Description

Key Responsibilities

• Lead the work we have started to develop a strategy and action plan for EDI, to ensure we are meeting our regulatory and legal duties under the Public Sector Equality Duty (PSED) and to further support and enhance our inclusive working cultures and practices.
• Provide leadership to internal EDI workstreams and projects as required, as set out in the strategy and action plan, including the monitoring and delivery of the Equality Outcomes (EOs) set out in SFC’s Mainstreaming Report for 2025-29 (due for publication in March 2025).
• Provide leadership to workstreams and projects supporting the development of the organisation’s culture and values to support organisational development and transformation.
• Ensure appropriate systems are in place to support the training, advice and support for colleagues across SFC to create and refresh Equality Impact Assessments in all aspects of our work.
• Lead on identifying suitable learning, both mandatory and developmental, for all staff in relation to equality, diversity and inclusion and additional learning as needed for specific staff groups (such as hiring managers).
• Build excellent relationships with colleagues in the Access, Learning and Outcomes directorate who are responsible for our externally facing EDI work, acting as subject matter expert.
• Ensure a robust, evidence-based approach is taken to inform the development and implementation of initiatives and interventions.
• Contribute to the embedding of equality, diversity and inclusion throughout SFC, including providing ongoing advice and guidance on compliance with the Public Sector Equality Duty.

Skills, Knowledge and Expertise

• Experience of leading a review and evaluation of an internal approach to EDI against compliance requirements and leading and delivering change, where necessary, at pace within the public sector.
• Experience of developing an evidence-based approach to EDI, for example using the analysis of staff data by EDI characteristics to inform an approach.
• Experience of developing Equality Impact Assessments and providing guidance and advice to colleagues.
• Experience of leading and supporting work to develop organisational culture and values in a changing environment.
• Ability to work autonomously, take ownership of own work, and prioritise tasks and time appropriately.
• Excellent organisational and planning skills, including the ability to work calmly and at pace and the flexibility to manage a diverse range of priorities.
• Excellent oral and written communication skills, including the experience of drafting reports, policies and procedures. The ability to respond to complex issues in an appropriate manner.
• A track record of working with and influencing a wide range of stakeholders within an organisation, including senior leadership.
• Ability to interpret and explain complex information to audiences with varying degrees of expertise (for example, legislation, codes of practice etc.).
• Good IT skills, including in the use of electronic document and records management systems.

Benefits

• Normal full-time hours of work are 35 per week. We will consider flexible working arrangements. A flexi-time system is in operation.

• Annual leave entitlement of 26.5 days pro-rata, rising to 30 days pro-rata after 2 years’ continuous service. Public and privilege holiday entitlement of 13 days pro-rata.

• A flexible approach to hybrid working, giving you flexibility to work from home anywhere in the UK for some of the time while also maintaining regular in-person contact with colleagues.

• Annual pay review: approved within the framework of the Scottish Government’s Public Sector Pay Policy and negotiated with our recognised trade union, Unite. Salaries are reviewed annually in April for employees who commence employment prior to 1 October in the preceding year.

• Eligibility to join the Civil Service Pension Scheme. With its low member contribution rates and generous employer contributions, this gives you a secure, inflation-proof pension for life with no investment uncertainty. Details of contribution rates together with further details of the pension benefits are available on the Civil Service Pensions website. There is also the option of a Partnership pension account.

• Support for continuous professional development: as a part of SFC, we are dedicated to providing comprehensive support for continuous learning and professional development. Civil Service-Learning curriculum has thoughtfully designed to cater to various learning preferences, allowing employees to engage in a manner that best suits their needs. All our educational resources are conveniently accessible through the CSL website.

• Support for health and wellbeing, including generous occupational sick pay, free access to confidential advice and support through our 24/7 Employee Assistance Programme, Special Leave (paid and unpaid), a contribution to learning outside work through our Lifelong Learning Fund, free winter flu vaccination, and access to occupational health support.

• We provide support to SFC employees with Volunteering Days.

• Support for travel to and from work, including a salary sacrifice cycle loan scheme, cycle storage and shower facilities, an interest-free loan for bus or rail season tickets and free office car parking for employees on a first-come basis.

About Scottish Funding Council

• Tertiary learning and teaching.
• Skills and apprenticeships.
• Student support and participation.
• Research, innovation and knowledge exchange.
• Data collection and dissemination.
• National quality assurance and enhancement processes.
• Capital and digital infrastructure for the sector.
• Strategic change, responsive provision and research priorities.