Job title: Diversity & Inclusion Manager Grade: PO 5 Role code: EBC0470 Status: Police Staff Main purpose of the role: Develop, co-ordinate and implement the Forces Diversity & Inclusion Strategy, ensuring that the strategy is innovative, adopts best practice and is aligned the forces culture, mission, vision and values service delivery expectations and police and crime plan. This will include ensuring that the force is compliant with relevant legislation and best practice to continue to enhance services provided to victims, witnesses and diverse communities throughout Essex. Main responsibilities: - Oversee and co-ordinate key diversity & inclusion work streams, including developing, monitoring and updating the Forces Diversity & Inclusion Strategy to ensure that Essex Police provides a service which is accessible by all communities and continues to enhance workforce representation to ensure that the workforce truly represents the communities served. The role will have strategic responsibility on behalf of the Head of HR for providing support and direction to internal staff support associations working closely with the forces independent advisory group. - Design, develop, implement and promote innovative diversity and inclusion initiatives to progress and improve the Forces diversity and inclusion practices, including developing staff and contributing to the development of policies (both internal and external), in order to ensure that policies and procedures comply with legislation and maintain a high commitment to innovative diversity & inclusion. - Represent the Force externally on diversity related matters at events/meetings in order to improve external consultation/partnership working and community involvement. This includes reviewing and resolving strategic issues involving minority communities and developing the forces approach to diversity, inclusion, people development and positive action. - Develop, monitor and update the Forces equality duty programme ensuring that objectives, policies and practices are reviewed, developed and enhanced as necessary. - Design, develop and deliver strategic interventions in respect of diversity and inclusion issues developing a range of programmes and initiatives which influence community
relations, people development, recruitment, retention and progression, in order to promote the forces commitment to diversity and inclusion issues. - Provide expert guidance and interpretation of employment legislation and conditions of service as they affect Diversity and Inclusion issues to managers and staff, including all matters relating to the Equality Act, in order to continue to enhance the diversity of the workforce. - Research, prepare reports and manage Diversity & Inclusion related project work as required, designing to enable the development and promotion of effective human resources policies, practices and procedures. - Develop an overarching knowledge and response capability on behalf of the Force to ensure that all diversity and inclusion issues (both internal and external) are dealt with in a timely and appropriate manner, supporting and guiding senior officers / staff on matters relating to enhancing the wider force diversity and inclusion objectives. - Provide advice and support to leaders in relation to Diversity & Inclusion issues, which have the potential to impact on the community or operational policing, disseminating information and providing advice and guidance in relation to best practice, as well as assisting with building working relationships within the community and relevant organisation and partnership agencies, in order to enhance the standing of Kent Police within the community. - Lead, develop and co-ordinate initiatives which support Essex Police in enhancing all aspects of Diversity& Inclusion (both internally & externally) ensuring these are aligned the forces culture, mission, vision and values. - October 2017 Vetting level: Recruitment Vetting (RV) Necessary experience: The Diversity & Inclusion Manager will be a qualified member of the Chartered Institute of Personnel and Development, or will hold an equivalent level HR qualification or experience, preferably with corporate membership status. A proven track record of leading a Diversity & Inclusion function at a senior level is essential, as is experience of leading the development and implementation of organisational wide diversity and inclusion strategies. Substantial experience of advising board level executives and partners in respect of strategy and policy development and resolving complex people related problems is essential. Given the expectations placed on this post holder to design and deliver on a range of high level, long terms strategic aims it is likely that they will require 5-7 years post qualified or equivalent experience to have gained the range and depth of knowledge, skills and abilities required to fulfil the remit. The post holder will be a motivated individual, with high-level leadership, interpersonal innovation, presentation and influencing skills. The post holder will also need a lively, creative and genuine interest in all matters relating to diversity.
The Diversity & Inclusion Manager will possess an expert and comprehensive awareness of diversity and inclusion issues and a good understanding of the challenges facing the police service. The post holder will also possess a positive attitude, providing pragmatic solutions to both operational and strategic problems. It is essential that the post holder will be able to work under minimal supervision maintaining their own motivation at all times. In addition as part of the wider HR SLT the post holder will be required to cover force level meetings representing the Head of HR across a range of HR areas as required. This post will report directly on delivery to the Deputy Chief Constable, will be line managed by the Head of Human Resources with a joint accountability to the Deputy Chief Constable, therefore the ability to operate strategically and deliver high levels of strategic thinking is essential. Behaviours: Analyse Critically (Level 3) I balance risks, costs and benefits associated with decisions, thinking about the wider impact and how actions are seen in that context. I think through 'what if' scenarios. I use discretion wisely in making decisions, knowing when the 'tried and tested' is not always the most appropriate and being willing to challenge the status quo when beneficial. I seek to identify the key reasons or incidents behind issues, even in ambiguous or unclear situations. I use my knowledge of the wider external environment and long-term situations to inform effective decision making. I acknowledge that some decisions may represent a significant change. I think about the best way to introduce such decisions and win support. Collaborative (Level 3) I am politically aware and I understand formal and informal politics at the national level and what this means for our partners. This allows me to create long-term links and work effectively within decision-making structures. I remove practical barriers to collaboration to enable others to take practical steps in building relationships outside the organisation and in other sectors (public, not for profit, and private). I take the lead in partnerships when appropriate and set the way in which partner organisations from all sectors interact with the police. This allows the police to play a major role in the delivery of services to communities. I create an environment where partnership working flourishes and creates tangible benefits for all. Deliver, Support and Inspire (Level 3) I challenge myself and others to bear in mind the police service's vision to provide the best possible service in every decision made. I communicate how the overall vision links to specific plans and objectives so that people are motivated and clearly understand our goals. I ensure that everyone understands their role in helping the police service to achieve this vision. I anticipate and identify organisational barriers that stop the police service from meeting its goals, by putting in place contingencies or removing these. I monitor changes in the external environment, taking actions to influence where possible to ensure positive outcomes. I demonstrate long-term strategic thinking, going beyond personal goals and considering how the police service operates in the broader societal and economic environment. I ensure that my decisions balance the needs of my own force/unit with those of the wider police service and external partners. I motivate and inspire others to deliver challenging goals.
Emotionally Aware (Level 3) I seek to understand the longer-term reasons for organisational behaviour. This enables me to adapt and change organisational cultures when appropriate. I actively ensure a supportive organisational culture that recognises and values diversity and well-being and challenges intolerance. I understand internal and external politics and I am able to wield influence effectively, tailoring my actions to achieve the impact needed. I am able to see things from a variety of perspectives and I use this knowledge to challenge my own thinking, values and assumptions. I ensure that all perspectives inform decision making and communicate the reasons behind decisions in a way that is clear and compelling. Innovative and Open-minded (Level 3) I implement, test and communicate new and far-reaching ways of working that can radically change our organisational cultures, attitudes and performance. I provide space and encouragement to help others stand back from day-to-day activities, in order to review their direction, approach and how they fundamentally see their role in policing. This helps them to adopt fresh perspectives and identify improvements. I work to create an innovative learning culture, recognising and promoting innovative activities. I lead, test and implement new, complex and creative initiatives that involve multiple stakeholders, create significant impact and drive innovation outside of my immediate sphere. I carry accountability for ensuring that the police service remains up to date and at the forefront of global policing. Take Ownership (Level 3) I act as a role model, and enable the organisation to use instances when things go wrong as an opportunity to learn rather than blame. I foster a culture of personal responsibility, encouraging and supporting others to make their own decisions and take ownership of their activities. I define and enforce the standards and processes that will help this to happen. I put in place measures that will allow others to take responsibility effectively when I delegate decision making, and at the same time I help them to improve their performance. I create the circumstances (culture and process) that will enable people to undertake development opportunities and improve their performance. I take an organisation-wide view, acknowledging where improvements can be made and taking responsibility for making these happen. Values: Impartiality (Accredited) I take into account individual needs and requirements in all of my actions. I understand that treating everyone fairly does not mean everyone is treated the same. I always give people an equal opportunity to express their views. I communicate with everyone, making sure the most relevant message is provided to all. I value everyone's views and opinions by actively listening to understand their perspective. I make fair and objective decisions using the best available evidence. I enable everyone to have equal access to services and information, where appropriate. Integrity (Accredited) I always act in line with the values of the police service and the Code of Ethics for the benefit of the public. I demonstrate courage in doing the right thing, even in challenging situations. I enhance the reputation of my organisation and the wider police service through my actions and behaviours. I challenge colleagues whose behaviour, attitude and
language falls below the public's and the service's expectations. I am open and responsive to challenge about my actions and words. I declare any conflicts of interest at the earliest opportunity. I am respectful of the authority and influence my position gives me. I use resources effectively and efficiently and not for personal benefit. Public Service (Accredited) I act in the interest of the public, first and foremost. I am motivated by serving the public, ensuring that I provide the best service possible at all times. I seek to understand the needs of others to act in their best interests. I adapt to address the needs and concerns of different communities. I tailor my communication to be appropriate and respectful to my audience. I take into consideration how others want to be treated when interacting with them. I treat people respectfully regardless of the circumstances. I share credit with everyone involved in delivering services. Transparency (Accredited) I ensure that my decision-making rationale is clear and considered so that it is easily understood by others. I am clear and comprehensive when communicating with others. I am open and honest about my areas for development and I strive to improve. I give an accurate representation of my actions and records. I recognise the value of feedback and act on it. I give constructive and accurate feedback. I represent the opinions of others accurately and consistently. I am consistent and truthful in my communications. I maintain confidentiality appropriately. Technical skills: HR - Employee Relations (Level 5) Regularly demonstrates a specialist and detailed knowledge over the full range of police and police staff conditions of service. Interprets and advises on employment law issues in respect of more complex case work and also in response to emerging case law and legislation. Able to meet and negotiate with trade union and staff association representatives to resolve local issues and cases. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development. HR - Org Development (Level 5) Possesses a detailed knowledge of the Force's organisational structure and an appreciation of the implications and effects of changing structures/roles. Provides advice and guidance in respect of job evaluation and competency framework procedures and policies. Accredited in job analysis and able to produce timely, accurate and high quality role requirements and job description questionnaires in respect of the evaluation of staff roles. Able to identify and assist with the creation and revision of competency framework technical skills. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development. HR - Resourcing (Level 5) Manages the provision of high quality, relevant and timely workforce planning data for the force, reviewing, revising and delivering timely information to enable management decisions. Manages, negotiates and influences postings and associated policies and procedures. Develops corporate resourcing policies, standards and procedures which
impact upon force wide processes. Able to establish overall planning requirements within resourcing strategies and programmes. Possesses a comprehensive understanding of Home Office data requirements and coding. HR - Reward Management (Level 4) Possesses a detailed knowledge of all aspects of force pay, benefits and allowances for police officers and staff within their Directorate/Area. Provides advice and guidance to managers and staff on a regular basis on matters within established policies and how they are locally applied. Sound knowledge of financial and non-financial reward management issues, providing advice and guidance to managers to assist with any relevant application processes. Working knowledge of legislative constraints and financial implications of actions. Possession of Certificate in Personnel Practice is desirable. HR - Staff Development (Level 4) Provides advice to managers on PDR, career development programmes and training courses currently available to members of the force. Dependent upon role, able to provide more specific career development feedback and guidance to individuals. Able to produce skills audits to assist with career pathways, succession planning and selection options to enable informed decision making by managers/local management teams. This may involve utilisation of the computerised HR database. Possession of Certificate in Personnel Practice is desirable. Health & Safety (Level 4) Has received Supervisor training and takes responsibility for the safety of directly subordinate staff and visitors. Understands the procedures in place for the safe storage of hazardous substances, fire precautions and evacuation. Resolves hazards or problems identified within roles or work environments. Undertakes skills passport assessments for new and existing staff. Re-assesses passport as and when new equipment /technology is introduced. Completes annual reviews of skills passports, training needs analysis. Interviewing - General (Level 5) Is a highly experienced interviewer (having accredited skills in recruitment, selection, appraisal, return to work, exit, and / or other managerial type interviews). Has an awareness of non-verbal communication. Provides feedback to colleagues to assist them with the development of their interview techniques. Identifies key issues for examination and maintains effective interview skills even in difficult circumstances and / or complex cases. Has a thorough knowledge of available interview techniques and their applications. Trains and develops others in these techniques. Know. of Police Environment & Policy (Level 6) Possesses a broad and wide ranging knowledge of the police service, legislation and policy which is consistent with the demand for strategic influence in respect of particular areas of activity. Will have formed a reliable network of contacts, nationally and locally, which can be used to support and enhance developmental initiatives. Mgmt of Police Information (MOPI) (Level 4)
Full compliance with level 3. Complies with all relevant security policies and systems operating procedures relating to national and force bespoke computerised databases and systems e.g. PNC, Genesis, STORM etc. Has successfully completed all relevant required additional MOPI training packages. Office Technology (Level 4) Demonstrates advanced skills in the use of one or more office software products Able to use these packages to enhance the quality or presentation of work required within the role. Manages data files and file structures. Provides on the job training and guidance to other staff in the use of specific or specialist software, if required. Familiar with established IT rules and protocols and shows a good understanding of data protection requirements. Risk Management (Level 6) Able to anticipate, accurately define and establish the relative level of risk arising from events likely to affect the Force and its relationship with local communities. Responsible for addressing or accepting tactical vulnerabilities in the context of achieving local Force objectives; balancing multiple, potentially competing risks; and implement changes to policies, working practices and standard operating procedures as required. Identifies and challenges risks arising from collaborative and partnership arrangements. Has an appreciation that seizing opportunities also generates risks.