Job Scope:
The Royal Society is a self-governing Fellowship of distinguished scientists drawn from all areas of science, technology, engineering, mathematics, and medicine. Diversity and inclusion are an essential part of the Royal Society’s mission to recognise, promote and support excellence in science, and to encourage the development and use of science for the benefit of humanity. A diverse and inclusive scientific community that brings together the broadest range of talents, backgrounds, perspectives, and experiences maximise scientific innovation and creativity and the competitiveness of the UK scientific industry.
As the UK’s national academy of science, engineering, technology, and mathematics (‘STEM’), the Society is committed to increasing diversity in science by embedding diversity and inclusion into its activities and organisational culture and by encouraging the participation of excellent scientists from under-represented groups.
This role has been created to provide focus and ensure that the Society does all it can to ensure that diversity and inclusion are at the heart of the Society’s grant making process. Grant making is an important part of the Society’s work and comprises fellowships, international collaboration and capacity building programmes, innovation and industry programmes. In recent years the Grants programme has grown considerably and there is potential for even more awards to be made by the Royal Society in future.
The post holder will report into the Head of Diversity and Inclusion but work closely with the Grants Section, its leadership team and the Grants Diversity, Equity and Inclusion group. The post holder will also work with other Sections within the Society who administer grants or awards on behalf of the Society including the industry team.
The role requires a thorough understanding of current issues relating to Diversity, Equity and Inclusion (DEI) and a proven ability to build and maintain strong strategic relationships with colleagues and external organisations. The successful candidate will be able to recognise, understand and respond to the needs to different stakeholders. They will also have excellent communication, project management and planning skills
The main purpose of the role is:
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To develop, shape and implement a range of activities within the Grants team aimed at increasing Diversity, Equity and Inclusion including encouraging participation from under-represented groups and supporting the development and maintenance of policies and practices to foster greater inclusivity and equity in research. This will involve consideration of the end-to-end process of grant making by the Royal Society to ensure that diversity and inclusion is considered at each stage.
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To work with colleagues across the Society who are responsible for administering awards and ensure that best practice in grant making regarding diversity and inclusion is embedded across the Society.
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To build effective relationships with key stakeholders, internally and externally. It is anticipated that the post holder will work closely with host institutions, other funders and representative groups to develop and implement a plan that encourages more applications to Royal Society awards from underrepresented groups.
Reports to: Head of Diversity and Inclusion
Line manages: No direct line management but close working with the Grants Diversity, Equity and Inclusion team.
Location: Carlton House Terrace, London, SW1Y 5AG plus hybrid remote working
Pay Band: E
Salary: £43,495 to £54,369
Contract type: Permanent
Hours: 35 hours per week (full time)
Closing date: 8 May 23:59pm
Responsibilities:
- To lead on the development of activities aimed at broadening the diversity of applicants to the Society’s funding programmes with a particular focus for the Early Career Fellowships Schemes.
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To work closely with the Senior Leadership Team, Diversity and Inclusion Team and others to define and implement strategy, policy and actions which will promote Diversity, Equity, and Inclusion in all grant activities.
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To set goals, action plans and progress measures to support the Diversity and Inclusion strategy regarding grant making.
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To jointly lead continuous ongoing improvement and implementation of good practice in the context of support for researchers and grant-making and recommend new approaches aimed at understanding and reducing barriers to progression within STEMM research careers.
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To support the Grants team and Grants Senior Leadership team on the management of requirements relating to Diversity, Equity and Inclusion.
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To seek new collaborations and develop internal and external stakeholders’ networks, building consensus and influencing positively to foster an inclusive and equitable research environment.
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To consult and work with colleagues inside and outside of the Section and the Society where appropriate, at all levels including senior management
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To manage the diversity and inclusion budget relating to grants.
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To represent the organisation at meetings, interest groups and events, including giving presentations and providing briefings as required.
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To build relationships with host institutions, Government, and other research funders to share information and help develop shared understanding across the research sector.
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To advise on good practice in diversity data collection, monitoring and reporting and work with the Senior Manager Impact and Evaluation to identify new ways to monitor equitable research outcomes.
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To interpret and use complex data and insights to inform strategy and programming and meet reporting requirements
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To act as a subject matter expert in Diversity, Equity, and Inclusion, staying up to date with best practice and wider research sector and grant-making landscape developments, and ensure that this knowledge is shared and applied to maximum effect within the organisation
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To foster Diversity, Equity, and Inclusion within the Grant Section and support the Senior Leadership team to create an inclusive and supportive environment. To support the implementation of the actions following from the Race at Work Charter.
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To review the current Unconscious Bias training and recommend new DEI training opportunities for members of staff and research fellows.
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To share experience and ideas, and best practice with other teams within the Royal Society who implement awards.
Key Knowledge and Skills Required:
A degree (or equivalent)
Desirable
Knowledge/skills/abilities
An understanding of the Equality Act 2010 and relevant sections of the Data Protection Act 1998
Essential
An understanding of the STEMM academic and industry sector
Desirable
An enthusiastic team player, with experience of collaborative working
Essential
Highly skilled oral and written communication with a range of audiences
Essential
Able to command the confidence of people at all levels of seniority
Essential
Self-organisation and management of several tasks simultaneously
Essential
Highly motivated and an ability to elicit similar motivation in others
Essential
Knowledge of office systems and procedures and good IT skills
Essential
Successfully managing and delivering complex projects
Essential
Writing, editing, and disseminating reports
Essential
Working with committees
Essential
Establishing and maintaining a network of contacts
Essential
Events management
Essential
Line management
Desirable
Able to be flexible about working hours, including working evenings and weekends, and to travel on occasion
Desirable
Competencies:
Self management
Identifies difficult situations-
Recognises stress in others and takes steps to reduce it
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Controls pressurised situations
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Effectively enthuses those in the team
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Proactively sets goals and targets for own work
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Embraces new opportunities, responds to new risks, and takes on new responsibilities.
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Working with others
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Actively seeks ideas and criticisms from within the team
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Resolves conflicts within and between teams
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Embeds feedback processes within the team
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Seeks out new networks that will create opportunity for the Society
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Able to present complex issues simply
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Uses discretion, tact and empathy when negotiating with and/or seeking to influence others
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Understands the need to manage expectations and to only promise what is deliverable
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Demonstrates compassion in delivering hard messages
Resource management
Makes the best of internal/external resources and coordinates well with external partners to best meet the needs of the Society-
Builds contingency into projects considering possible outside factors
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Sets and monitors performance against quality and results orientated targets
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Focuses on both short and long-term goals
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Identifies and manages risk effectively.
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Sets and monitors priorities.·
Critical thinking
Uses questioning, analytical, and probing skills to ‘dig deeper’.-
Knows when enough information has been obtained and adapts presentation of information to the needs of the audience.
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Evaluates the benefits, practicalities, and value for money of ideas and obtains feedback.
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Makes sound decisions in a complex or ambiguous environment and can gain support and manage challenges confidently.
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Justifies key results and procedures, explains assumptions and reasons.·
Adaptability
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Actively seeks the input and opinions of others, often outside his/her section and accommodates and incorporates this thinking into any output.
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Actively seeks new challenges and projects; leads discussions surrounding new ideas, approaches, and projects.
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Anticipates need for innovation and seeks new ideas, approaches and solutions.
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Acts with foresight to anticipate and analyse many different scenarios.
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Acknowledges the ambiguity and works with the team to identify, understand, and manage polarities and other complex situations.
Managing people and relationships
Sets expectations of others and ensures they deliver.
- Demonstrates a positive attitude towards work, celebrating success and instilling confidence, which encourages the same from others.
- Encourages others to share ideas and participate in the discussion and decisions of the team.
- Assesses needs of clients/stakeholders/staff and makes plans to meet these needs.
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Demonstrates compassion in delivering hard messages.