EDI Manager

Job Title EDI Manager Anticipated Salary Range Contract Type £55k – £60k, Personal Contract Depot / Department People Section / Team Talent Reports to (job title) Group People Director Direct reports (job title(s) Nil Prior Approval obtained for HRBP/ Director Yes Approved by Penny Meddes New Role : If N/A please complete below Y Existing Role: If N/A please complete above N Previous Job Title N/A Previous Depot/ Department N/A Purpose of the role. The EDI Manager is responsible for developing, delivering and embedding SGN’s equality, diversity and inclusion agenda. The role ensures that EDI strategies, policies, training, data insights and employee network activity contribute to a fair, inclusive and high‑performing workplace. This role acts as SGN’s EDI subject‑matter expert, supporting leaders, managers and colleagues to build inclusive behaviours and practices. · List the key responsibilities of the job (no more than 5). 1. Lead the development, delivery and continuous improvement of SGN’s EDI strategy, policies and action plans, ensuring legal compliance and alignment to organisational priorities. 2. Provide expert advice and guidance to leaders, managers and colleagues on inclusive culture, inclusive behaviours and good EDI practice. 3. Identify organisation‑wide EDI learning needs and design/deliver interventions that build capability and confidence, including campaigns, workshops and resources. 4. Use workforce data, insights, survey results and feedback from employee networks to identify trends, inform decision‑making and shape targeted initiatives. 5. Build strong internal and external partnerships, including staff networks, EDI bodies, external benchmarking forums and sector groups, enhancing SGN’s reputation and best‑practice awareness. Knowledge, Skills and Experience · Describe what, if any, academic qualifications/certifications are essential in this job? · Relevant HR, OD, social sciences or EDI‑related qualification OR substantial experience in EDI delivery. · Desirable: Coaching/mentoring qualification; specialist EDI certification (e.g., unconscious bias, inclusive leadership). · Describe what technical skills and job knowledge/experience are essential in this job? · Significant experience designing and delivering EDI strategies, policies and initiatives. · Strong knowledge of EDI legislation, best practice, and organisational application. · Experience conducting EDI data analysis, producing insights and reporting to senior leaders. · Demonstrable ability to design and deliver learning interventions and capability‑building that drive behavioural change. · Excellent stakeholder management, influencing and communication skills. · Ability to manage external partners and networks, representing SGN in EDI forums. · Previous length of experience required in similar role? Typically 3–5 years in EDI or related HR/OD roles. · In terms of skills, qualifications, job knowledge and experience, what are the key differences between…. a. this job and the one above it? · This role does not own the wider talent or capability agenda—focuses specifically on EDI. · It provides specialist expertise rather than developing organisation‑wide talent or leadership frameworks. b. this job and the one below it? · ‑ Deeper specialist knowledge of EDI legislation, policy development and data analysis. · Leads organisation‑wide EDI initiatives and engagement activity. · Greater influencing responsibility, including senior leaders and external bodies. Problem Solving Complexity · Generally speaking, what are the typical problems encountered in this job? Please select one of the below options and provide further details- a. Mostly routine, with straightforward, rehearsed/scripted solutions, or b. Regularly non-routine / complex, with solutions requiring analysis, experience and knowledge. · Further details of the above. · Describe a typical problem that the job holder is expected to deal with themselves. Advising managers on inclusive practices and reasonable adjustments. Interpreting EDI data to identify risks or opportunities. Designing targeted interventions to address inclusion gaps. · Describe a typical problem that the job holder will need to seek advice on. Alignment of EDI commitments with cross‑directorate programmes or strategic priorities. Complex cases requiring legal or specialist guidance. · Describe a typical problem that the job holder will need to escalate for someone else to deal with. Issues requiring unbudgeted spend. Organisational or structural barriers requiring senior leadership decision. · What is the most difficult aspect of this job? Influencing leaders to prioritise and role‑model inclusive behaviours consistently, ensuring EDI is embedded throughout SGN’s culture. · Does this job require someone who can think strategically / tactically? Requires both: · Strategic: Developing long‑term EDI strategy, policy and cultural initiatives. · Tactical: Delivering day‑to‑day EDI guidance, events, learning and network support. . Impact of role · If the job holder ‘gets things very right, or very wrong’, how far reaching would this be inside SGN? Medium to high impact – influences culture, inclusion, colleague experience, and compliance. · If the job holder ‘gets things very right, or very wrong’, how far reaching would this be outside SGN? Medium – shapes SGN’s reputation as an inclusive, responsible employer in external forums and benchmarking bodies. ‑ · To what extent does the job directly contribute to departmental/company objectives? Directly supports SGN’s commitments to inclusion, culture, talent attraction/retention and regulatory expectations. · What timeframe does this job mainly operate within (i.e. does it deal mainly with current, day-to-day issues, or deal regularly with long term change or strategic issues?) Strategic: Long‑term EDI plans and culture development. Medium‑term: Campaigns, policy updates, annual inclusion reporting. Tactical: Daily advice, interventions and colleague support. . · Describe the most impactful decision(s) the job holder will typically make. Prioritising EDI focus areas based on data insights. Designing interventions that shift behaviour and cultural maturity. Escalating and addressing inclusion risks identified through data, feedback or trends. · Does the role have accountability for the performance and results of multiple related units? Please specify how many. No, but it has influence. Influence/ working relationships. · Who does the job holder interact with within the business on a regular basis? Executive Team People Directorate, especially People Business Partners Corporate function leaders Engineering Regional management Special project/Transformation leads HR Systems Team Employee Networks · Who does the job holder interact with outside the business on a regular basis? Learning providers EDI benchmarking bodies EDI training providers Sector EDI networks and groups · How does the job holder interact with these stakeholders and to what level? (For example, are they exchanging information, building rapport, enhancing SGN reputation, handling complaints, influencing and persuading, conducting complex negotiations?) Exchanging information Influencing, persuading and advising Building partnerships and representing SGN Leading campaigns and training Handling complex queries and feedback Resource – Who /what are they responsible for? ( Use real numbers, values and examples if possible) · How many, if any, people does the job holder manage / supervise? Please provide their job titles. (if none, please state None) None · If applicable, describe at what level this management / supervision is undertaken (e.g. do they deal with quality control, work allocation and planning, coaching, recruitment, ‘hard’ people management issues such as sickness absence, conduct, capability etc.?) (if none, please state None) · What value budget does the job holder set, manage or spend? (if none, please state £0) Approx. £50k · What assets / equipment does the job holder manage or control? (if none, please state None) None · What level of projects does the job holder manage or control? (if none, please state None) Leads organisation‑wide EDI projects, campaigns and capability‑building initiatives.