Table 1Transition record

human resources managertoequality and inclusion manager

A human resources manager already meets 80% of what the equality and inclusion manager role asks for. The move turns on 6 required skills not yet in the profile.

From human resources manager

80%

Overlap1

To equality and inclusion manager

43 Skills carried over

6 Required, not held

28.1 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 28.1

This move: 28.1 of 100 · adjacent

1 Share of the equality and inclusion manager role’s weighted skill requirement already met by the human resources 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.

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 equality and inclusion manager role needs them, and most people applying for one will not have them already. This is the part of a human resources 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 29 the equality and inclusion manager role treats as required.

Table 3

Table 3 · What you would need to learn

The 13 missing skills fall into 6 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 communication, collaboration and creativity 2 required, 4 supplementary

required, not held implement strategic planning required
required, not held liaise with managers required

optional, not held advise on government policy compliance optional
optional, not held apply systemic design thinking optional
optional, not held present reports optional
optional, not held protect employee rights optional

02 assisting and caring 2 required, 1 supplementary

required, not held promote inclusion required
required, not held respond to enquiries required

optional, not held protect personal data and privacy optional

03 management skills 1 required

required, not held apply strategic thinking required

04 working with computers 1 required

required, not held digital communication and collaboration required

05 business, administration and law 1 supplementary

optional, not held audit techniques optional

06 information skills 1 supplementary

optional, not held conduct workplace audits optional

Table 4

Table 4 · Where to start

The 3 entries a equality and inclusion 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 advise on conflict management skill
already held advise on organisational culture skill
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 professional network skill
already held develop training programmes skill
already held ensure gender equality in the workplace skill
already held evaluate training skill
already held gather feedback from employees 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 organisation climate 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 set inclusion policies skill
already held support employability of people with disabilities skill
already held track key performance indicators 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 employment law knowledge
already held ensure information transparency skill
already held government policy implementation knowledge
already held identify policy breach skill
already held manage government policy implementation skill
already held monitor company policy skill
already held provide advice on breaches of regulation skill
already held recruit employees skill
already held set organisational policies skill
already held write inspection reports skill

7 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held advise on government policy compliance optional
optional, not held apply systemic design thinking optional
optional, not held audit techniques optional
optional, not held conduct workplace audits optional
optional, not held present reports optional
optional, not held protect employee rights optional
optional, not held protect personal data and privacy optional

41 held skills the equality and inclusion manager role does not ask for

Skill Type

not needed by the target role adapt training to labour market skill
not needed by the target role administer appointments skill
not needed by the target role advertising techniques knowledge
not needed by the target role advise on personnel management skill
not needed by the target role advise on social security benefits skill
not needed by the target role apply technical communication skills skill
not needed by the target role company policies knowledge
not needed by the target role consultation knowledge
not needed by the target role corporate social responsibility knowledge
not needed by the target role create a work atmosphere of continuous improvement skill
not needed by the target role develop corporate training programmes skill
not needed by the target role develop staff skill
not needed by the target role discharge employees skill
not needed by the target role evaluate performance of organisational collaborators skill
not needed by the target role give constructive feedback skill
not needed by the target role government social security programmes knowledge
not needed by the target role hire human resources skill
not needed by the target role interview people skill
not needed by the target role labour law knowledge
not needed by the target role leadership principles knowledge
not needed by the target role manage corporate training programmes skill
not needed by the target role manage human resources skill
not needed by the target role manage pension funds skill
not needed by the target role manage stress in the work place skill
not needed by the target role manage sub-contract labour skill
not needed by the target role monitor legislation developments skill
not needed by the target role negotiate settlements skill
not needed by the target role organisational policies knowledge
not needed by the target role organisational structure knowledge
not needed by the target role outplacement knowledge
not needed by the target role principles of insurance knowledge
not needed by the target role recruit personnel skill
not needed by the target role shape corporate culture skill
not needed by the target role social security law knowledge
not needed by the target role supervise staff skill
not needed by the target role talent management strategies knowledge
not needed by the target role teach corporate skills skill
not needed by the target role training subject expertise knowledge
not needed by the target role types of insurance knowledge
not needed by the target role types of pensions knowledge

1 further entry not listed here

1 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

optional, not held audit techniques optional

Index

Other moves recorded from human resources manager

Full index of moves from human resources 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.