Labour relations officer to equality and inclusion manager
A labour relations officer already meets 29% of what the equality and inclusion manager role asks for. The move turns on 25 required skills not yet in the profile.
76.5/ 100
1 How much of what an equality and inclusion manager is expected to do is already part of a labour relations 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 10 of its required skills as things a labour relations officer already does. You would walk in with these on day one.
- advise on conflict management
- advise on organisational culture
- build trust
- ensure gender equality in the workplace
- gather feedback from employees
- monitor organisation climate
What stands in the way is 25 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 17 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 labour relations officer background worth leading with.
- already held monitor organisation climate information skills
- already held advise on organisational culture communication, collaboration and creativity
- already held ensure gender equality in the workplace assisting and caring
- already held support employability of people with disabilities management skills
- already held protect employee rights communication, collaboration and creativity
- already held personnel management business, administration and law
All 17 carried skills, including the 10 the equality and inclusion manager role treats as required.
Table 3 · What you may need to learn
The 39 missing skills fall into 6 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 employee retention programs required
- 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 identify necessary human resources required
- still to learn manage budgets required
- still to learn manage payroll required
- still to learn organise staff assessment 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 recruit employees optional
- optional, not held set organisational policies optional
- still to learn negotiate employment agreements required
- still to learn negotiate with employment agencies required
- still to learn develop professional network required
- still to learn implement strategic planning required
- still to learn liaise with managers required
- optional, not held apply systemic design thinking optional
- optional, not held present reports 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 apply company policies required
- still to learn comply with legal regulations required
- still to learn identify with the company's goals required
- optional, not held protect personal data and privacy optional
- still to learn human resource management required
- still to learn human resources department processes required
- still to learn labour legislation required
- optional, not held audit techniques optional
- optional, not held corporate law optional
- still to learn evaluate training 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 digital communication and collaboration required
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 employee retention programs practise this
- 02 develop training programmes practise this
- 03 digital communication and collaboration 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 17 skills that carry over
- already held advise on conflict management skill
- already held advise on organisational culture skill
- already held build trust skill
- already held ensure gender equality in the workplace skill
- already held gather feedback from employees skill
- already held monitor organisation climate skill
- already held personnel management knowledge
- already held promote inclusion skill
- already held respond to enquiries skill
- already held support employability of people with disabilities skill
- already held advise on government policy compliance skill
- already held apply conflict management skill
- already held employment law knowledge
- already held government policy implementation knowledge
- already held manage government policy implementation skill
- already held monitor company policy skill
- already held protect employee rights skill
14 supplementary skills, helpful but not required
- optional, not held identify policy breach optional
- optional, not held advise on risk 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 present reports optional
- optional, not held protect personal data and privacy optional
- optional, not held provide advice on breaches of regulation optional
- optional, not held recruit employees optional
- optional, not held set organisational policies optional
- optional, not held write inspection reports optional
12 held skills the equality and inclusion manager role does not ask for
- not needed by the target role advise on personnel management skill
- not needed by the target role business communication knowledge
- not needed by the target role create solutions to problems skill
- not needed by the target role ensure cross-department cooperation skill
- not needed by the target role establish collaborative relations skill
- not needed by the target role facilitate official agreement skill
- not needed by the target role inspect government policy compliance skill
- not needed by the target role maintain relations with local representatives skill
- not needed by the target role maintain relationships with government agencies skill
- not needed by the target role moderate in negotiations skill
- not needed by the target role represent the organisation skill
- not needed by the target role represent union members skill
5 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 human resource management required
- still to learn human resources department processes required
- still to learn labour legislation required
- optional, not held audit techniques optional
- optional, not held corporate law optional
Other moves recorded from labour relations officer
Common questions about this move
Can a labour relations officer become an equality and inclusion manager?
Yes, and it is a career change move. A labour relations officer already covers 29% of what an equality and inclusion manager is expected to do: 17 skills carry over, 10 of which the equality and inclusion manager role treats as required.
What skills does a labour relations officer need to become an equality and inclusion manager?
25 required skills are missing, plus 14 optional ones. They fall into 6 areas of the ESCO skill hierarchy, led by management skills. The single most important is develop employee retention programs.
How hard is the move from labour relations officer to equality and inclusion manager?
Its learning distance is 76.5 out of 100, which is the career change 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.