Head Of Civil Service Diversity & Inclusion Analysis

Following publication of the Civil Service People Plan and building on the Civil Service Diversity and Inclusion Strategy, we have an exciting opportunity for an experienced professional analyst to support our aim of a Civil Service comprised of the very best people from across the UK.

You will play a pivotal role supporting this work by providing valuable and rich data analysis, evidence and insights to help inform and develop appropriate policies that make the Civil Service a great place to work and in helping us to deliver excellent public services.

This role will suit a self-starter, someone who is able to work proactively and independently in order to deliver on customer and stakeholders’ priorities. You will especially enjoy helping to shape policy colleagues’ ideas through the use of a wide-range of administrative and survey data, drawing out insights, using data and evidence to help effect positive change.

You will be confident in using a wide-range of analytical and statistical techniques to develop and maintain the evidence base on Civil Service diversity issues.

Specific tasks are expected to include:

• Working very closely with Diversity and Inclusion policy colleagues in Government People Group (GPG), helping them to develop, shape and deliver on their priorities;
• Supporting the Permanent Secretary Diversity Champions to ensure they are provided with the latest evidence and insights on the full range of diversity issues, as well as feed into briefing for other senior leaders including ministers, the Cabinet Secretary, the Chief People Officer, and the Civil Service Chief Operating Officer;
• Further developing and expanding our public-facing dashboards and other data visualisations demonstrating our progress on Civil Service diversity and inclusion measures, and looking at opportunities for opening up more of our data to civil servants and the public we serve.
• Innovating and collaborating across teams, using the latest available tools and techniques to ensure our processes and data collection activities and outputs are as efficient and effective as possible.

In addition, you will lead analysis on key areas, including, but not limited to:

• Socio-economic background (SEB): as the subject matter expert within the team you will lead the analytical work to better understand and measure differences across the Civil Service workforce, whilst ensuring our measurement of SEB takes into account the latest developments in this area;
• Sex and Gender: working alongside our Data & Operations team, you will take the lead on analysis to understand drivers of the gender pay gap as well as supporting policy colleagues and working with other departments, including the Office for National Statistics (ONS), on considering harmonised standards on sex and gender;
• Ethnicity: following the publication of guidance last year on reporting differences in pay across ethnicities, you will help develop appropriate processes and outputs for the Civil Service workforce, maintaining our reporting of the Civil Service data as part of wider Cabinet Office led work on understanding disparities in this area;
• Bullying, Harassment and Discrimination: actively supporting policy colleagues by providing analytical assurance on the Cabinet Office led review of departmental actions following the Dame Sue Owen 2018 report;
• Data collection activity and assurance: lead the collection of data relating to the community background of Civil servants working in Northern Ireland, producing the necessary briefing and report for this statutory reporting process. Additionally, provide oversight on measures relating to diversity across the range of Civil Workforce data collections in Analysis & Insight, including Civil Service Statistics and the Civil Service People Survey.
• Outputs and reports and further analysis: lead the production of our standard analytical data packs, used as the basis for providing our key policy officials with a comprehensive update across all measures of workforce diversity in the Civil Service, as well as developing an approach to providing this information through a self-service portal. Additionally, lead the narrative drafting across the range of diversity related outputs in Analysis & Insight, and take forward detailed intersectionality analysis across the range of diversity characteristics;
• Working collaboratively: actively engage with our key stakeholders in GPG and beyond to identify gaps in knowledge and information and commission new data, research and analysis as required, taking the broader strategic context and related work streams into account.

As the role requires building and developing links to analysts and teams across the Department and the wider Civil Service and beyond, you will be very comfortable working across boundaries, using your strong interpersonal skills to good effect.

You will report to the Grade 6 Head of Civil Service Workforce Statistics, Analysis and Research and work very closely with the other Grade 7 analysts in Analysis & Insight. Whilst the role does not currently have direct line management responsibility, you will be expected to contribute fully to the wider development of colleagues across the team and more broadly as part of the growing analyst network within the department.

The post is based in our new offices located in the heart of Glasgow. Some travel to London will be required.

Applications from candidates who wish to have a flexible working pattern, including part-time and compressed hours, are welcome, noting that a minimum number of days working from the office is expected.

Relocation Costs​ No relocation costs will be available.

Existing civil servants can take up the post on loan from their parent department for the duration advertised. Those joining on level transfer will retain their current salary. Staff joining on promotion terms will receive up to a 10% increase of their current basic salary or the pay band minimum whichever is the greater. Staff joining on promotion will adopt the modernised terms and conditions of employment which came into force in 2013.