Job Introduction
The primary purpose of this role is to support the IOPC to fulfil its Public Sector Equality Duty (PSED) by embedding a consistent and effective approach to handling issues of discrimination in our operational work.
The successful candidate will have an in-depth understanding of the Equality Act 2010 and the IOPC Guidelines for Handling Allegations of Discrimination including their application across IOPC investigations and reviews.
Discrimination in policing is a serious issue that can erode public trust and confidence. The way in which these allegations are handled is crucial for restoring public confidence in the police and the police complaints system.
Working with various teams across the organisation, the candidate will embed learning to ensure we meet our minimum standard on handling discrimination cases. Supporting improvements to our Operations manual, informing learning and development and being tenacious and confident to advise on cases - offering evidence-based challenge including to senior staff. You will be expected to attend key meetings related to internal and external handling of discrimination cases.
The post holder will receive support from the Strategic Lead for discrimination, the delivery and policy lead and discrimination technical advisors.
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Throughout the recruitment process we will assess your Experience, Strengths, and Values. As part of the application process, you will be asked to complete 3 sift questions based on the essential criteria.
As part of the interview process you will be asked to complete an exercise whereby you will deliver the results of your findings at the beginning of your interview.
Anticipated assessment and interview dates are the week commencing the 25th November.
Main Responsibility
- Leading and shaping delivery of the IOPC’s Discrimination technical advice and support to Investigators, Assessment Analysts and Casework Managers. Managing escalation of concerns to the Strategic lead for Discrimination.
- Overseeing, co-ordinating and quality-assuring the development of internal advice and guidance – embedding learning from relevant teams.
- Advising and developing content for the Operations manual to deliver consistent and effective handling. Collaborating with relevant teams to ensure a co-ordinated approach.
- Supporting and advising on the development of IOPC Discrimination learning and development events, learning resources and Professionalising Investigation Programme Level 2 (PIP2) accreditation materials.
- Supporting and advisiong on the identification and development of individual and organisational learning recommendations – working with the Discrimination Policy lead.
- Analysing trends and patterns in investigations and reviews to identify areas for improvement.
- Developing and maintaining relationships with relevant internal and external stakeholders representing the IOPC where appropriate.
- Supporting senior staff in their engagement with key stakeholders and providing issue-specific advice.
- Building and maintaining understanding of discrimination including the wider context. Keeping abreast of developments by taking responsibility for professional development and that of the Discrimination technical advisors – ensuring learning is disseminated. Actively seeking out opportunities to work with stakeholders to co-create learning and guidance products.
- This role will require some travel to other IOPC offices and external meetings.
The Ideal Candidate
Experience
- Specialist knowledge of discrimination and the Equality Act 2010, and experience of dealing with allegations of discrimination.
- Providing specialist support, advice and guidance to colleagues, including at a senior level.
- Building and maintaining effective working relationships with a wide range of internal and external stakeholders.
- Excellent analytical and report writing skills.
- Quality assuring others’ work and providing constructive feedback.
- Ability to manage own learning and professional development.
- Presenting to a range of audiences with confidence.
- Strong attention to detail.
- Self-motivated with a track record of delivering to planned timescales.
- Strong and up-to-date understanding of the police complaints and discipline system.
- Leading work to deliver through others.
Desirable:
- Line management experience
The role requires standard DBS clearance
National security vetting: clearance levels - GOV.UK (www.gov.uk)
Reasonable Adjustments
- Extra time for presentations or interview questions
- Formatting changes such as colours for text or background on written assignments
- Questions presented in writing during interviews
If you require any reasonable adjustments to our recruitment process, please email recruitment@policeconduct.gov.uk
Package Description
- 27.5 days paid annual leave (increasing with service to 32.5 days)
- Options to carry over, buy or sell annual leave
- Civil Service pension
- Civil Service maternity leave package
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Cycle to work scheme
- Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup
- Car Leasing Scheme
- Staff networks focused on each of the protected characteristics – run for staff, by staff:
- Age Network
- Enable Network
- Welsh Network
- Pride and LGBTQI+ Network
- Sex and Family Network
- Race, Religion and Belief Network
Learning and development tailored to your role An environment with flexible working options A culture encouraging inclusion and diversity behaviours
Additional Information:
The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.
The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.
This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.
Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
Although we are currently unable to guarantee a longer or more permanent contract, if the role can be extended or made permanent, the successful post holder may be offered the role firstly without further interview.
In line with the IOPC Recruitment and Selection Policy, we recommend that internal colleagues make an early application within the first seven days, so that we can see if there is enough interest within the organisation to keep the role internal for the full advert live period. Remember, we will review the number of applications after the first seven days and the role may be advertised externally after this period. See the Recruitment and Selection Policy or Guidance for further information.
Emotional Consideration:
In performing this role, you may have exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, it is possible that you will have contact with individuals who are experiencing extreme distress. The IOPC recognises this and offers all staff a range of wellbeing provisions, including TRiM (Trauma Risk Management) peer-to-peer support, a dedicated Wellbeing Advisor, and access to free confidential counselling. All staff are strongly encouraged to proactively access and engage with the support available. If you would like to speak about this element of the role with somebody already doing similar work at the IOPC, please contact recruitment@policeconduct.gov.uk and this can be arranged.
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
About the Company
As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in.
Be yourself
The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.
- As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
- We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors.
- Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
- Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.
