Equality, Diversity and Inclusion Lead

Corporate Resources and Business Improvement
 

The Resources and Business Improvement directorate is led by Dianne Tranmer. It is responsible for: People Function, Facilities Management, Digital Experience Unit and Technology Group, Information Governance, Executive Support Team and leadership of all our shared services across the GLA Group.

 

About the role
 

The Equality, Diversity, Inclusion and Culture Lead will act as the lead on GLA workforce equality, diversity and inclusion (EDI) strategies, responsible for developing and delivering policies, strategies and interventions to meet the GLA’s ambitions to be a genuinely inclusive employer and to reflect London’s diversity at all levels of our workforce.  

 

What your day will look like:
 

The Equality, Diversity, Inclusion and Culture Lead will be: 

 Accountable for the design, development and implementation of strategies relating to the development of the GLA’s approach to equality, diversity and inclusion to support the organisation in meeting its aim of being reflective of the Londoners it serves.  
Oversee the EDI and Culture and Values team to align those agendas to the organisation’s requirements and wider people initiatives; with the development and delivery of a specific EDI and Culture  strategies and action plans 
Oversee development of relevant strategies and programmes to meet strategic and operational priorities to ensure long term business continuity. Work with colleagues across the People Function to ensure Equality, Diversity and Inclusion and Culture are at the forefront of and embedded within other People led projects and programmes. 
Work through and draw upon the Centres of Excellence and People Partner teams to ensure strategies and processes are in line with EDI and Culture approaches, and provide a consistent, coordinated and coherent People service to all staff across the GLA. 
Oversee delivery of EDI and Culture initiatives directly (e.g. pay gap action plans) working through and influencing members of the Corporate Management 
Oversee delivery of wellbeing-related services and support within the GLA, e.g Employee Assistance Programme and other emotional support provided for GLA staff 
 

Skills, knowledge and experience
 

To be considered for the role you must meet the following essential criteria:

 

Corporate Member of the Chartered Institute of Personnel Development or ability to demonstrate equivalent level of professional competence through learning and experience.
Substantial experience gained in a senior strategic EDI-related role in a complex and high-profile organisation with multiple stakeholders
 High degree of numeracy and experience of producing and analysing data to support development of the business and meet all internal and external reporting requirements.
 

JOB DESCRIPTION:

 

Job purpose 

 

Accountable for the design, development and implementation of strategies relating to the development of the GLA’s approach to equality, diversity and inclusion to support the organisation in meeting its aim of being reflective of the Londoners it serves. 
 

Accountable for the design, development and implementation of initiatives to support the culture and values of the GLA.
 

Principal accountabilities

 

Oversee the EDI and Culture and Values team to align those agendas to the organisation’s requirements and wider people initiatives; with the development and delivery of a specific EDI and C&V strategies and action plans
 

Oversee development of relevant strategies and programmes to meet strategic and operational priorities to ensure long term business continuity. Work with colleagues across the People Function to ensure Equality, Diversity and Inclusion and Culture and Values are at the forefront of and embedded within other People led projects and programmes.
 

Gather insights and best practice from across external organisations to ensure the latest thinking and best practice is built into policies and strategies and across the GLA Group to ensure alignment, where appropriate.
 

Work through and draw upon the Centres of Excellence and People Partner teams to ensure strategies and processes are in line with EDI and C&V approaches, and provide a consistent, coordinated and coherent People service to all staff across the GLA.
 

Oversee delivery of EDI and C&V initiatives directly (e.g. pay gap action plans) working through and influencing members of the Corporate Management Team.
 

Play an active role in embedding the new People Function operating model and ensuring the long-term success of the work undertaken as part of transformation 
 

 Partner with People Function SLT to translate GLA Business Strategy into a value-add aligned People Strategy and drive implementation across the wider HR team ensuring integration and alignment of all HR strategic initiatives and BAU deliverables 
 

Manage staff and budgets allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles.
 

Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participating in multi-disciplinary cross-department and cross-organisational groups and task teams
 

Realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities. 
 

Key relationships     

 

Accountable to:

Head of HR, EDI, Culture and Values

Accountable for:

EDI and Culture and Values teams

Principal contacts:

Senior managers of the GLA, People Function Colleagues, Mayor’s office and the Assembly

 

Person specification
 

Technical requirements

 

Corporate Member of the Chartered Institute of Personnel Development or ability to demonstrate equivalent level of professional competence through learning and experience.
 

Substantial experience gained in a senior strategic human resources role in a complex and high-profile organisation with multiple stakeholders.  
 

High degree of numeracy and experience of producing and analysing data to support development of the business and meet all internal and external reporting requirements.
 

Behavioural Competencies

 

Building and managing relationships

… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.

 

Level 4 indicators of effective performance

Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations
Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights
Actively challenges and addresses ‘silo attitudes’ to encourage effective relationship building inside and outside the GLA
Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively
Identifies clear win-win situations with external partners
 

Communicating and influencing

… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

 

Level 3 indicators of effective performance

Encourages and supports teams in engaging in transparent and inclusive communication
Influences others and gains buy-in using compelling, well thought through arguments
Negotiates effectively to deliver GLA priorities
Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
Advocates positively for the GLA both within and outside the organisation
 

Strategic thinking

…is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.

 

Level 3 indicators of effective performance

 

Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners
Consistently takes account of the wider implications of team’s actions for the GLA
Encourages self and others to think about organisation’s long term potential
Informs strategy development by identifying gaps in current delivery or evidence
Takes account of a wide range of public and partner needs to inform team’s work
 

Managing and developing performance

… is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.

 

Level 3 indicators of effective performance

 

Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect
Sets clear direction and expectations and enables others to interpret competing priorities
Agrees and monitors challenging, achievable performance objectives in line with GLA priorities
Manages performance issues effectively to avoid adverse impact on team morale and performance
Promotes a positive team culture that respects diversity and deals with barriers to inclusion
 

Decision making

… is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.

 

Level 4 indicators of effective performance

 

Makes difficult decisions for the long term benefit of the organisation
 Presents and instils confidence in strategic decision-making
 Consults stakeholders early in critical organisation-wide decisions
 Stands by the decisions and actions of the GLA
 Accepts and promotes accountability for the GLA’s decision making
 Ensures the organisation balances effective risk management with the need for timely actions
 

Problem solving

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.

 

Level 3 indicators of effective performance

 

Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding
Actively challenges the status quo to find new ways of doing things, looking for good practice
Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues
Initiates consultation on opportunities to improve work processes
Supports the organisation to implement innovative suggestions
 

Organisational awareness

… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.

 

Level 3 indicators of effective performance

 

Uses understanding of differences between the GLA and its partners to improve working relationships
Helps others understand the GLA and the complex environment in which it operates
Translates changing political agendas into tangible actions
Considers the diverse needs of Londoners in formulating GLA objectives
Helps others understand how the media and external perceptions of the GLA influence work
 

Responding to pressure and change

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

 

Level 3 indicators of effective performance

 

Clarifies direction and adapts to changing priorities and uncertain times
Minimises the pressure of change for the directorate, lessening the impact for the team
Uses change as an opportunity to improve ways of working, encouraging others’ buy-in
Keeps staff motivated and engaged during times of change, promoting the benefits
Takes ownership for communicating change initiatives clearly, ensuring smooth implementation
 

Reasonable adjustment

 

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

 

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA Competency Framework

 

How to apply
 

If you would like to apply for the role you will need to submit the following:

 

Up to date CV

Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.
 

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘CV and Cover Letters’ section’ of the form, ensuring you address the technical requirements and competencies in your Personal Statement.

Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g., “CV – applicant name - 012345)

 

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination. 

 

If you have questions about the role
 

If you wish to talk to someone about the role, the hiring manager Shabana Kausar would be happy to speak to you. Please contact them at Shabana.Kausar@london.gov.uk

 

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.

 

Assessment process
 

Once you have submitted an application, your details will be reviewed by a panel.

 

If shortlisted, you’ll be invited to an interview/assessment.

 

The interview/assessment date is: 7th and 8th May 2025

 

Equality, diversity and inclusion

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.

 

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.

 

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share. 

 

Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.

 

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

 

In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.

 

Additional Information
 

Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.

 

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. 

 

Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)

 

More Support

If you have a disability which makes submitting an online application form difficult, please contact resourcingteam@london.gov.uk.