Appointment of the Director of Equality, Diversity and Inclusion

Welcome

Dear candidate

Thank you for expressing an interest in joining Manchester Metropolitan University as Director of Equality, Diversity and Inclusion.

Manchester Metropolitan University is an ambitious University and an inspiring place to work. One of the largest universities in the UK, located at the heart of a vibrant and exciting city, we trace our roots back to the early part of the nineteenth century, when institutions were established to deliver skills and education for local people, improving livelihoods and the economy.

Today, we remain at the heart of this great global city, continuing to play our part in its community and economy. We seek to empower and enrich our students, colleagues and our wider community, and everyone in Professional Services has a vital role to play in achieving that ambition.

We support a large University, around 38,000 people, providing the foundation for engaging learning experiences and world-class research, and the opportunity to pursue a wide range of rewarding careers. We have a total income of £369m, an active role in the lives of people across Greater Manchester and beyond, and a reach that extends around the globe. We have a huge responsibility – and the chance to make an equally huge impact.

Our Professional Services deliver responsive, high-quality services that enable us to take advantage of opportunities and to be agile and alert in a challenging external environment. Partnership and collaboration are central to our approach, both within Professional Services and with our academic colleagues.

People are at the heart of everything that we do. Their passion, talent and dedication make the difference that enables us to succeed. The right people, drawn from every part of the community are central to the realisation of our ambitions, and our Director of Equality, Diversity and Inclusion (EDI) has a vital role in ensuring that we embed an inclusive culture across our employee and student experiences. You will be a thought leader and strategist with the leadership capability to challenge assumptions and translate our strategy into a positive impact on equality, diversity, and inclusion.

I am privileged to lead Manchester Metropolitan’s Professional Services team: we are purposeful and focused on furthering the ambitions of the University. We value the contribution of all colleagues, encouraging a collaborative, collegiate approach. We have a bold strategy and a clear direction and there is opportunity for you to have personal impact. Our people are our most essential resource, and you will play an essential part in ensuring that we attract, support and develop talent, both colleagues and students, from every part of society.

You can find out more about the University and the role of Director of EDI on this website. If you have the vision and ambition to make this exciting contribution to the future of Manchester Metropolitan University, we look forward to hearing from you.

Yours faithfully

Professor Karen Moore
Chief Operating Officer

About us

Manchester Met is a great modern University in a great global city. We are here to make an impact on Manchester, our region and beyond, with a driving ambition to discover and disseminate knowledge, and make higher education accessible and beneficial to all those with the passion and ability to succeed. With shared traditions of industry, innovation, creativity and inclusivity, Manchester Met is very much a reflection of the city in which we are located.

Bold ambitions

In November 2021, we welcomed our first students into our purpose-built School of Digital Arts (SODA), a £35m investment in the future of digital storytelling, and in early 2022 we will also open the new Institute of Sport, a centre of excellence for sport-related research, education and knowledge exchange. In 2023, we expect to open our new Science and Engineering building, complete with contemporary teaching spaces, cutting-edge laboratories (including a 200-seat super lab), and social and self-directed learning areas.

The investment in our campus is mirrored by the investment in our people, with a series of high profile, high-calibre appointments, and growth across our academic and professional teams. This is coupled with significant development opportunities for colleagues in both teaching and research, access to the best digital technologies, and an environment that embraces fresh thinking and innovation.

Education
We have a forward-looking, dynamic approach to teaching, learning and the holistic student experience including facilities, course delivery and content, wellbeing and careers support. We seek to inspire our students through a well-rounded university experience, delivered in one of the UK’s best-connected and culturally vibrant cities. It is this commitment to our students that has helped us become one of the top ten most popular universities in the UK by volume of applications1, and The Sunday Times University of the Year for Student Retention in 2021.

We are currently undertaking a large-scale student lifecycle programme which aims to bring together our administrative processes and systems in a more standard and user-friendly manner– from the first point of contact through to graduation and beyond. This programme ensures that students remain at the heart of our University and transforms the ways in which we are able to work together.

1 UCAS undergraduate entry data 2020/21 

Research and knowledge exchange
We are building a research-rich culture across the University, developing academic colleagues, attracting talented researchers, and providing members of the University with outstanding support, world-class facilities, and the environment to succeed.

Our research is centred around 14 research and knowledge exchange centres. Each centre ensures that we can focus around areas of strength where we have critical mass. Our discoveries and innovations will shape business and public policy for the 21st century, while our interdisciplinary approach often generates innovative and impactful outcomes.

Our confidence reflects our achievements, with 85% of our research impact rated as world-leading or internationally excellent in the 2014 Research Excellence Framework, where we ranked 43rd for QR income. Since then, our annual research awards have more than doubled and continue to grow.

Internationalisation
We are pursuing purposeful collaborations that not only internationalise our research but also benefit our colleagues, by widening our networks and creating international opportunities for our students. We have already established over 100 partnerships in all regions of the world, and welcome over 2,700 international students from more than 130 countries worldwide. For the future, we aim to significantly grow our international student numbers, through our programmes delivered overseas with selected partners and by attracting international students to our campus.

We are establishing an offshore office network – and our flagship office in Manchester’s sister city, Wuhan, in the Hubei Province of China, opened in summer 2019. We also launched the Manchester Metropolitan Joint Institute, Hubei University this year, having enrolled the first cohort of students in September 2021.

Institutional sustainability
Institutional sustainability is an important strand of our strategy. As well as maintaining a strong financial position with diversified revenue streams, a programme of investments and initiatives is underway to ensure that we recruit and nurture engaged and motivated employees; own and manage an attractive, modern campus; benefit from the latest digital technologies; and operate to the highest environmental standards.

The Road to 2030: our emerging agenda
In 2020, we reached the end of a five-year strategy which saw our University take great steps forward against the goals and measures that matter for us, our students and our communities. We are currently setting our ambition, objectives and route map for the next decade.

Building on our current strategy, we will create long-term plans to continue our repositioning, enhance our strengths and differentiate our offer.

This work will gather insights from within Manchester Met as well as through exploration of our external context to help us ensure that our academic disciplines contribute to areas of global significance, which matter to society and will define the world for future generations, such as sustainability and net zero, sport and health, economic growth, people and society, and creativity and culture.

Nurturing a close, collaborative University community
Across the University, you will find a strong sense of community and colleague support: a place where collaboration and co-creation are central to the way we work. People are the cornerstone of our University. The University’s extended leadership team meets regularly to learn together and work on opportunities and challenges, bringing together members of the Executive, Heads of Academic Departments and the Professional Services Leadership Team.

Equality and Diversity

At Manchester Met we are proud of our diverse community of students and staff and are committed to promoting a safe, supportive and inclusive environment where everyone is treated with dignity and respect and has the ability to reach their full potential. Equality, diversity and inclusion are key priorities for our staff and student communities, as well as the communities with which we engage.

The value and importance of the EDI agenda to the achievement of our shared ambitions has been highlighted through recent work we have undertaken with staff and students to develop our Equality Objectives 2021-25 and to review our position and approaches against the frameworks provided by national equality charters. It is also underpinned by emerging work to support the delivery of a new University strategy.

To drive this agenda forward we have created this new post of Director of Equality, Diversity and Inclusion. The post-holder will work collaboratively with colleagues across the University community to lead, plan, deliver and co-ordinate our EDI agenda.

Reporting to the Chief People Officer, they will provide senior, expertise-led leadership for the EDI team, supporting the development of an inclusive culture for our staff. As a senior member of the Professional Services Directorate team, they will play a significant role in working with and supporting faculties to develop their approaches to developing an inclusive culture, to facilitate social mobility and to address awarding gaps.

Our commitment is for EDI to become mainstream in our thinking and ways of working at Manchester Met. This role is pivotal in leading work to ensure that EDI practices and principles are embedded and integral to the culture of the University.

The University aims to build a culture where:

  • Fairness and inclusion are a fundamental part of everything that we do.
  • Diversity is valued and celebrated.
  • Good relations between diverse members of the University’s community are promoted.
  • People’s diverse abilities and backgrounds are recognised and are treated with respect.
  • Students from diverse backgrounds have an equal opportunity to benefit from higher education.
  • Students and staff from diverse backgrounds have an equal opportunity to reach their potential.
  • Benefits are maximised to the local communities that we serve.

You can click on the link to access the University Equality and Diversity Policy.

Equality, diversity‌ and inclusion
Our Equality Objectives 2021-25 form the basis of our current EDI work, which is focused on promoting equity and belonging for all staff and students. In 2022 we will be refreshing our Equality and Diversity Strategy, which will form an enabling component of the University’s new strategy to 2030. Our EDI work is grouped under four key strategic areas:

  • Leadership, culture and governance
  • An inclusive student experience
  • An inclusive employee lifecycle
  • Celebrating diversity

We have an ambitious EDI agenda requiring us to significantly enhance and focus our work to ensure that we can provide a truly inclusive and equitable experience for our university communities. Further information about our ambitions, work to date, our Equality Objectives, and an overview of our current equalities data can be found in our Equality and Diversity annual report.

Reports
Keep up to date with our progress and activity in the Equality and Diversity Annual Report 2019-20

See the overview of the University’s Gender Pay Gap.

Gender and Ethnicity Pay Gap 2020

Gender Pay Gap 2019

Gender Pay Gap 2018

Gender Pay Gap 2017

The Equality and Diversity team
The Equality and Diversity team has responsibility for supporting equality, diversity and inclusion across the University. The team leads work on equality charter marks, programmes and supports our staff equality forums.

Equality charters

    • Athena SWAN The aim of Advance HE’s charter is recognising advancement of gender equality: representation, progression and success for all. The University currently holds a Bronze Institutional Award and is working towards renewal of this in 2023.
    • Disability Confident Disability Confident is a government scheme designed to encourage employers to recruit and retain disabled people and those with health conditions. The University is a Disability Confident Leader.
    • Disability Standard The Business Disability Forum’s (BDF) Disability Standard is the world’s only management tool that enables organisations to accurately plan for, and measure their progress towards becoming an increasingly disability-smart organisation. In 2017, we became the first university to achieve ‘Gold’ status since the assessment was introduced in 2004, making us one of just five organisations to have achieved the highest rating of Gold.
    • Race Equality Charter Advance HE’s Race Equality Charter (REC) provides a framework through which institutions work to identify and self-reflect on institutional and cultural barriers standing in the way of Black, Asian and Minority Ethnic staff and students. Member institutions develop initiatives and solutions for action. Manchester Met became a member of the Race Equality Charter in 2019 and is working towards a submission for a Bronze Institutional Award in the summer of 2022.

The team also

  • Co-ordinates the activities of our staff equality and diversity forums and networks including the Gender Staff Forum, LGBTA+ Staff Forum, Race Staff Forum, Disability Staff Forum and Working Parents and Carers Staff Forum.
  • Offers support and guidance for staff, managers, and HR colleagues on equality related areas, as well as assisting in the development of policy and good practice across the University.
  • Leads on a number of corporate social responsibility programs including the Bridging the Gap programme, supporting young people with complex needs from across the region, to develop their employability skills, and working with individuals in long term unemployment to provide placements and work experience opportunities.

You can read about more aspects of Equality and Diversity at Manchester Met here:

Our people

Investing in our people
We aim to recruit, develop and motivate great people to achieve great things.

Our inclusive culture
We believe that having a diverse and inclusive workforce makes us a stronger University, providing better outcomes for our students, research, and business partners. In recognition of our commitment to addressing inequalities while promoting diversity and inclusivity, we have renewed our equality objectives from 2021-25. These set out how we will progress equality and inclusion across the University over the next four years and beyond, through senior support from our University Leadership Forum champions, and a collaborative approach with our staff equality fora and  underrepresented communities.

We are proud to have received an institutional Athena SWAN Bronze award, an accreditation as a Disability Confident Leader and also the Gold award in the Business Disability Standard (now the Disability Smart Audit) – being the first University to secure this. Furthermore, we have committed to working towards accreditation through the Advance HE Race Equality Charter.

Valuing and supporting our people
Manchester Met is widely recognised for the quality of our colleague support and development programmes, holding accreditation with the Institute of Leadership and Management and Advance HE. We are committed to creating a culture which supports and encourages colleagues to engage with learning and development so that they can excel in their role, drive the delivery of our University strategy, and develop professionally.

We are embarking on a number of major people projects in the areas of reward and recognition, and career development, including our Academic Career Pathways programme and additional externally accredited development programmes for colleagues across the University.

We are also proud to have recently received the Living Wage Employer accreditation.

Recognising and listening to our people
At Manchester Met everyone has an important role to play. Our annual staff awards recognise outstanding contributions from individuals and teams. This peer-led programme showcases the talent and commitment of colleagues and is an opportunity for us to come together and celebrate as one community at our live awards ceremony. In 2021, almost 1,000 colleagues were nominated by their peers for their work.

Our employee voice programme offers a range of opportunities for colleagues to be heard and get involved. This includes our Employee Voice Survey, Equality and Diversity Staff Fora, Vice-Chancellor open door sessions, department staff voice groups and regular consultation events for our strategic programmes. Regularly gathering first-hand feedback from colleagues helps us to understand more about the employee experience and colleagues’ views in order that we can co-create change.

Our students

Supporting our students
Manchester Met is one of the UK’s largest universities, with around 38,000 students studying on our degree apprenticeship, undergraduate, postgraduate, research, professional, or continuing professional development courses.

An outstanding student experience
Our academic culture, learning environment and comprehensive student support packages enable us to offer a supportive and rewarding experience to students. 60% of our students are from the local region2 (in fact, just under half3 of them commute to the University).

Many more are attracted by the opportunity to study in Manchester – which is consistently ranked as one of the best student cities in the world4. A diverse community and range of experiences are important aspects of our internationalisation agenda. As well as welcoming overseas students, we aim to give UK students the opportunity to benefit from international experience, in the form of work placements, study visits, and exchange programmes – something that around 1,5005 students take advantage of each year.

Nurturing students from all backgrounds
We recruit from a range of backgrounds and are focused on narrowing any progression gaps (such as among students from low participation neighbourhoods, those who come to us with vocational qualifications, and those with a mental health condition) – this is an area in which we continue to perform well.

Earlier this year, our innovative First Generation Scholarships – which provides a comprehensive programme of support to Greater Manchester students with the academic potential to succeed and who are the first in their family to go to university – won the Widening Access Initiative award at the National Education Opportunities Network Awards 2021 and the Widening Participation or Outreach Initiative of the Year at the Times Higher Education Awards 2021.

2 60% of UK undergraduates in 21/22 are from the North West of England
3 49% of UK undergraduates in 21/22
4 QS Best student cities 2022
5 Prior to COVID-19

The city

Manchester is one of Europe’s great cities. What was once the world’s first industrialised city is today a stimulating, enriching and vibrant metropolis – one of the country’s liveliest cultural hotspots, with galleries, libraries and museums to rival the best in the world. It is also the UK’s best city, and the world’s third best city, according to Time Out 2021.

The city is known on every continent as a capital of sport. It is not only home to two of the biggest clubs in world football, but also the nation’s oldest cricket ground, the National Cycling Centre and the national centres of excellence for squash, gymnastics and taekwondo. It regularly hosts major international sporting events, and many sports brands and governing bodies are based in the city, making it the perfect place to host our new Institute of Sport, opening in early 2022.

Manchester has a bustling private sector and one of the biggest creative and digital sectors in the UK. It is also the country’s largest centre for business, financial and professional services outside London, as well as home for many global banking, science and technology corporations. As such, it attracts and retains a broad talent pipeline and is fully deserving of its ever-growing recognition as the original modern city.

The University plays a leading role in the economic, social and scientific development of the region, not only by providing skilled graduates but also through strong links with local SMEs, key partnerships with the NHS, the city’s football clubs, Greater Manchester Combined Authority and national government.

Manchester, and the wider city region, is easy to access and is easily navigated, with great transport links both in and around Greater Manchester, including some of the UK’s main motorways, tram services (Metrolink) and bus networks. Excellent rail links connect the city to the rest of the UK, and we are home to the UK’s busiest airport outside London. At just over an hour away, Manchester is also the closest major city to the world-famous UNESCO World Heritage Lake District National Park, with the Pennines and Peak District also within easy travelling distance.

The role

Director of Equality, Diversity and Inclusion


Faculty/Directorate: Professional Services
School/Department: Human Resources
Job title: Director of Equality, Diversity and Inclusion
Grade: Senior Staff
Contract duration: Permanent
Reports to: Chief People Officer
Responsible for: Equality and Diversity Manager

Principal accountabilities

Reporting to the CPO, working closely with the Chair of the Equality, Diversity and Inclusion Strategy Board, the Director of Equality, Diversity, and Inclusion (EDI) will:

  • Lead, plan, drive and deliver an ambitious EDI strategy for Manchester Met, which embeds EDI in the mainstream of University activity, working closely with the Chair of the Equality, Diversity and Inclusion Strategy Board.
  • Provide specialist expertise and support to senior leaders across professional services and faculties to develop an inclusive culture, to facilitate the social mobility of our students and the experience of our staff.
  • Oversee monitoring and evaluation of EDI activities to inform progress and prioritise actions.
  • As a member of the senior HR team, provide EDI leadership across the HR Directorate to enhance and embed EDI within the delivery of our People Strategy, policy and practice.

Key tasks

Strategy

  • Support the Board of Governors and University Executive Group in affirming the strategic direction for EDI, reviewing and prioritising EDI goals.
  • Make strategic decisions about the operationalisation of the EDI strategy. Ensure robust planning and implementation processes are in place to translate strategic goals into positive impact on equality, diversity and inclusion. This includes implementation of proposals and recommendations from pay gap reports, supporting the implementation of equality charter action plans and feedback from staff and students.
  • Lead the development of key performance indicators (KPIs) for EDI, leading the development of dashboards and reports which track progress and deliver management information on progress, risks and areas for focus.
  • As a senior leader within HR, ensure that the People Strategy is articulated and delivered with EDI at its heart, supporting the achievement of clear EDI people objectives to underpin University strategy.
  • Lead the development and review of the University’s EDI Objectives to underpin the University’s strategic commitments, ensuring that statutory reporting requirements are fulfilled.

Team leadership

  • Lead, motivate and develop the EDI Team to ensure the delivery of comprehensive, professional expertise across the University.
  • Give oversight to the EDI Team and colleagues across HR in providing strategic direction, operational advice, and expertise to professional services and faculties on implementation of the EDI strategy and embedding of EDI initiatives locally.

Evaluation and impact

  • Work in close collaboration with Academic Services to consolidate EDI KPIs and data relating to the University’s Access and Participation Plan to provide insight into progress on inclusion, representation and social mobility across the University’s staff and students.
  • Ensure the University Executive Team is regularly updated on progress against EDI goals and KPIs. Propose effective solutions for any issues identified through the data and reporting.
  • Provide oversight for the submission for, and implementation of actions from, equality charter marks, including Athena Swan, Race Equality Charter, etc.
  • Oversee the development and implementation of EDI evaluation frameworks including Equality Impact Assessments.
  • Ensure ongoing enquiry into best practice inside and outside the sector, and a continual improvement approach to EDI at Manchester Met.

Engagement

  • Work with key stakeholders, including People Development, to ensure the identification of training needs in relation to EDI, and oversee the design, delivery and evaluation of learning interventions.
  • Develop effective approaches to working with staff equality forums, groups and committees, ensuring that staff and student views inform the identification, prioritisation and achievement of EDI objectives.
  • Disseminate high level information about EDI developments through seminars/ briefings, online channels etc, providing thought leadership on contemporary developments in EDI.
  • Represent the University on national EDI bodies and forums.

Senior directorate leadership

  • Support the wider HR senior team, working collaboratively and flexibly across the Directorate as required to ensure the delivery of strategic objectives.
  • Establish excellent working relationships with staff at all levels across the University.
  • Serve as a member of relevant committees, steering and working groups as required to ensure that the HR & OD Directorate makes an effective contribution to, and has a voice in, all matters that impact on working life for the University’s people.
  • Be a positive role model, exemplifying the seven Nolan Principles of public life (selflessness, integrity, objectivity, accountability, openness, honesty, and leadership).

Miscellaneous

  • You will ensure that appropriate management systems and procedures are in place to meet your health and safety duties and responsibilities contained within the University’s health and safety policy. In particular you will ensure that appropriate risk assessments are carried out in respect of significant hazards and that safety inspections are undertaken on at least an annual cycle in each workplace under your control.
  • You are responsible for applying the University’s Equality and Diversity Policy in your own area of responsibility and in your general conduct.
  • You have a responsibility to promote high levels of customer care within your own areas of work.
  • You are expected to co-operate with the PDR process, engaging in the setting of objectives in order to assist in the monitoring of performance and the development of the individual.
  • You will assess the training and development needs of each member of staff under your control to ensure they are adequately supported in relation to their work responsibilities.
  • Such other relevant duties commensurate with the grade of the post as may be assigned by the Manager in agreement with you. Such agreement should not be unreasonably withheld.
  • You may, with reasonable notice, be required to work at any of the Manchester Metropolitan University sites.
  • You are responsible for assessing and managing risk for all elements of work within your own area/team and for ensuring effective risk management processes are in place.
  • You have the responsibility to engage with the University’s commitment to Environmental Sustainability in order to reduce its waste, energy consumption and carbon footprint.
  • You have the responsibility to engage with the University’s commitment to delivering value for money services that optimise the use of resources and therefore should consider this when undertaking all duties and aspects of your role.

Review

This is a description of the job at the time of issue. It is the University’s practice periodically to review and update job descriptions to ensure that they accurately reflect the current nature of the job and requirements of the University and to incorporate reasonable changes where required, in consultation with the jobholder.

 

PERSON SPECIFICATION

All disabled candidates who meet the minimum essential criteria will be included on the shortlist.

Selection criteria

1 – Skills & abilities

1.1 Passion for and commitment to the transformative potential of HE and its impact in making a difference to people’s lives through widening of opportunities.

1.2 Credibility and expertise to advise and influence Board and senior leaders on sensitive and complex diversity issues.

1.3 Ability to work in collaboration with senior colleagues outside direct management to influence and support change.

1.4 Ability to collate data from a variety of sources and apply this information to develop EDI activities to drive change.

1.5 Ability to develop and provide data-driven reporting on and evaluation of EDI interventions.

1.6 Excellent planning and organising skills. Effective approach to programme management.

1.7 Outstanding influencing, communication and presentational skills, ability to communicate effectively to a wide variety of audiences.

2 – General & specialist knowledge

2.1 Experience or knowledge of Charter Marks, such as Athena Swan, Race Equality Charter and/or demonstrable experience of leading impactful culture change to one that is more inclusive.

3 – Education & training

3.1 Educated to degree level or equivalent, which may include professional qualifications and evidence of CPD in EDI.

3.2 Evidence of continuing professional development.

4 – Relevant experience

4.1 Experience of identifying and setting the strategic direction of organisation-wide EDI strategy and objectives.

4.2 Extensive experience working at a strategic/policy level in an EDI role in a large and complex organisation, with a successful track record of delivery and progress.

4.3 Significant experience of developing and leading implementation of EDI activities using effective, leading edge methodologies. Evidence of initiatives successfully implemented.

4.4 Experience in leading a professional EDI team and delivering outstanding results.

Terms of appointment

We offer a range of benefits including:

  • Generous annual leave: 35 days per annum, 8 public holidays, plus an additional 3-4 discretionary days at Christmas
  • Private healthcare scheme provided by BUPA
  • Pension (GMPF): employer contribution of 21.4% of basic salary
  • Life insurance (3x salary)
  • Comprehensive relocation support service (discretionary and subject to eligibility)
  • Travel benefits such as discounted on-site parking and travel passes, and Cycle2Work scheme
  • Enhanced Maternity, Paternity, Adoption and Parental Leave
  • Various local and national discounts
  • Employee assistance programme
  • Access to world class facilities, technology, learning and development, and free sports / exercise classes

Manchester Metropolitan University is committed to supporting the rights, responsibilities, dignity, health and wellbeing of staff and students through our commitment to equality, diversity and inclusion.

We promote applications from all sections of the community, irrespective of background, belief or identity, recognising the benefits that a diverse organisation can bring and particularly encourage applications from groups which are underrepresented in the University workforce.

The full time equivalent working hours for this post are 37 per week. Senior staff are expected to work such hours as are reasonably necessary to fulfil the duties and responsibilities of the role.

We recognise the benefits and importance of an environment that supports flexible working and are open to conversations about this throughout the application process.

How to apply

Anderson Quigley is acting as an employment advisor to the University. An executive search process is being carried out by Anderson Quigley in addition to the public advertisement.

Should you wish to discuss the role in strict confidence, please contact Elliott Rae on +44 (0)7584 078 534 or Alice Hayler on +44(0)7596 954 388.

The closing date for applications is noon on Monday 7 February 2022.

Applications should consist of:

  • A full CV.
  • A covering letter (maximum of two pages) outlining how you meet the points under the person specification.
  • Please include details of two referees, though please note that we will not approach referees without your prior consent and only should you be shortlisted.
  • Please complete an online Equal Opportunities Monitoring Form.

Completed applications should be uploaded at www.andersonquigley.com/candidates using the reference number AQ1299

Search timetable

Closing date: noon on Monday 7 February
Longlisting: Thursday 17 February
Preliminary interviews with AQ: w/c 21 February
Shortlist meeting: Wednesday 2 March
Final Panel Interviews: Friday 11 March