Are you OK with cookies?

We use small files called ‘cookies’ on jobs.justice.gov.uk to give you the best experience on our site. Some are essential to make the site work, and some help us understand how people use the site so that we can improve your experience. You can choose to turn off the non-essential cookies. Which cookies are you happy for us to use?

Strategy

Judicial Appointments Commission- Senior Stakeholder Engagement and Diversity Manager – 41649
£36,798 - £47,591
London

Apply BACK TO SEARCH

We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity

About the JAC

The Judicial Appointments Commission (JAC) is an independent public body, established in April 2006, to select judges in the courts and tribunals, and non-legal tribunal members. The JAC selects judicial candidates through fair and open competition, encouraging a wide range of quality candidates to apply for the posts that it advertises.

The JAC is responsible for designing, planning and running recruitment campaigns to select judicial office holders up to and including High Court Judges. We have a statutory duty to select solely on merit, while keeping our selection processes open to the widest range of applicants. We are committed to attracting applicants from as wide a field as possible and work closely with a range of organisations to promote vacancies to eligible candidates. We launch a new campaign for judicial posts every one to two weeks.

These range from high volume campaigns for ‘entry level’ posts, attracting upward of 2,000 applicants, to small campaigns for senior roles, attracting a handful of highly qualified people.

Though located at Clive House, Petty France, London, SW1H 9AJ, JAC staff are currently working remotely, at home, unless there are clear business or personal reasons for attending the office. While we expect this may continue for a few more months, it will be necessary for the successful postholders to work at the JAC location regularly once colleagues return to the office.

We offer a range of benefits including an attractive annual leave allowance, flexible working and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives. More is on our website: http://judicialappointments.gov.uk

Role

We are looking for a Senior Stakeholder Engagement and Diversity Manager (SEO) to join the Diversity and Engagement team within the Strategy and Policy division. This is a key role in a vital public body that delivers complex and constitutionally sensitive work at pace. You will support the Commission to select new judges of the highest quality, from a wide range of backgrounds by:

  • coordinating effective engagement with the full range of JAC stakeholders

  • working directly with our partner organisations to develop a strong and diverse candidate pool,

  • ensuring that selection processes are fair and free from bias, and

  • monitoring and providing insight into the progress of target groups who are currently underrepresented among the judiciary.

Main responsibilities

This role works with colleagues across the Diversity and Engagement (D&E) Team to support the creation of a judiciary that better reflects the society it serves. The role is exciting and varied and the successful candidate will work with senior members of the JAC including the Commission Board members as well as our key external partners and stakeholders in the legal sector. Reporting to the Head of Diversity and Engagement, your responsibilities will include:

  • Work with communications colleagues and stakeholders to support the development and delivery of a programme of outreach, ensuring that activity is appropriately targeted, effective and attracts a broad range of high-quality candidates

  • Oversee liaison with external stakeholders to arrange JAC attendance at outreach events, draft content for outreach briefings, prepare materials for use at outreach events and deliver presentations where appropriate

  • Work with partners in the legal professions and Judicial Office to support a coordinated approach to candidate development programmes and other diversity initiatives, and with JAC colleagues to develop new resources for potential candidates to familiarise themselves with the selection process • Provide secretariat and policy support – including drafting policy papers – to the Judicial DiversityForum(JDF), chaired by the JAC Chairman Lord Kakkar and attended by the Lord Chancellor and Lord Chief Justice.

  • Work, in conjunction with the policy team, to quality assure selection exercise materials for all selection exercises by ensuring that they are fair and accessible to candidates from all backgrounds

  • Work with the Head of Diversity and Engagement to develop and implement policies and approaches to promote diversity within the judiciary, taking a lead on specific projects. Work with the HR team to promote equality and diversity for JAC staff.

  • Oversee analysis on the progression of target groups through the selection process, utilising information from outreach, dry runs of test materials, complaints and candidate surveys, where appropriate

  • Sharing best practice and other information about judicial appointments with stakeholders such as the Senior Salaries Review Body (SSRB) and international jurisdictions, working alongside judicial statisticians

  • Line Management of one member of staff

Recruitment process details

Behaviours

We’ll assess you against these behaviours during the recruitment process:

  • Changing and Improving

  • Working Together

  • Communicating and Influencing

  • Seeing the Bigger Picture

You should have experience in the following areas.

  • Experience of engaging and communicating confidently with senior staff, building constructive relationships with a variety of internal and external partners and other stakeholders

  • Excellent written and verbal communication skills and ability to target communications to a range of audiences

  • Strong attention to detail

  • Working knowledge of equality legislation and a commitment to the JAC’s principles aimed at promoting equality and diversity

  • Strong IT skills, especially MS Word, MS Teams and Excel and the ability to quickly develop the skills to work with new IT solutions.

  • Knowledge of the legal sector and the diversity issues affecting the judiciary and legal professions

  • Experience of stakeholder engagement or diversity policy in a public sector organisation

  • Experience of diversity monitoring data collection and analysis

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 4 core behaviours for this role (Changing and Improving, Collaborating and Partnering, Communicating and Influencing and Seeing the Bigger Picture)

The closing date is Friday 12th March 2021.

Sift

Applications will be sifted based on the CV and two of the above Behaviours: ‘Collaborating and Partnering’ and ‘Communicating and Influencing’.

Interview

Interviews will take place in the week commencing 22nd March 2021. Interviews will be conducted remotely normally via Microsoft Teams.

At interview you we will assess you against the four behaviours, your CV and statement of suitability. You can find out more about behaviours and strengths.

Applicants invited for interview will 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.  

Additional Information

If after reading this job description you require any further information, please contact Jessica Prandle, Head of Diversity and Engagement:

Jessica.Prandle@judicialappointments.gov.uk.

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

Khayla.Omowale@judicialappointments.gov.uk

Ian.Thomson@judicialappointments.gov.uk

Working Arrangements & Further Information

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.

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.

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 any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

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.

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

1-      To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am – 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);

2-      To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk);

3-      To the Civil Service Commission (details available here)

The Civil Service embraces diversity and promotes equality of opportunity.

There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.

Grading Structure Review

The Ministry of Justice is currently undergoing a review of posts which are currently graded at Band A to realign our grading structure with the majority of the wider Civil Service.

Posts advertised at Band A may be graded at either Grade 6 or Grade 7 once the review has taken place.