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Department for Digital, Culture, Media and Sport

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Enriching Lives, Driving Growth

DCMS is helping to make Britain the world’s most creative, digital and engaged nation - an exciting place to live, visit and do business. Our work supports strong and resilient communities. It is about creating a world-leading digital economy, promoting the UK’s cultural, sporting and artistic heritage and building a bigger, stronger civil society. Wherever people live and whatever their background, we want their life to be enriched by what we (and the sectors we support) do.

Our sectors are important not only for their economic contribution and growth; they are critical to creating a global UK, an essential partner for trade and investment. And they enrich lives and connect us.  We are there in the big moments of national life that bring us together – cheering on our athletes to gold, the silent reflection of Remembrance Sunday - and in the community spirit of local charity volunteers. We are promoting the UK as the best place for digital investment and innovation, and as the safest place to be online and to start and grow a digital business. From the Arts Council to UK Sport, the DCMS family reaches across the country and into every community.

Our people are not your stereotypical civil servant. They are inspired by and drawn from the creative, cultural and technology sectors. We are diverse and welcoming. We embrace fresh-thinking and ideas. And we hope you will make your career with us.

We are looking for individuals with fresh ideas and different perspectives to join us in locations across the UK. Interested?

DCMS Recruitment Locations - London, Manchester, Darlington, Belfast and Loughborough

Hybrid Working at DCMS

DCMS have always been a department that embraces flexible working, and, during the COVID-19 pandemic, they adapted efficiently and effectively to remote working. 

As we emerge from the pandemic, DCMS have launched a hybrid working policy to combine the benefits of working in the office and remote working. This informal arrangement is available for all DCMS staff at every grade in the department. 

The hybrid working policy at DCMS is for staff to work 2 days a week from their contracted DCMS office location and the rest of the week from home. Though staff who prefer an office environment will be able to work from the office more regularly if desired.

This hybrid working model enables staff at DCMS to balance the freedom to choose how they work, with the responsibility to meet the business needs. It provides a working environment suitable for all and will enable the department to continue to diversify their workforce, hopefully widening the geographical reach too.

To ensure hybrid working is a sustained success there has been investment in technology to ensure, whether people are at home or in the office, they are able to connect and collaborate effectively. There has also been a focus on the wellbeing and inclusion of all staff members to ensure they feel safe and supported as DCMS move to a hybrid model.

London Office - Collaboration Space with colleagues gathered

The Ability Network

The Ability Network is open for all and offers a safe environment to discuss and learn about different abilities and health conditions.

It’s a support network for all colleagues – whether you have a disability, line manage someone with a disability, or would just like to learn from the perspectives of people with differing abilities.

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Lisi's Story

“My name is Lisi Bouchard and I work in the Civil Society and Youth Directorate at DCMS. Over the last year I have headed up the Civil Society and Youth Transformation and Briefings hub. I am also a trained coach and have founded the DCMS coaching community.

What is your disability/life long condition and what impact has it had on your life overall and how you work? 

I am dyslexic. I remember finding primary school hard work, fearing the weekly spelling tests at primary school or reading out loud. However, I loved writing poetry (which doesn't have rules) and was an avid reader (in my head), reading The Hobbit aged 8. At secondary school, as work was more focused on ideas and concepts, I started to enjoy learning for the first time.  

What is it like to have dyslexia at work? 

It means some written/verbal work can feel like walking through treacle. Think back to when you last learnt a new skill e.g. driving, cycling, rowing, excel etc. Can you remember the extra effort and concentration you had to put into what others did effortlessly? That's what dyslexia feels like to me- making a submission in an hour on little sleep and extra challenge!

My brain also develops ideas differently. I often get ideas visually and do my best work drawing out ideas on paper, and then distilling these into words and key questions. This is fantastic for strategy work, but makes formulating and articulating new policy ideas on the fly in meetings - which is highly valued in the civil service - more challenging. 

What would you like the future to be like for colleagues with disabilities at work?

Being able to talk about the disability openly and the strengths that it can bring into the workplace as well as being honest about the challenges. For those with dyslexia the amount of form-filling to get anything done, from onboarding staff to workplace assessments and applications for development schemes, doesn't feel enabling. 

What is the main thing you would like DCMS colleagues to know about dyslexia?

Colleagues with dyslexia have overcome multiple challenges to work here and are therefore highly effective problem solvers with a strong work ethic. 

The dyslexic brain also has some incredible strengths. People with dyslexia can be exceptional at sifting through information and making strategic connections. They are often great at visualisation, strategy and innovation. This is why a high proportion of CEOs and entrepreneurs are dyslexic (40% according to a survey of 66,000 millionaires).”

If you relate to Lisi’s story and you to strive to work in an environment where you can talk openly about disability, it’s strengths and challenges, then we would love for you to join us at DCMS. We strive to become the most inclusive department in Whitehall.

Employees gathered - Socialising and Collaborating

Simon's story

Hi, I’m Simon. I joined the Civil Service in 2009 and am currently a senior lawyer in DCMS, working on the Telecommunications Security Bill. I’ve always wanted to work in DCMS, I volunteer for two charities, improvise comedy, grew up with grass roots hockey. Oh, and I happen to be disabled.

If you met me, you probably won’t guess my invisible disabilities. They are eczema, dyslexia and partial sight. I was born with all of these, so I can’t separate them from my life. They are part of the recipe that makes “Simon”, just as much as my infectious laugh, my Goan heritage and my love of the colour “blue”.

My eczema means I can end up with sore, bleeding skin - it's exacerbated when I’m stressed and often interrupts my sleep. Over the years I tried loads of things to “fix” it, the most recent was cognitive behavioural therapy, which finally made me accept it's not something to “fix”. I need to cope with the bad days and when they happen, they won’t last. My dyslexia means I sometimes struggle when I’m writing or reading something. My sight probably has the most impact on me.

It would take me a long time to explain how these disabilities impact on my work. Essentially, they all mean I have to work collaboratively as part of a team, I’ll struggle to read documents, so I tend to talk things through. I have limited screen time I can spend, so I have to prioritise what I do, and have breaks in between meetings. For some of them, I even use this magic talking device called a “phone”. There is no picture, however you can chat to someone. Every time I meet someone I also have to think 'when do I tell you I’m disabled?' and 'what works for me?'. I learnt the hard way; the answer is straight away.   

Due to this I build high trust, authentic relationships with everyone I work with. I’m empathetic to others and their difficulties. I also am very creative and quite a visual learner, so I tend to use flowcharts or diagrams to talk through an issue - even with a Minister.

I wasn’t always confident talking about my disability. I’m afraid as a 40 year old, I’m from the generation when 2 of my conditions were not even seen as a disability. I certainly wasn’t encouraged to talk about them, especially not at work. In the end, what changed for me was a really sympathetic manager called Caroline in DofE who first realised I was struggling and took time to find out why. The other was an amazing support group I got from the Positive Action Pathway, a leadership scheme I went on in 2018 where I spent time with leaders from all over the civil service who were all from under represented groups. Finally, with my sight, I just have to tell people. I have no choice.

I was asked when writing this what I’d wish for the future. To steal shamelessly from one of my heroes, Richmond AFC Manager Ted Lasso (yes I know he’s a fictional character), Ted quotes Walt Whitman: “Be curious, not judgmental”. I’d like everyone to be curious about their colleagues and hopefully that would create a safe space for us all to be good colleagues. If you are curious, open and welcome people in, they will trust you with their disability and they will feel supported.

I’d like everyone to feel like their disability doesn’t define them. I’d like them to see it as just a different ability, one that makes them valued and not to worry about the “disabilities” being the only thing that anyone notices.

If you relate to Simon’s story and you to strive to work in an environment where you can talk openly about disability, it’s strengths and challenges, then we would love for you to join us at DCMS. We strive to become the most inclusive department in Whitehall.

Our people are not your stereotypical civil servant. They are inspired by and drawn from the creative, cultural and technology sectors. 

We are diverse and welcoming. We embrace fresh-thinking and ideas.

 

The importance of Reasonable Adjustments

Reasonable Adjustments throughout the recruitment process are vital to ensure those who identify as having a disability are offered a level playing field and given the opportunity to perform at their best.

At DCMS, the opportunity to request reasonable adjustments is highlighted in all job vacancy adverts and are offered to support candidates with any online tests, written applications and at the interview stage.

Examples of reasonable adjustments DCMS have provided candidates recently include: extra time for online tests, a scribe to support with applications, a sign language interpreter for a video interview and providing interview questions to candidates shortly in advance of their interview. DCMS will work collaboratively with candidates to ensure the utmost support is provided.

In addition to reasonable adjustments, DCMS, and the rest of the Civil Service, operate the ‘Disability Confident Scheme’ (DCS). The DCS offers candidates, who provide evidence within their application which demonstrates that they meet the minimum criteria and meet all of the qualifications, skills or experience defined as essential, a guaranteed interview. At interview stage, the successful candidate is appointed on merit, but the benefit of the scheme is that it provides candidates who identify as having a disability the opportunity to secure an interview.

DCMS values diversity of thought, experience and background.

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