Job Description

The People Directorate

The People Directorate is here to shape the Bank\xe2\x80\x99s people strategy, provide information, help and advice to colleagues and line managers to thrive in their roles, and to deliver important people services across the Bank. The directorate is made up of five teams: Culture, Diversity, Equity and Inclusion; Employee Relations; People Operations; Talent Acquisition and Development, and Reward. Our work helps the Bank to attract, identify, develop, nurture, retain and motivate the people we need to fulfil our mission.

This is an exciting new opportunity to join our friendly People Directorate team at the beginning of a transformation programme to build a modern and professional service as part of the Bank\xe2\x80\x99s Central Services programme \xe2\x80\x93 CS 2025.

Culture, Diversity, Equity & Inclusion

The Culture, Diversity, Equity & Inclusion (CDE&I) team is a new division within the People Directorate, and we spearhead efforts towards building an diverse, equitable, and inclusive workplace for all. This aligns with one of the Bank\xe2\x80\x99s strategic priorities.

Through addressing organisation culture, inclusion, wellbeing and building community we are responsible for supporting CDE& I across the Bank and embedding a culture which delivers our more human, humble and in step with the changing world Bank vision.

Our team work closely in close collaboration with all our colleagues in the People Directorate and across the Bank, with our partners the employee networks delivering our vision.

In July 2021 The Bank published the findings of . This was commissioned because the Governor and Court wanted to identify and better understand where the Bank was falling short of its objectives and to design more effective actions in response. This resulted in a series of recommendations and an action plan focusing on:

Employee life-cycle outcomes \xe2\x80\x93 the entire career experience from the Bank\xe2\x80\x99s early careers programmes, to experienced hiring, to opportunities for high-profile work and projects, to progression within the organisation and leaving the Bank.

Lived experiences \xe2\x80\x93 the degree to which minority ethnic colleagues felt included and trusted the Bank on a day-to-day basis.

Frameworks and efforts to achieve racial/ethnic inclusion \xe2\x80\x93 the effectiveness of the Bank\xe2\x80\x99s leadership in this area, governance, resourcing, and accountability.

In May 2022 the Bank published its revised Ways of Working Norms, which are designed to guide colleagues in how to maximise the Bank\xe2\x80\x99s ability to deliver its Mission through new ways of working. These norms are:

\xc2\xb7 Home and office working

\xc2\xb7 Team first

\xc2\xb7 Get together

\xc2\xb7 Include everyone

The People Directorate requires a Culture and Behaviour Lead to continue to drive positive behavioural and cultural change, in line with the Bank\xe2\x80\x99s values, strategic priorities, the Court Review findings and ways of working norms.

Responsibilities

As a Culture and Behaviour Lead you will:

\xc2\xb7 Proactively, confidently, and empathetically challenge behaviours and perceptions to drive change in our people practices supporting delivery of our strategic priorities and create sustainable change in workforce representation, building a culture of trust which enables people to speak up and feel safe, and advocate for others. including role modelling by managers and senior leadership

\xc2\xb7 Use data and qualitative information to enable change which brings about greater equality

\xc2\xb7 Enable understanding of the key issues and nuances in relation to organisation culture and working collaboratively support the organisation in ensuring they are challenged and addressed developing interventions and tools as needed.

\xc2\xb7 Build capability in leaders and managers to create inclusive workplaces alongside creating plans that drive sustainable change, and hold people accountable for delivering them

\xc2\xb7 Develop and apply design principles to align organisation elements such as strategy, structure, and process, designing and shaping operating models, systems, and structures to meet current and emerging business needs

\xc2\xb7 Lead on designated projects and programmes of work requiring cultural change including but not limited to Ways of Working and Inclusion undertaking scoping, design, delivery, or coordination as appropriate and enabling organisation wide coordination of programmes of work to address our culture.

\xc2\xb7 Act as an advisor to projects and programmes across the Bank where advice and expertise on cultural elements is required.

\xc2\xb7 At the outset there will be a strong focus on the evolution of the Bank\xe2\x80\x99s approach to Ways of Working, specifically:

o Work with the Bank\xe2\x80\x99s Diversity and Inclusion team and colleague networks to assess and understand the impacts (direct and indirect) of Ways of Working and inclusion programmes across demographic groups, identifying areas for further support.

\xc2\xb7 Lead the continued work needed to make Ways of Working a success in the Bank.

\xc2\xb7 Manage the projects reporting obligations within the SP6 governance framework

\xc2\xb7 Engage with third party service providers or vendors associated with the project. Manage their delivery against well-defined cost, time, and quality parameters.

Essential Criteria

\xc2\xb7 Demonstrable experience of driving forward and influencing positive cultural change across a large programme, team or at an organisational level managing multiple priorities.

\xc2\xb7 Understanding and experience of inclusive change management concepts including:

o integrating diagnostic approaches that identify systemic bias and inequality,

o ability to integrate inclusion, diversity and equality legislation into people and organisation practices

o ability to interpret data to form insights and address organisation culture

o knowledge and practical application of a range of theory to shape organisation behaviour and culture

o Knowledge and experience of applying different diagnostic methods at business or organisation level to create insight on behaviour and culture

o Understanding of social and group dynamics and how to use self as instrument to in collaborative and co-creation inquiry and design.

\xc2\xb7 Experience in proactively engaging, building, and influencing relationships with a broad range of stakeholders, including at a senior level role modelling positive and inclusive behaviours

\xc2\xb7 Have excellent communication skills; able to present information in a clear, impactful, and engaging way to audiences at all levels in the organisation.

\xc2\xb7 A proactive thinker with the ability to exercise independent judgement and strong influencing skills, knowing when to act on any key issues that require escalation/support

\xc2\xb7 Strong exposure to gathering, analysing and accurately documenting projects and solution requirements

\xc2\xb7 Experience of managing complexity and change and an awareness of the associated process impacts to the organisation

Qualifications

The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve.

At the Bank of England we want all colleagues to feel valued and respected, so we\'re working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it\xe2\x80\x99s by drawing on different perspectives and experiences that we\xe2\x80\x99ll continue to make the best decisions for the public.

We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We\'ve also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they\'re needed.

For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them, their team and stakeholders.

Finally, we\'re proud to be a member of the Disability Confident scheme. You can find more information on what this means . If you wish to apply under this scheme, you should check the box in the \xe2\x80\x98Candidate Personal Information\xe2\x80\x99 under the \xe2\x80\x98Disability Confident Scheme\xe2\x80\x99 section of the application.

Salary and Benefits Information

This specific role offers a base salary of circa \xc2\xa361,100 - \xc2\xa372,000 per annum (depending on skills and experience) on a full-time basis. We encourage flexible working, part time working and job share arrangements. Part time salary and benefits will be on a pro-rated basis as appropriate.

In addition, we also offer a comprehensive benefits package as detailed below:

• A non-contributory, career average pension giving you a guaranteed retirement benefit of 1/95th of your annual salary for every year worked. There is the option to increase your pension (to 1/50th) or decrease (to 1/120th) in exchange for salary through our flexible benefits programme each year.
• A discretionary performance award based on a current award pool.
• A 7% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits. (Note that from April 2023 and for the Benefits year 2023/24, this will increase to 8%)
• 26 days\xe2\x80\x99 annual leave with option to buy up to 12 additional days through flexible benefits.
• Private medical insurance and income protection.

National Security Vetting Process

Employment in this role will be subject to the National Security Vetting clearance process (and typically can take between 6 to 12 weeks post offer) and the passing of additional Bank security checks in accordance with the Bank policy. Further information regarding the vetting and security clearance requirements for the role will be provided to the successful applicant, and information about how the Bank processes personal data for these purposes, is set out in the Bank\xe2\x80\x99s Privacy Notice at

The Application Process

Important: Please ensure that you complete the \xe2\x80\x98work history\xe2\x80\x99 section and answer ALL the application questions fully. All candidate applications are anonymised to ensure that our hiring managers will not be able to see your personal information, including your CV, when reviewing your application details at the screening stage. It\xe2\x80\x99s therefore really important that you fill out the work history and application form questions, as your answers will form a critical part of the initial selection process.

The closing date for applications is 19 August 2023.

The assessment process will comprise of two stages.

Please apply online, ensuring that you complete your work history and answer ALL the application questions fully and in detail as your application will not be considered if all mandatory questions are not fully completed.

Bank of England