Equality and inclusion manager to human resources manager
An 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.
54.3/ 100
1 How much of what a human resources manager is expected to do is already part of an equality and inclusion manager’s work. Directional: the figure for the reverse move differs, because moving into a speciality is not the same problem as moving out of one. 2 Every skill the human resources manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A human resources manager role treats 26 of its required skills as things an equality and inclusion manager already does. You would walk in with these on day one.
- 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 · 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 an equality and inclusion manager background worth leading with.
- 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 · What you may need to learn
The 41 missing skills fall into 8 areas of the ESCO skill hierarchy, numbered in the order worth working in. Areas carrying the most required skills come first, and inside each one the required skills sit above the optional ones. Nothing here is a verdict on you: it is a list of what this particular job asks for that your current one does not.
- still to learn hire human resources required
- still to learn develop corporate training programmes required
- still to learn develop staff required
- still to learn manage human resources required
- still to learn recruit personnel required
- still to learn 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
- still to learn outplacement required
- still to learn talent management strategies required
- still to learn 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
- still to learn 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
- optional, not held adapt training to labour market optional
- optional, not held monitor legislation developments optional
- optional, not held training subject expertise optional
- optional, not held leadership principles optional
2 further areas in the appendix
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.
- 01 outplacement study this
- 02 talent management strategies study this
- 03 hire human resources practise this
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 43 skills that carry over
- 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
- optional, not held government social security programmes optional
- optional, not held work with virtual learning environments optional
31 supplementary skills, helpful but not required
- 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
- 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.
- still to learn outplacement required
- still to learn talent management strategies required
- still to learn 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
Other moves recorded from equality and inclusion manager
Common questions about this move
Can an equality and inclusion manager become a human resources manager?
Yes, and it is a moderate move. An equality and inclusion manager already covers 61% of what a human resources manager is expected to do: 43 skills carry over, 26 of which the human resources manager role treats as required.
What skills does an equality and inclusion manager need to become a human resources manager?
10 required skills are missing, plus 31 optional ones. They fall into 8 areas of the ESCO skill hierarchy, led by management skills. The single most important is outplacement.
How hard is the move from equality and inclusion manager to human resources manager?
Its learning distance is 54.3 out of 100, which is the moderate band. That accounts for both how much is missing and how specialised those skills are.
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.