Human resources officer to equality and inclusion manager
A human resources officer already meets 45% of what the equality and inclusion manager role asks for. The move turns on 17 required skills not yet in the profile.
64/ 100
1 How much of what an equality and inclusion manager is expected to do is already part of a human resources officer’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 equality and inclusion manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
An equality and inclusion manager role treats 18 of its required skills as things a human resources officer already does. You would walk in with these on day one.
- apply company policies
- build trust
- develop employee retention programs
- develop professional network
- ensure gender equality in the workplace
- evaluate training
What stands in the way is 17 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 21 skills that carry over, these are the ones fewest other occupations ask for. An 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 officer background worth leading with.
- already held ensure gender equality in the workplace assisting and caring
- already held negotiate with employment agencies communication, collaboration and creativity
- already held organise staff assessment management skills
- already held support employability of people with disabilities management skills
- already held develop employee retention programs management skills
- already held evaluate training information skills
All 21 carried skills, including the 18 the equality and inclusion manager role treats as required.
Table 3 · What you may need to learn
The 35 missing skills fall into 7 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 develop training programmes required
- still to learn set inclusion policies required
- still to learn apply strategic thinking required
- still to learn coordinate operational activities required
- still to learn plan medium to long term objectives required
- optional, not held identify policy breach optional
- optional, not held coordinate educational programmes optional
- optional, not held manage government policy implementation optional
- optional, not held set organisational policies optional
- still to learn advise on conflict management required
- still to learn advise on organisational culture required
- still to learn implement strategic planning required
- still to learn liaise with managers required
- optional, not held advise on government policy compliance optional
- optional, not held apply conflict management optional
- optional, not held apply systemic design thinking optional
- optional, not held present reports optional
- optional, not held protect employee rights optional
- optional, not held provide advice on breaches of regulation optional
- optional, not held write inspection reports optional
- still to learn promote gender equality in business contexts required
- still to learn comply with legal regulations required
- still to learn promote inclusion required
- still to learn respond to enquiries required
- optional, not held protect personal data and privacy optional
- still to learn monitor organisation climate required
- still to learn track key performance indicators required
- optional, not held advise on risk management optional
- optional, not held conduct workplace audits optional
- optional, not held ensure information transparency optional
- still to learn personnel management required
- optional, not held audit techniques optional
- optional, not held corporate law optional
- still to learn digital communication and collaboration required
1 further area in the appendix
Table 4 · Where to start
The 3 entries an equality and inclusion manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 develop training programmes practise this
- 02 digital communication and collaboration practise this
- 03 monitor organisation climate 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 21 skills that carry over
- already held apply company policies skill
- already held build trust skill
- already held develop employee retention programs skill
- already held develop professional network 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 negotiate employment agreements skill
- already held negotiate with employment agencies skill
- already held organise staff assessment skill
- already held support employability of people with disabilities skill
- already held employment law knowledge
- already held monitor company policy skill
- already held recruit employees skill
The 1 learning area not shown above
- optional, not held government policy implementation optional
18 supplementary skills, helpful but not required
- optional, not held identify policy breach optional
- optional, not held advise on government policy compliance optional
- optional, not held advise on risk management optional
- optional, not held apply conflict management 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 coordinate educational programmes optional
- optional, not held corporate law optional
- optional, not held ensure information transparency optional
- optional, not held government policy implementation optional
- optional, not held manage government policy implementation optional
- optional, not held present reports optional
- optional, not held protect employee rights optional
- optional, not held protect personal data and privacy optional
- optional, not held provide advice on breaches of regulation optional
- optional, not held set organisational policies optional
- optional, not held write inspection reports optional
26 held skills the equality and inclusion manager role does not ask for
- not needed by the target role administer appointments skill
- not needed by the target role advertising techniques knowledge
- not needed by the target role apply knowledge of human behaviour skill
- not needed by the target role apply social media marketing skill
- not needed by the target role assess character skill
- not needed by the target role assist employee health programmes skill
- not needed by the target role business communication knowledge
- not needed by the target role coach employees skill
- not needed by the target role communicate by telephone skill
- not needed by the target role determine salaries skill
- not needed by the target role document interviews skill
- not needed by the target role fix meetings skill
- not needed by the target role give advice on personal matters skill
- 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 job market offers knowledge
- not needed by the target role listen actively skill
- not needed by the target role mentor individual employees skill
- not needed by the target role observe confidentiality skill
- not needed by the target role personal reflection techniques based on feedback knowledge
- not needed by the target role profile people skill
- not needed by the target role promote human rights skill
- not needed by the target role talent management strategies knowledge
- not needed by the target role train employees skill
- not needed by the target role use communication techniques skill
- not needed by the target role write work-related reports skill
4 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 personnel management required
- optional, not held audit techniques optional
- optional, not held corporate law optional
- optional, not held government policy implementation optional
Other moves recorded from human resources officer
Common questions about this move
Can a human resources officer become an equality and inclusion manager?
Yes, and it is a substantial move. A human resources officer already covers 45% of what an equality and inclusion manager is expected to do: 21 skills carry over, 18 of which the equality and inclusion manager role treats as required.
What skills does a human resources officer need to become an equality and inclusion manager?
17 required skills are missing, plus 18 optional ones. They fall into 7 areas of the ESCO skill hierarchy, led by management skills. The single most important is develop training programmes.
How hard is the move from human resources officer to equality and inclusion manager?
Its learning distance is 64 out of 100, which is the substantial 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.