Senior Analyst – International UK PACT (Fixed term)

The Climate Change Committee is seeking to recruit a senior analyst with adaptation expertise on a fixed term contract. This is a maternity cover for an existing role. The primary focus (at least 50%) will be to deliver a programme of CCC international engagement and technical support on climate risk and adaptation. The role holder will also contribute to the delivery of the UK’s Fourth Climate Change Risk Assessment (CCRA4).

Senior Analyst – Adaptation – Health & Built Environment (Maternity Cover)

The Climate Change Committee is seeking to recruit a senior analyst to lead on health adaptation, and built environment as a secondary responsibility. This is maternity cover for an existing role. The role will include will include producing analysis and policy recommendations related to the impacts that a warmer climate in the UK will have on human health and the adaptation options that can be used to limit these impacts. The role holder will also work on analysis for health and the built environment inputs into the fourth Climate Change Risk Assessment (CCRA4) and the Committee’s next Progress Report to Parliament.

Non-Executive Members of the Audit & Risk Assurance Committee

The Climate Change Committee is seeking two individuals to join the Audit and Risk Assurance Committee (ARAC). These roles are specifically for Non-Executives to join the ARAC, and not the main Committee. The ARAC plays an important role in providing support and advice to the Committee and the Accounting Officer (AO) in relation to issues of risk, control and governance.

Equality, Diversity and Inclusion

Climate change is an issue that affects everyone, but inequalities in society mean that not everyone is affected in the same way. Equality, Diversity and Inclusion (EDI) offers a framework for the CCC to improve our advice to Government and how we report on progress made in reducing emissions and adapting to climate change to ensure better policy outcomes for all UK citizens. The CCC’s strategy sets out how the CCC will take this forward within our own organisation and structures, and the way in which we carry out our statutory obligations. The strategy aims to build a positive, constructive EDI culture within the CCC and to ensure that EDI informs delivery of our statutory obligations:

  1. Our work understands and recognises the importance of EDI for improving the intended outcomes of our advice and recommendations to Government. We will use tools such as data and equality analysis and representative focus groups to better understand the potential differential impacts of our advice and commit to presenting this evidence in an engaging and clear manner.
  2. Our culture is inclusive and supportive, where all staff are treated respectfully and fairly, regardless of background, gender, ethnicity or other aspects, and where bullying or harassment of any form is not tolerated.
  3. Our people are increasingly diverse across the profile of the CCC, so that we are more reflective of the society that we serve.

Read the full Equality, Diversity and Inclusion Strategy here.

Disability Confident

Climate Change Committee is Disability Confident Committed

As a Disability Confident Committed Employer we have committed to:

  1. ensure our recruitment process is inclusive and accessible
  2. communicating and promoting vacancies
  3. offering an interview to disabled people who meet the minimum criteria for the job
  4. anticipating and providing reasonable adjustments as required
  5. supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work
  6. at least one activity that will make a difference for disabled people

Further information

  • We do not accept applications on a speculative basis or hold CVs on file to be considered for future vacancies. Unfortunately, we do not generally have the capacity to offer internships, work experience, work shadowing or support placement schemes.