensive D&I expertise’ and ‘Seeing The Big Picture’ for the purposes of sifting. 

Shortlist stage
Shortlisted candidates will be invited to meet with the lead judge for D&I for a formal discussion.  The conversation will not result in a pass or fail decision, and instead will allow for feedback to the interview panel for any areas to explore further at interview.  It is anticipated that this discussion will take place in person at the RCJ the week of 10th October but please note that this date is subject to change. 

Feedback will not be provided at application or short-list stages.  
Interview stage 
All applicants that progress to interview will be assessed on ‘Behaviours’, ‘Experience’ and ‘Technical’ through Success Profiles, as set out above. It is anticipated that interviews will take place in person at the RCJ in the week of 17th October but please note that this date is subject to change.
 You will be asked to prepare and present a 5-10 minute presentation. The subject of this will be sent to you prior to interview.

If you would like to speak with someone about the role, please contact


£55,720 - £64,135

Additional Information

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


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.


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


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


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.


  • 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
  • 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: