Equality and inclusion manager

Equality and inclusion managers develop policies to improve affirmative action, diversity and equality matters. They inform staff in corporations on the importance of the policies, and implementation and advise senior staff on corporate climate. They also perform guidance and support duties for employees.

The following job titles also refer to equality and inclusion manager:

employment equity director
equity and diversity manager
equity programme director
equality & inclusion worker
access and equality manager
equity and inclusion manager
diversity, equity and inclusion director
equity, diversion and inclusion manager
civil rights manager
equal employment opportunity officer
equal rights manager
senior equality and inclusion manager
diversity and equality manager
equality manager
equity program director
diversity and inclusion manager
equal opportunities manager
equality and inclusion worker
equity and inclusion specialist
equality and inclusion director
diversity leader
manager equality and inclusion
anti-discrimination manager

Bachelor’s degree is generally required to work as equality and inclusion manager. However, this requirement may differ in some countries.

ISCO skill level is defined as a function of the complexity and range of tasks and duties to be performed in an occupation. It is measured on a scale from 1 to 4, with 1 the lowest level and 4 the highest, by considering:

• the nature of the work performed in an occupation in relation to the characteristic tasks and duties
• the level of formal education required for competent performance of the tasks and duties involved and
• the amount of informal on-the-job training and/or previous experience in a related occupation required for competent performance of these tasks and duties.

Equality and inclusion manager is a Skill level 4 occupation.

These occupations, although different, require a lot of knowledge and skills similar to equality and inclusion manager.

labour relations officer
public employment service manager
pension scheme manager
corporate training manager
employment programme coordinator

These occupations require some skills and knowledge of equality and inclusion manager. They also require other skills and knowledge, but at a higher ISCO skill level, meaning these occupations are accessible from a position of equality and inclusion manager with a significant experience and/or extensive training.

This knowledge should be acquired through learning to fulfill the role of equality and inclusion manager.

Labour legislation: Legislation, on a national or international level, that governs labour conditions in various fields between labour parties such as the government, employees, employers, and trade unions.
Personnel management: The methodologies and procedures involved in the hiring and development of employees in order to ensure value for the organisation, as well as personnel needs, benefits, conflict resolution and ensuring a positive corporate climate.
Human resources department processes: The different processes, duties, jargon, role in an organisation, and other specificities of the human resources department within an organisation such as recruitment, pension systems, and personnel development programs.
Human resource management: The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.

These skills are necessary for the role of equality and inclusion manager.

Apply company policies: Apply the principles and rules that govern the activities and processes of an organisation.
Promote inclusion in organisations: Promote diversity and equal treatment of genders, ethnicities and minority groups in organisations in order to prevent discrimination and ensure inclusion and a positive environment.
Promote gender equality in business contexts: Raise awareness and campaign for the equalisation between the sexes by the assessment of their participation in the position and the activities carried out by companies and businesses at large.
Manage budgets: Plan, monitor and report on the budget.
Organise staff assessment: Organising the overall assessment process of the staff.
Comply with legal regulations: Ensure you are properly informed of the legal regulations that govern a specific activity and adhere to its rules, policies and laws.
Develop training programmes: Design programmes where employees or future employees are taught the necessary skills for the job or to improve and expand skills for new activities or tasks. Select or design activities aimed at introducing the work and systems or improving the performance of individuals and groups in organisational settings.
Gather feedback from employees: Communicate in an open and positive manner in order to assess levels of satisfaction with employees, their outlook on the work environment, and in order to identify problems and devise solutions.
Apply strategic thinking: Apply generation and effective application of business insights and possible opportunities, in order to achieve competitive business advantage on a long-term basis.
Evaluate training: Assess the realisation of the training’s learning outcomes and goals, the quality of teaching, and give transparent feedback to the trainers and trainees.
Set inclusion policies: Develop and implement plans which aim to create an environment in an organisation which is positive and inclusive of minorities, such as ethnicities, gender identities, and religious minorities.
Negotiate employment agreements: Find agreements between employers and potential employees on salary, working conditions and non-statutory benefits.
Respond to enquiries: Respond to enquiries and requests for information from other organisations and members of the public.
Track key performance indicators: Identify the quantifiable measures that a company or industry uses to gauge or compare performance in terms of meeting their operational and strategic goals, using preset performance indicators.
Advise on conflict management: Advise private or public organisations on monitoring possible conflict risk and development, and on conflict resolution methods specific to the identified conflicts.
Manage payroll: Manage and be responsible for employees receiving their wages, review salaries and benefit plans and advise management on payroll and other employment conditions.
Coordinate operational activities: Synchronise activities and responsibilities of the operational staff to ensure that the resources of an organisation are used most efficiently in pursuit of the specified objectives.
Identify necessary human resources: Determine the number of employees needed for the realisation of a project and their allocation in the creation, production, communication or administration team.
Develop professional network: Reach out to and meet up with people in a professional context. Find common ground and use your contacts for mutual benefit. Keep track of the people in your personal professional network and stay up to date on their activities.
Plan medium to long term objectives: Schedule long term objectives and immediate to short term objectives through effective medium-term planning and reconciliation processes.
Advise on organisation climate: Advise organisations on their internal culture and work environment as experienced by employees, and the factors which may influence the behaviour of employees.
Negotiate with employment agencies: Establish arrangements with employment agencies to organise recruiting activities. Maintain communication with these agencies in order to ensure efficient and productive recruitment with high potential candidates as an outcome.
Monitor organisation climate: Monitor the work environment and the behaviour of employees in an organisation to assess how the organisation culture is perceived by the employees and identify the factors which influence behaviour and which may facilitate a positive work environment.
Liaise with managers: Liaise with managers of other departments ensuring effective service and communication, i.e. sales, planning, purchasing, trading, distribution and technical.
Develop employee retention programs: Plan, develop, and implement programs aimed at keeping the satisfaction of the employees in the best levels. Consequently, assuring the loyalty of employees.
Implement strategic planning: Take action on the goals and procedures defined at a strategic level in order to mobilise resources and pursue the established strategies.
Identify with the company’s goals: Act for the benefit of the company and for the achievement of its targets.

This knowledge is sometimes, but not always, required for the role of equality and inclusion manager. However, mastering this knowledge allows you to have more opportunities for career development.

Government policy implementation: The procedures related to the application of government policies at all levels of public administration.
Audit techniques: The techniques and methods that support a systematic and independent examination of data, policies, operations and performances using computer-assisted audit tools and techniques (CAATs) such as spreadsheets, databases, statistical analysis and business intelligence software.
Employment law: The law which mediates the relationship between employees and employers. It concerns employees’ rights at work which are binding by the work contract.
Corporate law: The legal rules that govern how corporate stakeholders (such as shareholders, employees, directors, consumers, etc) interact with one another, and the responsibilities corporations have to their stakeholders.

These skills and competences are sometimes, but not always, required for the role of equality and inclusion manager. However, mastering these skills and competences allows you to have more opportunities for career development.

Apply conflict management: Take ownership of the handling of all complaints and disputes showing empathy and understanding to achieve resolution. To be fully aware of all Social Responsibility protocols and procedures, and to be able to deal with a problem gambling situation in a professional manner with maturity and empathy.
Advise on risk management: Provide advice on risk management policies and prevention strategies and their implementation, being aware of different kinds of risks to a specific organisation.
Ensure information transparency: Ensure that required or requested information is provided clearly and completely, in a manner which does not explicitly withhold information, to the public or requesting parties.
Conduct workplace audits: Conduct work site audits and inspections in order to ensure compliance with rules and regulations.
Monitor company policy: Monitor the company’s policy and propose improvements to the company.
Protect employee rights: Assess and handle situations in which the rights set by legislation and corporate policy for employees may be breached and take the appropriate actions in order to protect the employees.
Identify policy breach: Identify instances of non-compliance to set plans and policies in an organisation, and take the appropriate course of action by issuing penalties and outlining the changes which need to be made.
Set organisational policies: Participate in setting organisational policies that cover issues such as participant eligibility, program requirements, and program benefits for the service users.
Coordinate educational programmes: Plan and coordinate educational and public outreach programs such as workshops, tours, lectures and classes.
Provide advice on breaches of regulation: Advise on preventive and corrective actions; correct any breaches of or non-compliance with legal regulations.
Advise on government policy compliance: Advise organisations on how they may improve their compliance to the applicable government policies they are required to adhere to, and the necessary steps which need to be taken in order to ensure complete compliance.
Write inspection reports: Write the results and conclusions of the inspection in a clear and intelligible way. Log the inspection’s processes such as contact, outcome, and steps taken.
Present reports: Display results, statistics and conclusions to an audience in a transparent and straightforward way.
Manage government policy implementation: Manage the operations of the implementation of new government policies or changes in existing policies on a national or regional level as well as the staff involved in the implementation procedure.

1212 – Human resource managers

 

 

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References

1. Equality and inclusion manager – ESCO