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HR Manager (Equality, Diversity and Inclusion)

Taking a lead role in Equality, Diversity and Inclusion, you will develop the HR strategy to support the University’s commitment to foster an accessible and inclusive working environment for all members of staff.

You will ensure there is a clear vision and specific goals to support our Equality, Diversity and Inclusion Strategy and that structures are in place to monitor and review progress. You will provide advice and guidance to staff and managers on the legislative requirements of the Equality Act 2010 and help in the development of best practice across all areas of HR.

In the supporting statement of your application form please give evidence to demonstrate how you meet the essential criteria listed in the person specification; you are advised to address each item on the person specification in turn and give specific examples of activities you have undertaken.


Closing date: Thursday 12 Apr 2018

Reference number: PER1801 - 3571

Job details

Job details

Band 7 £32,547 - £36,613 a year, with opportunity to progress to £39,993 a year
Full time (37 hours a week)
As soon as possible
Responsible to
Head of Organisational Development
Responsible for
Interview date
Interviews to be held wc 30 April 2018

Human Resources

For more information about the department visit the Human Resources website.



The University of Worcester is a committed to providing excellent education. High standards, inspirational teaching and extensive opportunities for student participation combine to enable individual students to flourish. The University is high achieving in graduate employment and was shortlisted for the University of the Year Awards by Times Higher Education in 2016.

With over 10,000 students, and more than 1,100 staff members, the University has an excellent track record of sustained financial performance and strategic investment in high quality, innovative facilities. With a national reputation as a friendly, truly inclusive university, both students and staff feel genuinely empowered, inspired and encouraged to grow personally and professionally.

The HR department plays a key role in supporting the University’s strategic aims and in achieving its mission to be ‘an outstanding university at which to be a member of staff’.

Main duties

Main duties

1. To play the lead role in the development of the HR strategy for Equality, Diversity and Inclusion and create supporting action plans.

2. To review and develop the University’s approach to the governance and management of Equality, Diversity and Inclusion in order to enable the delivery of agreed actions.

3. To act as the lead point of contact within the HR Department for issues pertaining to equality and diversity in the workplace, providing advice, support and guidance to staff and managers and colleagues in this area.

4. To maintain a thorough knowledge of equality legislation and develop strategies and measures to ensure compliance with statutory requirements and best practice.

5. To ensure compliance with Gender Pay Gap and Equal Pay reporting arrangements and to update policies and process accordingly. This will include plans to address any gaps.

6. To continuously monitor existing HR processes, procedures and policies to ensure that they are appropriate for the University; that diversity and equality issues are embedded at all stages; and that they comply with the requirements of charter schemes such as Disability Confident, Stonewall and Mindful Employer.

7. To develop and maintain internal and external relationships with staff and stakeholders in relation to moving forward the University’s Equality, Diversity and Inclusion agenda including leading and participating in relevant employer networks, forums, committees and steering groups, such as Athena Swan.

8. To collate, analyse and report on data to inform future Equality and Diversity actions and to ensure compliance with our legal requirements.

9. To support and develop the role of the Initial Harassment Advisors in accordance with the HR policies and procedures. This will include convening the IHA Network and arranging updates and development activities.

10. To collaborate with the HR Manager (Recruitment) to ensure that our recruitment policy and process support our Equality, Diversity and Inclusion strategy.

11. To play a proactive role in encouraging cross institution awareness of Equality and Diversity issues, working with the Communications team to raise the profile of the Equality and Diversity strategy. This will include developing a communications plan.

12. To develop the University’s programme of events that support Equality, Diversity and Inclusion, including planning and delivery of workshops and training sessions.

13. To further develop a University wide approach to Equality Impact Assessments and seek to embed these in key policy areas.

14. To support the HERA job evaluation scheme and undertake job evaluations in order to determine grade levels, as and when required.

15. To work with the Head of Organisational Development to consider our approach to apprenticeships and ways in which apprenticeship programmes can support the Equality, Diversity and Inclusion strategy.

16. To support the HR Senior Management Team with strategic HR projects.

17. To play a proactive role in developing the reputation of the HR department and be a flexible member of the team, supporting colleagues at peak times of workload and pressure.

18. To contribute to student related activities, for example open days, careers fairs, Worcester Weeks, mock interviews and student interview panels.

*Maintain personal and professional development to meet the changing demands of the job; participate in appropriate training activities and encourage and support staff in their development and training.

*Take steps to ensure and enhance personal health, safety and well being and that of other staff and students.

*Carry out these duties in a manner that promotes equality of opportunity and supports diversity and inclusion, and takes into account the University's commitment to environmentally sustainable ways of working.



Person specification

Person specification

Please provide evidence of how you meet each of the essential criteria.

Essential Criteria

1. CIPD qualified (Level 7) and at least 2 years’ experience of an HR role in a large organisation.

2. Evidence of continuing professional development.

3. An up to date knowledge of UK Employment Law and good practice approaches in HR.

4. A successful record in equal opportunities issues and applying equality and diversity good practice principles.

5. Proven experience of planning and delivering complex projects across organisations aimed at driving forward change.

6. A proven ability to influence policy decisions.

7. Ability to produce reports and undertake analysis of data.

8. Evidence of successful ‘internal consultancy’ with a range of different groups including professional staff.

9. Ability to communicate confidently and clearly with a wide range of people, including; effective report writing, presentation, training and facilitation skills.

10. Demonstrable understanding of the Data Protection Act, General Data Protection Regulations and principles of effective information security.

11. Ability to work with integrity and respect for confidentiality.

12.An ability to work in a flexible and collaborative manner.

13. Proven ability to manage a high volume of work and multiple priorities.

14. Tact, diplomacy and discretion.


Desirable Criteria

1. Relevant experience within a Higher Education setting.

2. Experience of job evaluation processes.

Applications from Non EEA Workers:
Prospective applicants are advised to ensure that they are eligible to work in the UK without restriction.

Prospective applicants in points-based system immigration routes should assess their circumstances against the published criteria, which are set out on the GOV.UK website at .

Visit  for more information on how you can use a qualification from outside the UK to meet the requirements of the immigration rules.

Unspent convictions, cautions and bind-overs
The University is strongly committed to the fair treatment of its staff and potential staff, regardless of race, gender, religion, sexual orientation, responsibility for dependants, age, physical/mental disability or offending background.

In line with the University's policy on the Recruitment of People with a Criminal Record, shortlisted candidates are required to provide information of any unspent convictions, cautions and bind-overs. Applicants are advised to seek independent advice if there is any doubt about the status of a previous conviction, caution or bind-over. Disclosures will only be considered at the point when an offer of employment is made. The existence of a criminal record will not in itself prevent you from gaining employment.

This is a description of the job as it is presently constituted. This job description is intended to enable a flexible approach to be offered working across the University as required. It is subject to review and amendment in the light of changing needs of the University and to provide appropriate development opportunities. Members of staff are expected to participate fully in discussions about changing requirements and it is the University's aim to reach agreement to reasonable change. If agreement is not possible, it reserves the right to require changes to the job description after consultation with the individual concerned.


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