My organisation is undergoing a restructure in our department.

My organisation is undergoing a restructure in our department. As part of that, my role and the role of three colleagues are being "redefined" (I was told my post was not being deleted, therefore I had no claim to redundancy) and four "new" roles are being created. These four new roles will be part of a new "two-tier" structure - with two of the new posts being higher paid, and line managing the two "new" lower paid jobs. At present, all four of us are on "similar salaries" - all part of the same "grade". We are still in the consultation phase, but past experience has shown that consultation periods are a farce in our organisation, and I fear the worst. The reason I fear the worst is that I do not get on particularly well with the manager (who is proposing the restructure) where she gets on particularly well (both in and out of work - although I cannot prove that) with one of my colleagues. Furthermore, that same colleague possesses an advantage over the rest of us in that for the last year she has effectively been "slotted" into one of these senior roles - this is partly due to another post holder within our organisation being on maternity leave. This colleague has been given, in my eyes, preferential treatment over the rest of us, in that she has 1-2-1s with the manager, she gets a lot of support and advice from the manager (once again difficult to prove) and she was given a lot of "handover training" from a previous colleague (who has now left) on a particular part of the role for which they are paying her more. Cut a long story short - the new "higher" roles are at a very attractive salary - however, one my competitive advantage over the other candididates is that I am professionally qualified (almost) and for similarly salaried employment in any other comparable organisation, a professional qualification (or at least part qualification) would be required. However, the specifications for the new job are only asking for qualifications barely equivilent to 5 GCSEs! The remainder of the job description and person specification has a bias towards the skills that this one (unqualified) colleague has been doing for the last year (in her "lucky" break situation). Basically, I do not believe the process is a level playing field. It was not a level playing field when the colleague was effectively promoted 12 months ago - without offering the rest of us the same opportunity. I believe my relationship with the manager will adversely affect my chances, and the colleagues' relationship means she is effectively a shoo-in.I asked about redundancy, and was told that it wasn't applicable as there is still suitable alternative employment available - albeit that it will probably mean a cut in pay and responsibility and status (having to report to a current on-the-same-level colleague).I even had a meeting with the HR manager today, and she agreed with her HR colleague about no chance of redundancy, and any refusal to accept the lower paid job, or refuse to apply at all, would be seen as resigning - when I argued that it would be a breach of my contract the HR manager said they could simply dismiss me for "SOSR".I have read similar situations on here - and it appears that an Employment Tribunal claim for unfair dismissal would be my most likely route. I do not particularly want to go down that route, and given we're still in a "consultation" period, I am hopeful (but not very) of things changing before that happens.Thanks for reading.