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Organisational Development Manager - Equality, Diversity & Inclusion

West Suffolk NHS Foundation Trust
Bury St Edmunds
£50,952 to £57,349 a year
Closing date
1 Jun 2023

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Other Health Profession
Band 8A
Contract Type
Job summary

Sitting within the Workforce and Communications Directorate, our newly formed Organisational Development and Learning Team at the West Suffolk Foundation Trust is expanding, and we are looking to fill exciting new vacancies.

We have a great opportunity for an experienced Organisational Development (OD) professional who has a speciality in Equality, Diversity and Inclusion (EDI), to lead the development and provision of high-quality EDI activities at both strategic and operational levels.

This role will be pivotal in developing our Trust wide EDI portfolio, covering acute and community settings. Your expertise will enable the review, refresh and enhancement of our current approaches to embedding EDI throughout our operations, including within our strategies, policies and working practices.

It is a great time to be joining this new team, taking forward the opportunity to make a real difference in this important area. This role will suit you if you have the energy, enthusiasm and passion to do this.

Main duties of the job

This role holder will lead on both the strategic and operational elements of the EDI agenda across the Trust. This includes ownership of the EDI improvement plan, responsibility for statutory returns, supporting the implementation of Equality Impact Assessments, developing and tracking KPIs, and delivering practical learning and development interventions in this specialist area.

The ability to think strategically, work autonomously, collaboratively and consultatively, as well as adapt responsively to changing demands is critical for this role.

With many competing priorities and areas of potential focus, this role holder will need to know how to differentiate the urgent and important, balancing the requirement to establish long-term foundations for sustainable success as well as responding to immediate needs.

In addition, excellent communication and interpersonal skills are needed to work with colleagues at all levels, as well as external providers.

About us

#BeKnown at West Suffolk NHS Foundation Trust. By us. By our patients. By our community

Were a busy, friendly, rural NHS Trust providing high-quality care and compassion to more than a quarter of a million people across west Suffolk. We care for, treat and support people in hospital, at home and in various community settings.

The West Suffolk Hospital in Bury St Edmunds provides acute and secondary care services (emergency department, maternity and neonatal services, day surgery unit, eye treatment centre, Macmillan unit and childrens ward). It has 500+ beds and is a partner teaching hospital of the University of Cambridge.

Adult and paediatric community services, provided in collaboration with West Suffolk Alliance partners, include a range of nursing, therapy, specialist, and ongoing temporary care and rehabilitation, some at our Newmarket Community Hospital.

We do our utmost to achieve outstanding clinical outcomes for patients and our values of fairness, inclusivity, respect, safety and team work guide how we work and behave as a team.

With nearly 5,000 staff, from all over the world, we strive to make our organisation a great place to work. Whatever your role or ambition, we want to help you be the best you can be.

We promote a diverse and inclusive community where everyones voice counts and you can #BeKnown for whoever you are.

Join us. What will you #BeKnown for?

Job description

Job responsibilities


The Organisational Development Manager - Equality, Diversity and Inclusion is the operational lead and subject matter expert responsible for the development, implementation and evaluation of staff equality, diversity and inclusion initiatives in support of the Trusts strategy. The postholder works as part of a wider organisational development and learning team who are responsible for the delivery of effective and efficient approaches to improving the experience of all Trust staff.


Lead the strategic development of equality, diversity and inclusion for the Trust

1) Responsible for the design, development, implementation, and review of the Trusts strategic approach to equality, diversity and inclusion, including the operational implementation of the workforce elements of the Trusts Equality, Diversity and Inclusion improvement plans. This includes:

a) evaluation of the effectiveness of the strategic plan

b) identification of ways in which to improve KPIs

c) delivering against the model employer aspirations and levelling up agenda

d) having robust reporting skills to enable effective analysis of key data including, but not limited to, the Gender Pay Gap, the Ethnicity Pay Gap, the Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES), including the effective use of computer systems for the reporting of this data.

2) Responsible for ensuring the Trusts policies related to equality, diversity and inclusion are reviewed and updated in line with latest legislation, research and best practice.

3) Responsible for the analysis and interpretation of complex workforce performance data to enable connectivity of projects, services and the integration of action plans e.g. detailed analysis of NHS national staff survey results, internal staff surveys, WDES and WRES data.

4) Responsible for the measurement of effectiveness and impact, improving the gathering of data and analytics, and providing regular reports as required, including an annual update for the Trust Board.

5) Responsible for supporting the senior leadership of the Trust with expert advice on best practice in relation to identifying and evaluating opportunities and implementing solutions to improve organisational culture and staff experience across all protected characteristics and social demographics.

6) Build effective, positive and collaborative working relationships with colleagues, including EDI steering committee and staff networks, and devise innovative approaches to ensure under-represented groups in the workforce are heard.

7) Ensure the Trust meets regulatory and statutory reporting requirements for the Public Sector Equality Duty, Workforce Race Equality Standard, and Workforce Disability Equality Standard, Equality Delivery System (2), Modern Slavery legislation and Gender Pay Gap reporting.

8) Ensure alignment with appropriate Trust strategies related to workforce, organisational, and learning and development, as well as clinical and other strategies, in order to support achievement of the Trusts current and future workforce ambitions.

9) Responsible for the robust development, implementation and review of the Equality Impact Assessment process across the Trust, including partners as needed. This includes the tracking and recording of all EIAs completed as well as the design and development of relevant paperwork and the support for managers in completing the process.

10) Collaborate with the Health and Wellbeing and Occupational Health teams to design and develop inclusive health and wellbeing initiatives and actions, which are designed to meet the needs of diverse groups and encourage and improve wellbeing.

11) Responsible management and monitoring of the Trust EDI budget.

Manage a portfolio of equality, diversity and inclusion projects, including support for others

12) Lead and project manage the design and delivery of Trust wide equality, diversity and inclusion programmes of work, including being subject matter expert for mandatory training in this area.

13) Provide expert advice to management teams, enabling the design and delivery of interventions that raise the capability of services, teams and individuals in order to develop a more inclusive culture for the benefit of staff and patients.

14) Provide expert advice and guidance to trust managers to support them in their responsibilities for equality, diversity and inclusion including the production of equality impact assessments and making reasonable adjustments. Provide expert advice and guidance to other members of the workforce directorate, managers, teams and individuals on ad hoc queries.

15) Provide mentoring and support to individuals or groups where expert advice and guidance is needed.

16) Provide advice and guidance to managers and staff in relation to cultural issues, offering expert solutions to inform organisational change.

17) Effectively market and promote the equality and diversity activities within the Trust to maximise and demonstrate return on investment.

18) Act as a focal point for contact within the Trust and for external organisations on matters relating to equality and diversity.

19) Ensures processes exist for effective communication and staff involvement to positively encourage engagement.

20) Audit, analyse and evaluate the impact of equality and diversity interventions, disseminate learning and spread good practice.

21) Proactively identify and act on opportunities to promote equality of opportunity, eliminate discriminate and intolerance and support a culture of inclusion at the Trust.

22) Establish and maintain active membership of local/regional/national EDI groups and networks to identify implications of national policies, share learning and access additional resources for Trust staff.

Communication and Relationships Skills

23) Work collaboratively and proactively with the HR Business Partners and Divisions in providing highly complex, expert advice and support for people EDI data outcomes, development of people EDI plans and associated interventions.

24) In line with areas of responsibility of the post, work with the marketing and communications team to ensure there is a robust communication timetable which consistently promotes a positive EDI culture and a sense of belonging across the Trust.

25) Work with regional and national people colleagues to design innovative ways of improving workplace EDI, including leading on any pilots or initiatives that are locally, regionally or nationally set.

26) The postholder will support the zero-tolerance agenda, by delivering against people related actions to improve the experience of those staff working in clinical settings who experience racial abuse and harassment from other staff. Using this influence and expertise to widen this across all protected characteristics.

27) The post holder will work closely with the People/HR managers to support, review and develop effective and inclusive best practice.

28) Work closely and collaboratively across the Trust to ensure alignment with broader Trust wide approach.

29) Work closely and support the staff equality networks and chairs to provide inclusion and belonging so the groups are seen as welcoming to all parts of the diverse communities served.

30) Work collaboratively with the OD and Strategic HR functions with a focus on the development offers targeted at diverse groups, as well as supporting a review of the way that programmes are designed and delivered, their content and their evaluation.

31) Work collaboratively with Occupational Health and the Health and wellbeing Team to ensure the wellbeing service offered is relevant and accessible to all staff.

32) Liaise effectively with the Integrated Care Board (ICB) and external organisation contacts to identify and understand best practice strategies which may benefit the Trust.

33) Be part of the early resolution process to ensure cultural issues and understanding is included in the workforce decision-making process.

34) Provide advice and support for line managers and/or staff in highly complex, sensitive cultural cases.

35) Provide support and advice to the HR Operational team

Analytical and Judgemental Skills

36) To provide expertise and a trusted approach on delivering an inclusive recruitment and retention strategy and practices to deliver a representative workforce through local, regional and international recruitment. Working together with others across the region to access our local communities to widen access and increase our pool of applicants whilst provide opportunities for employment and reducing inequalities.

37) The role holder will work across traditional organisational structures to remove some of the barriers that diverse staff face in an organisation and will be one of expert voices regarding these barriers and how to overcome them.

38) Analyse complex information relating to a range of concerns where there may be conflicting views/information and produce recommendations for improvements/resolutions.

Planning and Organisational Responsibilities

39) Work with key stakeholders to develop the people EDI plan and localised plans advising on appropriate workforce KPIs and other data relevant to the attainment of
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