Appointment details

Equality and Human Rights Commission (EHRC) - Chair

Summary

• Organisation: Equality and Human Rights Commission
• Sponsor department: Cabinet Office
• Location: Various
• Sectors: Public Administration
• Skills: Regulation
• Number of vacancies: 1
• Time commitment: 2 day(s) per week
• Remuneration: £500 per day
• Length of term: 4 years
• Application deadline: 4pm on 11 December 2024

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Timeline for this appointment

1. Opening date

   13 November 2024

2. Application deadline

   4pm on 11 December 2024

3. Sifting date

   10 January 2025

4. Interviews expected to end on

   31 January 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Minister

Dear Candidate,

The Secretary of State for Education and Minister for Women and Equalities and Minister of State for Development and Minister for Women and Equalities is seeking to appoint a dynamic and dedicated leader who will continue to develop the Equality and Human Rights Commission (EHRC) and support long-term change and improvements to equality and human rights issues. The postholder should be committed to ensuring that the Commission’s overall direction reflects its vital role as our equalities regulator and National Human Rights Institution. This appointment fulfils the requirement of the Equality Act 2006 that the Secretary of State should appoint a Chair to the Commission. Although the Commission is an independent organisation, the Chair is accountable to the sponsoring Minister. 

You will develop and maintain high-value relationships with Ministers, influential partners, governments at home and abroad, opinion formers, industry and others. You will demonstrate awareness, judgement and adaptability whilst maintaining integrity and resilience in the face of challenge and adversity. 

Delivering on equality is increasingly fundamental to advancing change in our society therefore the successful candidate will be an exceptional organisational leader and advocate for equality, a credible and effective public face for the organisation with the ability to operate strategically. 

The preferred candidate for the post of Chair of the Equality and Human Rights Commission will be required to appear before two Parliamentary Select Committees prior to appointment. Thank you for your interest in becoming Chair of the Equality and Human Rights Commission. 

The Rt Hon Bridget Phillipson MP 

Secretary of State for Education and Minister for Women and Equalities 

The Rt Hon Anneliese Dodds MP 

Minister of State (Minister for Women and Equalities) 

Appointment description

This is an exciting time to join the Equality and Human Rights Commission. We are seeking a strong, strategic leader who will continue to develop the Equality and Human Rights Commission (EHRC) and set the Commission’s overall direction to reflect its crucial role as an independent equality body and National Human Rights Institution. 

The Equality Act 2006 sets out the role of the Chair as follows: 

• preside over meetings of the Board; and 
• undertake functions set out in his/her terms of appointment and those assigned to him/her by the Board. 

The roles and responsibilities of the Chair are set out in the Commission’s Governance Manual. 

The Chair has responsibility for ensuring the Board operates effectively, makes collegiate and inclusive decisions, and provides effective strategic leadership on matters such as: 

• formulating the Board’s strategy for discharging its statutory duties and delivering its functions, including consulting on its Strategic plan; 
• leading the Board and, in partnership with the Chief Executive, setting the overall direction, policy and plans for the Commission; 
• encouraging high standards of propriety and promoting the efficient and effective use of resources throughout the organisation; 
• representing the views of the Board to the general public; 
• building and maintaining positive and effective working relationships with Ministers, Parliamentarians and other Senior Stakeholders, both nationally and internationally; 
• representing the Commission as a visible national champion for equality and human rights; 
• supporting Commissioners, including the Chief Executive, in undertaking their roles, including agreeing objectives, and undertaking annual appraisals; and 
• establishing a relationship of trust with the Chief Executive, informing him/her of key developments in a timely manner and seeking advice and support as appropriate. 

Working in partnership with the Chief Executive, and other members of the Board, the Chair will have responsibility for: 

• strategic leadership of the Board in setting the overall direction, policy and plans for the Commission 
• encouraging high standards of propriety and supporting the Chief Executive to promote the efficient and effective use of staff and other resources in the context of financial constraints;representing the EHRC in discussions with Ministers and forging strong relations with Whitehall, Parliament, and various strategic partners, domestically and internationally; 
• supporting Commissioners, including the Chief Executive, in undertaking their roles, including agreeing objectives and undertaking annual appraisals; 
• raising the external profile of the EHRC; including through high-profile enforcement involving inquiries and investigations; 
• articulating a clear vision of how the EHRC can support fair and effective enforcement of the equality law in Great Britain, and working collaboratively with the Office for Equality and Opportunity to maximise the EHRC’s impact. 

In addition, as a member of the Board, the Chair shares corporate responsibility for: 

• agreeing the Commission’s strategic plan, business plan and priorities and ensuring delivery of its business plan; 
• ensuring that the Commission has proper internal controls, systems and processes in place to safeguard the use of public funds and manage risk; and 
• promoting and protecting the EHRC’s position, values, mission, vision, integrity, image and reputation. 

Whilst the Chair has overall responsibility for the performance of the Board, all members of the Board have an important individual and collective role in working with the Chair, the Chief Executive and the Senior Management Team to evolve the strategic direction of the body, to ensure delivery goals, and to ensure that it fulfils the governance, financial management, and efficiency standards required of it as a public body. 

Organisation description

The EHRC is Britain’s independent equality and human rights regulator and has been awarded an ‘A’ status as a National Human Rights Institution (NHRI) by the United Nations. Its role is to help make Britain fairer and it achieves this by safeguarding and enforcing the laws that protect people’s rights to fairness, dignity and respect. 

As a statutory non-departmental public body established by the Equality Act 2006, the Commission operates independently. It has a unique role enforcing anti-discrimination law and helping individuals who are bringing claims of discrimination, harassment or victimisation under the Act. It aims to be a centre of excellence for evidence, analysis and equality and human rights law and an essential point of contact for policy makers, public bodies and business. 

The EHRC uses its unique powers to challenge discrimination, promote equality of opportunity and protect human rights. 

For further information about the Commission, please visit its website at www.equalityhumanrights.com. 

Board composition

The Board currently comprises 11 Members. Members of the Board are listed below and biographical information for each Board Member can be found on the EHRC’s website. 

• Baroness Falkner (Chair)
• Dr Lesley Sawers OBE (Scotland Commissioner and Deputy Chair) 
• John Kirkpatrick (Chief Executive) 
• Jessica Butcher 
• David Goodhart
• Keith Richards
• Su-Mei Thompson 
• Akua Reindorf KC 
• Kunle Olulode 
• Joanne Cash 
• Alasdair Henderson 
• Keith Richards

The Board has a strategic oversight role. It does not directly manage the Commission's operations, but delegates that role to the CEO and the Commission’s staff. It holds the CEO and the staff to account by monitoring performance against the Commission’s strategic priorities and ensuring that resources are being used to good effect. 

Further information on the EHRC and its activities, including its most recent annual report, can be found on the EHRC’s website. 

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

• A credible understanding of and demonstrable commitment to equality and human rights;
• The ability to lead and manage a major high-profile organisation, including chairing the board, providing effective challenge and support to the Executive;
• An ability to exercise impartial and independent judgements that are capable of justification under close scrutiny;
• Outstanding relationship building and communication skills, with the ability to command respect, build networks quickly and work with and through others to achieve objectives

Desirable criteria

• An understanding of the political landscape in Great Britain;
• A commitment to managing and developing the Commission with a diverse membership that represents often competing priorities;
• The ability to interpret financial information to provide effective challenge on the regularity and propriety of the EHRC’s spend and business activities;
• The ability to operate effectively and comfortably as an ambassador for the organisation.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions. To apply, all candidates are required to provide:

• a Curriculum Vitae (CV)
• a supporting statement
• equality information
• information relating to any outside interests or reputational issues

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

2. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist.

3. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview in London.

4. The Panel will meet again to interview candidates and determine who is appointable to the role. The names of all appointable candidates are provided to Ministers. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

5. The Panel’s recommendations will be provided to Ministers in a report which details the assessment method used and the outcome of each interview. They will then be asked to agree on the candidate(s) who should be appointed. Ministers’ preferred candidate may be required to attend pre-appoint scrutiny hearing(s).

6. This appointment is made by the Minister for Women and Equalities who, following the appointments process, will take the final decision on who to appoint.

7. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

8. If your application is unsuccessful and you would like feedback, please let the Cabinet Office Public Appointments Team know. We regret that we are only able to offer feedback to candidates who have been unsuccessful at the interview stage.

Further information about appointments, including tips on applying, can be found on our guidance pages on gov.uk.

Advisory Assessment Panel (AAP)

Panel Chair: Marcus Bell OBE, Director, Office for Equality and OpportunitySenior Independent Member: Keith Fraser, Chair of the Youth Justice BoardIndependent Panel Member: Professor Shazia Choudhry, Professor of Law, Oxford

Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.

AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Pre-appointment scrutiny

Pre-appointment scrutiny by select committees is an important part of the process for some of the most significant public appointments made by Ministers. It is designed to provide an added level of scrutiny to verify that the recruitment meets the principles set out in the Governance Code on Public Appointments. This scrutiny may involve the relevant select committee requesting and reviewing information from the Department and the Minister’s preferred candidate. The select committee may also choose to hold a pre-appointment hearing.

If you are confirmed as the government’s preferred candidate for this role, the department will be in touch to confirm next steps. In most cases your name and CV will be provided to the relevant select committee in advance of the hearing.  Following a date being agreed for a pre-appointment hearing with the committee you will be asked to complete a questionnaire in advance of that. Following the hearing, the government will review and respond to the Committee’s report before confirming the appointment. 

Full information can be found in the Cabinet Office’s guidance here. 

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

• you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

• have an unspent conviction on your criminal record;

• your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

• you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

• you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)

If you need further advice, please contact the Cabinet Office Public Appointments Team via coappointments@cabinetoffice.gov.uk.

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain roles. However, where this applies, candidates will be notified during the appointment process. Further information on National Security Vetting can be found on the Gov.uk website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve.

We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.

When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

Disability Confident is a voluntary scheme which replaced the Guaranteed Interview Scheme or Two Ticks Scheme that was widely used in Britain. Disability Confident supports the Government’s commitment to halve the employment gap between candidates who have disabilities and those who do not by encouraging employers to think about disability and to take positive action to improve how they attract, recruit and retain workers with disabilities.

As a Disability Confident employer, we are committed to ensuring that candidates with disabilities are provided with the adjustments that they require as part of the recruitment process. If you require any reasonable adjustments, please contact the Cabinet Office Public Appointments Team to discuss your requirements. We will also offer an interview to a fair and proportionate number of disabled applicants that meet the minimum criteria for the job - by minimum criteria you must be able to provide sufficient evidence to demonstrate relevant skills and experience for each of the selection criteria set out in the Person Specification section. This does not mean that all candidates who have a disability are entitled to an interview.

The aim of this commitment is to encourage positive action for candidates with disabilities, encouraging them to apply for positions in public life by offering them the assurance that, should they meet the minimum criteria as advertised for the position, they will be given the opportunity to demonstrate their skills, talent and abilities at the interview stage. 

It is important to note that if we receive a higher volume of applications that far exceeds the number of those expected then we may need to limit the overall numbers of interviews offered. This will include the number of interviews offered to Disability Confident candidates that meet the minimum criteria for the role.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.

Some examples of common changes are:

• ensuring that application forms are available in different or accessible formats;
• making adaptations to interview locations;
• allowing candidates to present their skills and experience in a different way;
• giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.

1. Selflessness

Holders of public office should act solely in terms of the public interest.

2. Integrity

Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.

3. Objectivity

Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.

4. Accountability

Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.

5. Openness

Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.

6. Honesty

Holders of public office should be truthful.

7. Leadership

Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or public statements that you have made; 
• and/or - any political roles you hold or political campaigns you have supported; 

which may call into question your ability to do the role you are applying for.

You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 

Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or ten years in any one post. 

Remuneration, allowances and abatement

The time commitment for the Chair is up to 100 days per year; current members receive a flat rate of £500 per day to cover this.

Remuneration is taxable under Schedule E of the Income and Corporation Taxes Act 1988 (as amended) and subject to Class I National Insurance contributions.  

Reasonable standard travel expenses will be payable.

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact the Cabinet Office's public appointments team in the first instance if you would like to make a complaint regarding your application at coappointments@cabinetoffice.gov.uk. They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk.Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

Data protection

The Cabinet Office will use your data in line with our privacy policy.

This notice sets out how we will use your personal data, and your rights. It is made under Articles 13 and/or 14 of the General Data Protection Regulation (GDPR).

Purpose

Our purposes for processing your personal data are:

• to recruit for public appointments for the Cabinet Office or one of its sponsored bodies including dealing with applications, selection, appointment, and vetting
• to monitor and promote diversity in appointments, and
• to produce statistics

The data

We will process the following personal data: your application, including name, contact details, location, employment history, qualifications, CV and other background information relevant to your application; sift and interview assessments; and conflicts of interest and political activity.

Diversity data will also be requested if you make an application via the Public Appointments Website, although you may decline to provide this if you wish. This includes age, gender, ethnicity, sexual orientation, recorded disability, and faith.

We may also process other information gathered by Cabinet Office as part of due diligence, including information obtained from public sources including social media.

Information relating to your nationality, address, family history and criminal convictions may be required in order to enable you to hold the necessary security clearance for your new role.

Lawful basis

Our legal basis for receiving and using your information is that it is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the data controller. In this case that is to ensure that high quality candidates are identified via robust recruitment processes in line with the Governance Code for Public Appointment published pursuant to Article 3(1) of the Public Appointments Order in Council 2016. We also have a public task to monitor and promote diversity under our public sector equality duty.

Where a contract of employment exists, we also process your data on the legal basis that it is necessary for the performance of a contract to which you are a party, and it is necessary in order to take steps at your request prior to entering into a contract.

Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.

We may process this data to make reasonable adjustments for applicants, and to conduct due diligence checks. Our lawful basis for processing your sensitive personal data is:

• It is necessary for the purposes of performing or exercising our obligations or rights as the controller, or your obligations or rights as the data subject, under employment law, social security law or the law relating to social protection (reasonable adjustments)
• processing is of data concerning ethnicity, religious or philosophical belief, health including disability or sexual orientation, it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained (diversity monitoring)
• processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department (diversity monitoring and due diligence)
• It relates to personal data which are manifestly made public by you (due diligence)

Recipients

Information that you supply to the Cabinet Office as part of your application for a Public Appointment may be shared with members of the Advisory Assessment Panel for the purposes of sifting applications and conducting interviews. This may include your name, employment history, qualifications, CV and other background information relevant to your application including sift and interview assessments, conflicts of interest, and political activity. This may also include other information gathered by Departments as part of due diligence, including information obtained from public sources.

Diversity and other data will be shared with the Commissioner of Public Appointments (OCPA) for the exercise of their statutory functions. This may include age, gender, ethnicity, sexual orientation, recorded disability, faith and geographical location, principal employment sector, number of government public appointments held, and declarable political activity. Your name will not be included in the information that is collected and shared with OCPA. You can see how OCPA handles personal data shared with it in its privacy notice. 

As your personal data will be stored on our IT infrastructure it will also be shared with our data processors who provide email, and document management and storage services.

Retention

Cabinet Office will store your application and other data if you are successful for the duration of your appointment and for 2 years thereafter.

Cabinet Office will hold diversity data shared with OCPA in identifiable form for five years.

If your application is unsuccessful we will retain your data for one year.

International transfers

As your personal data will be stored on our IT infrastructure, and shared with our data processors, it may be transferred and stored securely outside the European Union. Where that is the case it will be subject to equivalent legal protection through the use of Model Contract Clauses or the Privacy Shield scheme.

Your Rights 

• You have the right to request information about how your personal data are processed, and to request a copy of that personal data.
• You have the right to request that any inaccuracies in your personal data are rectified without delay.
• You have the right to request that any incomplete personal data are completed, including by means of a supplementary statement.
• You have the right to request that your personal data are erased if there is no longer a justification for them to be processed.
• You have the right in certain circumstances (for example, where accuracy is contested) to request that the processing of your personal data is restricted.
• You may have the right to request a copy of any personal data you have provided, and for this to be provided in a structured, commonly used and machine-readable format.
• You have the right to object to the processing of your personal data. 

Complaints

If you consider that your personal data has been misused or mishandled, you may make a complaint to the Information Commissioner, who is an independent regulator. The Information Commissioner can be contacted at:

Information Commissioner’s Office Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF, or 0303 123 1113, or casework@ico.org.uk.

Any complaint to the Information Commissioner is without prejudice to your right to seek redress through the courts.

Contact details

The data controller for your personal data is the Cabinet Office.

In relation to equality and diversity data, the Cabinet Office and the Office for the Commissioner of Public Appointments are joint data controllers. The contact details for the Cabinet Office are: Cabinet Office, 70 Whitehall, London SW1A 2AS, or 0207 276 1234, or publicappointments@cabinetoffice.gov.uk.

The contact details for the Cabinet Office’s Data Protection Officer (DPO) are: Stephen Jones, DPO, Cabinet Office, 70 Whitehall, London SW1A 2AS, or dpo@cabinetoffice.gov.uk.

The Data Protection Officer provides independent advice and monitoring of Cabinet Office’s use of personal information.

Contact details

For further information on the role, please contact the sponsor team for the Equality and Human Rights Commission ehrc.publicappointments@cabinetoffice.gov.uk. For further information about the submitting your application, the public appointments process, or requesting reasonable adjustments, please contact the Cabinet Office Public Appointments Team via coappointments@cabinetoffice.gov.uk. 

Attachments

• Candidate pack: Equality and Human Rights Commission Chair