Head of Diversity

**Minimum salary**

**Maximum salary**

**Location**
- London or Newcastle**Close date**
- 10/11/2024**Job description**
- Title: Head of Diversity &Inclusion and CSR
Location: London or Newcastle
Hours: Flexible working and part time hours will be considered as well as hybrid working patterns.

Nationality Requirement:

- UK Nationals
- Nationals of Commonwealth countries who have the right to work in the UK
- Nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS)

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**
- 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 fun