Public employment service manager to equality and inclusion manager
A public employment service manager already meets 33% of what the equality and inclusion manager role asks for. The move turns on 23 required skills not yet in the profile.
72.9/ 100
1 How much of what an equality and inclusion manager is expected to do is already part of a public employment service 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 12 of its required skills as things a public employment service 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
- develop training programmes
- labour legislation
What stands in the way is 23 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. 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 public employment service 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 develop training programmes management skills
- already held organise staff assessment 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 12 the equality and inclusion manager role treats as required.
Table 3 · What you may need to learn
The 38 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 negotiate with employment agencies required
- 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 develop professional network required
- still to learn implement strategic planning required
- still to learn liaise with managers required
- 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 monitor organisation climate required
- still to learn evaluate training required
- still to learn gather feedback from employees 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
- optional, not held monitor company policy optional
- still to learn identify necessary human resources required
- still to learn manage payroll required
- still to learn plan medium to long term objectives required
- still to learn support employability of people with disabilities required
- optional, not held identify policy breach optional
- optional, not held set organisational policies optional
- still to learn apply company policies required
- still to learn ensure gender equality in the workplace required
- still to learn identify with the company's goals required
- still to learn respond to enquiries 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 personnel management required
- optional, not held audit techniques optional
- optional, not held corporate law 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 digital communication and collaboration practise this
- 02 monitor organisation climate practise this
- 03 negotiate with employment agencies 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 develop training programmes skill
- already held labour legislation knowledge
- already held manage budgets skill
- already held negotiate employment agreements skill
- already held organise staff assessment skill
- already held promote gender equality in business contexts skill
- already held promote inclusion skill
- already held set inclusion policies skill
- already held advise on government policy compliance skill
- already held coordinate educational programmes skill
- already held employment law knowledge
- already held government policy implementation knowledge
- already held manage government policy implementation skill
- already held recruit employees skill
15 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 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 corporate law optional
- optional, not held ensure information transparency optional
- optional, not held monitor company policy 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
14 held skills the equality and inclusion manager role does not ask for
- not needed by the target role advise on career skill
- not needed by the target role analyse unemployment rates skill
- not needed by the target role coach employees skill
- not needed by the target role develop employment policies skill
- not needed by the target role discharge employees skill
- not needed by the target role evaluate employees skill
- not needed by the target role liaise with local authorities skill
- not needed by the target role maintain relations with local representatives skill
- not needed by the target role promote employment policy skill
- not needed by the target role promote equal pay skill
- not needed by the target role provide information on study programmes skill
- not needed by the target role supervise staff skill
- not needed by the target role supervise work skill
- not needed by the target role supervision of persons knowledge
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 personnel management required
- optional, not held audit techniques optional
- optional, not held corporate law optional
Other moves recorded from public employment service manager
Common questions about this move
Can a public employment service manager become an equality and inclusion manager?
Yes, and it is a substantial move. A public employment service manager already covers 33% of what an equality and inclusion manager is expected to do: 18 skills carry over, 12 of which the equality and inclusion manager role treats as required.
What skills does a public employment service manager need to become an equality and inclusion manager?
23 required skills are missing, plus 15 optional ones. They fall into 6 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 public employment service manager to equality and inclusion manager?
Its learning distance is 72.9 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.