Director – Digital Inclusion and Skills
London, England, United Kingdom Full-time Posted 57 minutes ago
This role may be based in one of the following locations: London or Manchester.
The department operates a discretionary Hybrid Working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home-based location for 40-60% of the time. Senior Civil Servant (SCS) staff are expected to aim for closer to 60% of the time at an office or non-home-based location over the accounting period.
Job Summary
As Director (SCS2) for Digital Inclusion and Skills, your key responsibilities will include:
Key Challenges for the Role
Essential Criteria
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead.
Benefits
You’ll benefit from a wide range of training and development opportunities, regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits. This includes:
Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays and one day’s leave for the King's birthday.
Pension
A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
Flexible Working
Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
Parental Leave
Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
Season Ticket & Bicycle Loan
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
Onsite Facilities
The opportunity to use onsite facilities including staff canteens (where applicable).
Sick Pay
Occupational sick pay.
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
SHORTLIST
When applying you will need to submit a two page CV setting out your career history, with key responsibilities and achievements, along with a statement of suitability (Max 1250 words).
Applications will be sifted to select those demonstrating the best fit with the post against the criteria set out in the person specification. Please ensure you keep this in mind when writing your CV and supporting statement.
The timeline further down this page indicates the date by which a decision is expected to be made, and all candidates will be advised of the outcome as soon as possible thereafter.
Feedback will only be provided if you attend an interview.
ASSESSMENT
If you are shortlisted, you will be asked to take part in a Staff Engagement Exercise in advance of the final panel interview. This assessment will not result in a pass or fail decision. Rather, it is designed to support the panel’s decision making and highlight areas for the panel to explore further at interview.
Shortlisted candidates can request an informal conversation about the role with the vacancy holder, Sarah Connolly .This discussion does not form part of the assessment.
Shortlisted candidates may also be invited to an informal discussion with a minister from the Department for Science, Innovation and Technology. Full details of the assessment process will be provided to shortlisted candidates at the earliest opportunity.
For further information regarding the assessments please visit - https://scs-assessments.co.uk/.
INTERVIEW
Shortlisted candidates will be invited to attend a panel interview to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.
As part of the process there may be assessment of skills either by a presentation or simulated exercise with follow up questions. Full details of the requirements will be given to shortlisted candidates ahead of their interview.
SELECTION AND FEEDBACK
Regardless of the outcome, we will notify all candidates as soon as possible, and will offer the opportunity to discuss feedback for all candidates who reached the interview. A reserve list will be held for up to 12 months, which we may use to fill future suitable vacancies.
EXPECTED TIMELINE
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, to meet the dates given. Please note that these dates are only indicative may be subject to change. If you anticipate any difficulties attending, please alert scscandidate.grs@cabinetoffice.gov.uk upon application
The Anticipated Timetable Is As Follows
Advert Closing date: 23:55, Sunday 4th October 2026
Shortlist: Thursday 15th or Friday 16th October 2026
Assessments: Monday 26th or Tuesday 27th October 2026
Panel Interviews: From 3rd November 2026
It is expected that interviews will be conducted in-person in London, however this will be confirmed during the shortlisting process and successful candidates will be informed accordingly.
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DSIT Candidate Guidance. A DSIT Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Reserve lists
A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitable vacancies across government for candidates who are considered appointable following interview.
Further Information
If you are experiencing accessibility problems with any attachments on this advert, please contact: scscandidate.grs@cabinetoffice.gov.uk
Complaints
Civil Service Commission Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.
In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; scscandidate.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive you can contact the Civil Service Commission at info@csc.gov.uk and more information can be found at www.civilservicecommission.independent.gov.uk
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Successful candidates must undergo a basic (or equivalent) criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a basic (or equivalent) criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This Job Is Broadly Open To The Following Groups
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact
If you feel your application has not been treated in accordance with the Civil Service Commission’s Recruitment Principles and you wish to make a complaint, you should contact the Head of Resourcing at recruitment.team@dcms.gov.uk, in the first instance.
The department operates a discretionary Hybrid Working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home-based location for 40-60% of the time. Senior Civil Servant (SCS) staff are expected to aim for closer to 60% of the time at an office or non-home-based location over the accounting period.
Job Summary
As Director (SCS2) for Digital Inclusion and Skills, your key responsibilities will include:
- Set the strategic direction for digital inclusion, building on the 2025 Digital Inclusion Action Plan and the evidence from its first year. Drive a long-term, place-based approach that improves access to devices and connectivity, skills, confidence and trust, and the accessibility and usability of digital services.
- Deliver the Digital Communities Fund working with Mayors, local leaders and delivery partners to fill gaps in support and scale approaches that work, while ensuring robust evidence, value for money and measurable impact.
- Drive Digital Inclusion work across Whitehall, joining up with other departments, notably CO, HMT, DHSC, DWP and DfE, to ensure that the most vulnerable in society are supported to maximise benefits of the digital transformation.
- Deliver the Women in Tech agenda, working with the Women in Tech Taskforce and its Chair to improve workplace culture, support women to start and scale technology businesses, and partner with the right group of organisations to lead wider change.
- Coordinate and deliver skills and talent work across DCMS, developing a shared departmental approach to issues including migration and talent, building on existing sector and tech-specific work.
- Deliver the £250m TechFirst programme, building a stronger domestic technology talent pipeline, supporting regional growth and widening access for young people and women to high-value careers in frontier technology sectors. Maintain strong partnerships with employers, schools and regional organisations and ensure effective programme delivery.
- Lead a high-performing directorate, bringing teams and portfolios together around a clear purpose, developing capability and an inclusive culture, and maintaining momentum across a broad, high-profile ministerial agenda.
Key Challenges for the Role
- Delivering through complex stakeholder environments, including across a wide range of government departments and local government, civil society, and industry, including supporting the work of the Women in Tech Taskforce.
- Translating high ministerial ambition into a coherent, prioritised and deliverable strategy across digital inclusion, technology skills and diversity in tech, while maintaining a clear focus on outcomes for people and communities.
- Design and deliver a series of interventions to have a material difference to the digital inclusion of the most vulnerable in society.
- Ensuring the successful delivery of high-impact programmes. Expand and deliver the TechFirst Skills Programme, which aims to reach 1 million students by 2030, and builds on the success of CyberFirst. Coordinate with others across DCMS to provide oversight and coordination for the full range of talent and skills activities taking place.
- Playing a full role as part of the Digital Foundation Group’s SLT and the wider DCMS senior leadership group, including leading teams through the machinery of government changes.
- Delivering through complex stakeholder environments, including across a wide range of government departments and local government, civil society, and industry, including supporting the work of the Women in Tech Taskforce.
- Translating high ministerial ambition into a coherent, prioritised and deliverable strategy across digital inclusion, technology skills and diversity in tech, while maintaining a clear focus on outcomes for people and communities.
- Design and deliver a series of interventions to have a material difference to the digital inclusion of the most vulnerable in society.
- Ensuring the successful delivery of high-impact programmes. Expand and deliver the TechFirst Skills Programme, which aims to reach 1 million students by 2030, and builds on the success of CyberFirst. Coordinate with others across DCMS to provide oversight and coordination for the full range of talent and skills activities taking place.
- Playing a full role as part of the Digital Foundation Group’s SLT and the wider DCMS senior leadership group, including leading teams through the machinery of government changes.
Essential Criteria
- Proven leadership experience, with a track record of leading high-performing, diverse teams in high pressure environments. A proven ability to set a clear and compelling vision, lead confidently through uncertainty, and create an inclusive environment for teams.
- Excellent relationship-building skills, and able to quickly build credibility at senior levels across a range of stakeholders, including central government, local government, industry, and the wider public sector.
- Highly developed communication skills, able to brief on complex and sensitive issues clearly and concisely. Outstanding interpersonal, negotiation and influencing skills, combined with the resilience to operate effectively at the most senior levels of government.
- Sound judgement and strong political acumen, with the ability to read a shifting context, manage risk, and make well‑reasoned decisions on complex strategic and reputational issues.
- Experience in formulating and delivering complex strategies, policies, and programmes under pressure and where you don’t own all the necessary levers.
- Demonstrable experience in digital inclusion and/or skills development.
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead.
Benefits
You’ll benefit from a wide range of training and development opportunities, regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits. This includes:
Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays and one day’s leave for the King's birthday.
Pension
A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
Flexible Working
Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
Parental Leave
Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
Season Ticket & Bicycle Loan
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
Onsite Facilities
The opportunity to use onsite facilities including staff canteens (where applicable).
Sick Pay
Occupational sick pay.
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
SHORTLIST
When applying you will need to submit a two page CV setting out your career history, with key responsibilities and achievements, along with a statement of suitability (Max 1250 words).
Applications will be sifted to select those demonstrating the best fit with the post against the criteria set out in the person specification. Please ensure you keep this in mind when writing your CV and supporting statement.
The timeline further down this page indicates the date by which a decision is expected to be made, and all candidates will be advised of the outcome as soon as possible thereafter.
Feedback will only be provided if you attend an interview.
ASSESSMENT
If you are shortlisted, you will be asked to take part in a Staff Engagement Exercise in advance of the final panel interview. This assessment will not result in a pass or fail decision. Rather, it is designed to support the panel’s decision making and highlight areas for the panel to explore further at interview.
Shortlisted candidates can request an informal conversation about the role with the vacancy holder, Sarah Connolly .This discussion does not form part of the assessment.
Shortlisted candidates may also be invited to an informal discussion with a minister from the Department for Science, Innovation and Technology. Full details of the assessment process will be provided to shortlisted candidates at the earliest opportunity.
For further information regarding the assessments please visit - https://scs-assessments.co.uk/.
INTERVIEW
Shortlisted candidates will be invited to attend a panel interview to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.
As part of the process there may be assessment of skills either by a presentation or simulated exercise with follow up questions. Full details of the requirements will be given to shortlisted candidates ahead of their interview.
SELECTION AND FEEDBACK
Regardless of the outcome, we will notify all candidates as soon as possible, and will offer the opportunity to discuss feedback for all candidates who reached the interview. A reserve list will be held for up to 12 months, which we may use to fill future suitable vacancies.
EXPECTED TIMELINE
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, to meet the dates given. Please note that these dates are only indicative may be subject to change. If you anticipate any difficulties attending, please alert scscandidate.grs@cabinetoffice.gov.uk upon application
The Anticipated Timetable Is As Follows
Advert Closing date: 23:55, Sunday 4th October 2026
Shortlist: Thursday 15th or Friday 16th October 2026
Assessments: Monday 26th or Tuesday 27th October 2026
Panel Interviews: From 3rd November 2026
It is expected that interviews will be conducted in-person in London, however this will be confirmed during the shortlisting process and successful candidates will be informed accordingly.
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DSIT Candidate Guidance. A DSIT Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Reserve lists
A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitable vacancies across government for candidates who are considered appointable following interview.
Further Information
If you are experiencing accessibility problems with any attachments on this advert, please contact: scscandidate.grs@cabinetoffice.gov.uk
Complaints
Civil Service Commission Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.
In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; scscandidate.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive you can contact the Civil Service Commission at info@csc.gov.uk and more information can be found at www.civilservicecommission.independent.gov.uk
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Successful candidates must undergo a basic (or equivalent) criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a basic (or equivalent) criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This Job Is Broadly Open To The Following Groups
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact
- Name : SCS Recruitment Team
- Email : scscandidate.grs@cabinetoffice.gov.uk
- Email : scscandidate.grs@cabinetoffice.gov.uk
If you feel your application has not been treated in accordance with the Civil Service Commission’s Recruitment Principles and you wish to make a complaint, you should contact the Head of Resourcing at recruitment.team@dcms.gov.uk, in the first instance.
