Equality and inclusion manager to public employment service manager
An equality and inclusion manager already meets 60% of what the public employment service manager role asks for. The move turns on 6 required skills not yet in the profile.
41.7/ 100
1 How much of what a public employment service 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 public employment service manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A public employment service manager role treats 11 of its required skills as things an equality and inclusion manager already does. You would walk in with these on day one.
- apply strategic thinking
- comply with legal regulations
- coordinate operational activities
- develop employee retention programs
- employment law
- labour legislation
What stands in the way is 6 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 18 skills that carry over, these are the ones fewest other occupations ask for. A public employment service 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 set inclusion policies management skills
- already held promote gender equality in business contexts assisting and caring
- already held organise staff assessment management skills
- already held develop training programmes management skills
- already held develop employee retention programs management skills
- already held negotiate employment agreements communication, collaboration and creativity
All 18 carried skills, including the 11 the public employment service manager role treats as required.
Table 3 · What you may need to learn
The 14 missing skills fall into 5 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 maintain relations with local representatives required
- still to learn promote employment policy required
- still to learn liaise with local authorities required
- optional, not held advise on career optional
- optional, not held coach employees optional
- still to learn supervise staff required
- still to learn supervise work required
- optional, not held develop employment policies optional
- optional, not held discharge employees optional
- optional, not held evaluate employees optional
- still to learn supervision of persons required
- optional, not held promote equal pay optional
- optional, not held provide information on study programmes optional
- optional, not held analyse unemployment rates optional
Table 4 · Where to start
The 3 entries a public employment service manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 maintain relations with local representatives practise this
- 02 promote employment policy practise this
- 03 liaise with local authorities 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 18 skills that carry over
- already held apply strategic thinking skill
- already held comply with legal regulations skill
- already held coordinate operational activities skill
- already held develop employee retention programs skill
- already held employment law knowledge
- already held labour legislation knowledge
- already held manage budgets skill
- already held manage government policy implementation skill
- already held negotiate employment agreements skill
- already held organise staff assessment skill
- already held promote gender equality in business contexts skill
- already held advise on government policy compliance skill
- already held coordinate educational programmes skill
- already held develop training programmes skill
- already held government policy implementation knowledge
- already held promote inclusion skill
- already held recruit employees skill
- already held set inclusion policies skill
8 supplementary skills, helpful but not required
- optional, not held advise on career optional
- optional, not held analyse unemployment rates optional
- optional, not held develop employment policies optional
- optional, not held promote equal pay optional
- optional, not held coach employees optional
- optional, not held discharge employees optional
- optional, not held evaluate employees optional
- optional, not held provide information on study programmes optional
38 held skills the public employment service manager role does not ask for
- not needed by the target role advise on conflict management skill
- not needed by the target role advise on organisational culture skill
- not needed by the target role advise on risk management skill
- not needed by the target role apply company policies skill
- not needed by the target role apply conflict management 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 build trust skill
- not needed by the target role conduct workplace audits skill
- not needed by the target role corporate law knowledge
- not needed by the target role develop professional network skill
- not needed by the target role digital communication and collaboration skill
- not needed by the target role ensure gender equality in the workplace skill
- not needed by the target role ensure information transparency skill
- not needed by the target role evaluate training skill
- not needed by the target role gather feedback from employees skill
- not needed by the target role human resource management knowledge
- not needed by the target role human resources department processes knowledge
- not needed by the target role identify necessary human resources skill
- not needed by the target role identify policy breach skill
- not needed by the target role identify with the company's goals 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 manage payroll skill
- not needed by the target role monitor company policy skill
- not needed by the target role monitor organisation climate skill
- not needed by the target role negotiate with employment agencies skill
- not needed by the target role personnel management knowledge
- not needed by the target role plan medium to long term objectives skill
- not needed by the target role present reports 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 provide advice on breaches of regulation skill
- not needed by the target role respond to enquiries skill
- not needed by the target role set organisational policies skill
- not needed by the target role support employability of people with disabilities skill
- not needed by the target role track key performance indicators skill
- not needed by the target role write inspection reports skill
1 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 supervision of persons required
Other moves recorded from equality and inclusion manager
Common questions about this move
Can an equality and inclusion manager become a public employment service manager?
Yes, and it is a moderate move. An equality and inclusion manager already covers 60% of what a public employment service manager is expected to do: 18 skills carry over, 11 of which the public employment service manager role treats as required.
What skills does an equality and inclusion manager need to become a public employment service manager?
6 required skills are missing, plus 8 optional ones. They fall into 5 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is maintain relations with local representatives.
How hard is the move from equality and inclusion manager to public employment service manager?
Its learning distance is 41.7 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.