-Support Carers Trust and our network of local carer organisations to commit to individual and collective action to ensure our charities and networks are anti-racist.-Research what other network organisations and federated charities are undertaking tobecome anti-racist movements and explore what good practice looks like from globalethnic majority led organisations.-Develop good practice recommendations and a resource bank for Carers Trust and local carer organisations which draws on research and shared learning.-Engage Carers Trust colleagues and our network of local carer organisations withthese, for example by brokering webinars/talks/blogs from partner organisations.Convene and facilitate an EDI Network Community of Practice (with initial focus on work with global ethnic majority communities) with the aim of sharing learning and fostering peer to peer support.-Be an active member of the Carers Trust anti-racism working group, helping to shapeour roadmap, monitor progress and deliver agreed activities within this.-Support the development and implementation of an EDI impact assessment tool for use on key projects and changes within Carers Trust.-Support Carers Trust and our network of local carer organisations to identify organisational training needs and to broker appropriate training to meet these.Increase understanding, ability and confidence across Carers Trust and our networkof local carer organisations to deliver consistent, relevant and accessible services forunpaid carers from under-represented groups.-Work with Carers Trust colleagues to ensure our ‘Making Carers Count’ programmelegacy outcomes are supported.-Work with the fundraising team to progress potential opportunities to accelerate and augment our anti-racism roadmap, ensuring a consideration of equity is embedded within programme design and funding bids.

Lead the Pan BT work on disability, strategically setting and achieving our three key disability priorities:Workplace adjustments Worked in collaboration with our Colleagues experience team to launch the revised workplace adjustments process to our UK staff (80k people) and now on point to deliver to the rest of the worldDisability Advocacy: Onboarded BT group for the Sunflower scheme during the International day of Disabilities raising visibility on non visible disabilities - this was phase one. Phase two was launching masterclass on disability advocacy to enhance disability inclusion Career development programme Using positive action to help coach my Disability leads to develop a career development and disability advocacy programme to enhance disability inclusionActed and negotiated on the behalf of BT Group to sign up to Ofcom Together in Tech pledge. This will help BT Group to work collaboratively with industry partners to drive performance on senior women representation in our Technology divisions. Helped BT achieve winners in the Tech Women 100 awards helping enhance our brand as employer of choice for Women in Tech For the first time ever getting BT Digital and Networks at the Black Tech Fest - Europe’s largest tech festival for Black technologists. 60% of Digital Black candidates came from here at the end of FY 23. Created bespoke inclusion and representation targets for the CEOs for our Networks and Digital division ensuring accountability at the ExCo level for delivering against our I&D objectives. · Worked with HR colleagues to deliver the cultural and inclusive practises required across all HR activities This includes launching Flexible bank holidays within our Tech and Corporate Units Division

Building and implementing a refreshed Strategy for diversity and inclusion.Lead on diversity and inclusion for Cabinet Office, ensuring this is threaded through areas of HR, line management and leadership practice in order to achieve success.Deploy team members’ expertise to HR areas in order to build best diversity and inclusion practice in to that area.Build a refreshed strategy for diversity and inclusion, in line with our People Strategy, consulting widely, and publicise and implement.Work with stakeholders and the internal communications team to develop a communications strategy for diversity and inclusion.Run events, working with our staff networks to ensure that these add value, for example during National Inclusion Week.Build and run appropriate governance structures for diversity and inclusion, ensuring progress is measured and reported on, that risks are identified and that successes are celebrated. Write papers and present proposals to senior committees. Measure progress against published diversity targets and keep these under review.Work closely with the Head of Culture and Engagement to ensure work is integrated to build an inclusive culture, as set out in the Cabinet Office People Strategy.Engage with staff networks and senior champions to build partnership working to deliver agreed outcomes and successes.Engage with Civil Service wide and cross sector best practice on diversity and inclusion.Gain, maintain or improve accreditation in areas promoting diversity.Build and promote expertise in diversity and inclusion across Cabinet Office at all levels of the organisation, bringing together local D&I volunteers and leads to ensure experience and learning is shared. Delegated financial responsibility for diversity and inclusion budget.Line management responsibility for approximately three team members.

• Deliver Acas’s diversity & inclusion strategy establishing robust plans to deliver this and ensure required outcomes are delivered• Work alongside HR Policy colleagues to ensure diversity is integrated into HR Practices and processes, providing expert advice on specific people related issues via Acas’s equality impact assessment process. • Develop OD&HR capability in the understanding and application of diversity policies and practices to ensure consistency • Provide an expert diversity consultancy service to provide specialist support / advice for HRBPs when dealing with complex casework• Working in partnership with HRBPs in order to build skills for our managers in managing diversity workforce, supporting the delivery of OD&HR business objectives• Support the development of staff diversity networks ensuring that activity is supportive of the Department’s wider diversity goals• Undertake MI data and analytics across key HR activity to demonstrate progress, share insight and drive action on diversity- Became the founder of the inaugural BAME and Disability networks within Acas

• Deliver Acas’s diversity & inclusion strategy establishing robust plans to deliver this and ensure required outcomes are delivered• Work alongside HR Policy colleagues to ensure diversity is integrated into HR Practices and processes, providing expert advice on specific people related issues via Acas’s equality impact assessment process. • Develop OD&HR capability in the understanding and application of diversity policies and practices to ensure consistency • Provide an expert diversity consultancy service to provide specialist support / advice for HRBPs when dealing with complex casework• Working in partnership with HRBPs in order to build skills for our managers in managing diversity workforce, supporting the delivery of OD&HR business objectives• Support the development of staff diversity networks ensuring that activity is supportive of the Department’s wider diversity goals• Undertake MI data and analytics across key HR activity to demonstrate progress, share insight and drive action on diversity

• Drafted the 2016 winning ethnic minority submission for the Civil Service Equality and Diversity awards. • Runner up for the 2016 Network of the year in the Civil Service Equality and Diversity awards.• Introduced innovative textual analysis tools that has helped to improve gender diversity within the Judiciary• Persuaded the organisation to trial innovative outreach tools to improve candidate attraction amongst underrepresented groups. • Assisting the Head of Diversity and Equality in the development, review and implementation of JAC equality objectives.• Consulted with specialist legal disability networks to devise the revised JAC reasonable adjustment policy• Providing support to the Diversity Forum, a high-level group bringing together our key partners to coordinate efforts aimed at increasing judicial diversity.• Developing and implementing a stakeholder engagement strategy.• Ensuring that effective arrangements are in place for identifying and engaging with key stakeholders, and feeding back stakeholder issues to the relevant teams.• Providing a central point of contact and advice for stakeholder requests for JAC involvement in external events.• Maintaining standard briefing for events, in particular to promote the JAC and judicial careers, and coordinating related briefing.• Created a stakeholder database where I have maintained and analysed stakeholder contact data.

1. To support the Diversity lead in the development and implementation of the Immigration Enforcement (Equality, Diversity and Inclusion) EDI strategy and action plan, ensuring that clear goals are set and that Immigration Enforcement are able to assess progress and pace of desired change. 2. To provide support to the Diversity lead in implementing the Immigration Enforcement Community Engagement strategy. 3. To provide guidance and support to the business area senior managers in the development and implementation of a clear strategy and programme of activity that will contribute to the embedding of EDI. 4. Provide support to senior management teams, proposing and supporting the delivery of their diversity agenda to improve business outcomes; 5. To lead on Policy Equality Statements and the public sector equality duty as defined within the Equality Act 2010 6. To produce Immigration Enforcement EDI quarterly reports and identify and recommend actions to address EDI issues. 7. Work flexibly with a range of internal and external stakeholders, on EDI initiatives to mainstream EDI ensuring that initiatives are connected to organisational EDI strategy and objectives 8. To support the Diversity lead in the coordination of the business area Equality and Diversity Action Group (EDAG). 9. To lead on the monitoring, reporting and analysis of EDI activities as outlined in the Home Office and Immigration Enforcement strategies and plans. 10. Attended Senior Management meetings as required to provide EDI updates and recommended priorities. 11. To work closely and proactively with key internal partners to communicate and promote greater awareness and understanding of EDI12. To provide regular updates to business senior managers and staff about equality and diversity legislation, policies and best practice 13. Oversight of developing programme for and delivery of EDI learning workshops to business area staff and managers. .

• Leading the Parliamentary and Diplomatic Correspondence Unit;• Managing the day to day operations of the Agency’s Parliamentary and Diplomatic Correspondence Unit; • Commissioning and quality assuring all correspondence from the Chief Executive to parliamentarians, the Ombudsman, Freedom of Information correspondents, dignitaries and diplomatic staff overseas; • Management of the handling of complex case work involving MPs, peers and overseas UK government officials;• Supporting the Deputy Chief of Staff and the Head of External Relations on issues handling strategies for HM Passport Office announcements, events, publications, ministerial statements, etc. • Liaison with Minister’s/ Home Secretary’s office on ministerial replies, and with the Home Office Direct Communications Unit;• Leading on Internal Review (IR) and Information Commissioner Office (ICO) cases and maintaining close liaison with Home Office Information Access Team, Ministry of Justice (MoJ), Cabinet Office and other government departments (OGDs) as required;• Planning long term pro-active engagement activity including idea and collateral development;• Managing the initiation and commissioning public responses from colleagues and ensuring we protect/enhance HM Passport Office’s reputation;• Identifying HM Passport Office matters that are likely to be of concern to our operations in the UK and overseas;• Provide weekly management information report covering team activity;• Manage the Parliamentary and Diplomatic Enquiries team budget.

• Liaison with the organisation’s policy, operations and project leads to provide specific answers to press queries received by Home Office Press Office;• Facilitating detailed briefing and Q&As for potential press issues;• Support Home Office press office on media handling strategies for agency announcements, events, publications, ministerial statements, etc.• Monitor PQs and other external activities for impact upon press strategy and IPS reputation;• Press evaluation and monitoring of journalist positions;• Planning long term press and PR activity including idea and collateral development, e.g. articles in specialist press;• Advice to non-communications professions on external handling, press issues, and quality assurance support;• Initiating and commissioning lines to take and media responses from colleagues and ensure agreed lines to protect/enhance IPS reputation;• Identifying IPS matters that are likely to attract media attention, and producing press lines in advance;• Support with budget management and monitoring processes

• Seconded to the FCO as a Passport Policy and Information officer,: o leading on internal & external communications relating to the issuing of UK passports overseas, including correspondence (ministerial and public) and briefing for Ministers and senior officials managing an Administrative Officer,o delegating work as necessary and providing coaching and feedback as appropriate• Ensuring exemplar customer service targets. Responsible for processing up to 300 Interview customers per day. SLA was that 90% customers would be seen within 10 minutes of being received at reception. • Quality assure the work of interview officers as well as managing the workflow of the office. • Specialist in preparing and conducting fact finding interviews, to determine if applicants are fraudulent or not• Created a database on national fraud statistics for the Interview Office Network. Analyse and interpret the trends across the whole network for senior colleagues• Train and developed new members of staff by offering my expertise and passing on my knowledge of ABI around offices across the UK.• As the Policy Champion for the London Office, liaised with the policy team and the London office to disseminate policy changes