Employability Skills: Diversity
Developing and Describing Your Employability Skills
Whether you experience diversity through ethnicity, disability, socioeconomic status or something else, the soft skills you gain by managing your experience of diversity are relevant to graduate positions. Employers value diversity because it makes their teams better reflect the communities they service. To increase your opportunity of success when applying for graduate jobs it can be valuable to incorporate relevant examples into your job applications and interviews. When deciding which examples to use, take in to account the job responsibilities, the organisation and the industry you are applying to. Use business language to demonstrate how you developed the soft skills relevant to the specific workplace environment. Remember that it is not necessary to declare the details of your disability or particular circumstance to an employer, apart from in specific circumstances – see our leaflet on Disclosing a Disability for more details. In this leaflet we have included examples in square brackets of the details of a disability or personal circumstance. The examples in the table show how diversity work can develop employability skills. Do not copy the examples, but use the format to identify and describe the employability skills you have developed through your retail experience. Task/responsibility Resourceful, innovative and open minded when negotiating with others as a result of disability Appropriate Terminology - Managing physical disability [spina bifida] resulted in growth of networking skills to effectively lobby and apply for government resources. Employability Skill Set    Flexible approach to work - Developed a flexible approach to work hours to create a highly valued staff roster with employer which integrated personal needs to successfully manage a hidden disability [diabetes (diet, insulin and exercise)] with employer needs to cover out-of-hours work activities. -Developed a systemised approach to program management using organisational skills which were developed when managing a learning challenge [ADHD]. The system has been distributed in the workplace as an example of best practice and is currently used by many members of staff. -Through managing own onboarding process due to a newly acquired health condition [Post Traumatic Stress Disorder], developed knowledge of the government’s Employment Assistance Fund which covers the costs of workplace modifications. Understanding of the process was valued by human resources who could use the knowledge to accommodate the needs of several employees. -Strong commitment to formal learning demonstrated by being firstin-family to go to university. Process has resulted in active career planning, developing own social capital, independence and resilience. -Integrated and established independence in a country which varied from own country in areas of educational style, language, culture and economics. Developed new and effective approaches to developing high functioning teams with people who have different styles, approaches and philosophies. -Due to experience overcoming personal difficulties [depression], developed self awareness and the ability to solicit support from health professionals. Demonstrated emotional intelligence, gained insight and awareness of alternative perspectives. Developed strategies to maximise ability to learn in complex situations. -Highly realistic and committed to meeting employer needs and expectations, while still meeting emotional and financial needs of family.          Planning and organization Initiative and enterprise Communication Self management Planning and organisation Initiative and enterprise Learning Planning and organisation Self management Learning Communication Teamwork

Developed a new project management system

Helped the company’s Human Resources Manager access government funding for improved workplace modifications

Created own