Senior Manager, Culture, Diversity, Equity and Inclusion, People and Insights Division

Location: Leeds or London

About this role
The Senior Manager of the Culture, Diversity, Equity & Inclusion (CDEI) team is a pivotal role within the Bank, responsible for leading the delivery of the Bank-wide Inclusion strategy and working with the wide range of senior stakeholders across the organisation to support the Bank in being a diverse and inclusive employer.

As the Senior Manager of the team, as well as being a CDEI SME, they will be responsible for the strategic oversight and quality assurance of the core responsibilities of the team, which include:

1. Being the DEI centre of excellence for the Bank, providing expertise from a diversity and inclusion perspective on a wide range of issues;
2. Overseeing the delivery and implementation of the new Bank Inclusion Strategy and associated action plan;
3. Producing the Executive Director scorecards and action plans - to support the Bank in being an inclusive organisation and make progress towards meeting the Bank's gender and ethnicity targets; and
4. Leading the engagement with the Bank's Employee Networks - with a view of promoting a coordinated approach that support a sense of belonging among Bank staff.

This role will work closely with senior leaders across the Bank, the People Directorate and Employee Network Sponsors and co-chairs to shape the delivery of the new Inclusion Strategy- working collaboratively with stakeholders on its implementation, ensuring the effectiveness of interventions are evaluated and measured against the outcomes they are seeking to achieve. As an SME for CDEI within the Bank, the Senior Manager will use their expertise and judgment to ensure the Bank responds sensitively and objectively on CDEI related issues, spearheading crisis management and developing appropriate interventions whilst also mitigating any reputational risk to the Bank, using escalation where appropriate.

This role requires strong DEI proficiency, including providing DEI expertise on a range of People-related policies and practices throughout the employee lifecycle, as well as promptly identifying unintended consequences of potential interventions. The Senior Manager must demonstrate strategic thinking, thought leadership and stay up to date with external developments and best practice in the DEI arena, navigating a changing internal and external landscape.

This is a people management role, with a combination of direct and indirect reports. A capable people manager, the Senior Manager will build and lead the CDEI team, allocating and managing resource effectively to support priority deliverables. You will be responsible for line managing your direct reports (and in the case of indirect reports - managing through managers), including: setting objectives, performance management, supporting professional development and fostering an inclusive culture within the team.

As a member of the People, Strategy & Insights (PS&I) senior leadership team you will have a role in inputting into the PS&I strategy, working closely with other Senior Managers to support collaboration, prioritisation and effective delivery of outputs across teams. Crucially, the role-holder will be adept at building productive relationships and influencing stakeholders at all levels, especially within the People Directorate, enabling the integration of the Bank's Inclusion Strategy within our wider People policies and strategy.

Key Responsibilities

• Strategic oversight of CDEI issues: Proactive engagement with senior stakeholders across the Bank on DEI issues, identifying trends, recognising sensitivities and leading and overseeing the development of responses where DEI interventions are required.
• Overarching responsibility for delivery of inclusion strategy and action plan: Accountable for the finalisation and strategic delivery of the new Inclusion strategy and action plan, working with the wider People Senior Leadership Team to design and implement coordinated interventions, with appropriate evaluation and measures
• Team Management: Lead and manage effectively the CDEI team, with a small number of Senior DEI Partners as direct reports and a wider team of indirect reports, ensuring effective collaboration across the team to support key deliverables.
• Stakeholder Engagement: Build productive relationships and influence multiple stakeholders, including senior leadership.
• Communication: Oversee, and where appropriate lead on timely and high quality delivery of committee papers, written and oral briefings and other communications, showing appreciation for wider sensitivities
• DEI Expertise: Serve as the senior DEI expert within the team, providing guidance and support to colleagues, coaching and development to team members, knowledge sharing and role modelling best practice across the Bank, bringing in key colleagues (eg Legal) where appropriate.
• Crisis Management: Support the Head of Division in crisis management, delivering recommendations and counsel to senior leadership on internal and external headwind issues in a timely way.
• Budget Management: Responsible for the CDEI budget and ensuring effective use of resources.
• External Engagement: Capably represent the Bank at external events and with external counterparts, staying up to date with external developments and create learning cultures within the function.

Role Requirements

Minimum Criteria

• Proven experience in line management and leading, developing, and mentoring teams whilst managing a broad portfolio of work
• Specialist knowledge and experience of the DEI agenda.
• Excellent written and oral communication skills, with proven ability to tailor information to audience - including very senior stakeholders
• Demonstrable experience of developing and implementing best practices for creating inclusive workplaces with a good grasp of current trends and research, legislation and benchmarking standards in the external arena

Essential Criteria

• Demonstrates an understanding of the Bank's position on DEI and how this relates to positions both internally and externally.
• Able to provide thought leadership on DEI to influence, constructively challenge and advance institutional thinking, and can link DEI initiatives across the Bank to create synergies and efficiencies.
• Thinks strategically and identifies innovative ideas and opportunities to influence DEI policy within the employee life cycle.
• Leads proactively and drives critical analysis of problems and processes, utilising quantitative and qualitative data.
• Demonstrates excellent stakeholder management skills. Proven ability to build productive relationships and influence multiple stakeholders. Able to change a course of action in the face of obstacles with openness to feedback.
• Ability to guide teams through uncertainty and change/transformation.
• Experience in managing and prioritising multiple projects and resources to ensure that initiatives are executed on time, within budget, and with measurable outcomes, demonstrating return on investment.
• Effective interpersonal skills, including empathy, active listening, and conflict resolution to work closely with colleagues of all seniority across the Bank, as well as external partners.
• Proven experience in delivering through others and creating a delivery and outcome focused environment with effective allocation of skills and resources.
• Ability to navigate sensitive topics with balanced considerations to reach consensus, offering advice credibly at senior level and externally, translating that into written guidance as appropriate.

Desirable Criteria

• Clear understanding of the cultural norms, values, and beliefs of the different groups represented in the Bank.
• Experience working in both public and private sectors.
• Experience in mediation / conflict resolution and crisis management
  
  

Our Approach to Inclusion

The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve.

At the Bank of England, we want all colleagues to feel valued and respected, so we're working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it's by drawing on different perspectives and experiences that we'll continue to make the best decisions for the public.

We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We've also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they're needed.

For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them, their team and stakeholders.

Finally, we're proud to be a member of the Disability Confident Scheme. If you wish to apply under this scheme, you should check the box in the 'Candidate Personal Information' under the 'Disability Confident Scheme' section of the application.

Salary and Benefits Information

We encourage flexible working, part time working and job share arrangements. Part time salary and benefits will be on a pro-rated basis as appropriate.

This role offers a salary range of:

Leeds based £76,210 - £85,770 (depending on skills and experience)

London based £84,720 - £95,310 (depending on skills and experience)

In addition, we also offer a comprehensive benefits package as detailed below:

• Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80th of your annual salary for every year worked. There is the option to increase your pension (to 1/65th) or decrease (to 1/105th) in exchange for salary through our flexible benefits programme each year. The Bank has the discretion to vary standard accrual rates and dial up and dial down rates at any time and to withdraw dial up and dial down options at any time.
• A discretionary performance award based on a current award pool.
• An 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits.
• 26 days' annual leave with option to buy up to 12 additional days through flexible benefits.
• Private medical insurance and income protection.

National Security Vetting Process

Employment in this role will be subject to the National Security Vetting clearance process (and typically can take between 6 to 12 weeks post offer) and the passing of additional Bank security checks in accordance with the Bank policy. Further information regarding the vetting and security clearance requirements for the role will be provided to the successful applicant, and information about how the Bank processes personal data for these purposes, is set out in the Bank's Privacy Notice.

The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis.

The Application Process

Important: Please ensure that you complete the 'work history' section and answer ALL the application questions fully. All candidate applications are anonymised to ensure that our hiring managers will not be able to see your personal information, including your CV, when reviewing your application details at the screening stage. It's therefore really important that you fill out the work history and application form questions, as your answers will form a critical part of the initial selection process.

The assessment process will comprise of two stages.

This role closes for applications on 20 August 2025.

Please apply online, ensuring that you complete your work history and answer ALL the application questions fully and in detail as your application will not be considered if all mandatory questions are not fully completed.