Regional Equalities Manager

The Equality Manager will create regional equalities strategies that are aligned with the Probation Workforce Equality, Diversity, Inclusion and Belonging strategy and the HMPPS Diversity and Inclusion strategy. The job holder will be the main point of contact to advise on equality matters in the region and will take action to support the regional leadership team to deliver positive outcomes for staff and people on probation. The Equality Manager will be supported by an Equality Officer whom they will line manage. Responsibilities, Activities & Duties The job holder will be required to carry out the following responsibilities, activities and duties:

• Responsible for ensuring Equality Analyses are completed correctly and sharing guidance with regional stakeholders completing the analyses.
• Responsible for developing the regional equality strategy and monitoring the progress and completion of actions identified in the strategy.
• Responsible for advising the regional leadership team of any changes to equalities legislation to ensure the region is meeting its legal obligations.
• Supporting disciplinary actions or grievances that have a D&I dimension and advising HR and Trade Unions on equality and diversity matters where appropriate.
• Chair regional equalities committees and forums, providing direction to ensure progress against action plans and shared ownership of building a diverse and inclusive culture. Also, attend national equalities forums to represent the region and disseminate information regionally and engage with leaders where there are equalities actions to implement.
• Support regional staff network leads representing staff with protected characteristics to ensure awareness of current initiatives, compliance with legislation and policy and promote best practice.
• Responsible for managing budgets to deliver specific equalities projects; where funding is allocated nationally and regionally, the postholder will ensure funds are spent in support of delivering specified equalities activities and outcomes.
• Lead on creating a regional D&I communications plan linked to national and international cultural and religious events and history celebration months for different groups and create and deliver awareness sessions.
• Networking with external groups and engage them in supporting EDIB events.
• Offer support to staff through wellbeing initiatives, hosting safe space forums, and signposting to support networks that are available, such as PAM Assist and wellbeing champions.
• Using data analysis to identify trends to support development of local strategies, making them relevant and evidence based and highlight risks to regional compliance and ensuring adherence to data protection legislation.
• Lead relevant training and induction events when required.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or, (where specified in Wales) Welsh. The duties/responsibilities listed above describe the post as it is at present and 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. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder., The Regional Equalities Manager will join a small team working across Wales to delivery equality, diversity and inclusion (EDI) and Welsh language priorities. The postholder will report to the Senior Diversity and Inclusion Manager, and their remit will include work across both prison and probation services. The postholder will be responsible for supporting EDI work specifically related to People and Culture, working closely alongside the Regional Equalities Manager responsible for Operational Support. The postholder will also be expected to regularly deliver relevant training to staff across the organisation. 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. Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy., A sift based on the lead behaviour, Seeing the Big Picture, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered. Behaviours Application Form Question Word Limit 250 Working Together Leadership Communicating and Influencing Experience We will assess your experience for this role via the following methods Statement of Suitability Evidence of Experience Statement of SuitabilityInterview stage assessments Interview Dates Interviews expected to be held Early August 26 Behaviours Changing and Improving Making Effective Decisions Seeing the Big Picture Developing Self and Others Strengths Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here. Level of security checks required DBS Standard


• Changing and Improving
• Working Together
• Making Effective Decisions
• Seeing the Bigger Picture
• Leadership
• Communicating and Influencing
• Developing Self and Others
Ability
• Working knowledge of Microsoft Office 365 applications including MS Teams, Outlook, PowerPoint and Excel.
• Strong communication skills.
• Strong presentation skills.
• Ability to analyse and interpret data.
• Ability to work decisively and constructively with staff at all levels.
Experience Essential:
• Demonstrate experience of working in an equalities focused role.
• Demonstrate experience providing a wide range of business support services.
• Demonstrate experience of managing others.
• Demonstrate experience ensuring and maintaining quality for a wide range of management activities.
• Enhanced knowledge of the Equality Act 2010.
Desirable:
• Experience of working in Probation or a similar setting.
Technical
• NVQ Level 4 or equivalent in a relevant subject (or appropriate practical experience).
  
  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, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis Pension The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF). Please visit www.gmpf.org.uk for further information. Please note: Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme. Training The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities. 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. Eligibility All candidates are subject to security and identity checks prior to taking up post 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 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 www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• 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
• To Transformative Business Services (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)
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 TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos. Diversity & Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy. A Great Place to Work for Veterans The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces. For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans Redeployment Interview Scheme Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.