South Bank, Greater London
£40,000 - £50,000 per year
Contract, Part-time, Open part time or full time, Full-time
Job description
This organisation supports anonymous recruitment. That means hiding your personal identifying information, removing bias from the hiring process.

Department/Team:      Executive Director’s Office

Responsible to:           Business Director

Contract:                     One-year fixed term contract

Location:                     Currently remote working, but once the building reopens the role may be located flexibly at The Old Vic, 103 The Cut, London, SE1 8NB

Hours:                         We are open to part-time and full-time applicants. Working hours will normally be between 10am and 6pm, Monday to Friday, although additional hours may be necessary to fulfil the requirements of the post.

Salary:                         £40-50k FTE, depending on skills and experience

Purpose of job

The Head of Inclusion is a newly created position, reinforcing our commitment to promoting equality, diversity and inclusion at The Old Vic. Equality, diversity and inclusion (ED&I) is key to the business agenda and people strategy at The Old Vic to ensure we can attract, retain and engage diverse talent and make the best work. The Head of Inclusion will work with the Senior Management Team, our Anti-Racism Working Group and other groups to review and identify priorities for The Old Vic to improve both diversity and inclusion within the business and to implement an ED&I strategy.

The Head of Inclusion will be a member of the Senior Management Team. This will include working with the Board, any relevant Working Groups established and senior peers within The Old Vic to ensure we deliver effectively on our ED&I goals.


Areas of responsibility

The Head of Inclusion will be responsible for:

  • Acting as an internal expert, key influencer and advocate on ED&I issues
  • Delivering an ED&I strategy, informed in particular by the current Anti-Racism work in progress through our Working Group, and in alignment with our People Strategy for 2021
  • Conducting diversity assessments of wider organisational practices and processes and recommending actions where necessary/appropriate
  • Creating diversity analytics to understand and track performance in the organisation, including working with the General Counsel to comply with any compliance or legislative requirements
  • Identifying external trends and recognising best practice which will increase diversity among the workforce 
  • Developing The Old Vic’s relationships with other key delivery partners on ED&I issues in the cultural field
  • Monitoring and evaluating progress on ED&I against our strategic ambitions and manage related data to inform our work and measure impact
  • Increasing the understanding of and engagement in ED&I internally and communicates progress on ED&I
  • Responsible in conjunction with the Head of HR for Gender Pay Gap Reporting
  • Supporting all departments in furthering ED&I needs, which may include external partners


  • Supporting the writing of job descriptions and adverts that appeal to diverse applicants and remove bias
  • Providing guidance to hiring managers on the recruitment process to remove bias and ensure equal opportunity
  • Working with Head of HR to develop the employer brand from an ED&I perspective


  • Providing briefing to senior colleagues and Board members on diversity and inclusion matters as needed
  • Working with Head of HR to develop the onboarding procedure
  • Creating diversity networks to ensure all groups have a voice at The Old Vic
  • Act as a support to the Anti Racism Working Group (ARWG), driving positive initiatives in line with the strategy and sharing key updates to the wider business
  • Celebrating diversity through organised events and awareness sessions
  • Supporting with the Guardians Network and Programme as necessary

Talent Development

  • Embedding effective inclusion practices into every phase of the talent and development lifecycles
  • Supporting the development of diverse talent


  • Rolling out a comprehensive training plan for 2021 to deliver to the Board, Senior Management Team and all staff to educate and upskill employees on the value of diversity
  • Develop and execute a plan to engage employees and leadership in ED&I programmes and promote a culture of inclusivity and support

Policies & Procedures

  • Working with the General Counsel and the Head of HR to review The Old Vic’s organisational policies and procedures
  • Assisting the Education & Community team with their evaluation and associated processes
  • Reviewing and suggesting amendments to The Old Vic Staff Handbook
  • Review and update our Equal Opportunities Policy and suggesting recommendations to ensure they are inclusive.


This is not an exhaustive list of duties and the theatre's management may, at any time, allocate other tasks which are of a similar nature or level.


Person Specification


  • Previous experience of implementing and measuring ED&I initiatives, agendas and strategy
  • Demonstrable understanding of the issues concerning ED&I that are intrinsic to society and the arts
  • Extensive knowledge of inclusive best practices
  • Strong project management, analysis and reporting skills
  • High level of self-awareness, empathy, integrity and confidentiality
  • Well connected with external ED&I networks and communities
  • An organised and methodical approach to planning and organising workload


  • Experience as a coach, trainer, mentor
  • Legal experience
  • HR experience
  • Experience delivering business-wide initiatives within a charitable / arts setting

We receive a high volume of applications. If you have not heard from us within 14 days of applying, please assume that you have not been successful on this occasion and keep an eye out for future vacancies.

Please note: where we receive an unprecedented high volume of applications, we reserve the right to close applications early.

Equal Opportunities

We actively support and encourage people from a variety of backgrounds, experiences and skill sets to join us and help shape what we do. We are particularly keen to receive applications from Black, Asian and Minority Ethnic (BAME) and disabled candidates.

Posted on: 15 January 2021
Closed date: 31 January 2021
Tags: Human Resources