Title: Head of Diversity &Inclusion and CSR

Location: London or Newcastle

Salary £75,000 – £80,000 (a higher salary may be available for exceptional candidates) plus civil service pension

Hours: Flexible working and part time hours will be considered as well as hybrid working patterns.

Please note, we are not able to sponsor work visas or accept temporary visas as we are looking to hire on a permanent basis. Please contact kevin.carey@nao.org.uk should you have any questions on your nationality eligibility.

The NAO has set an aspiration to be an exemplar organisation in diversity and inclusion (D&I). D&I is a key strand of our business strategy which impacts all functions and service lines. The importance we place on creating a fair and inclusive work environment is reflected in our corporate value of inclusion and respect.

The newly created Head of Diversity & Inclusion and CSR plays a lead role in developing and implementing our D&I agenda. We are looking to strengthen our D&I offering and take the NAO to the next level.

The postholder must have extensive experience of D&I strategy development and implementation, detailed knowledge of D&I best practice while leading and managing a team focussed on supporting the delivery of key strategic initiatives. They will also demonstrate the ability to engage effectively and persuasively at senior levels of the business and develop effective networks within and beyond the organisation. The role requires the ability to challenge our current ways of working, culture, behaviours and attitudes to make way for innovative and new ideas.

Together with the Chief People Officer (CPO), the postholder will work with the Director of HR Operations, Director of L&D, Head of HR Business Partner and Head of Organisational Development as the senior management team for the People function.

Responsibilities

The key responsibilities of the role include the following:

• Enhance the D&I maturity in the organisation by designing and implementing a ‘built-in ’strategy as opposed to ‘bolt-on’ initiatives, leading to inclusion being embedded in everything the organisation does.

• Oversee the development and delivery of the D&I Strategy and NAO’s four action plans focussed on race, disability, social mobility and inclusion. This includes design and implementation of impactful D&I initiatives to meet the ambitious objectives.

• Develop elements of the HR and People strategy and ensure these align to the wider corporate strategy. This involves taking the lead on major projects, shaping the outcome, and reviewing and responding to challenge from the Executive Team and the Diversity and Inclusion Operational Committee.

• Deliver significant improvements in staff engagement scores around feeling included, safe, and welcome at work.

• Take responsibility for autonomously managing cross-functional, multi-stakeholder projects.

• Lead the development of plans to improve workforce diversity and inclusive culture. This includes overseeing the NAO’s diversity recruitment programmes monitoring success and driving improvements to have a positive impact on our recruitment, with a specific focus on graduate diversity.

• Actively horizon scan and keep abreast of external developments which may impact on the work of the HR team or the wider NAO and take action to respond to them. Keep existing work and focus areas under ongoing review to identify arising needs and integrate wider talent and people initiatives to improve diversity, inclusion and belonging.

• Ensure the NAO is well placed to meet its aspiration to be exemplar in D&I and CSR by providing expert advice, insight, support and training to the business and senior leadership as appropriate.

• Deliver on all external reporting requirements including developing the D&I Strategy and publishing the annual D&I report and equality data to ensure we meet our commitment to the Public Sector Equality Duty.

• Meet corporate reporting requirements including regular Board and Executive Team updates covering risks, scorecard measures, organisational development and people planning.

• Develop expertise, grow professional networks and remain relevant in all aspects of the D&I space through attendance at external events/networking and effective personal development initiatives.

• Define a clear CSR Strategy aligned with the organisation values and objectives. Develop and implement CSR initiatives and report to the Executive team on them, highlighting achievements and areas for improvement.

• Engage with external stakeholders, including customers, partners, and community organizations, to advance D&I and CSR goals.

• Provide leadership and coaching to the HR D&I team, ensuring they have the skills and knowledge to deliver effective support to the wider business.

Relationships and accountability

Report directly to the CPO and work closely with other members of the senior management team for the People function.

Work with internal and external comms, design, digital services, the practice & quality teams, People Development Directors, and Executive Directors (all of whom are sponsors of one of the diversity networks) and external specialist partners such as Business Disability Forum and Inclusive Employers to support organisational diversity and inclusion projects and strategies.

Build and maintain strong relationships with diversity networks and other diversity groups, working collaboratively to identify needs, develop solutions and promote engagement across the office.

Managing a team of three people including HR Specialists and Senior HR Advisors and budgets comprising in total £60K annually.Edit Responsibilities

Skills required

Person specification

The successful candidate will be able to demonstrate the range of behaviours from our Framework of Behaviours, and the following criteria:

• Proven track record in developing and executing D&I initiatives, combined with experience of translating analysis and evaluation into continuous improvement, focused on outcomes to meet business needs.

• Specific experience on designing and delivering programmes focused on Inclusive Leadership and on improving the experience of inclusion in the organisation.

• Ability to understand intersectionality, how it is presented in organisational data, and experience in designing appropriate D&I interventions.

• Track record of using data and insights derived from data to drive new D&I initiatives.

• Strong project management skills and change management skills.

• Confident communicator, who can articulate the benefits and business case for what Diversity and Inclusion work adds to an organisation.

• Ability to challenge and have difficult conversations with staff at all levels, including senior staff. Serve as a subject matter D&I expert and act as a constructive challenger and influencer to the C&AG and Executive Team, fostering wider perspectives and providing solutions which address core issues.

• Excellent written and verbal communication skills with focus on writing annual reports and presenting them to senior stakeholders.

• Experience in designing and delivering D&I training for employees at all levels, with strong facilitation skills.

• Track record of working directly with managers and teams to address inclusion issues (hence the difficult conversations skill needed).

• Ability to build relationships, both with the networks to increase the networks’ influence across the NAO, and other areas of HR to hold their processes to account for D&I outcomes and influence to change.

• Experience of contributing to and partnering with Comms professional in both internal and external communications strategy for D&I & CSR.

• Strong problem-solving skills with ability to make practical decisions, assess risk, draw on latest thought leadership and industry research to lead on strategic decisions which support the NAO’s D&I strategy and wider people agenda.

• Ability to manage complexity, ambiguity and conflicting stakeholder demands by applying pragmatism in difficult situations and taking a robust and clear approach when faced with opposing views.

• Ability to deal with sensitive issues, flexibility to embrace multiple viewpoints, and build a climate of trust and respect.

• Proactive in seeking feedback and incorporating it into their work.

• Proactive in identifying improvements in how we do things and opportunities to add value.

• Strong team leadership, managing performance and development of others to get the best from the team, leading by example, delegating work appropriately and supporting others to deliver at their best.

• A strong focus on continuous professional development.

Application and Selection process

To apply please register on our website and provide the following:

• An up-to-date CV

• Covering letter setting out briefly why you are suitable for the role (word limit: 1,000 words)

Shortlisted candidates will be invited to an interview which we expect to take place w/c 18 November 2024. There will be a two stage interview process.

Disability and Reasonable adjustments

Applicants with a disability who wish their application to be considered under the Disability Confident scheme should confirm this when submitting their application. Under this scheme we guarantee an interview to an applicant with a disability who meets the minimum requirements for the role. You should also let our HR team know if you wish us to consider any Reasonable Adjustments at any stage of the process (HRServiceDesk@nao.org.uk)

The NAO has an active commitment to diversity and inclusion. Whilst we welcome applications from all candidates who can meet the role requirements, we would particularly encourage applications from individuals from black and minority ethnic backgrounds and from women, who are currently under-represented at senior levels.

The closing date for applications with be on Sunday 10 November at 11.55pm.

UK National Audit Office jobs

Head of Diversity & Inclusion and CSR