Job summary The EDI Team is dedicated to achieving our Trust's EDI objectives by collaborating with key stakeholders. Our focus is on workforce-related EDI, recognising the importance of addressing inequalities among staff. We work closely with divisional and corporate teams to identify EDI issues and create solutions, while also aligning with the patient EDI function to reduce health disparities in our communities. Guided by the Equality Act 2010, which protects nine characteristics from discrimination, the Team supports the organisation in fulfilling its statutory duties and improving performance against NHS standards. The Senior EDI Advisor will report to the Head of EDI and provide expert advice and solutions to support all Directorates and Divisions. They will help embed EDI practices throughout the Trust, working with various stakeholders to foster an inclusive culture. Utilising data and insights, the postholder will contribute to EDI, People and Culture strategies, ensuring compliance with statutory and NHS obligations. Main duties of the job The postholder will support corporate business returns such the Workforce Race Equality Standards (WRES), Workforce Disability Equality Standards (WDES), Gender Pay Gap and be responsible for the coordination of activities to support the EDI agenda and delivery of our national and local priorities. Engage and collaborate with other teams/services across the organisation to embed the values of EDI. Co-ordinate and deliver EDI activity e.g. events, workshops. Support the Head of EDI and work with all other colleagues in addressing all strategic and operational activities to address inequalities and deliver our objectives, including key areas such as de-biasing recruitment, performance management and employee relations/development of a Just Culture. Supporting and developing our Staff Networks. Act as a point of contact of enquiries within EDI. About us Developmentand staff wellbeing Your growthand personal happinessmattersto us.After all, we can't expect the best from you if we don't invest in your development and nurture your wellbeing.From the moment you join us, we're committed to fostering your professional and personal development within a supportive, empowering environment. Whether you're just starting your career or looking to advance further, we provide you with the tools and opportunities you need to succeed.We actively support colleagues to take part in research, quality improvement and innovation, whatever their role or level in the organisation. To support your wellbeing, we offer an extensive range of resources, including an on-site staff nursery at Kingston Hospital, wellbeing practitioners, regular wellbeing classes, dedicated staff physiotherapist, comprehensive occupational health services, 24/7 employee assistance programme, and a range of other support and activities. We also take every opportunity to thank and recognise the work our teams do, through weekly 'shoutouts' and patient feedback, monthly and annual awards. Wherever you work across our organisation, we look forward to welcoming you. Date posted 23 April 2025 Pay scheme Agenda for change Band Band 7 Salary £51,883 to £58,544 a year Per annum inc HCAS Contract Permanent Working pattern Full-time Reference number 396-779-NN-7153905-A&C-OA Job locations Richmond Thames House, 180 High Street, Teddington London TW11 8HU Job description Job responsibilities KEY RESPONSIBILITIES General responsibilities 1. To act as subject matter experts (SME) in relation to workforce EDI issues, for example in relation to staff experience of discrimination across all protected characteristics, the role and impact of bias in processes, including recruitment, and the impact of health inequalities on our workforce. 2. Maintain comprehensive records of EDI activities, preparing reports and presentations for a range of audiences, including senior leadership. 3. Coordinate meetings and design events to promote awareness and engagement. 4. Support compliance with equality legislation. 5. Lead on the design and delivery of EDI training and development interventions and monitor progress and outcomes. 6. Review specific issues such as equality impact assessments, incidents, disciplinary matters and complaints at the request of colleagues and provide advice on statutory duties and best practice. 7. Responsible for the delivery of projects and programmes of change through persuading, negotiating and influencing staff to engage with EDI projects; motivating others to challenge ways of working. 8. Manage the publicity and promotion of the EDI work plan with key stakeholders. 9. Organise and deliver EDI programmes, events and initiatives as set out in the EDI work plan. 10. Line management of Band 4 EDI Administrator providing direct supervision for the work and activities against clear and agreed criteria, providing feedback and opportunities for them to contribute, plan and organise their own work 11. Plan, design and deliver specialist training courses on a range of topics in relation to EDI to enhance workforce experience and service improvement. 12. Facilitate workshops and group conversations and provide coaching and support to all staff, including senior leaders and managers in relation to EDI issues. Information Management / Analytical 13. Regularly analyse the Trusts EDI workforce metrics, including the local EDI Dashboard as well as national and local metrics, understanding the issues that are affecting KRFT at all levels. 14. Produce detailed management information (including statistical analysis, operational metrics, and individual audits/reports) for a range of audiences, including senior managers/ the Board. 15. Analyse workforce reports, using data to identify hotspot areas and support the Head of EDI and the Deputy CPO and their team in the delivery of solutions focussed people strategies within the designated areas. 16. Use judgement skills to provide solutions focussed advice and guidance on all people related matters as appropriate to the role. 17. Support line managers and staff in the effective management of highly sensitive, complex EDI issues, using analytical and judgement skills to assess each case on its own merit with a solution focussed approach. 18. Maintain high standards of practice and recording of data as per trust policies and procedures for record keeping and information governance. 19. Work in collaboration with HR Business partner colleagues the post holder to develop and prepare and co-ordinate regular EDI reports/updates at divisional and service level as appropriate and for a range of audiences. 20. Benchmark the Trusts performance against other NHS organisations, drawing upon recognised good practice, and developing reports and plans to communicate key themes and actions. 21. Make use of a range of digital and IT applications to regularly create reports and plans, maintaining systems to manage and monitor project information; use of graphics to display statistical information or present complex narrative. 22. Evaluate the effectiveness of and participation in equality and diversity training, in order to continually improve uptake and provision, using different modes of education delivery as appropriate to the need. 23. Support the Head of EDI to analyse sensitive internal and external data to inform the Trusts monitoring systems. This will include statistical analysis of demographic data from a wide range of sources, making logical deductions, and presenting the findings in an accessible format that informs organisational strategic decision making. 24. Promote the annual staff survey and pulse survey and support in the analysis of the data with a particular focus on protected characteristics. Stakeholder Engagement 25. Work with stakeholders across a variety of functions in the Workforce Directorate, including HR Business Partnering, Medical Staffing, Learning and OD and Wellbeing, as well as the SWL Recruitment Hub, to develop and embed EDI across all our people activities. 26. Work with a wide range of stakeholders more widely across the Trust to support and embed EDI across all our business activities. 27. Work with the recruitment team and the medical staffing team to de-bias our selection processes. 28. Work with the employee relations team, HR Business partners and managers across the Trust to de-bias employee relations including disciplinary, grievance and the performance management system, and to embed a just and learning culture. 29. Develop relationships with local bodies and organisations representing different protected characteristics to enable effective ongoing consultation on equality analysis. 30. Develop and implement opportunities to improve participation and engagement of people from protected characteristic groups internally and across the community. 31. Facilitate and actively participate in relevant internal and external working groups, projects, services and initiatives to provide analytical advice, lead expert in relation to specific business functions, service development and outcome. 32. Work closely with Staff Network leaders and members, enabling them to develop effective plans and strategies and supporting the development of mature staff networks with a clear purpose and with strong alignment around organisational goals. 33. Work closely with Trade Union partners, supporting activities where appropriate and ensuring effective two-way communication to understand and address EDI issues affecting the workforce. 34. Close working with the Trusts Freedom to Speak Up Guardians, ensuring there is a shared understanding of EDI challenges and issues related to speaking up and working together to facilitate and develop a stronger speaking up culture in relation to EDI. 35. Work closely with Learning and Education and OD colleagues to develop a range of Trust-wide and bespoke interventions to support EDI objectives as needed. Planning 36. Work with the Head of EDI, HR Business Partners and other colleagues to plan, develop and implement EDI work plans for functions across the Trust to embed inclusive cultures. 37. Implement ideas and areas of improvement for the EDI service incorporating a wellbeing focus. 38. Make recommendations for improvements which ensure EDI service developments are embedded for a sustainable future. 39. Stay up to date with national changes to the EDI agenda and area, best practice and targets proposing changes to policies and working practices Education and Training/Self-Development 40. To demonstrate a willingness to learn and develop own skills through discussion and self-assessment. 41. To identify own training and development needs and undertake appropriate training/education courses, both internal and external, where appropriate and through one-to-one coaching and training. 42. To attend all statutory and mandatory training as and when required to do so. 43. To participate in an annual individual performance review process where objectives will be agreed, performance monitored and personal development needs discussed. 44. To act responsibly in respect of colleagues health, safety and welfare following safe work practices and complying with the Trusts Health and Safety Policies. 45. To adhere to all Trust Policies as applicable. Job description Job responsibilities KEY RESPONSIBILITIES General responsibilities 1. To act as subject matter experts (SME) in relation to workforce EDI issues, for example in relation to staff experience of discrimination across all protected characteristics, the role and impact of bias in processes, including recruitment, and the impact of health inequalities on our workforce. 2. Maintain comprehensive records of EDI activities, preparing reports and presentations for a range of audiences, including senior leadership. 3. Coordinate meetings and design events to promote awareness and engagement. 4. Support compliance with equality legislation. 5. Lead on the design and delivery of EDI training and development interventions and monitor progress and outcomes. 6. Review specific issues such as equality impact assessments, incidents, disciplinary matters and complaints at the request of colleagues and provide advice on statutory duties and best practice. 7. Responsible for the delivery of projects and programmes of change through persuading, negotiating and influencing staff to engage with EDI projects; motivating others to challenge ways of working. 8. Manage the publicity and promotion of the EDI work plan with key stakeholders. 9. Organise and deliver EDI programmes, events and initiatives as set out in the EDI work plan. 10. Line management of Band 4 EDI Administrator providing direct supervision for the work and activities against clear and agreed criteria, providing feedback and opportunities for them to contribute, plan and organise their own work 11. Plan, design and deliver specialist training courses on a range of topics in relation to EDI to enhance workforce experience and service improvement. 12. Facilitate workshops and group conversations and provide coaching and support to all staff, including senior leaders and managers in relation to EDI issues. Information Management / Analytical 13. Regularly analyse the Trusts EDI workforce metrics, including the local EDI Dashboard as well as national and local metrics, understanding the issues that are affecting KRFT at all levels. 14. Produce detailed management information (including statistical analysis, operational metrics, and individual audits/reports) for a range of audiences, including senior managers/ the Board. 15. Analyse workforce reports, using data to identify hotspot areas and support the Head of EDI and the Deputy CPO and their team in the delivery of solutions focussed people strategies within the designated areas. 16. Use judgement skills to provide solutions focussed advice and guidance on all people related matters as appropriate to the role. 17. Support line managers and staff in the effective management of highly sensitive, complex EDI issues, using analytical and judgement skills to assess each case on its own merit with a solution focussed approach. 18. Maintain high standards of practice and recording of data as per trust policies and procedures for record keeping and information governance. 19. Work in collaboration with HR Business partner colleagues the post holder to develop and prepare and co-ordinate regular EDI reports/updates at divisional and service level as appropriate and for a range of audiences. 20. Benchmark the Trusts performance against other NHS organisations, drawing upon recognised good practice, and developing reports and plans to communicate key themes and actions. 21. Make use of a range of digital and IT applications to regularly create reports and plans, maintaining systems to manage and monitor project information; use of graphics to display statistical information or present complex narrative. 22. Evaluate the effectiveness of and participation in equality and diversity training, in order to continually improve uptake and provision, using different modes of education delivery as appropriate to the need. 23. Support the Head of EDI to analyse sensitive internal and external data to inform the Trusts monitoring systems. This will include statistical analysis of demographic data from a wide range of sources, making logical deductions, and presenting the findings in an accessible format that informs organisational strategic decision making. 24. Promote the annual staff survey and pulse survey and support in the analysis of the data with a particular focus on protected characteristics. Stakeholder Engagement 25. Work with stakeholders across a variety of functions in the Workforce Directorate, including HR Business Partnering, Medical Staffing, Learning and OD and Wellbeing, as well as the SWL Recruitment Hub, to develop and embed EDI across all our people activities. 26. Work with a wide range of stakeholders more widely across the Trust to support and embed EDI across all our business activities. 27. Work with the recruitment team and the medical staffing team to de-bias our selection processes. 28. Work with the employee relations team, HR Business partners and managers across the Trust to de-bias employee relations including disciplinary, grievance and the performance management system, and to embed a just and learning culture. 29. Develop relationships with local bodies and organisations representing different protected characteristics to enable effective ongoing consultation on equality analysis. 30. Develop and implement opportunities to improve participation and engagement of people from protected characteristic groups internally and across the community. 31. Facilitate and actively participate in relevant internal and external working groups, projects, services and initiatives to provide analytical advice, lead expert in relation to specific business functions, service development and outcome. 32. Work closely with Staff Network leaders and members, enabling them to develop effective plans and strategies and supporting the development of mature staff networks with a clear purpose and with strong alignment around organisational goals. 33. Work closely with Trade Union partners, supporting activities where appropriate and ensuring effective two-way communication to understand and address EDI issues affecting the workforce. 34. Close working with the Trusts Freedom to Speak Up Guardians, ensuring there is a shared understanding of EDI challenges and issues related to speaking up and working together to facilitate and develop a stronger speaking up culture in relation to EDI. 35. Work closely with Learning and Education and OD colleagues to develop a range of Trust-wide and bespoke interventions to support EDI objectives as needed. Planning 36. Work with the Head of EDI, HR Business Partners and other colleagues to plan, develop and implement EDI work plans for functions across the Trust to embed inclusive cultures. 37. Implement ideas and areas of improvement for the EDI service incorporating a wellbeing focus. 38. Make recommendations for improvements which ensure EDI service developments are embedded for a sustainable future. 39. Stay up to date with national changes to the EDI agenda and area, best practice and targets proposing changes to policies and working practices Education and Training/Self-Development 40. To demonstrate a willingness to learn and develop own skills through discussion and self-assessment. 41. To identify own training and development needs and undertake appropriate training/education courses, both internal and external, where appropriate and through one-to-one coaching and training. 42. To attend all statutory and mandatory training as and when required to do so. 43. To participate in an annual individual performance review process where objectives will be agreed, performance monitored and personal development needs discussed. 44. To act responsibly in respect of colleagues health, safety and welfare following safe work practices and complying with the Trusts Health and Safety Policies. 45. To adhere to all Trust Policies as applicable. Person Specification Essential Essential Postgraduate/Masters qualification, Level 7 CIPD qualification (or working towards) or equivalent relevant experience Desirable oRecognised coaching qualification. o Any other leadership qualification o Active CIPD at Associate Membership Experience Essential oExperience of working in a dedicated EDI role oExperience of working with managers and teams on EDI issues and developing solutions oExperience of designing and delivering training interventions and evaluating outcomes oExperience of giving advice and making recommendations in relation to complex and sensitive EDI issues Desirable oExperience in an NHS acute hospital setting oExperience of working in workforce, HR or OD role Person Specification Essential Essential Postgraduate/Masters qualification, Level 7 CIPD qualification (or working towards) or equivalent relevant experience Desirable oRecognised coaching qualification. o Any other leadership qualification o Active CIPD at Associate Membership Experience Essential oExperience of working in a dedicated EDI role oExperience of working with managers and teams on EDI issues and developing solutions oExperience of designing and delivering training interventions and evaluating outcomes oExperience of giving advice and making recommendations in relation to complex and sensitive EDI issues Desirable oExperience in an NHS acute hospital setting oExperience of working in workforce, HR or OD role Disclosure and Barring Service Check This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions. Employer details Employer name Kingston and Richmond NHS Foundation Trust Address Richmond Thames House, 180 High Street, Teddington London TW11 8HU Employer's website https://www.kingstonandrichmond.nhs.uk/ (Opens in a new tab)