Are you ready tochart your own career path? With our refreshed strategy, we’re building on our rich heritage and transforming our business to be more scalable and efficient, unlocking the capabilities needed for future success. This includes significantly investing in technology, streamlining the way we work and creating an environment where colleagues feel engaged, empowered and accountable; where they can show up, speak up and perform - because we believe in the difference our work makes.
At a glance:
Location: Cirencester Office
Workplace Type: Hybrid
Employment Type: Permanent
Seniority: Mid-Senior Level
We require a passionate, strategic and experienced Diversity and Inclusion expert to drive our efforts in creating a more inclusive, equitable and diverse workplace. This role will lead the development and implementation of initiatives that embed inclusion and belonging across all areas of the business. The ideal candidate will combine thought leadership with practical execution, collaborating closely with stakeholders at all levels to influence culture, process, and policy, helping to ensure every colleague feels like they belong and can contribute.
What you'll be doing:
Strategy and Leadership:
1. Develop and lead the organisation’s Inclusion, Diversity, Equity, and Inclusion strategy in alignment with business goals and values.
2. Act as a trusted advisor to senior leaders and HR partners on DEI topics, offering strategic insight and challenge where needed.
3. Lead cross-functional working groups and employee resource groups (ERGs) to ensure coordinated and aligned inclusion efforts.
4. Represent the organisation in external forums, partnerships, and networks related to diversity and inclusion.
5. Stay current on DEI trends, risks, and best practices to continually evolve and future-proof our approach.
Culture, Education and Allyship:
6. Influence and drive the design and deliverer of education programs and campaigns that raise awareness, build allyship, and shift mindsets across the organisation.
7. Collaborate with Learning & Development to integrate inclusion into leadership development, onboarding, and ongoing training.
8. Support the growth and effectiveness of ERGs and inclusion champions (including Exec. sponsors), providing guidance, resources and recognition.
9. Foster a culture of belonging by driving initiatives that celebrate diversity and encourage open, inclusive dialogue.
Policy and Process Improvement:
10. Partner with the People and wider business teams to embed equity and inclusion into core people processes recruitment, performance, development and reward.
11. Review and recommend updates to existing policies through an inclusion and accessibility lens.
12. Contribute to the development of inclusive hiring practices, flexible work arrangements, and reasonable adjustments processes.
13. Identify and remove systemic barriers that may impact underrepresented or marginalised groups.
Measurement, Reporting and Insight
14. Develop and manage metrics to assess the effectiveness of DEI initiatives and overall progress.
15. Analyse workforce data ( representation, progression, pay equity) to generate insights and inform action.
16. Work with the People Data team to obtain regular DEI reports and dashboards for leadership and governance bodies.
17. Use qualitative and quantitative insights to inform priorities, communicate impact, and continuously improve strategies.
Essential Criteria
18. Experience working in DEI or closely related roles ( Employee Experience or Organisational Culture)
19. Strong understanding of DEI theory, frameworks and legal/regulatory requirements ( equality laws, non-discrimination, inclusive hiring practices) and ability to apply them meaningfully in the orgnaisation
20. Data literacy: ability to collect, analyse and provide meaningful insight around quantitative and qualitative diversity metrics ( diversity dashboards, pay gap, inclusion survey data) – using insight to set priorities and track progress.
21. Experience in developing a DEI strategy and developing/ tracking associated KPIs
22. Experience working cross-functionally with ( with People, Legal and Risk business functions).
23. Strong communication skills to articulate DEI strategy, write reports, present to senior leadership and engage colleagues at all levels
24. Ability to think and act strategically: align DEI strategy to wider business strategy, identifying risk and opportunity.
25. Awareness of the competitive landscape/the market and what peers are doing in DEI
Desirable Criteria
26. Experience working in Financial services or a similarly regulated, complex industry so aware of the regulatory, reputational and compliance implications
27. Change management/organisational development experience – ability to drive behaviour and culture change
28. Project management experience – planning, prioritising and managing multiple initiatives, ensuring delivery on time and within budget
29. Experience in integrating DEI into other business processes – attraction, recruitment, performance management, supplier diversity.
30. Experience supporting and influencing senior leaders
31. Experience with internal communications strategy and tools
What's in it for you?
We reward you for the work you do, whether that’s through our discretionary annual bonus scheme that reflects both personal and company performance, competitive annual leave allowance (28 days plus bank holidays, with the option to purchase an additional 5 days), or online rewards platform with a variety of discounts.
We also have benefits to support whatever stage of life you are in, including:
32. Competitive parental leave (26 weeks full pay)
33. Private medical insurance (optional taxable benefit)
34. 10% non-contributory pension (increasing with length of service)
Reasonable Adjustments
We're an equal opportunities employer and want to ensure our recruitment process is accessible and inclusive for all, if you require reasonable adjustment(s) at any stage please let us know by emailing us at
Research tells us that applicants (especially those from underrepresented groups) can be put off from applying for a role if they do not meet all the criteria or have been on an extended career-break. If you think you would be a good match for this role and can demonstrate some transferable experience please apply, regardless of whether you tick every box.