6553 - Judicial Appointments Commission - Diversity Policy Manager
| Dyddiad hysbysebu: | 04 Mehefin 2025 |
|---|---|
| Cyflog: | £38,661 i £42,019 bob blwyddyn |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 20 Mehefin 2025 |
| Lleoliad: | London, UK |
| Gweithio o bell: | Hybrid - gweithio o bell hyd at 3 ddiwrnod yr wythnos |
| Cwmni: | Ministry of Justice |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 6553 |
Crynodeb
Judicial Appointments Commission – Diversity Policy Manager (HEO)
We’re looking for a Diversity Policy Manager (HEO) to implement and develop our diversity policy activities and ensure every appointment is made solely on merit, without bias and free from discrimination.
The Judicial Appointments Commission (JAC) is an independent Arm’s Length Body, responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members.
The JAC has a statutory duty to select candidates of good character for judicial office on merit, whilst having due regard to diversity in the range of people available for judicial selection. Working collaboratively with Government, the judiciary and the legal profession, we are committed to promoting diversity within the judiciary, ensuring that it better reflects the diversity of society.
The successful candidate will work with internal and external stakeholders to help develop a strong and diverse candidate pool. They will also work with colleagues across the JAC to ensure that our selection processes are fair and free from bias. With a new recruitment campaign launched every couple of weeks, it is essential that our processes are robust, inclusive and accessible.
You can read more about our work on our website.
Main responsibilities
Reporting to the Senior Stakeholder Engagement and Diversity Manager (SEO), your main responsibilities will be to:
• Under the direction of the Senior Stakeholder Engagement and Diversity Manager, provide diversity policy advice to the organisation, including diversity reviews of JAC selection materials and responding to diversity-related enquiries.
• Provide insight on target groups through analysis of data; manage diversity monitoring processes at key points during the judicial selection process; liaising with selection exercise teams to record and draw conclusions on the data.
• Work with the Stakeholder Engagement and Outreach Manager and Communications Managers to ensure insights from data are considered when designing and implementing outreach and engagement campaigns. There may also be a requirement to support the delivery of outreach and engagement campaigns for selection exercises, particularly those that have historically seen limited underrepresentation of the JAC’s target group candidates.
• Work with the Stakeholder Engagement and Outreach Manager, and wider colleagues, to regularly engage with external stakeholder organisations and networks, including within the Judicial Diversity Forum (JDF), to ensure the JAC understand the needs of our target groups.
Work with colleagues to assess, and, where appropriate, develop and enhance JAC diversity policy to ensure our processes are free from bias and remove potential barriers to specific demographic groups.
Develop and deliver training for internal audiences (JAC staff and panel members) on relevant topics e.g. the JAC’s statutory duties relating to diversity, and fair selection.
Lead and deliver projects to support the delivery of the JAC diversity strategy
Lead on the publication of the JAC’s biannual Diversity Update to showcase the range of diversity work the organisation is undertaking.
Other tasks as required can include: assisting with briefings, managing team returns such as the Management Information Pack (MIP) for the Commission Board, and any ad-hoc diversity work.
The duties/responsibilities listed above is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary.
Essential criteria
• Experience of researching, analysing, and implementing diversity-related policies using best practice and insights to create evidence based-recommendations.
• Excellent wrtten and verbal communication skills with the ability to target communications to a diverse range of audiences.
• An in-depth knowledge of UK equality legislation and experience implementing this in a workplace context.
• Ability to prioritise a busy workload and manage multiple priorities to agreed timelines whilst ensuring a high quality service.
• Good analytical skills and confidence in reviewing and analysing data.
Desirable criteria
• Knowledge of the diversity issues affecting the judiciary and legal professions.
• Knowledge and understanding of recruitment and selection processes.
What we can offer you
We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things.
Recruitment process
We’ll assess you against these behaviours during the recruitment process:
• Communicating and Influencing
• Seeing the Big Picture
• Working Together
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 2 core behaviours for this role: Communicating and Influencing (250 words max) and Seeing the Big Picture (250 words max)
We’re looking for a Diversity Policy Manager (HEO) to implement and develop our diversity policy activities and ensure every appointment is made solely on merit, without bias and free from discrimination.
The Judicial Appointments Commission (JAC) is an independent Arm’s Length Body, responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members.
The JAC has a statutory duty to select candidates of good character for judicial office on merit, whilst having due regard to diversity in the range of people available for judicial selection. Working collaboratively with Government, the judiciary and the legal profession, we are committed to promoting diversity within the judiciary, ensuring that it better reflects the diversity of society.
The successful candidate will work with internal and external stakeholders to help develop a strong and diverse candidate pool. They will also work with colleagues across the JAC to ensure that our selection processes are fair and free from bias. With a new recruitment campaign launched every couple of weeks, it is essential that our processes are robust, inclusive and accessible.
You can read more about our work on our website.
Main responsibilities
Reporting to the Senior Stakeholder Engagement and Diversity Manager (SEO), your main responsibilities will be to:
• Under the direction of the Senior Stakeholder Engagement and Diversity Manager, provide diversity policy advice to the organisation, including diversity reviews of JAC selection materials and responding to diversity-related enquiries.
• Provide insight on target groups through analysis of data; manage diversity monitoring processes at key points during the judicial selection process; liaising with selection exercise teams to record and draw conclusions on the data.
• Work with the Stakeholder Engagement and Outreach Manager and Communications Managers to ensure insights from data are considered when designing and implementing outreach and engagement campaigns. There may also be a requirement to support the delivery of outreach and engagement campaigns for selection exercises, particularly those that have historically seen limited underrepresentation of the JAC’s target group candidates.
• Work with the Stakeholder Engagement and Outreach Manager, and wider colleagues, to regularly engage with external stakeholder organisations and networks, including within the Judicial Diversity Forum (JDF), to ensure the JAC understand the needs of our target groups.
Work with colleagues to assess, and, where appropriate, develop and enhance JAC diversity policy to ensure our processes are free from bias and remove potential barriers to specific demographic groups.
Develop and deliver training for internal audiences (JAC staff and panel members) on relevant topics e.g. the JAC’s statutory duties relating to diversity, and fair selection.
Lead and deliver projects to support the delivery of the JAC diversity strategy
Lead on the publication of the JAC’s biannual Diversity Update to showcase the range of diversity work the organisation is undertaking.
Other tasks as required can include: assisting with briefings, managing team returns such as the Management Information Pack (MIP) for the Commission Board, and any ad-hoc diversity work.
The duties/responsibilities listed above is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary.
Essential criteria
• Experience of researching, analysing, and implementing diversity-related policies using best practice and insights to create evidence based-recommendations.
• Excellent wrtten and verbal communication skills with the ability to target communications to a diverse range of audiences.
• An in-depth knowledge of UK equality legislation and experience implementing this in a workplace context.
• Ability to prioritise a busy workload and manage multiple priorities to agreed timelines whilst ensuring a high quality service.
• Good analytical skills and confidence in reviewing and analysing data.
Desirable criteria
• Knowledge of the diversity issues affecting the judiciary and legal professions.
• Knowledge and understanding of recruitment and selection processes.
What we can offer you
We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things.
Recruitment process
We’ll assess you against these behaviours during the recruitment process:
• Communicating and Influencing
• Seeing the Big Picture
• Working Together
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 2 core behaviours for this role: Communicating and Influencing (250 words max) and Seeing the Big Picture (250 words max)