Pension scheme manager to equality and inclusion manager
A pension scheme manager already meets 54% of what the equality and inclusion manager role asks for. The move turns on 13 required skills not yet in the profile.
55.4/ 100
1 How much of what an equality and inclusion manager is expected to do is already part of a pension scheme 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 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 22 of its required skills as things a pension scheme manager already does. You would walk in with these on day one.
- apply company policies
- apply strategic thinking
- comply with legal regulations
- coordinate operational activities
- develop employee retention programs
- develop professional network
What stands in the way is 13 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 25 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 pension scheme manager background worth leading with.
- already held promote gender equality in business contexts assisting and caring
- already held develop training programmes management skills
- already held negotiate with employment agencies communication, collaboration and creativity
- already held organise staff assessment management skills
- already held develop employee retention programs management skills
- already held evaluate training information skills
All 25 carried skills, including the 22 the equality and inclusion manager role treats as required.
Table 3 · What you may need to learn
The 31 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 advise on conflict management required
- still to learn advise on organisational culture required
- still to learn build trust required
- still to learn implement strategic planning 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 ensure gender equality in the workplace 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 set inclusion policies required
- still to learn support employability of people with disabilities 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 recruit employees optional
- optional, not held set organisational policies optional
- still to learn monitor organisation climate required
- still to learn gather feedback from employees required
- optional, not held advise on risk management optional
- optional, not held conduct workplace audits 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 digital communication and collaboration practise this
- 02 monitor organisation climate practise this
- 03 set inclusion policies 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 25 skills that carry over
- already held apply company policies skill
- 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 develop professional network skill
- already held develop training programmes 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 liaise with managers skill
- 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 plan medium to long term objectives skill
- already held promote gender equality in business contexts skill
- already held track key performance indicators skill
- already held employment law knowledge
- already held ensure information transparency skill
- already held monitor company policy 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 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 recruit employees 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 advise on social security benefits skill
- not needed by the target role analyse financial risk skill
- not needed by the target role analyse insurance needs skill
- not needed by the target role communicate with beneficiaries skill
- not needed by the target role corporate social responsibility knowledge
- not needed by the target role develop financial products skill
- not needed by the target role develop pension schemes skill
- not needed by the target role establish collaborative relations skill
- not needed by the target role financial markets knowledge
- not needed by the target role financial products knowledge
- not needed by the target role government social security programmes knowledge
- not needed by the target role handle financial transactions skill
- not needed by the target role legal research knowledge
- not needed by the target role maintain financial records skill
- not needed by the target role manage financial risk skill
- not needed by the target role manage pension funds skill
- not needed by the target role monitor legislation developments skill
- not needed by the target role obtain financial information skill
- not needed by the target role principles of insurance knowledge
- not needed by the target role promote financial products skill
- not needed by the target role promote social security programmes skill
- not needed by the target role provide support in financial calculation skill
- not needed by the target role social security law knowledge
- not needed by the target role synthesise financial information skill
- not needed by the target role types of insurance knowledge
- not needed by the target role types of pensions knowledge
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 pension scheme manager
Common questions about this move
Can a pension scheme manager become an equality and inclusion manager?
Yes, and it is a substantial move. A pension scheme manager already covers 54% of what an equality and inclusion manager is expected to do: 25 skills carry over, 22 of which the equality and inclusion manager role treats as required.
What skills does a pension scheme manager need to become an equality and inclusion manager?
13 required skills are missing, plus 18 optional ones. They fall into 7 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is digital communication and collaboration.
How hard is the move from pension scheme manager to equality and inclusion manager?
Its learning distance is 55.4 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.