Table 1Transition record

equality and inclusion managertohuman resources manager

A equality and inclusion manager already meets 61% of what the human resources manager role asks for. The move turns on 10 required skills not yet in the profile.

From equality and inclusion manager

61%

Overlap1

To human resources manager

43 Skills carried over

10 Required, not held

54.3 Difficulty2

Career overlap Strong match

61%

Learning distance Real move, short list to learn

54.3/ 100

Easy adjacentmoderatesubstantialcareer change Hard

1 Share of the human resources manager role’s weighted skill requirement already met by the equality and inclusion manager profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.

Why

Why this move works

A human resources manager role treats 26 of its required skills as things a equality and inclusion manager already does. These are the ones it depends on most.

apply company policies
build trust
comply with legal regulations
coordinate operational activities
develop employee retention programs
develop training programmes

What stands in the way is 10 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.

Table 2

Table 2 · What you already bring

Of the 43 skills that carry over, these are the ones fewest other occupations ask for. A human resources manager role needs them, and most people applying for one will not have them already. This is the part of a equality and inclusion manager background worth leading with.

Skill the target role also needs Area

already held monitor organisation climate information skills
already held set inclusion policies management skills
already held promote gender equality in business contexts assisting and caring
already held advise on organisational culture communication, collaboration and creativity
already held develop training programmes management skills
already held ensure gender equality in the workplace assisting and caring

All 43 carried skills, including the 26 the human resources manager role treats as required.

Table 3

Table 3 · What you would need to learn

The 41 missing skills fall into 8 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.

Skill to acquire Tier

01 management skills 6 required, 9 supplementary

required, not held hire human resources required
required, not held develop corporate training programmes required
required, not held develop staff required
required, not held manage human resources required
required, not held recruit personnel required
required, not held shape corporate culture required

optional, not held manage pension funds optional
optional, not held administer appointments optional
optional, not held create a work atmosphere of continuous improvement optional
optional, not held discharge employees optional
optional, not held evaluate performance of organisational collaborators optional
optional, not held manage corporate training programmes optional
optional, not held manage stress in the work place optional
optional, not held manage sub-contract labour optional
optional, not held supervise staff optional

02 business, administration and law 3 required, 10 supplementary

required, not held outplacement required
required, not held talent management strategies required
required, not held labour law required

optional, not held company policies optional
optional, not held corporate social responsibility optional
optional, not held organisational policies optional
optional, not held principles of insurance optional
optional, not held advertising techniques optional
optional, not held consultation optional
optional, not held organisational structure optional
optional, not held social security law optional
optional, not held types of insurance optional
optional, not held types of pensions optional

03 communication, collaboration and creativity 1 required, 6 supplementary

required, not held advise on personnel management required

optional, not held interview people optional
optional, not held negotiate settlements optional
optional, not held advise on social security benefits optional
optional, not held apply technical communication skills optional
optional, not held give constructive feedback optional
optional, not held teach corporate skills optional

04 information skills 2 supplementary

optional, not held adapt training to labour market optional
optional, not held monitor legislation developments optional

05 education 1 supplementary

optional, not held training subject expertise optional

06 generic programmes and qualifications 1 supplementary

optional, not held leadership principles optional

2 further areas in the appendix

Table 4

Table 4 · Where to start

The 3 entries a human resources manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.

Each entry opens a course search for that skill. Career Overlap earns nothing from these links.

Appendix

Appendix · The rest of the record

All 43 skills that carry over

Skill Type

already held apply company policies skill
already held build trust skill
already held comply with legal regulations skill
already held coordinate operational activities skill
already held develop employee retention programs skill
already held develop training programmes skill
already held employment law knowledge
already held ensure gender equality in the workplace skill
already held evaluate training skill
already held human resource management knowledge
already held human resources department processes knowledge
already held identify necessary human resources skill
already held identify with the company's goals skill
already held labour legislation knowledge
already held manage budgets skill
already held manage payroll skill
already held monitor company policy skill
already held negotiate employment agreements skill
already held negotiate with employment agencies skill
already held organise staff assessment skill
already held personnel management knowledge
already held plan medium to long term objectives skill
already held promote gender equality in business contexts skill
already held recruit employees skill
already held support employability of people with disabilities skill
already held track key performance indicators skill
already held advise on conflict management skill
already held advise on organisational culture skill
already held advise on risk management skill
already held apply conflict management skill
already held coordinate educational programmes skill
already held corporate law knowledge
already held develop professional network skill
already held ensure information transparency skill
already held gather feedback from employees skill
already held government policy implementation knowledge
already held identify policy breach skill
already held manage government policy implementation skill
already held monitor organisation climate skill
already held provide advice on breaches of regulation skill
already held set inclusion policies skill
already held set organisational policies skill
already held write inspection reports skill

The 2 learning areas not shown above

Skill to acquire Tier

07 social sciences, journalism and information 1 supplementary

optional, not held government social security programmes optional

08 working with computers 1 supplementary

optional, not held work with virtual learning environments optional

31 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held company policies optional
optional, not held corporate social responsibility optional
optional, not held interview people optional
optional, not held manage pension funds optional
optional, not held negotiate settlements optional
optional, not held organisational policies optional
optional, not held principles of insurance optional
optional, not held adapt training to labour market optional
optional, not held administer appointments optional
optional, not held advertising techniques optional
optional, not held advise on social security benefits optional
optional, not held apply technical communication skills optional
optional, not held consultation optional
optional, not held create a work atmosphere of continuous improvement optional
optional, not held discharge employees optional
optional, not held evaluate performance of organisational collaborators optional
optional, not held give constructive feedback optional
optional, not held government social security programmes optional
optional, not held leadership principles optional
optional, not held manage corporate training programmes optional
optional, not held manage stress in the work place optional
optional, not held manage sub-contract labour optional
optional, not held monitor legislation developments optional
optional, not held organisational structure optional
optional, not held social security law optional
optional, not held supervise staff optional
optional, not held teach corporate skills optional
optional, not held training subject expertise optional
optional, not held types of insurance optional
optional, not held types of pensions optional
optional, not held work with virtual learning environments optional

13 held skills the human resources manager role does not ask for

Skill Type

not needed by the target role advise on government policy compliance skill
not needed by the target role apply strategic thinking skill
not needed by the target role apply systemic design thinking skill
not needed by the target role audit techniques knowledge
not needed by the target role conduct workplace audits skill
not needed by the target role digital communication and collaboration skill
not needed by the target role implement strategic planning skill
not needed by the target role liaise with managers skill
not needed by the target role present reports skill
not needed by the target role promote inclusion skill
not needed by the target role protect employee rights skill
not needed by the target role protect personal data and privacy skill
not needed by the target role respond to enquiries skill

16 gaps that are knowledge rather than practice

Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.

Skill to acquire Tier

required, not held outplacement required
required, not held talent management strategies required
required, not held labour law required
optional, not held company policies optional
optional, not held corporate social responsibility optional
optional, not held organisational policies optional
optional, not held principles of insurance optional
optional, not held advertising techniques optional
optional, not held consultation optional
optional, not held government social security programmes optional
optional, not held leadership principles optional
optional, not held organisational structure optional
optional, not held social security law optional
optional, not held training subject expertise optional
optional, not held types of insurance optional
optional, not held types of pensions optional

Index

Other moves recorded from equality and inclusion manager

Full index of moves from equality and inclusion manager

Note

How this record was compiled

Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.