SO2 Diversity and Inclusion

A vacancy has arisen for a Squadron Leader (Any) to serve as SO2 Diversity and Inclusion at RAFC Cranwell on FTRS (LC) Terms and Conditions of Service (TCoS) to 31 March 2025, with an initial proposed start date of 8 August 2022 or earlier subject to candidates status.

As SO2 Diversity and Inclusion (D&I), you are the R&S HQ SME and de facto senior cultural adviser with regard to National Strategic D&I activity; furthermore, you are responsible for achievement against recruiting Targets and Levels of Ambition set by the Government and RAF (e.g. ASTRA) by producing a comprehensive and coherent R&S strategy for engaging with D&I Target Audiences (TAs) at both the national and regional/local levels; namely through increasing the awareness of the careers available for potential candidates and ensuring representation of diversity across all media channels. In discharging your duties, you are to ensure that best practice and value for money are achieved within your AOR.

Responsible for:

•    D&I Strategy. Formulating, disseminating and updating a comprehensive and coherent R&S strategy for meeting the D&I recruiting targets and Levels of Ambition as set by the Government and RAF, by creating a Marketing strategy for D&I group which will be incorporated within overall R&S recruitment strategy and engaging with D&I TAs at both the national and regional/local levels.

•    National Strategic. Acting as the de facto senior cultural adviser with regard to National Strategic D&I activity, with particular emphasis on the following:
o    Increase representation of diversity across all media channels working with external agencies and the specialist campaigns team within Marketing.
o    Identification of specific D&I relationships (e.g. multi-cultural educational establishments and influencers) and events (e.g. Black History month, Diwali, Eid, Pride Week etc) at the national/strategic level, and their incorporation into the overall strategy.
o    Maintaining strategic oversight and direction of D&I events of national/strategic significance, including ensuring that SO2 EM Recruitment Strategy and SO3 Gender Recruitment has provided appropriate representation as identified by the D&I Strategy.
o    Engaging with senior military, political and civilian audiences by attending high profile events in support of SO2 EM Recruitment Strategy and/or delivering specialist briefings with specific reference to Recruitment.
o    Defining the overarching use of Community Engagement Teams (CET), the D&I Networks and D&I Ambassadors through the D&I strategy. 
o    Develop partnerships with industry and organisations which are aligned to D&I and the promotion of our priority trades/branches. 
o    Leading on continuous analysis of the national D&I recruiting environment, both potential as well as actual. 
o    Coordination, and where appropriate representation of R&S at specific D&I meetings and forums (both military and civilian).  
o    Sourcing and utilisation of relevant external agencies (e.g. consultancy) to conduct additional analysis and subsequent implementation (through incorporating into the D&I Strategy) of recommendations as required.
o    Complete and update reports as required by R&S
o    May also be required to undertake reasonable tasks, as directed by your Line Manager, commensurate with rank and experience.

Must either have been, or currently be, a Squadron Leader (Any) or a Flight Lieutenant (Any) eligible for promotion in accordance with AP 3393 Vol 1 and AP 7000. All Promotions will be ratified by means of a Promotion Board.

If an applicant has been out of full-time military service and is applying for a post on promotion, they will also need to send their civilian appraisals or equivalent to evidence recent skills, knowledge and experience to be considered by the Promotion Board.   

Furthermore, personnel who cannot provide the minimum of 13 months service prior to reaching the Normal Retirement Age (NRA) may still apply and will be considered subject to the post sponsor securing a Conditional Extension of Service.

• Strong staff skills.
• Be competent in identifying and liaising with a range of key local and national stakeholders.
• Although based and working from RAF Cranwell, must be prepared to travel routinely throughout the UK as required.
• Must possess a full UK driving licence.
• Will be required to attain mandatory RAF generic training.

• Completed ICSC (Air).
• Possess good communication skills in order to undertake staff briefings to senior military levels.
• Recruiting experience.
• Communications background.
• Should possess adequate working knowledge of basic IT (MODNET and MS Apps).

A Selection Board will carry out a rigorous selection process for this post, based principally on an applicant’s last 4 appraisal reports as required.  Enquiries concerning this vacancy should be made to:

Name: Wg Cdr Tracey Broome

Tel: Skype

Applications.  Candidate applications, with a maximum 2-page CV (to include copies of last 3/4 appraisal reports as required) should be sent to:

Wg Cdr Tracey Broome

Recruitment & Selection

Adastral Hall

RAFC Cranwell

NG34 8HB

Or via e-mail: broomet576@mod.gov.uk

The closing date for applications is 10 June 2022, Interviews will take place week commencing 27 June 22, unless a promotion board is required.

Unless already commissioned in the Reserve Air Forces the successful applicant will be required to be commissioned in the Royal Air Force Reserves with a liability for call-out for permanent service.

The appointment is on FTRS (LC) TCoS in accordance with AP 3392 Vol 7 Part 1 and AP3392 Vol 7 Part 3 Chapter 2 for an initial period of 2 years and 8 months.

Confirmation of appointment will depend on successful completion of a RAF Medical Board.  Personnel who do not meet the Age/Permanent Joint Medical Employment Standard (PJMES) may apply for the appointment but will only be considered subject to an executive waiver process on a case-by-case basis.

Candidates who have been out of regular or reserve service for more than 5 years may be considered for this appointment.  Prior approval must be sought from the relevant Professions Advisor to confirm current and past experience prior to being invited to interview.

Regular Service Applicants.  Personnel currently serving in the Regular Royal Air Force should be mindful of the current Early Termination Minimum Waiting Time (MWT) for their respective Rank, Profession and ensure this MWT is compatible with the post sponsor’s proposed start date, prior to applying.

Ex-service candidates who have been administratively discharged through the QR1027 process will have their applications rejected as they are not eligible to join the RAF Reserves in accordance with AP 3391 (Vol 3, Lft 207, Annex L, Para 1a).

Pension Issues.  Personnel who qualify for a service pension should take financial advice from Defence Business Services (DBS) Pensions Department on the effect that undertaking reserve service has on their pension (details can be found on the JPA splash screen). Additional guidance can also be found at https://www.gov.uk/guidance/pensions-and-compensation-for-veterans and MMP116 - Re-employment. Of particular note is reference to the ‘Effect of Re-employment’ on Commutation and, for those leaving on a ‘preserved’ pension, the Resettlement Grant.

Transition between TCoS.  Personnel taking this appointment from other TCoS should consider the impact on any accrued entitlements, such as leave, resettlement etc and should seek specialist guidance where required as certain entitlements are TCoS specific and may not be retained or transferred on transition between TCoS. 

Flexible Working Arrangements. In accordance with the Flexible Working (FW) Policy, Reserve personnel can request FW arrangements with their line manager.  Any immediate FW requirements should be agreed with the line management at the interview stage.

Individual Reinforcement Training (IRT) (Module 1) and RAF Fitness Test (RAFFT).  Reserve personnel are required to maintain currency in IRT and the RAFFT iaw the relevant TCoS.  The successful applicant will be expected to undertake IRT and the RAFFT within 6 months of commencing employment (if required).

Annual Salary and Leave.  Pay will be in accordance with the pay scales published for the reserve air forces.  Leave entitlement is detailed in JSP 760.

Accommodation. Personnel serving on FTRS(LC/HC)/ADC TCoS are eligible to occupy Single Living Accommodation (SLA) if available, at entitled rates, if serving within the Air Command TLB. However, due to a severe shortage, it is unlikely that accommodation will be available at RAFC Cranwell.